1,720,984 research outputs found
The moderating role of age in the job characteristics–absenteeism relationship: A matter of occupational context?
No full textThis study addresses the relationship between job characteristics and sickness absenteeism, examining it under two important boundary conditions, employee age, and occupational group. Drawing from psychological theories that explain age-related differences in the workplace, as well as the sociology of occupations, we formulate hypotheses concerning two- and three-way interactions between five key job characteristics (job demands, autonomy, skill variety, supervisor, and colleague support), age, and occupational group, namely blue-collar workers versus clerks. We test our hypotheses on an archival sample of 5,175 employees taken from the French National Survey of Employment Conditions. Hierarchical negative binomial regressions reveal that many of our hypotheses are supported. For example, autonomy and supervisor and colleague support have a differential impact on sickness absenteeism depending on age and the occupational group of employees. We discuss the implications of our findings for both theory and practice. Practitioner points: Sickness absences can be predicted by job characteristics as function of age and occupational groups. Supervisor support is associated with fewer sickness absences in younger workers, especially clerks. Occupational context may mask the age differences because for Job Autonomy and Colleague Support, age-related differences were detected only within the blue-collar and clerical groups, respectively. The impact of job demands and skill variety on sickness absences is moderated by age and does not vary across the two occupational groups
The role of age in the relationship between work social characteristics and job attitudes
No full textDespite the amount of research on the link between work social characteristics and job attitudes, there is a lack of work on moderators of this relationship. In the present study, we examine the role of age as a moderating effect of this relationship using life-span development theory. The aim of this paper is to study the moderator effect of age in the relationship between two work social characteristics (interaction outside the organization and interdependence) and job attitudes (i.e., general job satisfaction and work engagement). Participants were 258 workers from private organizations. Data were collected at two time points (2 to 4 weeks between T 1 and T 2 ). Results showed that the relationship between interdependence and work engagement was stronger for older workers than for younger workers. In addition, the relationship between interaction outside the organization and general job satisfaction was stronger for younger than for older workers. Because increased engagement and satisfaction in an age-diverse workforce is important, organizations may benefit by challenging older workers with interdependent tasks, and younger workers with interaction with stakeholders outside the organization
Older workers and sustainable late careers: Job characteristic effects
No full textRecent demographic changes are heavily influencing workforce composition, challenging older people to be more flexible in terms of postponing their retirement. Moreover, career paths have changed dramatically over recent decades, and late-career workers need to take responsibility for the nature and course of their careers. Numerous processes and factors can lead individuals to efficient and satisfying adjustments to aging-related changes, promoting successful aging at work. However, there is little empirical and theoretical work on factors that affect late career outcomes, and with the aging of the workforce we need a deeper understanding of these aspects. This chapter gives a contribution in this direction. We describe the socio-demographic changes that drive the need for higher and more flexible participation of older workers in the job market, and a redefinition of the career path during the worker lifespan. Theories related to careers of older workers are considered, followed by an examination of different factors that can play an important role in late career paths. In particular, we illustrate the role of job characteristics and related organizational interventions that can reinforce the creation of more sustainable careers for the older workforce
Psicologia del lavoro e delle organizzazioni
No full textNon sarebbe bello capire come le persone si comportano sul lavoro, cosa spiega le loro prestazioni lavorative, come si sentono a riguardo e come tutto ciò può influire sulla loro vita non lavorativa? Questo è l'obiettivo della psicologia del lavoro e delle organizzazioni. Nello specifico, la psicologia del lavoro è una specializzazione incentrata sull'applicazione dei principi psicologici nel tentativo di comprendere le persone al lavoro. Nel corso del libro, questo ci porta a considerare diversi aspetti, a partire da come meglio individuare una buona corrispondenza tra persone e lavoro attraverso le procedure d'assunzione, come formare e valutare i lavoratori, come motivare le persone sul lavoro e come farle sentire soddisfatte. Inoltre si esamina come il lavoro condizioni la vita extra-lavorativa delle persone e cosa i datori di lavoro possono fare per mantenere i lavoratori sani, produttivi e soddisfatti. In altre parole, se volete sapere cosa rende le persone felici e produttive sul lavoro, questo è il libro che fa per voi
Will you still hire me when I am over 50? The effects of implicit and explicit age stereotyping on resume evaluations
Full text linkMultiple studies have found that older workers may be disadvantaged in their job search due to explicit age stereotypes. However, no published research has examined the effect of both explicit (conscious) and implicit (unconscious) negative age stereotypes against older workers on hiring decisions. The current study fills this gap by using an experimental design to simultaneously examine how both explicit and implicit age stereotypes affect the evaluation of resumes for older and younger job applicants. Participants completed measures of explicit age stereotypes via a questionnaire and implicit age stereotypes with an Implicit Association Test focused on older and younger working-age people. They then completed a resume screening task that included younger and older potential applicants. Results showed that participants’ explicit age stereotypes positively influenced the evaluation of younger applicants’ resumes but had no significant effect on the evaluation of older applicants’ resumes. Conversely, implicit age stereotypes had a negative effect on the evaluation of older applicants’ resumes but had no significant effect on the evaluation of younger applicants’ resumes. The results suggest that both implicit and explicit age stereotypes may harm older job applicants’ hireablity, but through different pathways
The Effect of Age on Daily Positive Emotions and Work Behaviors
Full text linkThis study draws on socioemotional selectivity and person-job fit theories to investigate the emotional bases for age-related differences in daily task crafting and in-role performance. We tested a mediation model in which age is related to positive emotions that in turn predict task crafting and in-role performance. A total of 256 people working in multiple organizations participated in a 5-day diary study. Multilevel modeling showed that, at the person level of analysis, age is significantly and positively related to positive emotions and task crafting and, via crafting, to in-role performance. No significant mediation of high- and low-arousal positive emotions was found between age and task crafting. However, at the day level of analysis, high-arousal positive emotions are positively related to task crafting, and this in turn is positively related to in-role performance. These findings make important theoretical contributions to understanding within-person processes associated with employee age in addition to more traditional between-person factors. They also have implications for managing an age-diverse workforce by means of job crafting
Going Beyond Counting First Authors in Author Co-citation Analysis
Full text linkThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Variations on the Author
Full text link“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
Appropriate Similarity Measures for Author Cocitation Analysis
Full text linkWe provide a number of new insights into the methodological discussion about author cocitation analysis. We first argue that the use of the Pearson correlation for measuring the similarity between authors’ cocitation profiles is not very satisfactory. We then discuss what kind of similarity measures may be used as an alternative to the Pearson correlation. We consider three similarity measures in particular. One is the well-known cosine. The other two similarity measures have not been used before in the bibliometric literature. Finally, we show by means of an example that our findings have a high practical relevance.information science;Pearson correlation;cosine;similarity measure;author cocitation analysis
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