Future Time Perspective in the Work Context: A Systematic Review of Quantitative Studies

A core construct in the lifespan theory of socioemotional selectivity, future time perspective (FTP) refers to individuals’ perceptions of their remaining time in life. Its adaptation to the work context, occupational future time perspective (OFTP), entails workers’ perceptions of remaining time and opportunities in their careers. Over the past decade, several quantitative studies have investigated antecedents and consequences of general FTP and OFTP in the work context (i.e., FTP at work). We systematically review and critically discuss this literature on general FTP (k = 17 studies) and OFTP (k = 16 studies) and highlight implications for future research and practice. Results of our systematic review show that, in addition to its strong negative relationship with age, FTP at work is also associated with other individual (e.g., personality traits) and contextual variables (e.g., job characteristics). Moreover, FTP at work has been shown to mediate and moderate relationships of individual and contextual antecedents with occupational well-being, as well as motivational and behavioral outcomes. As a whole, findings suggest that FTP at work is an important variable in the field of work and aging, and that future research should improve the ways in which FTP at work is measured and results on FTP at work are reported

Employees' Organizational Identification and Affective Organizational Commitment: An integrative approach

Although several studies have empirically supported the distinction between organizational identification (OI) and affective commitment (AC), there is still disagreement regarding how they are related. Precisely, little attention has been given to the direction of causality between these two constructs and as to why they have common antecedents and outcomes. This research was designed to fill these gaps. Using a cross-lagged panel design with two measurement times, Study 1 examined the directionality of the relationship between OI and AC, and showed that OI is positively related to temporal change in AC, confirming the antecedence of OI on AC. Using a cross-sectional design, Study 2 investigated the mediating role of OI in the relationship between three work experiences (i.e., perceived organizational support, leader-member exchange, and job autonomy) and AC, and found that OI partially mediates the influence of work experiences on AC. Finally, Study 3 examined longitudinally how OI and AC combine in the prediction of actual turnover, and showed that AC totally mediates the relationship between OI and turnover. Overall, these findings suggest that favorable work experiences operate via OI to increase employees' AC that, in turn, decreases employee turnover

Verbfeldstrukturen

<p>Study 1: Descriptive Statistics and Intercorrelations Among Variables.</p

Perceived organizational membership and the retention of older workers

Drawing on the perceived organizational membership theoretical framework and the group-value justice model, we developed and tested a model predicting older workers\u27 intention to remain with their organization. We hypothesized that human resource practices targeted to older workers would be related to perceived insider status through how older workers perceived their supervisor managed these practices (perceived procedural and interpersonal justice). We also hypothesized that perceived insider status would mediate the relationship between perceived contribution and intention to remain. We conducted two studies to test the hypothesized model. Study 1 participants (N = 236) were a diverse group of older workers and Study 2 participants (N = 420) were older registered nurses. Using structural equation modeling, we found support for the hypothesized model. All of the hypothesized relationships were significant in Study 2 and all except one were significant in Study 1. Older workers will want to remain a member of their organization when their organization engages in practices tailored to the needs of older workers, their supervisor implements these practices fairly, and their organization conveys that it values the contribution of its older workers thereby fostering a strong sense of belonging

The Impact of Age Stereotypes and Age Norms on Employees’ Retirement Choices: A Neglected Aspect of Research on Extended Working Lives

This article examines how older workers employ internalized age norms and perceptions when thinking about extending their working lives or retirement timing. It draws on semistructured interviews with employees (n = 104) and line managers, human resource managers and occupational health specialists (n = 52) from four organisations in the United Kingdom. Previous research has demonstrated discrimination against older workers but this is a limiting view of the impact that ageism may have in the work setting. Individuals are likely to internalize age norms as older people have lived in social contexts in which negative images of what it means to be “old” are prevalent. These age perceptions are frequently normalized (taken for granted) in organisations and condition how people are managed and crucially how they manage themselves. How older workers and managers think and talk about age is another dynamic feature of decision making about retirement with implications for extending working lives. Amongst our respondents it was widely assumed that older age would come with worse health—what is more generally called the decline narrative - which served both as a motivation for individuals to leave employment to maximize enjoyment of their remaining years in good health as well as a motivation for some other individuals to stay employed in order to prevent health problems that might occur from an inactive retirement. Age norms also told some employees they were now “too old” for their job, to change job, for training and/or promotion and that they should leave that “to the younger ones”—what we call a sense of intergenerational disentitlement. The implications of these processes for the extending working lives agenda are discussed