Max R Wilckens
Biographic Data
| ID | 9124645 |
|---|---|
| NAME | Max R Wilckens |
| GIVEN NAMES | Max R |
| FAMILY NAME | Wilckens |
| SIGNATURE | WILCKENS M R |
| AFFILIATIONS | Institute for Management and Organization, Leuphana University of Lüneburg , Lüneburg , Germany |
| VERIFIED | No |
| TOTAL WORKS | 3 |
| TOTAL CITATIONS | 6 |
| WORKS AS AUTHOR | 3 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2020 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 1 |
Worlds Apart
Research on the effectiveness of age-friendly organizational practices tends to focus on older employees’ perceptions of these. Drawing on perceptual congruence and psychological contract theory, we hypothesize that leaders’ perceptions of these organizational practices are relevant as well. Specifically, we argue that (dis)agreement between leaders’ and older employees’ perceptions (i.e., perceptual (in)congruence) of organizational practices re…
Later Life Workplace Index
Research on measures for organizational practices targeted toward older employees has grown during the past decade. However, existing measures tend to capture the construct with unidimensional scales, use single-item operationalizations, or focus on specific domains. Thus, the Later Life Workplace Index (LLWI) was developed to serve as a multidimensional framework for measuring organizational practices for the aging workforce. The LLWI covers 9 d…
Organizational Practices for the Aging Workforce
The present three studies focused on the development and validation of a multifaceted measure of organizational practices for the aging workforce, the Later Life Workplace Index (LLWI). The first study developed a comprehensive item pool based on expert interview evidence from Germany and the United States. Two further studies among workers across industries in Germany (N = 609, N = 349) provided psychometric evidence. The LLWI comprises nine dis…
Organizational Practices for the Aging Workforce
The present three studies focused on the development and validation of a multifaceted measure of organizational practices for the aging workforce, the Later Life Workplace Index (LLWI). The first study developed a comprehensive item pool based on expert interview evidence from Germany and the United States. Two further studies among workers across industries in Germany (N = 609, N = 349) provided psychometric evidence. The LLWI comprises nine dis…
Later Life Workplace Index
Research on measures for organizational practices targeted toward older employees has grown during the past decade. However, existing measures tend to capture the construct with unidimensional scales, use single-item operationalizations, or focus on specific domains. Thus, the Later Life Workplace Index (LLWI) was developed to serve as a multidimensional framework for measuring organizational practices for the aging workforce. The LLWI covers 9 d…
Organizational Practices for the Aging Workforce
The present three studies focused on the development and validation of a multifaceted measure of organizational practices for the aging workforce, the Later Life Workplace Index (LLWI). The first study developed a comprehensive item pool based on expert interview evidence from Germany and the United States. Two further studies among workers across industries in Germany (N = 609, N = 349) provided psychometric evidence. The LLWI comprises nine dis…
Later Life Workplace Index
Research on measures for organizational practices targeted toward older employees has grown during the past decade. However, existing measures tend to capture the construct with unidimensional scales, use single-item operationalizations, or focus on specific domains. Thus, the Later Life Workplace Index (LLWI) was developed to serve as a multidimensional framework for measuring organizational practices for the aging workforce. The LLWI covers 9 d…
Worlds Apart
Research on the effectiveness of age-friendly organizational practices tends to focus on older employees’ perceptions of these. Drawing on perceptual congruence and psychological contract theory, we hypothesize that leaders’ perceptions of these organizational practices are relevant as well. Specifically, we argue that (dis)agreement between leaders’ and older employees’ perceptions (i.e., perceptual (in)congruence) of organizational practices re…
Psychology (3 works) · Retirement, Disability, and Employment (3 works) · Social Psychology (3 works) · Applied Psychology (2 works) · Computer Science (2 works) · Index (typography (2 works) · Job Satisfaction and Organizational Behavior (2 works) · Organisation climate (2 works) · Workplace Health and Well-being (2 works) · Aging and Gerontology Research (1 work)