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Series foreword / by Eduardo Salas -- Preface -- List of figures -- List of tables -- About the editors -- About the contributors -- Acknowledgments -- Overview -- An introduction to facing the challenges of a multi-age workforce : a use-inspired approach / Lisa Finkelstein, Donald Truxillo, Franco Fraccaroli, and Ruth Kanfer -- Science confronts the global challenges -- Age diversity and global teamwork : a future agenda for researchers and practitioners / Florian Kunze and Stephan A. Boehm -- Human resource management and sustainability at work across the life-span: an integrative perspective / Annet H. De Lange, Dorien T. A. M. Kooij, and Beatrice I. J. M. Van der Heijden -- The challenge of building human capital and benefiting from it : a person-centric view of youth unemployment and underemployment / José M. Peiró, Ana Hernández, and José Ramos -- The aging workforce and the demands of work in the 21st century / Margaret E. Beier -- Work ability and aging / Juhani Ilmarinen and Ville Ilmarinen -- The implications of changes in job demands for the continued and future employment of older workers / Sara J. Czaja, Joesph Sharit, Neil Charness, and Andrew A. Schmidt -- Aging and emotional labor processes / James Diefendorff, Jennifer Tehan Stanley, and Allison S. Gabriel -- Workplace intervention effectiveness across the lifespan / Keith L. Zabel and Boris B. Baltes -- To stay or to leave : motivations and decisions of bridge employment on retirement / Yujie Zhan and Mo Wang -- Intergenerational perceptions and conflicts in multi-age and multigenerational work environments / Cort W. Rudolph and Hannes Zacher -- A comparison of EEO law on workforce aging across English speaking countries / Arthur Gutman and Eric Dunleavy -- Multidisciplinary viewpoints -- How individuals navigate social mobility : managing capacities and opportunities in careers across adulthood / Jutta Heckhausen and Jacob Shane -- Labor force transitions in late life : between agency and structure / Kène Henkens -- Optimizing older workforces / Laura L. Carstensen, Michaela E. Beals, and Martha Deevy -- Editor viewpoints -- Employment transitions in later adulthood / Ruth Kanfer -- An aging workforce: the contribution of work, industrial, and organizational psychology / Franco Fraccaroli -- Developing "best practices" for organizations : a gap in the current aging research / Donald M. Truxillo -- Now that we know what-how? / Lisa Finkelstein -- Index

Facing the Challenges of a Multi-Age Workforce examines the shifting economic, cultural, and technological trends in the modern workplace that are taking place as a result of the aging global workforce. Taking an international perspective, contributors address workforce aging issues around the world, allowing for productive cross-cultural comparisons. Chapters adopt a use-inspired approach, with contributors proposing solutions to real problems faced by organizations, including global teamwork, unemployed youth, job obsolescence and over-qualification, heavy emotional labor and physically dema.

AbstractIn this commentary, I observe the assumption of privilege of many of the age stereotypes that emerged to characterize both older and younger age groups at the start of the COVID-19 pandemic. This leads to a reflection of how much extant age stereotype research may be limited by the typical centering of a white and a middle- or upper-class perspective. I make acknowledgment of strides toward intersectional research and suggest some further research questions to move this work forward.

Science designed to understand the effects of diversity in organizations and science designed to understand the processes and outcomes of emotional labor have accumulated with increased rapidity, but rarely have the two research streams merged. We present a conceptual framework to integrate diversity with emotional labor, with the goals of prompting new research pathways and forging better understanding of the role emotional labor processes play in diverse work environments. This multilevel framework allows for conceptualizing and testing ideas about the interplay of both of these concepts at the individual and team levels, and introduces potential boundary conditions for their effects.

