Cort W Rudolph
Biographic Data
| ID | 256428 |
|---|---|
| NAME | Cort W Rudolph |
| GIVEN NAMES | Cort W |
| FAMILY NAME | Rudolph |
| SIGNATURE | RUDOLPH C W |
| AFFILIATIONS | Saint Louis University |
| ORCID | 0000-0002-0536-9638 |
| VERIFIED | Yes |
| TOTAL WORKS | 55 |
| TOTAL CITATIONS | 205 |
| AUTHOR COUNT | 55 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2014 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 7 |
Unpacking Leader Bottom-Line Mentality (BLM) in Organizations: A Meta-analytic Review of Its Drivers, Consequences, Mechanisms, and Boundary Conditions
Unraveling stakeholder roles in employees' outcomes: A meta-analysis of the crossover of happiness, health, and productivity
Crossover refers to the process through which personal experiences transfer between individuals in close social relationships. Despite increasing scholarly interest, existing crossover research remains fragmented and limited in scope, which hinders effective knowledge dissemination and theoretical advancement. To address this gap, we draw on the sustainable career framework as a conceptual lens for organizing and interpreting empirical findings. …
Posttraumatic Growth: The Role of Health and Financial Difficulties During a Pandemic
OBJECTIVE: Trauma can have a range of effects on individuals over time, including the potential for positive changes in favorable outcomes commonly referred to as posttraumatic growth. The posttraumatic growth literature has been criticized for various methodological limitations and has largely neglected the exploration of factors that may strengthen or weaken posttraumatic growth trajectories. The present study contributes to this literature by …
Character Strengths Use at Work: A Meta-Analysis of Relations with Work Performance and Employee Wellbeing
Reciprocal Relations Between Climate Change Anxiety and Pro-Environmental Behavior
The temporal precedence of the association between climate change anxiety and pro-environmental behavior has not yet been established. This study examines reciprocal relations between the two variables while controlling for personal values to rule out potential third-variable explanations. Based on theorizing on the functionality of anxiety and self-perception theory, it was hypothesized that climate change anxiety and pro-environmental behavior …
Technology and the changing nature of work
Do increases in work uncertainty help older workers maintain higher levels of occupational future time perspective
In this study, we consider how changes in work uncertainty (i.e., systematic, linear trajectories that reflect over-time changes in resource, task, and input/output uncertainty) moderate the generally negative relation between employee age and occupational future time perspective (OFTP) (i.e., employeesâ€TM perceptions of their remaining time, opportunities, and limitations at work). Based on the theoretical model of uncertainty regulation and pr…
An operational integration of lifespan development theories
Adapting to involuntary, radical, and socially undesirable career changes
Effects of person–occupation political orientation misfit on occupational identification: An experimental study
Researchers and practitioners have become increasingly interested in the role of political orientation in the workplace. Importantly, people do not always agree with other members of their profession when it comes to politics. However, the effects of such person–occupation political orientation misfit on people's work‐related attitudes remain unclear. According to the social identity perspective, person–occupation political orientation misfit is …
Technology-assisted supplemental work: A meta-analysis
Due to the increasing digitalization and connectivity of work, more and more employees engage in technology-assisted supplemental work (TASW). TASW refers to the performance of work-related tasks after regular work hours with the aid of technological tools. Based on a conceptual model of TASW, we present a comprehensive meta-analysis of potential antecedents and outcomes of TASW (K = 89 independent samples, N = 39,085 employees). Results showed t…
Are generations a useful concept
The concepts of generations and generational differences have received much attention in the academic literature, in the popular press, and among practitioners, policymakers, and politicians. Despite the continued interest, research has failed to find convincing evidence for the existence of distinct generations, commonly conceptualized as broad groupings of birth cohorts (e.g., 1980-2000) that have been influenced by a set of significant events …
Worker aging, control, and well-being: A specification curve analysis
Among the many work (and life) characteristics of relevance to adult development and aging, various forms of control are some of the most extensively and diversely studied. Indeed, "control," whether objectively held (i.e., "actual" control), perceived, or enacted through self-regulation, is a concept central to our understanding of person-environment interactions, development, and well-being within and across life domains. However, variability i…
Body dissatisfaction and romantic relationship quality: A meta-analysis
Research has shown that there is an association between body dissatisfaction (a person's negative evaluation of their own physical body) and romantic relationship satisfaction. Some have suggested that individuals with higher levels of body dissatisfaction report less satisfaction with their romantic relationships. However, others have suggested that there is a positive relationship between these two variables. This meta-analysis sought to examin…
Measuring boundaries and borders: A taxonomy of work-nonwork boundary management scales
