دانلود کتاب Work Across the Lifespan

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Work Across the Lifespan Copyright Preface List of Contributors Dedication 1 An Invitation to Lifespan Thinking History of the Lifespan Developmental Perspective Core Tenets of the Lifespan Developmental Perspective Level 1: Biological and Cultural Evolutionary Perspectives Level 2: Dynamics of Gains and Losses Level 3: Family of Metatheoretical Propositions Level 4: Systemic and Overall Theories of Successful Lifespan Development Level 5: Lifespan Theories in Specific Functions and Domains Structure and Content of this Book References 2 Theories of Cognitive Aging and Work Defining Cognitive Functioning Psychometric Approach Cohort differences Neurocognitive Method Changes in Cognitive Abilities over the Lifespan Mechanisms of Cognitive Aging Cognitive Functioning and Successful Aging The Effects of Work on Cognitive Functioning Theoretical Framework Job Characteristics and Work Cognitive Job Complexity and Cognition Physical Job Demands and Cognition Safety and Injury Stress and Strain The Effects of Cognitive Functioning on Work Work Motivation Learning and Development Stereotypes Retirement Practical Implications Conclusions and Recommendations for Future Research References 3 A Neo-Socioanalytic Model of Personality Development The Nature of Personality Trait Change Sources of Continuity and Change in Adulthood A Model of Personality Trait Change A Process Model of Personality Trait Change The Effects of Work Attraction Selection Transformation Manipulation Attrition Future Directions Progression of the ASTMA Model Measuring the Environment and Calculating Fit The Changing Nature of Work Lifespan Development Theories Conclusions References 4 The Model of Selection, Optimization, Compensation The SOC Model Overview of the Model Elective selection Loss-Based Selection Optimization Compensation Measurement of SOC SOC and Successful Aging Theoretical Background Review of Empirical Evidence Age Differences in SOC Strategy Use Resource Availability as Underlying Mechanism for Age Differences Consequences of SOC Strategy Use and the Moderating Role of Age SOC in the Work Context Theoretical Background SOC and Successful Aging in the Work Context Review of Empirical Evidence Age differences in SOC strategy use Consequences of SOC strategy use: Occupational well-being Consequences of SOC strategy use: Effectiveness on the job Consequences of SOC strategy use: Career development. Interventions Discussion SOC Measurement Developing a SOC Instrument for the Work Setting Distinguishing Between Long-term and Daily SOC Strategy Use Investigating SOC at the Team or Organizational Level Conclusion References 5 Motivational Theory of Lifespan Development Motivational Theory of Lifespan Development: A Brief Overview Historical Development and Conceptual Uniqueness Central Propositions Application of the Motivational Theory of Lifespan Development Lifespan to Work Developmental Goals Addressing Work-Life and Career Lifespan Trajectories of Control Capacity and Control Striving Primary Control Capacity in Different Careers The Early-Peak Career The Mid-Peak Career The Late-Peak Career Consistent Primary Control Striving Disengagement and Goal Adjustment Via Compensatory Secondary Control Compensatory Primary Control at Different Career Stages Societal Structuring of Opportunities for Control Striving: The Case of Career Striving Career Entry and Social Mobility Midcareer Transitions Late-Career Transformation, Stagnation and Decline Congruence Between Control Striving and Control Opportunities Benefits of Congruence: Example of Career Entry Costs of Incongruence: Midlife Career Change Action Phases of Goal Engagement and Disengagement Goal Engagement During the Action Phase Action Crisis Between Engagement, Disengagement and Reengagement With Adjusted Goal Failure, Set-Backs and (Self)-Protection of Motivational Resources Summary and Future Directions References 6 Social and Emotional Theories of Aging Situation Selection and Modulation Socioemotional Selectivity Theory Affect Valuation Theory Possible Selves Strength and Vulnerability Integration Attention Deployment The Positivity Effect Change of Cognition Optimism Thinking Style Dynamic Integration Theory Modulation of Experiential, Behavioral, or Physiological responses Emotion Perception Emotion Regulation Strategies Selection, Optimization, and Compensation With Emotion Regulation Framework Coping Summary and Implications for the Study of Aging and Work Acknowledgment References 7 Cognition, Motivation, and Lifespan Development Workplace Performance Domains of Interest Aging and Cognitive Abilities Motivation Integrating Ability and Motivation Implications and Future Research Conclusion References 8 Action Regulation Across the Lifespan Mental Regulation of Paid Work: Action Regulation Theory Roots of Action Regulation Theory Surface Versus Deep Structure of Actions Components of Mental Action Regulation Related Cognitive Theories Specific Features of Paid Work Redefinition of Work Orders into Goals Five Functions of Goals in Action Regulation at Work Sequential-Hierarchical Organization of Action Regulation: Action Phases, Levels of Regulation Action Planning TOTE Units: Hierarchies of Recursive Loops Hierarchy of Levels (Modes) of Regulation Complete Versus Fragmented Work Orders and Tasks Complete Work Orders: A Normative Concept With Consequences Across the Lifespan Specific Types of Mental Action Regulation at Work I: Innovative Tasks Specific Types of Mental Action Regulation at Work II: Interactive Tasks Participative Job Design Mental Action Regulation of Paid Work Across