Supporting the Aging Workforce: A Review and Recommendations for Workplace Intervention Research

Annual Review of Organizational Psychology and Organizational Behavior

Volumn 2, Issue , 2015, Pages 351-381

  Truxillo, Donald M ^a   Cadiz, David M ^b   Hammer, Leslie B ^a  

^a PORTLAND STATE UNIVERSITY   (United States)

^b Oregon Nurses Foundation   (United States)

Author keywords

age differences; age diversity; aging workforce; interventions; older workers

Indexed keywords

EID: 85042587387     PISSN: None     EISSN: 23270608     Source Type: Journal    
DOI: 10.1146/annurev-orgpsych-032414-111435     Document Type: Review

References (163)

1. AARP. 2013. Staying ahead of the curve 2013: snapshot of the wants and needs of older workers. Rep., AARP, Washington, DC
2. Abraham JD, Hansson RO. 1995. Successful aging at work: an applied study of selection, optimization, and compensation through impression management. J. Gerontol. B Psychol. Sci. Soc. Sci. 50: 94-103
3. Am. Psychol. Assoc. 2014. 2014 Stress in America survey addresses teen stress levels. Rep., APA Pract. Organ., Washington, DC. http://www. apapracticecentral. org/update/2014/02-13/teen-stress. aspx
4. Anger WK, Elliot DL, Bodnter T, Olson R, Rohlman DS, et al. In press. Effectiveness of total worker health interventions. J. Occup. Health Psychol.
5. Bajor JK, Baltes BB. 2003. The relationship between selection optimization with compensation, conscientiousness, motivation, and performance. J. Vocat. Behav. 63: 347-67
6. Bal AC, Reiss AEB, Rudolph CW, Baltes BB. 2011. Examining positive and negative perceptions of older workers: a meta-analysis. J. Gerontol. B Psychol. Sci. Soc. Sci. 66: 687-98
7. Baltes BB, Heydens-Gahir HA. 2003. Reduction of work-family conflict through the use of selection, optimization, and compensation behaviors. J. Appl. Psychol. 88: 1005-18
8. Baltes PB, Baltes MM, eds. 1990. Successful Aging: Perspectives from the Behavioral Sciences. Cambridge, UK: Cambridge Univ. Press
9. Barak B. 1987. Cognitive age: a new multidimensional approach to measuring age identity. Int. J. Aging Hum. Dev. 25: 109-27
10. Barnes-Farrell JL, Rumery SM, Swody CA. 2002. How do concepts of age relate to work and off-thejob stresses and strains? A field study of health care workers in five nations. Exp. Aging Res. 28: 87-98
11. Batt R, Valcour PM. 2003. Human resources practices as predictors of work-family outcomes and employee turnover. Ind. Relat. 42: 189-220
12. Beier ME, Ackerman PL. 2005. Age, ability, and the role of prior knowledge on the acquisition of new domain knowledge: promising results in a real-world learning environment. Psychol. Aging 20: 341-55
13. Beier ME, Teachout MS, Cox CB. 2012. The training and development of an aging workforce. See Hedge & Borman 2012b, pp. 436-53
14. Bertolino M, Truxillo DM, Fraccaroli F. 2013. Age effects on perceived personality and job performance. J. Manag. Psychol. 7-8: 867-85
15. Beus JM, Payne SC, BergmanME, ArthurWJr. 2010. Safety climate and injuries: an examination of theoretical and empirical relationships. J. Appl. Psychol. 95: 713-27
16. Blanchard-Fields F. 2007. Everyday problem solving and emotion: an adult developmental perspective. Curr. Dir. Psychol. Sci. 16: 26-31
17. BleidornW, Klimstra TA, Denissen JJ, Rentfrow PJ, Potter J, Gosling SD. 2013. Personality maturation around the world: a cross-cultural examination of social-investment theory. Psychol. Sci. 24: 2530-40
18. BlokMM, de Looze MP. 2011. What is the evidence for less shift work tolerance in older workers? Ergonomics 54: 221-32
