Donald M Truxillo
Biographic Data
| ID | 1607326 |
|---|---|
| NAME | Donald M Truxillo |
| GIVEN NAMES | Donald M |
| FAMILY NAME | Truxillo |
| SIGNATURE | TRUXILLO D M |
| AFFILIATIONS | University of Limerick |
| ORCID | 0000-0002-1428-2198 |
| VERIFIED | Yes |
| TOTAL WORKS | 29 |
| TOTAL CITATIONS | 22 |
| AUTHOR COUNT | 19 |
| EDITOR COUNT | 10 |
| FIRST PUBLICATION YEAR | 1987 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 3 |
Uncertainty in Work-Related Transitions over the Life Course
Many aspects of one’s life are uncertain due to missing information about situations, probabilistic events, and decision outcomes. In this article, we argue and show that diverse perspectives from lifespan development as well as work and organizational psychology can be integrated into a fuller picture of individuals’ experiences of work-related transitions over the life course through the lens of uncertainty. Drawing from a panel discussion amon…
Investigating the impact of age-differentiated leadership on retention and performance-related outcomes: A moderated dual pathway model
Although research indicates that age-differentiated leadership (ADL) is positively associated with wellbeing outcomes for both younger and older workers, the ways in which it relates to performance and retention-related outcomes, and the mechanisms through which these effects occur, remain an important focus for further examination. Based on the Categorization-Elaboration Model (CEM), this study proposes and tests a dual pathway model suggesting …
LeverAge: A European network to leverage the multi-age workforce
Bringing together 150+ scholars and practitioners from 50+ countries, and funded by the European Commission, COST Action LeverAge (https://www.cost.eu/actions/CA22120/) is the first network-building project of its kind in the work and organizational psychology and human resource management (WOP/HRM) aspects of work and aging. Focused on the aging workforce, the Action aims to foster interdisciplinary and multinational scientific excellence and th…
Social interaction matters to job search over the long haul
Challenges in the New Economy: A New Era for Work Design
Models of work design emerged in the twentieth century to address workplace changes created by the industrial revolution. However, the world of work is currently undergoing a new, profound revolution in terms of technological, demographic, and environmental changes, leading to a new economy, within which organizations and employees must function. The field of work design currently includes robust theories with a deep understanding of how work des…
Age Stereotypes Do Matter: Looking Through the Lens of the Attraction–Selection–Attrition Model
Murphy and DeNisi (2021) suggest that the real-world effects of age stereotypes on personnel decisions are weak, null, or inconsistent. However, we know that both conscious and unconscious age stereotypes exist (Fiske, 2017; Posthuma & Campion, 2009), and both seem to affect people’s hiring decisions (Zaniboni et al., 2019). For instance, a field experiment in Sweden in which 6,000 fictitious resumes were sent to open positions found that applica…
Retired High-Flyers: Exploring the Impact of Accomplishment on Well-being in Retired Female CEOs
While literature about the relationship between well-being and accomplishment exists, previous studies were mainly quantitative and neglected the subjective experience of female retirees, which the current study aimed to address. Three female retired charity CEOs based in the United Kingdom were interviewed using in-depth, semi-structured interviews. The interpretative phenomenological analysis yielded 3 themes: (1) “accomplishment and well-being…
Knowledge Transfer Between Younger and Older Employees: A Temporal Social Comparison Model
Knowledge transfer between younger and older employees can help to prevent organizational knowledge loss and contribute to business success. However, despite its potential benefits, knowledge transfer does not occur automatically. To better understand the challenges associated with age-diverse knowledge transfer, we develop a conceptual model outlining 10 propositions. Specifically, we adopt a temporal social comparison perspective suggesting tha…
Age, Experience, and Business Performance: A Meta-Analysis of Work Unit-Level Effects
Adopting an interdisciplinary perspective, this article reports new evidence on the impact of age and experience on work unit performance. Two types of experience that increase with age are “general” and “firm-specific.” The focus here is on the influence of general human capital (which increases with time spent in the workforce) and firm-specific human capital (which increases with tenure with the current employer) on work unit performance. Alth…
An Analysis of the Multidimensional Structure of Job Crafting for Older Workers With a Managerial Role
Job crafting has often been conceptualized as a higher-order construct composed of 3 dimensions: seeking resources, seeking challenges, and reducing demands. However, recent advances in job crafting studies have questioned the composition of its multidimensional structure. Furthermore, job crafting has been widely studied in age-diverse samples of workers, but not properly studied among older workers. In this article, we investigate the multidime…
Age-Diverse Workplace Friendship: A Systematic Literature Review and Recommendations for Future Research
Friendship may help to bridge differences between people, such as between age-diverse employees. Oftentimes, age diversity in employee interactions cultivates interpersonal tensions. Age-diverse workplace friendship—a relationship between coworkers of different ages, who like each other and who are engaged in a balanced social exchange—may help to overcome these interpersonal tensions because having something in common can de-escalate age-related…
Rater Attributions of Malfunctions in Videoconference Interviews