Tough times at the top: Occupational status predicts changes in job satisfaction in times of crisis
How do individuals with a higher versus lower occupational status experience major, unexpected changes to their work life? The COVID-19 pandemic has disrupted most areas of work life and, thus, provides a unique opportunity to examine changes in work attitudes in response to a worldwide crisis. We predict that individuals with higher, but not with lower occupational status showed a decline in job satisfaction during the early stages of the COVID-…
Employee Green Behavior as the Core of Environmentally Sustainable Organizations
Environmental sustainability has become an ethical and strategic imperative for organizations, and more and more employees are interested, encouraged, or instructed to act in environmentally sustainable ways. Consequently, organizational scholars have increasingly studied individual-level antecedents of employee pro-environmental or employee green behavior (EGB). We argue that, to advance this literature and to inform effective interventions, res…
Normative Team Age Prototypes: Exploring Follower, Leader, and Team Characteristics
The concept of implicit organizational timetables suggests that leaders are expected to be older than their followers. However, increased age diversity in the workforce has led to situations in which this is not the case. Expanding on the core tenets of leader categorization theory, the present study establishes the concept of an age-prototypical team characterized by the age of the leader relative to their followers and explores how team age pro…
New Directions for Measurement in the Field of Work, Aging and Retirement
Research on work, aging and retirement has reached a level of maturity as indicated by an established base of empirical findings and an increasing number of empirical studies on these and related phenomena. Given the development of the field, it is a good time to critically reflect on the measurement of core theoretical constructs that inform our understanding of work and aging and of retirement-related processes. Moreover, given the increasing p…
Covid-19 and the workplace: Implications, issues, and insights for future research and action.
A systematic and critical review of research on respect in leadership
Exploring the dynamics of protean career orientation, career management behaviors, and subjective career success: An action regulation theory approach
Due to increased dynamics in the world of work and the resulting responsibility of individuals to shape their careers more independently, there is an increased need to focus on the individual as an active agent in the development of a successful career. Drawing on action regulation theory, this four-wave longitudinal study investigates the dynamic relations between protean career orientation, engagement in career self-management behaviors, and su…
Improving careers science: Ten recommendations to enhance the credibility of vocational behavior research
Age-Differentiated Leadership and Healthy Aging at Work: Evidence from the Early Stages of the Covid-19 Pandemic
Little is known about the relative influence of age-differentiated leadership on healthy aging at work. Likewise, the age-conditional influence of age-differentiated leadership is understudied, and especially so in the context of the COVID-19 pandemic. Using a three-wave longitudinal study, we examined the role that age-differentiated leadership plays in the prediction of work ability, as measured three times over six months ( n = 1130) during th…
Control at Work: An Integrative, Lifespan-Informed Review
Control is one of the most ubiquitous and fundamental concepts to the study of psychology, including to theory, research, and practice related to aging and work. Indeed, control constructs exist in many different forms (e.g., self-efficacy, job autonomy, locus of control), and they have been extensively linked to performance and well-being with age. This article provides a review of age- and work-relevant theory and research pertaining to a varie…
Individual differences and changes in subjective wellbeing during the early stages of the Covid-19 pandemic
The COVID-19 pandemic has considerably impacted many people's lives. This study examined changes in subjective wellbeing between December 2019 and May 2020 and how stress appraisals and coping strategies relate to individual differences and changes in subjective wellbeing during the early stages of the pandemic. Data were collected at 4 time points from 979 individuals in Germany. Results showed that, on average, life satisfaction, positive affec…
Thriving at work: A meta‐analysis
Thriving at work refers to a positive psychological state characterized by a joint sense of vitality and learning. On the basis of Spreitzer and colleagues' model, we present a comprehensive meta‐analysis of antecedents and outcomes of thriving at work ( K = 73 independent samples, N = 21,739 employees). Results showed that thriving at work is associated with individual characteristics, such as psychological capital ( r c = .47), proactive person…
Occupational future time perspective: A meta‐analysis of antecedents and outcomes
Occupational future time perspective (OFTP) refers to employees' perceptions of their future in the employment context. Based on lifespan and organizational psychology theories, we review research on OFTP and offer a meta‐analysis of antecedents and outcomes of OFTP ( K = 40 independent samples, N = 19,112 workers). Results show that OFTP is associated with individual characteristics and personal resources, including age ( ρ = −0.55), job tenure …
Methodological Recommendations to Move Research on Work and Aging Forward