19. Bogg T, Roberts BW. 2013. The case for conscientiousness: evidence and implications for a personality trait marker of health and longevity. Ann. Behav. Med. 45: 278-88
20. Böhm SA, Kunze F, Bruch H. 2014. Spotlight on age diversity climate: the impact of age-inclusiveHRpractices on firm-level outcomes. Pers. Psychol. 67: 667-704
21. Bowling A. 2007. Aspirations for older age in the 21st century: What is successful aging? Int. J. Aging Hum. Dev. 64: 263-97
22. Burton NW, Pakenham KI, Brown WJ. 2010. Feasibility and effectiveness of psychosocial resilience training: a pilot study of the READY program. Psychol. Health Med. 15: 266-77
23. Callahan JS, Kiker DS, Cross T. 2003. Does method matter? A meta-analysis of the effects of training method on older learner training performance. J. Manag. 29: 663-80
24. Carstensen LL, Isaacowitz DM, Charles ST. 1999. Taking time seriously: a theory of socioemotional selectivity. Am. Psychol. 54: 165-81
25. Carter M, Beier ME. 2010. The effectiveness of error management training with working-aged adults. Pers. Psychol. 63: 641-75
26. Chaffin DB, Andersson GBJ, Martin BJ. 1999. Occupational Biomechanics. New York: Wiley. 3rd ed.
27. Charles ST. 2010. Strength and vulnerability integration: a model of emotional well-being across adulthood. Psychol. Bull. 136: 1068-91
28. Charles ST, Luong G. 2013. Emotional experience across adulthood: the theoretical model of strength and vulnerability integration. Curr. Dir. Psychol. Sci. 22: 443-48
29. Charness N, Czaja SJ, Sharit J. 2007. Age and technology for work. In Aging and Work in the 21st Century, ed. KS Schultz, GA Adams, pp. 225-49. Mahwah, NJ: Erlbaum Assoc.
30. Choi SD. 2009. Safety and ergonomic considerations for an aging workforce in the US construction industry. Work 33: 307-15
31. Christian MS, Bradley JC, Wallace JC, Burke MJ. 2009. Workplace safety: a meta-analysis of the roles of person and situation factors. J. Appl. Psychol. 94: 1103-27
32. Clarke S. 2006. The relationship between safety climate and safety performance: a meta-analytic review. J. Occup. Health Psychol. 11: 315-27
33. Costa PT Jr., McCrae RR. 2006. Age changes in personality and their origins: comment on Roberts, Walton, and Viechtbauer (2006). Psychol. Bull. 132: 26-28
34. Costanza R, Kubiszewski I, Giovaninni E, Lovins H, McGlade J, et al. 2014. Time to leave GDP behind. Nature 505: 283-85
35. Craik FIM, Salthouse TA, eds. 2008. The Handbook of Aging and Cognition. New York: Psychol. Press
36. Crawford JO, GravelingRA, CowieHA, Dixon K. 2010. The health safety and health promotion needs of older workers. Occup. Med. 60: 184-92
37. Cuddy AJ, Fiske ST. 2002. Doddering but dear: process, content, and function in stereotyping of older persons. In Ageism: Stereotyping and Prejudice Against Older Persons, ed. TD Nelson, pp. 3-26. Cambridge, MA: MIT Press
38. de Lange AH, Van Yperen NW, Van der Heijden BI, Bal PM. 2010. Dominant achievement goals of older workers and their relationship with motivation-related outcomes. J. Vocat. Behav. 77: 118-25
39. Eurostat. 2013. Employment statistics, accessed on May 5, 2014. http://epp. eurostat. ec. europa. eu/statistics-explained/index. php/Employment-statistics
40. Finkelstein LM, Burke MJ, Raju NS. 1995. Age discrimination in simulated employment contexts: an integrative analysis. J. Appl. Psychol. 80: 652-63
41. Finkelstein LM, Ryan KM, King EB. 2013. What do the young (old) people think of me? Content and accuracy of age-based metastereotypes. Eur. J. Work Organ. Psychol. 22: 633-57
42. Griffiths A. 1999. Work design and management: the older worker. Exp. Aging Res. 25: 411-20
