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Strategic self development for successful aging at work.

Sean M Robson1, Robert O Hansson

  • 1Radford University, Virginia 24142, USA. smrobson@radford.edu

International Journal of Aging & Human Development
|August 21, 2007
PubMed
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Employees can age successfully at work by using strategies like continuous learning and career management. These approaches positively impact perceived success, with some strategies being more effective for younger workers.

Area of Science:

  • Organizational Psychology
  • Gerontology
  • Human Resource Management

Background:

  • Successful aging in the workplace is crucial for employee well-being and productivity.
  • Understanding age-related workplace dynamics is essential for developing effective HR strategies.
  • Previous research has not fully explored the range of strategies older workers employ.

Purpose of the Study:

  • To identify and categorize strategies employees use for successful aging at work.
  • To examine the relationship between these strategies and perceived success.
  • To investigate how age moderates the effectiveness of these strategies.

Main Methods:

  • Two studies with a total of 265 participants were conducted.
  • Study 1 involved content analysis of activities listed by 64 employees (ages 23-61).

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  • Study 2 used factor analysis on data from 201 older workers (age 40+) to identify strategy types.

    • Main Results:

    • Seven strategy domains were identified: Relationship Development, Security, Continuous Learning, Stress-Relief, Skill Extension, Career Management, and Conscientiousness.
    • All strategy domains positively correlated with perceived success.
    • Security, Relationship Development, Continuous Learning, and Career Management strategies predicted success independently of individual or organizational factors.
    • Age moderated the success-strategy link for Relationship Development and Skill Extension.

    Conclusions:

    • Specific strategies significantly contribute to successful aging at work.
    • Continuous Learning and Career Management are key for older workers' perceived success.
    • The effectiveness of Relationship Development and Skill Extension strategies may decrease with age, suggesting a need for age-specific interventions.