Virtual interviews have become ubiquitous, yet research on the psychological effects of their technological characteristics remains sparse. Many practitioners caution that malfunctions that commonly occur during interviews may negatively influence interviewers’ perceptions of an applicant. This concern is heightened for some groups of applicants, particularly those of certain age groups. Age stereotypes characterize older adults as technologicall…
An Interpretative Phenomenological Analysis of Social Identity Transition in Academic Retirement
One of the most serious challenges inherent in retirement transition is coping with social identity changes. We investigated social identity processes and the role of social engagement during retirement transition by examining the life narratives of recently retired university faculty (14 males and 5 females) from 12 different academic areas. The interviews were analyzed using interpretative phenomenological analysis (IPA). The results revealed o…
Age and Workplace Deviance: A Meta-Analytic Test and a Trait-Based Examination of Why Older Employees Engage in Less Workplace Deviance
In the current meta-analysis, we examine the relation between age and workplace deviance, and find a small but significant negative correlation (ρ ̄ = −.124, k = 198). More importantly, we test several trait-based mechanisms to help explain this relation. Specifically, based on the neo-socioanalytical model of personality change, we hypothesized that those Big Five personality traits that change with age, HEXACO honesty–humility, and trait negati…
When and Why Do Employers (Re)Hire Employees Beyond Normal Retirement Age
Older workers are increasingly being encouraged to work beyond normal retirement age (NRA). Given that employers generally control opportunities for employees to work beyond NRA, better understanding their motivations, attitudes, and experiences in (re)hiring employees to work beyond NRA is vital. To date, however, research investigating employment beyond NRA has primarily focused on the perspective and experiences of employees. In this study, we…
Psychology and Work
The lagged influence of organizations' human resources practices on employees' career sustainability: The moderating role of age
Covid-19 and its Implications for Research on Work Ability
Research into work ability is increasing in the aging workforce literature. We argue that the COVID-19 pandemic has uncovered a number of possible gaps in our understanding of the work ability concept itself, its antecedents, and outcomes. We offer future research directions to further examine the theoretical underpinnings of work ability, moderators that may enhance its effects, and ways to broaden work ability conceptually to better capture the…
The Moderating Effect of Age on the Association Between High-Performance Work Systems and Employee Performance in Different Work Roles
High performance work systems (HPWS) have been shown to associate with performance at diverse levels. In this article, we study the effects of employee age on the relationship between HPWS and employee performance. We use a role-based measurement of employee performance, which introduces five roles that an employee can hold within an organization, namely the roles of Job holder, Career seeker, Innovator, Team member, and Organization member. Inte…
A Review and Synthesis of the Work Ability Literature
There is a growing literature investigating aging and work due to increasing numbers of older working adults. One emerging research line has focused on work ability (WA), or workers’ functional capacity to meet work demands, including the antecedents of WA and how WA affects work attitudes, performance, and retirement. Our article provides the first comprehensive multidisciplinary (e.g., medicine, psychology, management) review of the WA literatu…
The Effect of Age on Daily Positive Emotions and Work Behaviors
This 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 th…
Relating Age, Decision Authority, Job Satisfaction, and Mental Health: A Study of Construction Workers
Job autonomy is a critical job characteristic in the construction industry, with lower levels of autonomy compared to the general working population. Moreover, there is a paucity of work on individual difference moderators, such as age, considering the effect of job autonomy in important outcomes, such as job satisfaction and mental health. The purpose of the present study was to test a model of moderated-mediation, in which the interaction betwe…
Supporting the Aging Workforce: A Review and Recommendations for Workplace Intervention Research
The workforce in most industrialized countries is aging and becoming more age-diverse, and this trend is expected to continue throughout the twenty-first century. Although there has been an increased interest in research on age differences at work, few studies have examined actual interventions designed to support workers at different points across the life span. In this article, we review the literature related to aging at work, including physic…
Whistle While You Work: A Review of the Life Satisfaction Literature
Life satisfaction is a key indicator of subjective well-being. This article is a review of the multidisciplinary literature on the relationship between life satisfaction and the work domain. A discussion of top-down and bottom-up theories of life satisfaction is included, and the literatures on work-related antecedents of life satisfaction, the proximal mediators (quality of work life, quality of nonwork life, and feelings of self-worth), and con…
Age as moderator of the relationship of proactive personality with training motivation, perceived career development from training, and training behavioral intentions
Based on changes in motivation thought to occur across the lifespan, we investigated whether age would moderate the relationship between proactive personality and three training‐related variables: training motivation, perceived career development from training, and training behavioral intentions. A survey was completed by 252 municipal government employees. As hypothesized, participants' age moderated the relationship between proactive personalit…