43. Hammer LB, Demsky CA, Kossek EE, Bray J. In press. Work-family intervention research. In The Oxford Handbook of Work and Family, ed. TD Allen, LT Eby. New York: Oxford Univ. Press
44. Hammer LB, Kossek EE, Anger WK, Bodner T, Zimmerman KL. 2011. Clarifying work-family intervention processes: the roles of work-family conflict and family-supportive supervisor behaviors. J. Appl. Psychol. 96: 134-50
45. Hammer LB, Kossek EE, Yragui NL, Bodner TE, Hanson GC. 2009. Development and validation of a multidimensional measure of family-supportive supervisor behaviors (FSSB). J. Manag. 35: 837-56
46. Hammer LB, Van Dyck SE, Ellis A. 2013. Organizational policies and practices supportive of work-life integration. In Handbook ofWork-Life Integration Among Professionals: Challenges and Opportunities, ed. D Major, R Burke, pp. 288-309. Cheltenham, UK: Edward Elgar
47. HammerLB, Zimmerman KL. 2011. Quality of work life. In APAHandbook of Industrial and Organizational Psychology, Vol. 3: Maintaining, Expanding, and Contracting the Organization, ed. S Zedeck, pp. 399-431. Washington, DC: Am. Psychol. Assoc.
48. Hansson RO, DeKoekkoek PD, Neece WM, Patterson DW. 1997. Successful aging at work: annual review, 1992-1996: the older worker and transitions to retirement. J. Vocat. Behav. 51: 202-33
49. Harrison DA, Price KH, Bell PB. 1998. Beyond relational demography: time and the effects of surface-and deep-level diversity on work group cohesion. Acad. Manag. J. 41: 96-107
50. Harrison DA, Price KH, Gavin JH, Florey AT. 2002. Time, teams, and task performance: changing effects of surface-and deep-level diversity on group functioning. Acad. Manag. J. 45: 1029-45
51. Hedge JW, Borman WC. 2012a. Work and aging. In The Oxford Handbook of Organizational Psychology, ed. SWJ Kozlowski, pp. 1245-83. New York: Oxford Univ. Press
52. Hedge JW, Borman WC, eds. 2012b. The Oxford Handbook ofWork and Aging. New York: Oxford Univ. Press
53. Hertel G, Thielgen M, Rauschenbach C, Grube A, Stamov-Roßnagel C, Krumm C. 2013. Age differences in motivation and stress at work. In Age-Differentiated Work Systems, ed. C Schlick, E Frieling, J Wegge, pp. 113-47. Berlin: Springer-Verlag
54. Hill EJ, Ferris M, Martinson VK. 2003. Does it matter where you work? A comparison of how three work venues (traditional office, virtual office, and home office) influence aspects of work and personal/family life. J. Vocat. Behav. 63: 220-41
55. Hill EJ, Hawkins AJ, Miller BC. 1996. Work and family in the virtual office: perceived influences of mobile telework. Fam. Relat. 45: 293-301
56. Hughes SL, Seymour RB, Campbell RT, Shaw JW, Fabiya C, Sokas R. 2011. Comparison of two healthpromotion programs for older workers. Am. J. Public Health 101: 883-90
57. Hunter JE, Hunter RF. 1984. Validity and utility of alternative predictors of job performance. Psychol. Bull. 96: 72-98
58. Ilmarinen J, Tuomi K, Klockars M. 1997. Changes in the work ability of active employees over an 11-year period. Scand. J. Environ. Health 23: 49-57
59. Inceoglu I, Segers J, Bartram D. 2012. Age-related differences in work motivation. J. Occup. Organ. Psychol. 85: 300-29
60. Inceoglu I, Segers J, Bartram D, Vloeberghs D. 2009. Age differences in work motivation in a sample from five northern European countries. Z. Pers. Psychol. 8: 59-70
61. Iweins C, Desmette D, Yzerbyt V, Stinglhamber F. 2013. Ageism at work: the impact of intergenerational contact and organizational multi-age perspective. Eur. J. Work Organ. Psychol. 22: 331-46
62. Kampfe CM, Wadsworth JS, Mamboleo GI, Schonbrun SL. 2008. Aging, disability, and employment. Work 31: 337-44