The number of empirical studies on work and aging is rapidly increasing, yet the field lacks an explicit canon of best practices regarding research design, sampling, measurement, and statistical analysis. To move research on work and aging forward, we propose and explain 8 methodological recommendations and illustrate them using both examples from the literature and statistical simulations. Concerning research design and sampling, we suggest the …
Distributive Justice for Others, Collective Angst, and Support for Exclusion of Immigrants
Harsh treatment of others can reflect an underlying motivation to view the world as fair and just and also a dispositional tendency to believe in justice. However, there is a critical need to refine and expand existing knowledge, not only to identify underlying psychological processes but also to better understand how justice may be implicated in support for exclusionary policies. Across two studies, we show that support for policies that restric…
Considering Generations From a Lifespan Developmental Perspective
We extend recent critiques of research on generations in the work context by proposing a differentiated lifespan developmental perspective. We accomplish this through several means: First, we define generations and trace the historical development of this concept from sociological thought experiments to their contemporary (mis)use for understanding individual-level psychological processes at work. Second, we review core principles of the lifespan…
The Covid-19 Generation”: A Cautionary Note
With COVID-19 presenting as a global pandemic, we have noticed an emerging rhetoric concerning "the COVID-19 Generation," both anecdotally and across various media outlets. The narratives advanced to support such rhetoric have distinct implications for the study of work, aging, and retirement. In this commentary, we review this emerging issue and present evidence against attempts to define "the COVID-19 Generation" as a new construct along concep…
Age-Conditional Effects in the Affective Arousal, Empathy, and Emotional Labor Linkage: Within-Person Evidence from an Experience Sampling Study
Age-related changes in the experience and regulation of emotions and the resulting impact that such changes bring to bear on emotion regulation processes and outcomes are an important focus for the study of successful aging at work. Navigating emotional experiences and regulating resulting emotional reactions represents a life-long challenge. With respect to successful aging at work specifically, the effective regulation of emotions is an importa…
Organizational Support Factors and Work-Family Outcomes: Exploring Gender Differences
The present study examines the relationship between a variety of organizational support factors and work-family outcomes, as well as gender differences in these relationships. A random sample of 229 working adults completed phone surveys, and multiple regression analysis was used to test the proposed relationships. Results showed that certain types of support may differentially benefit women and men, highlighting the value of having a supervisor …
Relationships between psychological contract breach and employee well‐being and career‐related behavior: The role of occupational future time perspective
Relationships between psychological contract breach and employee well‐being and career‐related behavior cannot sufficiently be explained by social exchange and reciprocity theories, yet the alternative mechanisms underlying these associations are currently not well understood. Based on the psychological contract perspective on careers, the goal of this study was to examine indirect effects of psychological contract breach on emotional engagement,…
Exploring Age-Conditional Effects in the Emotional Labor – Perceived Work Ability Linkage: A Daily Diary Study
In a daily diary study, we explored age-conditional within-person effects of emotional labor on perceived work ability in a sample of service workers with chronic pain. Emotional labor refers to the regulation of felt and expressed emotions required by one’s job, and can be classified as either more adaptive, antecedent-focused deep acting, or less-adaptive, response-focused surface acting. Lifespan theories (i.e., socioemotional selectivity theo…
Change in Job Satisfaction Negatively Predicts Change in Retirement Intentions
Based on theorizing about the dynamic relationship between change in job satisfaction and turnover intentions, this study examined the effect of change in job satisfaction on subsequent change in retirement intentions among older workers. It was hypothesized that change in job satisfaction negatively predicts subsequent change in retirement intentions. Data for this study came from 189 older workers between 45 and 81 years who responded to 3 surv…
Do increases in work uncertainty help older workers maintain higher levels of occupational future time perspective
In this study, we consider how changes in work uncertainty (i.e., systematic, linear trajectories that reflect over-time changes in resource, task, and input/output uncertainty) moderate the generally negative relation between employee age and occupational future time perspective (OFTP) (i.e., employeesâ€TM perceptions of their remaining time, opportunities, and limitations at work). Based on the theoretical model of uncertainty regulation and pr…
Body dissatisfaction and romantic relationship quality: A meta-analysis
Research has shown that there is an association between body dissatisfaction (a person's negative evaluation of their own physical body) and romantic relationship satisfaction. Some have suggested that individuals with higher levels of body dissatisfaction report less satisfaction with their romantic relationships. However, others have suggested that there is a positive relationship between these two variables. This meta-analysis sought to examin…
