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El impacto de la generatividad de los empleados mayores en la dedicación al trabajo: una perspectiva de selectividad
Zhenxing Gong1,2, Yongqi He1, Miaomiao Li3
1School of Business, Liaocheng University, Liaocheng, China.
Frontiers in psychology
|February 5, 2026
Resumen
Empleados mayores
Área de la Ciencia:
- Psicología
- Comportamiento Organizacional
- Sociología
Sus antecedentes:
- La fuerza laboral global está envejeciendo, lo que requiere un enfoque en la dedicación al trabajo de los empleados mayores.
- Comprender los impulsores psicológicos del compromiso en las últimas etapas de la carrera es crucial para las organizaciones.
Objetivo del estudio:
- Investigar cómo la generatividad influye en la dedicación al trabajo de los empleados mayores.
- Examinar el papel mediador del compromiso organizacional.
- Explorar el efecto moderador de la confianza (cognitiva y afectiva) en esta relación.
Principales métodos:
- Se realizó un estudio longitudinal de tres oleadas con 489 empleados mayores en el este de China.
- Los análisis estadísticos incluyeron EFA, CFA, correlación y pruebas de mediación Bootstrap.
Principales resultados:
- La generatividad impacta positivamente la dedicación al trabajo (β=1.06, p<0.01).
- El compromiso organizacional media esta relación (generatividad a compromiso: β=0.99, p<0.01; compromiso a dedicación: β=0.61, p<0.01).
- La confianza cognitiva y afectiva modera el vínculo entre la generatividad y el compromiso organizacional (β=0.15, p<0.01 y β=0.18, p<0.01, respectivamente).
Conclusiones:
- La generatividad sirve como un puente psicológico para la perspectiva de tiempo futuro y la dedicación al trabajo de los empleados mayores, extendiendo la teoría de la selectividad socioemocional.
- Las organizaciones pueden fomentar lugares de trabajo inclusivos para la edad implementando prácticas de fomento de la confianza para mejorar la motivación de los trabajadores mayores.
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