63. Kanfer R, Ackerman PL. 2004. Aging, adult development, and work motivation. Acad. Manag. Rev. 29: 440-58
64. Kanfer R, Beier ME, Ackerman PL. 2013. Goals and motivation related to work in later adulthood: an organizing framework. Eur. J. Work Organ. Psychol. 22: 253-64
65. Khilji SE, WangX. 2006. 'Intended' and 'implemented'HRM: the missing linchpin in strategic human resource management research. Int. J. Hum. Res. Manag. 17: 1171-89
66. KooijDTAM, de Lange AH, Jansen PGW, Kanfer R, Dikkers JSE. 2011. Age and work-related motives: results of a meta-analysis. J. Organ. Behav. 32: 197-225
67. KooijDTAM, Jansen PGW, Dikkers JSE, de Lange AH. 2010. The influence of age on the associations between HR practices and both affective commitment and job satisfaction: a meta-analysis. J. Organ. Behav. 31: 1111-36
68. Kooij DTAM, Jansen PGW, Dikkers JSE, de Lange AH. 2014. Managing aging workers: a mixed methods study on bundles of HR practices for aging workers. Int. J. Hum. Resour. Manag. 25: 2192-212
69. Kooij DTAM, Van De Voorde K. 2011. How changes in subjective general health predict future time perspective, and development and generativity motives over the lifespan. J. Occup. Organ. Psychol. 84: 228-47
70. Kossek E, Hammer L, Kelly E, Moen P. 2014. Designing work, family & health organizational change initiatives. Organ. Dyn. 43: 53-63
71. Kossek E, Lewis S, Hammer L. 2010. Work-life initiatives and organizational change: overcoming mixed messages to move from the margin to the mainstream. Hum. Relat. 63: 3-19
72. Kraiger K, Ford JK. 2006. The expanding role of workplace training: themes and trends influencing training research and practice. In Historical Perspectives in Industrial and Organizational Psychology, ed. LL Koppes, pp. 281-309. Mahwah, NJ: Erlbaum Assoc.
73. Kulik CT, Ryan S, Harper S, George G. 2014. Aging populations and management. Acad. Manag. J. 57: 929-35
74. Kunze F, Böhm SA, Bruch H. 2011. Age diversity, age discrimination climate and performance consequences-a cross organizational study. J. Organ. Behav. 32: 264-90
75. Lang FR, Carstensen LL. 2002. Time counts: future time perspective, goals, and social relationships. Psychol. Aging 17: 125-39
76. Lawrence BS. 1988. New wrinkles in the theory of age: demography, norms, and performance ratings. Acad. Manag. J. 31: 309-37
77. Lazarus RS, Folkman S. 1984. Stress, Appraisal, and Coping. New York: Springer
78. Loeppke RR, Schill AL, Chosewood LC, Grosch JW, Allweiss P, et al. 2013. Advancing workplace health protection and promotion for an aging workforce. J. Occup. Environ. Med. 55: 500-6
79. Lyons S, Kuron L. 2013. Generational differences in the workplace: a review of the evidence and directions for future research. J. Organ. Behav. 35: 139-57
80. Madsen SR. 2003. The effects of home-based teleworking on family conflict. Hum. Resour. Dev. Q. 14: 35-58
81. Maertens JA, Putter SE, Chen PY, Diehl M, Huang Y. 2012. Physical capabilities and occupational health of older workers. See Hedge & Borman 2012b, pp. 215-35
82. Matos K, Galinsky E. 2014. 2014 national study of employers. Rep., Fam. Work Inst., New York. http://familiesandwork. org/downloads/2014NationalStudyOfEmployers. pdf
83. Maurer TJ. 2001. Career-relevant learning and development, worker age, and beliefs about self-efficacy for development. J. Manag. 27: 123-40
84. Maurer TJ. 2007. Employee development and training issues related to the aging workforce. In Aging and Work in the 21st Century, ed. KS Schultz, GA Adams, pp. 163-78. Mahwah, NJ: Erlbaum Assoc.