Purpose– The purpose of this paper is to empirically investigate commonly recommended practices for formal mentoring programs (FMP). The authors examine how objective-setting, participating in organizational FMP events, and repeat participation in a FMP relates to how mentors and mentees perceive their relationship.Design/methodology/approach– Mentor and mentee participants in an 18-month FMP within a consumer goods organization responded to a survey. Proposed hypotheses, competing hypotheses, and exploratory research questions were tested using regression.Findings– Setting objectives was most important to the mentoring relationship when mentors were unable to attend orientation events. Veteran mentees reported learning more from the relationship when paired with a veteran mentor; novice mentees reported the same when paired with novice mentors.Research limitations/implications– The findings provide some research evidence supporting practitioner-recommended best practices. The conclusions are limited by the cross-sectional nature of the data collection and the lack of random assignment to FMP events. Future research should consider field experiments, and explore a wider range of events and activities.Practical implications– The importance of goal setting should be stressed more often in training and orientation for FMPs, and program administrators should consider using repeat participation as a factor in matching.Originality/value– This is the first study to examine relationship-quality variables and learning in relation to participation in organization-sponsored events and to repeat involvement in a program. It also answers a call in the literature for studies on the characteristics that can enhance the success of formal mentoring efforts.

AbstractResearchers have shown growing interest in the age metastereotyping process and its potential impact in organizations. Research calls have been made for new measurement tools to help advance this work. This paper presents five studies that were conducted to develop and provide initial validation evidence for a new word fragment completion test to assess age metastereotype activation in an indirect manner. We followed suggestions for best practices in the development of this type of measure (Koopman, J., Howe, M., Johnson, R.E., Tan, J.A., & Chang, C.H. 2013. A framework for developing word fragment completion tasks. Human Resource Management Review, 23 (3), 242–253.) and used Finkelstein et al.'s (Finkelstein, L.M., King, E.B., & Voyles, E.C. 2015. Age metastereotyping and cross-age workplace interactions: A meta view of age stereotypes and work. Work, Age, and Retirement, 1 (1), 26–40.) model of the age metastereotyping process as a basis for choosing correlates for the measure. We discuss the mixed pattern of relationships between the new measure and the variables proposed in that model and provide several suggestions for next steps toward continued validation and use of this measure. Further, we provide detailed information throughout the process that could serve as a springboard and time-saver for others interested in developing their own age metastereotype word fragment completion test to suit their own research needs.

This study examined the role of both age and age diversity in mentorships using quantitative and qualitative methodology. Based on data from nonfaculty employees of a large university, it found that the absolute age of the protégé in mentorships influenced career mentoring provided, characteristics of the mentorship, and perceptions of mutual learning. Older protégés on average experienced less career-related mentoring, had shorter relationships, were closer in level to their mentor, and reported more mutual learning than younger protégés. Protégé age interacted with mentor age, however, such that young protégés seemed to receive similar styles of mentoring regardless of mentor age, but as protégés age increased, they reported more career and psychosocial mentoring from younger than from older mentors. The content analysis of qualitative data revealed important variables to investigate in future research on age diversity in mentorships, including perceptions of competence and respect, similarity, and interpersonal comfort.

AbstractUsing a vignette-based design, the current study addresses the question of what happens when a worker violates prescriptive age identity stereotypes (i.e., does not act in ways that align with cultural expectations for people in their age group). The study extends prior research by including a mixed adhering-violating condition, investigating the effects of prescriptive stereotype violation on the application of descriptive age stereotypes, and examining the role of negative affect (a composite of frustration, irritation, and annoyance) as a mediating mechanism in the prescriptive stereotyping process. Results indicate that violators of prescriptive age stereotypes are perceived more negatively in terms of warmth, competence, and desire for workplace interactions. Exhibiting some adhering and some violating behaviors largely did not lessen the effects of violation. The idea that some descriptive age stereotypes would be applied less often to violators did receive some support. Frustration was shown to be a useful mechanism for explaining prescriptive stereotyping effects, but the general absence of age of participant effects raises new questions regarding the role of expectancy violation in this process. Taken together, these findings offer an extension of the research on prescriptive age stereotypes to the workplace context, show that there can be a cost to violating prescriptive age stereotypes, and provide insight into potential mechanisms. We provide several suggestions for expanding this work, including the consideration of the intersection of age with other identity groups and ways to explore the roles of expectancy violations and perceived subjective age in the prescriptive stereotyping process.