Age Inclusive Human Resource Practices, Age Diversity Climate, and Work Ability: Exploring Between- and Within-Person Indirect Effects
To address the challenges imposed by demographic change, organizations have become increasingly interested in maintaining and improving employees’ work ability across the working life span. Based on signaling and social exchange theories, we present a study that investigates the indirect influence of age inclusive human resource practices (AIHRP) on work ability through age diversity climate (ADC). Using a 6-wave longitudinal study of n = 355 emp…
Dynamic effects of personal initiative on engagement and exhaustion: The role of mood, autonomy, and support
Researchers have neglected dynamic effects of proactive behavior on occupational well‐being. We investigated effects of change in personal initiative over 6 months on changes in emotional engagement and exhaustion over the following 6 months. On the basis of the control‐process theory on affect, we hypothesized that changes in positive and negative moods mediate these effects conditional upon employees' level of perceived organizational support. …
Just a Mirage: On the Incremental Predictive Validity of Subjective Age
Researchers have suggested that subjective age, most frequently conceptualized and measured as how old someone feels, may predict important work and life outcomes. In this article, we challenge this assumption by examining the incremental predictive validity of subjective age. Specifically, we propose that subjective age is related to important work and life outcomes (i.e., self-rated task performance, job engagement, emotional exhaustion, career…
Political affiliation, collective self-esteem and perceived employability of immigrants: Inducing national identity polarizes host-nation employers
Normative Team Age Prototypes: Exploring Follower, Leader, and Team Characteristics
The concept of implicit organizational timetables suggests that leaders are expected to be older than their followers. However, increased age diversity in the workforce has led to situations in which this is not the case. Expanding on the core tenets of leader categorization theory, the present study establishes the concept of an age-prototypical team characterized by the age of the leader relative to their followers and explores how team age pro…
New Directions for Measurement in the Field of Work, Aging and Retirement
Research on work, aging and retirement has reached a level of maturity as indicated by an established base of empirical findings and an increasing number of empirical studies on these and related phenomena. Given the development of the field, it is a good time to critically reflect on the measurement of core theoretical constructs that inform our understanding of work and aging and of retirement-related processes. Moreover, given the increasing p…
Age-Conditional Effects of Political Skill and Empathy on Emotional Labor: An Experience Sampling Study
Grounded in lifespan development theories that posit a positive influence of aging on emotion regulation, we examine how chronological age and political skill (i.e., a work-related interpersonal competency that functions as an emotion-relevant resource) jointly moderate the relationships between within-person levels of empathy and the use of emotional labor strategies across a workweek. Participants were n = 118 full-time university employees (Ma…
Person–Environment Fit and Work Satisfaction: Exploring the Conditional Effects of Age
Person–environment (PE) fit, a broad constellation of constructs related to an individual’s congruence with their work environment, is of great interest to research and practice given its implications for positive work outcomes and sustainable employment. Informed by a life-span perspective, particularly socioemotional selectivity theory, the present studies investigated potential age-conditional effects of PE fit types (person–job [PJ], person–g…
Age, Social Identity and Identification, and Work Outcomes: A Conceptual Model, Literature Review, and Future Research Directions
The goals of this article are to present a conceptual model of age, social identity and identification, and work outcomes, to review empirical studies that focus on the intersection of these three topic areas, and to outline directions for future research. We first provide an overview of the social identity approach, including central elements of social identity and self-categorization theories. Second, we explain age-related concepts that are re…
Precise Conclusions Regarding the Influence of Age Stereotypes Require Precise Operationalizations Thereof
Murphy and DeNisi (2021) offer that there is scant evidence that age-based stereotypes affect personnel judgments and decisions. However, this conclusion is drawn from evidence that assumes that biased judgments follow from stereotypes, rather than from evidence suggesting that stereotypes precede biased judgments. In this reply to Murphy and DeNisi (2021), we point out the flaws in this argument and offer the counterpoint that we know very littl…
Getting Objective About Subjective Age: Introduction to a Special Issue
Researchers have become increasingly interested in age-related constructs other than chronological age, which has been found to explain only small amounts of variance in many important work outcomes. In this editorial that accompanies our special issue of Work, Aging and Retirement on “the multitude of age constructs,” we seek to attain three related goals: First, we provide an overview of our editorial process. Second, we offer brief summaries o…
Perceived social support and work-family conflict: A comparison of Hispanic immigrants and non-immigrants