85. Maurer TJ, Rafuse NE. 2001. Learning, not litigating: managing employee development and avoiding claims of age discrimination. Acad. Manag. Exec. 15: 110-21
86. MayDR, Reed K, Schwoerer CE, Potter P. 2004. Ergonomic office design and aging: a quasi-experimental field study of employee reactions to an ergonomics intervention program. J. Occup. Health Psychol. 9: 123-35
87. McDermott HJ, Kazi A, Munir F, Haslam C. 2010. Developing occupational health services for active age management. Occup. Med. 60: 193-204
88. McDonald RB. 1988. The physiological aspects of aging. In Fourteen Steps in Managing an Aging Workforce, ed. H Dennis, pp. 39-51. Lexington, MA: Lexington Books
89. McGonagle AK, Fisher GG, Barnes-Farrell JL, Grosch JW. In press. Individual and work factors related to work ability and labor force outcomes. J. Appl. Psychol.
90. Müller A, de Lange AH, Weigl M, Oxfart C, Van der Heijden B. 2013a. Compensating losses in bridge employment? Examining relations between compensation strategies, health problems, and intention to remain at work. J. Vocat. Behav. 83: 68-77
91. Müller A, WeiglM, Heiden B, Herbig B, Glaser J, Angerer P. 2013b. Selection, optimization, and compensation in nursing: exploration of job-specific strategies, scale development, and age-specific associations to work ability. J. Adv. Nurs. 69: 1630-42
92. Neal MB, Hammer LB. 2007. Working Couples Caring for Children and Aging Parents: Effects on Work and Well-Being. Mahwah, NJ: Erlbaum Assoc.
93. Ng TWH, Feldman DC. 2008. The relationship of age to ten dimensions of job performance. J. Appl. Psychol. 93: 392-423
94. Ng TWH, Feldman DC. 2010. The relationships of age with job attitudes: a meta-analysis. Pers. Psychol. 63: 677-718
95. Ng TWH, Feldman DC. 2012. Evaluating six common stereotypes about older workers with meta-analytic data. Pers. Psychol. 65: 821-58
96. Ng TWH, Feldman DC. 2013a. Employee age and health. J. Vocat. Behav. 83: 336-45
97. Ng TWH, Feldman DC. 2013b. How do within-person changes due to aging affect job performance? J. Vocat. Behav. 83: 500-13
98. Noe RA, Clarke AD, Klein HJ. 2014. Learning in the twenty-first-century workplace. Annu. Rev. Organ. Psychol. Organ. Behav. 1: 245-75
99. O'Reilly CA III, Caldwell DF, Barnett WP. 1989. Work group demography, social integration, and turnover. Adm. Sci. Q. 34: 21-37
100. Park DC, Lodi-Smith J, Drew L, Haber S, Hebrank A, et al. 2014. The impact of sustained engagement on cognitive function in older adults: the Synapse Project. Psychol. Sci. 25: 103-12
101. Perry EL, Kulik CT, Bourhis AC. 1996. Moderating effects of personal and contextual factors in age discrimination. J. Appl. Psychol. 81: 628-47
102. Posthuma RA, Campion MA. 2009. Age stereotypes in the workplace: common stereotypes, moderators, and future research directions. J. Manag. 35: 158-88
103. Reed AE, Carstensen LL. 2012. The theory behind the age-related positivity effect. Front. Psychol. 3: 339-47