Age as moderator of the relationship of proactive personality with training motivation, perceived career development from training, and training behavioral intentions
Based on changes in motivation thought to occur across the lifespan, we investigated whether age would moderate the relationship between proactive personality and three training‐related variables: training motivation, perceived career development from training, and training behavioral intentions. A survey was completed by 252 municipal government employees. As hypothesized, participants' age moderated the relationship between proactive personalit…
Age Stereotypes Do Matter: Looking Through the Lens of the Attraction–Selection–Attrition Model
Murphy and DeNisi (2021) suggest that the real-world effects of age stereotypes on personnel decisions are weak, null, or inconsistent. However, we know that both conscious and unconscious age stereotypes exist (Fiske, 2017; Posthuma & Campion, 2009), and both seem to affect people’s hiring decisions (Zaniboni et al., 2019). For instance, a field experiment in Sweden in which 6,000 fictitious resumes were sent to open positions found that applica…
When and Why Do Employers (Re)Hire Employees Beyond Normal Retirement Age
Older workers are increasingly being encouraged to work beyond normal retirement age (NRA). Given that employers generally control opportunities for employees to work beyond NRA, better understanding their motivations, attitudes, and experiences in (re)hiring employees to work beyond NRA is vital. To date, however, research investigating employment beyond NRA has primarily focused on the perspective and experiences of employees. In this study, we…
Knowledge Transfer Between Younger and Older Employees: A Temporal Social Comparison Model
Knowledge transfer between younger and older employees can help to prevent organizational knowledge loss and contribute to business success. However, despite its potential benefits, knowledge transfer does not occur automatically. To better understand the challenges associated with age-diverse knowledge transfer, we develop a conceptual model outlining 10 propositions. Specifically, we adopt a temporal social comparison perspective suggesting tha…
The Effect of Age on Daily Positive Emotions and Work Behaviors
This 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 th…
Retired High-Flyers: Exploring the Impact of Accomplishment on Well-being in Retired Female CEOs
While literature about the relationship between well-being and accomplishment exists, previous studies were mainly quantitative and neglected the subjective experience of female retirees, which the current study aimed to address. Three female retired charity CEOs based in the United Kingdom were interviewed using in-depth, semi-structured interviews. The interpretative phenomenological analysis yielded 3 themes: (1) “accomplishment and well-being…
Age, Experience, and Business Performance: A Meta-Analysis of Work Unit-Level Effects
Adopting an interdisciplinary perspective, this article reports new evidence on the impact of age and experience on work unit performance. Two types of experience that increase with age are “general” and “firm-specific.” The focus here is on the influence of general human capital (which increases with time spent in the workforce) and firm-specific human capital (which increases with tenure with the current employer) on work unit performance. Alth…
An Interpretative Phenomenological Analysis of Social Identity Transition in Academic Retirement
One of the most serious challenges inherent in retirement transition is coping with social identity changes. We investigated social identity processes and the role of social engagement during retirement transition by examining the life narratives of recently retired university faculty (14 males and 5 females) from 12 different academic areas. The interviews were analyzed using interpretative phenomenological analysis (IPA). The results revealed o…
Relating Age, Decision Authority, Job Satisfaction, and Mental Health: A Study of Construction Workers
Job autonomy is a critical job characteristic in the construction industry, with lower levels of autonomy compared to the general working population. Moreover, there is a paucity of work on individual difference moderators, such as age, considering the effect of job autonomy in important outcomes, such as job satisfaction and mental health. The purpose of the present study was to test a model of moderated-mediation, in which the interaction betwe…
Another look at the job satisfaction‐life satisfaction relationship: A test of the disaggregation hypothesis
Another look at the job satisfaction‐life satisfaction relationship: A test of the disaggregation hypothesis
An improved test of the disaggregation hypothesis of job and life satisfaction
This study sought to test the disaggregation hypothesis of the relationship between life satisfaction and job satisfaction (Rice, Near & Hunt, 1980) which proposes that the relationship is stronger for individuals who value work in their lives. To date, tests of the hypothesis have been inadequate due to insufficient measures of work value and life satisfaction. This study found support for the hypothesis using improved measures and a more approp…
Perceptions of Discrimination and Need for Affirmative Action Among Asian Americans: Is It Need or Self-Interest
Bien que les personnes d’origine asiatique forment le groupe minoritaire ethnique ayant la plus forte croissance aux Etats-Unis, leurs points de vue ont fait l’objet de peu d’attention dans la littérature sur les actions positives (AA). Nous avons examiné les perceptions d’asiatiques en utilisant un échantillon de 216 étudiants du nord-ouest des Etats-Unis. Nous avons trouvé que les asiatiques perçoivent des degrés différents de discrimination en…
Newcomer adjustment during organizational socialization: A meta-analytic review of antecedents, outcomes, and methods.