Purpose – Despite the abundance of research on work social support and work-family conflict, the generalizability of these relationships to immigrant and non-immigrant Hispanics is still unknown. Based on role and cultural theories, the purpose of this paper is to provide an empirical examination of these relationships within this growing yet understudied population. Design/methodology/approach – Survey data were collected from a diverse sample o…
Political affiliation, collective self-esteem and perceived employability of immigrants: Inducing national identity polarizes host-nation employers
Distributive Justice for Others, Collective Angst, and Support for Exclusion of Immigrants
Harsh treatment of others can reflect an underlying motivation to view the world as fair and just and also a dispositional tendency to believe in justice. However, there is a critical need to refine and expand existing knowledge, not only to identify underlying psychological processes but also to better understand how justice may be implicated in support for exclusionary policies. Across two studies, we show that support for policies that restric…
Lifespan Developmental Perspectives on Working: A Literature Review of Motivational Theories
Lifespan perspectives have emerged as important theoretical foundations for empirical investigations of a wide-range of phenomena relevant to the study of aging and work. The present manuscript presents a review and qualitative synthesis of this literature that satisfies several goals. To begin understanding this perspective, lifespan thinking in introduced as a general mode for understanding and conceptualizing dynamics in human development. The…
Considering Generations From a Lifespan Developmental Perspective
We extend recent critiques of research on generations in the work context by proposing a differentiated lifespan developmental perspective. We accomplish this through several means: First, we define generations and trace the historical development of this concept from sociological thought experiments to their contemporary (mis)use for understanding individual-level psychological processes at work. Second, we review core principles of the lifespan…
Career adaptability: A meta-analysis of relationships with measures of adaptivity, adapting responses, and adaptation results
Job crafting: A meta-analysis of relationships with individual differences, job characteristics, and work outcomes
The Age-Related Effect of Job Autonomy on Depressive Symptoms Through Selective Optimization With Compensation: A Two-Wave Panel Study
Selective optimization with compensation (SOC) is an effective behavioral strategy for coping with age-related changes across the work lifespan. However, the role of work-related determinants as well as their interplay with employees’ SOC use and health over time is yet unclear. Our two-wave panel study among N = 335 nurses investigated job autonomy as an antecedent of SOC at work and tested further whether SOC is effective for decreasing depress…
Just a Mirage: On the Incremental Predictive Validity of Subjective Age
Researchers have suggested that subjective age, most frequently conceptualized and measured as how old someone feels, may predict important work and life outcomes. In this article, we challenge this assumption by examining the incremental predictive validity of subjective age. Specifically, we propose that subjective age is related to important work and life outcomes (i.e., self-rated task performance, job engagement, emotional exhaustion, career…
Age-Conditional Effects in the Affective Arousal, Empathy, and Emotional Labor Linkage: Within-Person Evidence from an Experience Sampling Study
Age-related changes in the experience and regulation of emotions and the resulting impact that such changes bring to bear on emotion regulation processes and outcomes are an important focus for the study of successful aging at work. Navigating emotional experiences and regulating resulting emotional reactions represents a life-long challenge. With respect to successful aging at work specifically, the effective regulation of emotions is an importa…
Methodological Recommendations to Move Research on Work and Aging Forward
The number of empirical studies on work and aging is rapidly increasing, yet the field lacks an explicit canon of best practices regarding research design, sampling, measurement, and statistical analysis. To move research on work and aging forward, we propose and explain 8 methodological recommendations and illustrate them using both examples from the literature and statistical simulations. Concerning research design and sampling, we suggest the …
Change in Job Satisfaction Negatively Predicts Change in Retirement Intentions
Based on theorizing about the dynamic relationship between change in job satisfaction and turnover intentions, this study examined the effect of change in job satisfaction on subsequent change in retirement intentions among older workers. It was hypothesized that change in job satisfaction negatively predicts subsequent change in retirement intentions. Data for this study came from 189 older workers between 45 and 81 years who responded to 3 surv…
Organizational Support Factors and Work-Family Outcomes: Exploring Gender Differences
The present study examines the relationship between a variety of organizational support factors and work-family outcomes, as well as gender differences in these relationships. A random sample of 229 working adults completed phone surveys, and multiple regression analysis was used to test the proposed relationships. Results showed that certain types of support may differentially benefit women and men, highlighting the value of having a supervisor …
Future time perspective: A systematic review and meta-analysis.