104. Rizzuto TE, Cherry KE, LeDouz J. 2012. The aging process and cognitive abilities. See Hedge & Borman 2012b, pp. 236-55
105. Roberts BW, Walton KE, Viechtbauer W. 2006. Patterns of mean-level change in personality traits across the life course: a meta-analysis of longitudinal studies. Psychol. Bull. 132: 1-25
106. Robson SM, Hansson RO. 2007. Strategic self development for successful aging at work. Int. J. Aging Hum. Dev. 64: 331-59
107. Robson SM, Hansson RO, Abalos A, Booth M. 2006. Successful aging criteria for aging well in the workplace. J. Career Dev. 33: 156-77
108. Rosen B, Jerdee TH. 1976a. The influence of age stereotypes on managerial decisions. J. Appl. Psychol. 61: 428-32
109. Rosen B, Jerdee TH. 1976b. The nature of job-related age stereotypes. J. Appl. Psychol. 61: 180-83
110. Rothman AJ. 2006. Initiatives to motivate change: a review of theory and practice and their implications for older adults. In When I'm 64, ed. LL Carstensen, CR Hartel, p. 121-44. Washington, DC: Natl. Acad. Press
111. Sahibzada K, Hammer LB, Neal MB, Kuang DC. 2005. The moderating effects of work-family role combinations and work-family organizational culture on the relationship between family-friendly workplace supports and job satisfaction. J. Fam. Issues 26: 1-20
112. Salthouse T. 2012. Consequences of age-related cognitive declines. Annu. Rev. Psychol. 63: 201-26
113. Schaie KW. 1994. The course of adult intellectual development. Am. Psychol. 49: 304-13
114. Scheibe S, Zacher H. 2013. A lifespan perspective on emotion regulation, stress, and well-being in the workplace. In The Role of Emotion and Emotion Regulation in Job Stress and Well-Being, ed. CC Rosen, JRB Halbesleben, PL Perrewé, pp. 163-93. Res. Occup. Stress Well-Being Vol. 11. Bingley, UK: Emerald
115. Schill AL, Chosewood LC. 2013. The NIOSH Total Worker Health- program: an overview. J. Occup. Environ. Med. 55: S8-11
116. Schmitt A, Zacher H, Frese M. 2012. The buffering effect of selection, optimization, and compensation strategy use on the relationship between problem solving demands and occupational well-being: a daily diary study. J. Occup. Health Psychol. 17: 139-49
117. Sharit J, Czaja SJ. 2012. Job design and redesign for older workers. See Hedge&Borman 2012b, pp. 454-82
118. Soto CJ, John OP. 2012. Development of Big Five domains and facets in adulthood: mean-level age trends and broadly versus narrowly acting mechanisms. J. Personal. 80: 881-914
119. Soto CJ, John OP, Gosling SD, Potter J. 2011. Age differences in personality traits from 10 to 65: Big Five facets in a large cross-sectional sample. J. Personal. Soc. Psychol. 100: 330-48
120. Sterns HL, Barrett GV, Alexander RA. 1985. Accidents and the aging individual. In Handbook of the Psychology of Aging, ed. JE Birren, KW Schai, pp. 703-24. New York: Van Nostrand Reinhold. 2nd ed.
