Maintaining and engaging older workers at work: the trigger role of personal and psychosocial resources

Because the working population age is increasing, organiza- tions are struggling to find ways to maintain employees’ desire and interest in staying on at work. Accordingly, the aim of this study is to enhance knowledge concerning the role played by personal resources (i.e. work ability) and psy- cho...

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Detalles Bibliográficos
Autores: Vignoli, Michela, Zaniboni, Sara, Chiesa, Rita, Alcover, Carlos-Maria, Guglielmi, Dina, Topa, Gabriela
Tipo de recurso: artículo
Fecha de publicación:2021
País:España
Institución:Universidad Rey Juan Carlos
Repositorio:BURJC-Digital. Repositorio Institucional de la Universidad Rey Juan Carlos
OAI Identifier:oai:burjcdigital.urjc.es:10115/27160
Acceso en línea:https://www.tandfonline.com/doi/abs/10.1080/09585192.2019.1579252
https://hdl.handle.net/10115/27160
Access Level:acceso abierto
Palabra clave:Desired retirement age
older workers’ work ability
older workers stereotypes
older workers’ motivation
work engagement
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spelling Maintaining and engaging older workers at work: the trigger role of personal and psychosocial resourcesVignoli, MichelaZaniboni, SaraChiesa, RitaAlcover, Carlos-MariaGuglielmi, DinaTopa, GabrielaDesired retirement ageolder workers’ work abilityolder workers stereotypesolder workers’ motivationwork engagementBecause the working population age is increasing, organiza- tions are struggling to find ways to maintain employees’ desire and interest in staying on at work. Accordingly, the aim of this study is to enhance knowledge concerning the role played by personal resources (i.e. work ability) and psy- chosocial aspects (i.e. older workers stereotypes) in influ- encing desired retirement age and work engagement in older workers. Data was collected twice, using question- naires on a sample of 565 older workers working in a pub- lic organization in Italy. Specifically, work ability, age stereotypes on older workers and desired retirement age were measured at T1, while work engagement was meas- ured at T2 (eight months later). Using the Preacher and Hayes approach, a moderated mediation analysis was per- formed controlling for age, self-rated health, expected retirement age, tenure and job position. Results showed that older workers with higher levels of work ability and lower perceptions that in their environment there are age stereotypes, desire to work longer, and in turn stay engaged at work.The International Journal of Human Resource Management202320232021info:eu-repo/semantics/articleapplication/pdfhttps://www.tandfonline.com/doi/abs/10.1080/09585192.2019.1579252https://hdl.handle.net/10115/27160reponame:BURJC-Digital. Repositorio Institucional de la Universidad Rey Juan Carlosinstname:Universidad Rey Juan CarlosInglésAttribution-NonCommercial 4.0 Internacionalhttp://creativecommons.org/licenses/by-nc/4.0/info:eu-repo/semantics/openAccessoai:burjcdigital.urjc.es:10115/271602026-06-24T12:48:17Z
dc.title.none.fl_str_mv Maintaining and engaging older workers at work: the trigger role of personal and psychosocial resources
title Maintaining and engaging older workers at work: the trigger role of personal and psychosocial resources
spellingShingle Maintaining and engaging older workers at work: the trigger role of personal and psychosocial resources
Vignoli, Michela
Desired retirement age
older workers’ work ability
older workers stereotypes
older workers’ motivation
work engagement
title_short Maintaining and engaging older workers at work: the trigger role of personal and psychosocial resources
title_full Maintaining and engaging older workers at work: the trigger role of personal and psychosocial resources
title_fullStr Maintaining and engaging older workers at work: the trigger role of personal and psychosocial resources
title_full_unstemmed Maintaining and engaging older workers at work: the trigger role of personal and psychosocial resources
title_sort Maintaining and engaging older workers at work: the trigger role of personal and psychosocial resources
dc.creator.none.fl_str_mv Vignoli, Michela
Zaniboni, Sara
Chiesa, Rita
Alcover, Carlos-Maria
Guglielmi, Dina
Topa, Gabriela
author Vignoli, Michela
author_facet Vignoli, Michela
Zaniboni, Sara
Chiesa, Rita
Alcover, Carlos-Maria
Guglielmi, Dina
Topa, Gabriela
author_role author
author2 Zaniboni, Sara
Chiesa, Rita
Alcover, Carlos-Maria
Guglielmi, Dina
Topa, Gabriela
author2_role author
author
author
author
author
dc.subject.none.fl_str_mv Desired retirement age
older workers’ work ability
older workers stereotypes
older workers’ motivation
work engagement
topic Desired retirement age
older workers’ work ability
older workers stereotypes
older workers’ motivation
work engagement
description Because the working population age is increasing, organiza- tions are struggling to find ways to maintain employees’ desire and interest in staying on at work. Accordingly, the aim of this study is to enhance knowledge concerning the role played by personal resources (i.e. work ability) and psy- chosocial aspects (i.e. older workers stereotypes) in influ- encing desired retirement age and work engagement in older workers. Data was collected twice, using question- naires on a sample of 565 older workers working in a pub- lic organization in Italy. Specifically, work ability, age stereotypes on older workers and desired retirement age were measured at T1, while work engagement was meas- ured at T2 (eight months later). Using the Preacher and Hayes approach, a moderated mediation analysis was per- formed controlling for age, self-rated health, expected retirement age, tenure and job position. Results showed that older workers with higher levels of work ability and lower perceptions that in their environment there are age stereotypes, desire to work longer, and in turn stay engaged at work.
publishDate 2021
dc.date.none.fl_str_mv 2021
2023
2023
dc.type.none.fl_str_mv info:eu-repo/semantics/article
format article
dc.identifier.none.fl_str_mv https://www.tandfonline.com/doi/abs/10.1080/09585192.2019.1579252
https://hdl.handle.net/10115/27160
url https://www.tandfonline.com/doi/abs/10.1080/09585192.2019.1579252
https://hdl.handle.net/10115/27160
dc.language.none.fl_str_mv Inglés
language_invalid_str_mv Inglés
dc.rights.none.fl_str_mv Attribution-NonCommercial 4.0 Internacional
http://creativecommons.org/licenses/by-nc/4.0/
info:eu-repo/semantics/openAccess
rights_invalid_str_mv Attribution-NonCommercial 4.0 Internacional
http://creativecommons.org/licenses/by-nc/4.0/
eu_rights_str_mv openAccess
dc.format.none.fl_str_mv application/pdf
dc.publisher.none.fl_str_mv The International Journal of Human Resource Management
publisher.none.fl_str_mv The International Journal of Human Resource Management
dc.source.none.fl_str_mv reponame:BURJC-Digital. Repositorio Institucional de la Universidad Rey Juan Carlos
instname:Universidad Rey Juan Carlos
instname_str Universidad Rey Juan Carlos
reponame_str BURJC-Digital. Repositorio Institucional de la Universidad Rey Juan Carlos
collection BURJC-Digital. Repositorio Institucional de la Universidad Rey Juan Carlos
repository.name.fl_str_mv
repository.mail.fl_str_mv
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score 15.811543

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