The ability to foresee, anticipate, and plan for future desired outcomes is crucial for well-being, motivation, and behavior. However, theories in organizational psychology do not incorporate time-related constructs such as Future Time Perspective (FTP), and research on FTP remains disjointed and scattered, with different domains focusing on different aspects of the construct, using different measures, and assessing different antecedents and cons…
Age, Social Identity and Identification, and Work Outcomes: A Conceptual Model, Literature Review, and Future Research Directions
The goals of this article are to present a conceptual model of age, social identity and identification, and work outcomes, to review empirical studies that focus on the intersection of these three topic areas, and to outline directions for future research. We first provide an overview of the social identity approach, including central elements of social identity and self-categorization theories. Second, we explain age-related concepts that are re…
Exploring Age-Conditional Effects in the Emotional Labor – Perceived Work Ability Linkage: A Daily Diary Study
In a daily diary study, we explored age-conditional within-person effects of emotional labor on perceived work ability in a sample of service workers with chronic pain. Emotional labor refers to the regulation of felt and expressed emotions required by one’s job, and can be classified as either more adaptive, antecedent-focused deep acting, or less-adaptive, response-focused surface acting. Lifespan theories (i.e., socioemotional selectivity theo…
Occupational future time perspective: A meta‐analysis of antecedents and outcomes
Occupational future time perspective (OFTP) refers to employees' perceptions of their future in the employment context. Based on lifespan and organizational psychology theories, we review research on OFTP and offer a meta‐analysis of antecedents and outcomes of OFTP ( K = 40 independent samples, N = 19,112 workers). Results show that OFTP is associated with individual characteristics and personal resources, including age ( ρ = −0.55), job tenure …
Dynamic effects of personal initiative on engagement and exhaustion: The role of mood, autonomy, and support
Researchers have neglected dynamic effects of proactive behavior on occupational well‐being. We investigated effects of change in personal initiative over 6 months on changes in emotional engagement and exhaustion over the following 6 months. On the basis of the control‐process theory on affect, we hypothesized that changes in positive and negative moods mediate these effects conditional upon employees' level of perceived organizational support. …
Getting Objective About Subjective Age: Introduction to a Special Issue
Researchers have become increasingly interested in age-related constructs other than chronological age, which has been found to explain only small amounts of variance in many important work outcomes. In this editorial that accompanies our special issue of Work, Aging and Retirement on “the multitude of age constructs,” we seek to attain three related goals: First, we provide an overview of our editorial process. Second, we offer brief summaries o…
Person–Environment Fit and Work Satisfaction: Exploring the Conditional Effects of Age
Person–environment (PE) fit, a broad constellation of constructs related to an individual’s congruence with their work environment, is of great interest to research and practice given its implications for positive work outcomes and sustainable employment. Informed by a life-span perspective, particularly socioemotional selectivity theory, the present studies investigated potential age-conditional effects of PE fit types (person–job [PJ], person–g…
Thriving at work: A meta‐analysis
Thriving at work refers to a positive psychological state characterized by a joint sense of vitality and learning. On the basis of Spreitzer and colleagues' model, we present a comprehensive meta‐analysis of antecedents and outcomes of thriving at work ( K = 73 independent samples, N = 21,739 employees). Results showed that thriving at work is associated with individual characteristics, such as psychological capital ( r c = .47), proactive person…
Work Across the Lifespan
Covid-19 and careers: On the futility of generational explanations
Meta-analysis in vocational behavior: A systematic review and recommendations for best practices
Age Inclusive Human Resource Practices, Age Diversity Climate, and Work Ability: Exploring Between- and Within-Person Indirect Effects
To address the challenges imposed by demographic change, organizations have become increasingly interested in maintaining and improving employees’ work ability across the working life span. Based on signaling and social exchange theories, we present a study that investigates the indirect influence of age inclusive human resource practices (AIHRP) on work ability through age diversity climate (ADC). Using a 6-wave longitudinal study of n = 355 emp…
Psychology (48 works) · Social Psychology (26 works) · Social Psychology (21 works) · Job Satisfaction and Organizational Behavior (19 works) · Retirement, Disability, and Employment (19 works) · Aging and Gerontology Research (15 works) · Computer Science (15 works) · Sociology (14 works) · Developmental psychology (13 works) · Medicine (12 works)