121. Strijk JE, Proper KI, van Mechelen W, van der Beek AJ. 2013. Effectiveness of a worksite lifestyle intervention on vitality, work engagement, productivity, and sick leave: results of a randomized controlled trial. Scand. J. Work Environ. Health 39: 66-75
122. Thatcher SMB, Patel PC. 2011. Demographic faultlines: a meta-analysis of the literature. J. Appl. Psychol. 96: 1119-39
123. Thatcher SMB, Patel PC. 2012. Group faultlines: a review, integration, and guide to future research. J. Manag. 38: 969-1009
124. Toossi M. 2012. Labor force projections to 2020: a more slowly growing workforce. Mon. Labor Rev. 135: 43-64
125. Truxillo DM, Burlacu G. In press. Does age matter to LMX and its outcomes? A review and future research directions. In The Oxford Handbook of Leader-Member Exchange, ed. TNBauer, B Erdogan. NewYork: Oxford Univ. Press
126. Truxillo DM, Cadiz DM, Rineer JR. 2014. The aging workforce: implications for human resource management research and practice. In Oxford Handbooks Online. New York: Oxford Univ. Press. doi: 10. 1093/oxfordhb/9780199935406. 013. 004
127. Truxillo DM, Cadiz DM, Rineer JR, Zaniboni S, Fraccaroli F. 2012a. A lifespan perspective on job design: fitting the job and the worker to promote job satisfaction, engagement, and performance. Organ. Psychol. Rev 2: 340-60
128. Truxillo DM, Finkelstein L, Pytlovany A, Jenkins J. In press. Age discrimination at work: a review of the research and recommendations for the future. In The Oxford Handbook of Workplace Discrimination, ed. A Colella, E King. New York: Oxford Univ. Press
129. Truxillo DM, McCune EA, Bertolino M, Fraccaroli F. 2012b. Perceptions of older versus younger workers in terms of Big Five facets, proactive personality, cognitive ability, and job performance. J. Appl. Soc. Psychol. 42: 2607-39
130. Tsui AS, PorterLW, Egan TD. 2002. Whenboth similarities and dissimilarities matter: extending the concept of relational demography. Hum. Relat. 55: 899-929
131. Twenge JM, Campbell SM, Hoffman BJ, Lance CE. 2010. Generational differences in work values: leisure and extrinsic values increasing, social and intrinsic values decreasing. J. Manag. 36: 1117-42
132. Uggerslev KL, Fassina NE, Kraichy D. 2012. Recruiting through the stages: a meta-analytic test of predictors of applicant attraction at different stages of the recruiting process. Pers. Psychol. 65: 597-660
133. Van Rooij SW. 2012. Training older workers: lessons learned, unlearned, and relearned from the field of instructional design. Hum. Resour. Manag. 51: 281-98
134. Vaupel JW. 2010. Biodemography of human aging. Nature 464: 536-42
135. Vorauer J, Kumhyr S. 2001. Is this about you or me? Self-versus other-directed judgments and feelings in response to intergroup interaction. Personal. Soc. Psychol. Bull. 27: 706-19
136. Vuori J, Toppinen S, Mutanen P. 2012. Effects of resource-building group intervention on career management and mental health in work organizations: randomized controlled field trial. J. Appl. Psychol. 97: 273-86
137. Walton GM. 2014. The new science of wise psychological interventions. Curr. Dir. Psychol. Sci. 23: 73-82
138. Wang J, Verma A. 2012. Explaining organizational responsiveness to work-life balance issues: the role of business strategy and high-performance work systems. Hum. Resour. Manag. 51: 407-32
139. Wang M. 2007. Profiling retirees in the retirement transition and adjustment process: examining the longitudinal change patterns of retirees' psychological well-being. J. Appl. Psychol. 92: 455-74
140. Wang M, Burlacu G, Truxillo DM, James K, Yao X. In press. Age differences in feedback reactions: the roles of employee feedback orientation on social awareness and utility. J. Appl. Psychol.