The authors tested a model of antecedents and outcomes of newcomer adjustment using 70 unique samples of newcomers with meta-analytic and path modeling techniques. Specifically, they proposed and tested a model in which adjustment (role clarity, self-efficacy, and social acceptance) mediated the effects of organizational socialization tactics and information seeking on socialization outcomes (job satisfaction, organizational commitment, job perfo…
Age as moderator of the relationship of proactive personality with training motivation, perceived career development from training, and training behavioral intentions
Based on changes in motivation thought to occur across the lifespan, we investigated whether age would moderate the relationship between proactive personality and three training‐related variables: training motivation, perceived career development from training, and training behavioral intentions. A survey was completed by 252 municipal government employees. As hypothesized, participants' age moderated the relationship between proactive personalit…
Whistle While You Work: A Review of the Life Satisfaction Literature
Life satisfaction is a key indicator of subjective well-being. This article is a review of the multidisciplinary literature on the relationship between life satisfaction and the work domain. A discussion of top-down and bottom-up theories of life satisfaction is included, and the literatures on work-related antecedents of life satisfaction, the proximal mediators (quality of work life, quality of nonwork life, and feelings of self-worth), and con…
Supporting the Aging Workforce: A Review and Recommendations for Workplace Intervention Research
The workforce in most industrialized countries is aging and becoming more age-diverse, and this trend is expected to continue throughout the twenty-first century. Although there has been an increased interest in research on age differences at work, few studies have examined actual interventions designed to support workers at different points across the life span. In this article, we review the literature related to aging at work, including physic…
Relating Age, Decision Authority, Job Satisfaction, and Mental Health: A Study of Construction Workers
Job autonomy is a critical job characteristic in the construction industry, with lower levels of autonomy compared to the general working population. Moreover, there is a paucity of work on individual difference moderators, such as age, considering the effect of job autonomy in important outcomes, such as job satisfaction and mental health. The purpose of the present study was to test a model of moderated-mediation, in which the interaction betwe…
A Review and Synthesis of the Work Ability Literature
There is a growing literature investigating aging and work due to increasing numbers of older working adults. One emerging research line has focused on work ability (WA), or workers’ functional capacity to meet work demands, including the antecedents of WA and how WA affects work attitudes, performance, and retirement. Our article provides the first comprehensive multidisciplinary (e.g., medicine, psychology, management) review of the WA literatu…
The Effect of Age on Daily Positive Emotions and Work Behaviors
This 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 th…
The lagged influence of organizations' human resources practices on employees' career sustainability: The moderating role of age
Covid-19 and its Implications for Research on Work Ability
Research into work ability is increasing in the aging workforce literature. We argue that the COVID-19 pandemic has uncovered a number of possible gaps in our understanding of the work ability concept itself, its antecedents, and outcomes. We offer future research directions to further examine the theoretical underpinnings of work ability, moderators that may enhance its effects, and ways to broaden work ability conceptually to better capture the…
The Moderating Effect of Age on the Association Between High-Performance Work Systems and Employee Performance in Different Work Roles
High performance work systems (HPWS) have been shown to associate with performance at diverse levels. In this article, we study the effects of employee age on the relationship between HPWS and employee performance. We use a role-based measurement of employee performance, which introduces five roles that an employee can hold within an organization, namely the roles of Job holder, Career seeker, Innovator, Team member, and Organization member. Inte…
Retired High-Flyers: Exploring the Impact of Accomplishment on Well-being in Retired Female CEOs
While literature about the relationship between well-being and accomplishment exists, previous studies were mainly quantitative and neglected the subjective experience of female retirees, which the current study aimed to address. Three female retired charity CEOs based in the United Kingdom were interviewed using in-depth, semi-structured interviews. The interpretative phenomenological analysis yielded 3 themes: (1) “accomplishment and well-being…
Knowledge Transfer Between Younger and Older Employees: A Temporal Social Comparison Model