141. Warr P. 2001. Age and work behaviour: physical attributes, cognitive abilities, knowledge, personality traits, and motives. Int. Rev. Ind. Organ. Psychol. 16: 1-36
142. Wegge J, Roth C, Neubach B, Schmidt KH, Kanfer R. 2008. Age and gender diversity as determinants of performance and health in a public organization: the role of task complexity and group size. J. Appl. Psychol. 93: 1301-13
143. Weigl M, Müller A, Hornung S, Zacher H, Angerer P. 2013. The moderating effects of job control and selection, optimization, and compensation strategies on the age-work relationship. J. Organ. Behav. 34: 607-28
144. WeissEM, Maurer TJ. 2004. Age discrimination in personnel decisions: a reexamination. J. Appl. Soc. Psychol. 34: 1551-62
145. Weiss HM, Cropanzano R. 1996. Affective events theory: a theoretical discussion of the structure, causes and consequences of affective experiences at work. Res. Organ. Behav. 18: 1-74
146. Weiss HM, Rupp DE. 2011. Experiencing work: an essay on a person-centric work psychology. Ind. Organ. Psychol. 4: 83-97
147. Wiese BS, Freund AM, Baltes PB. 2002. Subjective career success and emotional well-being: longitudinal predictive power of selection, optimization, and compensation. J. Vocat. Behav. 60: 321-35
148. Wille B, Hofmans J, Feys M, De Fruyt F. 2014. Maturation of work attitudes: correlated change with Big Five personality traits and reciprocal effects over 15 years. J. Organ. Behav. 35: 507-29
149. Wolfson N, Cavanagh T, Kraiger K. 2014. Older adults and technology-based instruction: optimizing learning outcomes and transfer. Acad. Manag. Learn. Educ. 13: 26-44
150. Young LM, Baltes BB, Pratt AK. 2007. Using selection, optimization, and compensation to reduce job/family stressors: effective when it matters. J. Bus. Psychol. 21: 511-39
151. Zabel KL, Baltes BB. In press. Workplace intervention effectiveness across the lifespan. In Facing the Challenges of a Multi-Age Workforce: AUse-Inspired Approach, ed. LFinkelstein, DTruxillo, F Fraccaroli, RKanfer. New York: Routledge
152. Zacher H. 2014a. Career adaptability predicts subjective career success above and beyond personality traits and core self-evaluations. J. Vocat. Behav. 84: 21-30
153. Zacher H. 2014b. Individual difference predictors of change in career adaptability over time. J. Vocat. Behav. 84: 188-98
154. Zacher H, Bal M. 2012. Professor age and research assistant ratings of passive-avoidant and proactive leadership: the role of age-related work concerns and age stereotypes. Stud. High. Educ. 37: 875-96
155. Zacher H, Clark M, Anderson EC, Ayoko OB. In press. Alifespan perspective on leadership. In Aging Workers and the Employee-Employer Relationship, ed. PM Bal, DTAM Kooij, DM Rousseau. New York: Springer
156. Zacher H, Frese M. 2011. Maintaining a focus on opportunities at work: the interplay between age, job complexity, and the use of selection, optimization, and compensation strategies. J. Organ. Behav. 32: 291-318
157. Zacher H, Heusner S, Schmitz M, Zwierzanska MM, Frese M. 2010. Focus on opportunities as a mediator of the relationships between age, job complexity, and work performance. J. Vocat. Behav. 76: 374-86
158. Zacher H, Rosing K, Henning T, FreseM. 2011. Establishing the new generation at work: leader generativity as a moderator of the relationships between leader age, leader-member exchange, and leadership success. Psychol. Aging 26: 241-52
159. Zaniboni S, Truxillo DM, Fraccaroli F. 2013. Differential effects of task variety and skill variety on burnout and turnover intentions for older and younger workers. Eur. J. Work Organ. Psychol. 22: 306-17
160. Zaniboni S, Truxillo DM, Fraccaroli F, Bertolino M, McCune E. 2014. Who benefits from more tasks? Older versus younger workers. J. Manag. Psychol. 29: 508-23
161. Zinke K, Zeintl M, Rose NS, Putzman J, Pydde A, Kliegel M. 2014. Working memory training and transfer in older adults: effects of age, baseline performance, and training gains. Dev. Psychol. 50: 304-15
162. Zohar D, Luria G. 2005. A multilevel model of safety climate: cross-level relationships between organization and group-level climates. J. Appl. Psychol. 90: 616-28
163. Zohar D, Polachek T. 2014. Discourse-based intervention for modifying supervisory communication as leverage for safety climate and performance improvement: a randomized field study. J. Appl. Psychol. 99: 113-24