Knowledge transfer between younger and older employees can help to prevent organizational knowledge loss and contribute to business success. However, despite its potential benefits, knowledge transfer does not occur automatically. To better understand the challenges associated with age-diverse knowledge transfer, we develop a conceptual model outlining 10 propositions. Specifically, we adopt a temporal social comparison perspective suggesting tha…
Age, Experience, and Business Performance: A Meta-Analysis of Work Unit-Level Effects
Adopting an interdisciplinary perspective, this article reports new evidence on the impact of age and experience on work unit performance. Two types of experience that increase with age are “general” and “firm-specific.” The focus here is on the influence of general human capital (which increases with time spent in the workforce) and firm-specific human capital (which increases with tenure with the current employer) on work unit performance. Alth…
An Analysis of the Multidimensional Structure of Job Crafting for Older Workers With a Managerial Role
Job crafting has often been conceptualized as a higher-order construct composed of 3 dimensions: seeking resources, seeking challenges, and reducing demands. However, recent advances in job crafting studies have questioned the composition of its multidimensional structure. Furthermore, job crafting has been widely studied in age-diverse samples of workers, but not properly studied among older workers. In this article, we investigate the multidime…
Age-Diverse Workplace Friendship: A Systematic Literature Review and Recommendations for Future Research
Friendship may help to bridge differences between people, such as between age-diverse employees. Oftentimes, age diversity in employee interactions cultivates interpersonal tensions. Age-diverse workplace friendship—a relationship between coworkers of different ages, who like each other and who are engaged in a balanced social exchange—may help to overcome these interpersonal tensions because having something in common can de-escalate age-related…
Rater Attributions of Malfunctions in Videoconference Interviews
Virtual interviews have become ubiquitous, yet research on the psychological effects of their technological characteristics remains sparse. Many practitioners caution that malfunctions that commonly occur during interviews may negatively influence interviewers’ perceptions of an applicant. This concern is heightened for some groups of applicants, particularly those of certain age groups. Age stereotypes characterize older adults as technologicall…
An Interpretative Phenomenological Analysis of Social Identity Transition in Academic Retirement
One of the most serious challenges inherent in retirement transition is coping with social identity changes. We investigated social identity processes and the role of social engagement during retirement transition by examining the life narratives of recently retired university faculty (14 males and 5 females) from 12 different academic areas. The interviews were analyzed using interpretative phenomenological analysis (IPA). The results revealed o…
Age and Workplace Deviance: A Meta-Analytic Test and a Trait-Based Examination of Why Older Employees Engage in Less Workplace Deviance
In the current meta-analysis, we examine the relation between age and workplace deviance, and find a small but significant negative correlation (ρ ̄ = −.124, k = 198). More importantly, we test several trait-based mechanisms to help explain this relation. Specifically, based on the neo-socioanalytical model of personality change, we hypothesized that those Big Five personality traits that change with age, HEXACO honesty–humility, and trait negati…
When and Why Do Employers (Re)Hire Employees Beyond Normal Retirement Age
Older workers are increasingly being encouraged to work beyond normal retirement age (NRA). Given that employers generally control opportunities for employees to work beyond NRA, better understanding their motivations, attitudes, and experiences in (re)hiring employees to work beyond NRA is vital. To date, however, research investigating employment beyond NRA has primarily focused on the perspective and experiences of employees. In this study, we…
Psychology and Work
Age Stereotypes Do Matter: Looking Through the Lens of the Attraction–Selection–Attrition Model
Murphy and DeNisi (2021) suggest that the real-world effects of age stereotypes on personnel decisions are weak, null, or inconsistent. However, we know that both conscious and unconscious age stereotypes exist (Fiske, 2017; Posthuma & Campion, 2009), and both seem to affect people’s hiring decisions (Zaniboni et al., 2019). For instance, a field experiment in Sweden in which 6,000 fictitious resumes were sent to open positions found that applica…
Social interaction matters to job search over the long haul
Psychology (22 works) · Retirement, Disability, and Employment (17 works) · Employment and Welfare Studies (14 works) · Social Psychology (14 works) · Job Satisfaction and Organizational Behavior (13 works) · Political science (9 works) · Engineering (8 works) · Job satisfaction (7 works) · Social Psychology (7 works) · Sociology (7 works)