the Work Lifespan Mental Action Regulation Across the Work Lifespan in its Entirety Components of Mental Regulation Across the Work Lifespan Action Preparation: Orientation, Goal-Setting, Planning Action Implementation: Levels of Regulation and Routinization Checking Own Procedures and Results: Feedback Processing in Action Regulation Across the Work Lifespan Conclusion References 9 Lifespan Perspectives on Successful Aging at Work Lifespan Perspectives on Successful Aging Successful Aging at Work Proactive Behaviors: Actively Shaping Work and Relationships Optimizing Person–Job Fit: Crafting to Strengths Motivational Maintenance and Successful Aging: Intrinsic Goals Measures of Career Success: The Importance of Meaningful Work Across the Life Course Career Self-Management Broader Trends and Work Ability Summary, Conclusion, and Directions for Future Research References 10 Lifespan Perspectives on Careers and Career Development Traditional Views of Careers Over the Lifespan Modern Views of Careers Over the Lifespan Sources of Change Over the Lifespan Intra-Individual Factors Contextual Factors Career Development Issues Over the Lifespan Individual Career Development Issues Organizational Career Developmental Issues Conclusion Acknowledgment References 11 Lifespan Perspectives on Job and Work Design Age-Related Changes Over the Lifespan Overview of Job and Work Design Work Design Outcomes Age and Work Design Outcomes Overview of Lifespan Development Theories Selection, Optimization, and Compensation Theory (Baltes & Baltes, 1990) Strength and Vulnerability Integration Theory (Charles, 2010) Integration of Lifespan Development Theory and Work Design Task Characteristics Knowledge Characteristics Social Characteristics Work Context Factors Interventions Related to Designing Work for an Aging Workforce Individual-Focused Interventions Organization-Focused Interventions Recommendations for Future Research: Where Should We Go From Here? Conclusion References 12 Lifespan Perspectives on Job Performance, Performance Appraisal/Management and Creative Performance Individual Performance is a Function of Cognitive Ability and Motivation Dimensions of Job Performance Task Performance Contextual Performance or Organizational Citizenship Behavior (OCB) Adaptive Performance Creative Performance: Creativity and Innovation Counterproductive Workplace Behavior Ability, Motivation, and Facets of Job Performance Two LifeSpan Theory Perspectives on Performance: Selection, Optimization and Compensation Theory and Socio-Selectivity Theory Selection, Optimization, and Compensation Theory Socioemotional Selectivity Theory Performance Appraisal and Management Theory: Goal-Directed Approaches Personal Work Goals Purpose of Appraisal and Performance Feedback How LifeSpan Theory Informs Performance Theory and Practice in Organizations: Motivation, (Personal) Work Goals, and Collab... Conclusions References 13 Lifespan Perspectives on Learning and Training Approaches to Lifelong Learning Issues in Adult and Older Adult Learning Education, Training, and Instruction The Changing Individual in the Changing Environment Lifelong Work Performance and Training Training and Career Self-Management Later Life Work and Retirement Continuing Adaptation and Learning in the Work Environment Full-Time Work, Part-Time Work and/or Retirement Conclusion References 14 Lifespan Perspectives on Personnel Selection and Recruitment WARNING!!! DUMMY ENTRY Our Approach, Assumptions, and a Brief Outline Definition of Critical Terms Recruitment Personnel Selection Person-Organization Fit Age and Lifespan Development Overview of Relevant Lifespan Theories Lifespan Theory of Control Action-Phase Model of Developmental Regulation Dual-Process Model of Assimilative and Accommodative Coping Selective Optimization and Compensation Model Social Exchange Theory Socioemotional Selectivity Theory Life Course Theory Maximum and Typical Performance Overview of Relevant Theories of Career Development Person - Environment Fit Theories Hall’s Protean Career Current Research and Practice from a Lifespan-Related Perspective Validity of Tests Changing Nature of Technology Bias Recruitment and Job Searching A Possible Avenue for Synthesis: Person–Organization Fit and the Candidate Experience P-O Fit Redux The Candidate Experience A Proposed Model Summary and Future Research Needs References 15 Lifespan Perspectives on Occupational Health Occupational Health The Concept of Age in the Working Lifespan Occupational Health in Younger, Middle-Aged, and Older Workers Changes in Terms of Losses and Gains across the Working Lifespan and Consequences for Occupational Health Occupational Health in Retirement Inter-Individual Differences in Changes in Occupational Health Across the Working Lifespan Personal Factors Role of Work Characteristics Limitations and Implications for Future Research References 16 Lifespan Perspectives on Work and Nonwork Roles Work–Nonwork Conflict: An Overview and Integration of Life Stages An Integration of Lifespan Theories to Work–Nonwork Research Model of Selective Optimization With Compensation Neo-Socioanalytic Model of Personality Development Theory of Socioemotional Selectivity Career Development Theories Empirical Review of Studies Taking Lifespan Approach to Work–Nonwork Gaps in the Literature and Recommendations for Future Research Integration of a Broader Array of Theoretical Models Interaction of Gender and Life Stage Conclusion References 17 Lifespan Perspectives on Age-Related Stereotypes, Prejudice, and Discrimination at Work (and Beyond) Delimiting Ageist Attitudes and Ageism Age-Related Stereotypes Across the Work Lifespan Older Worker Stereotypes Younger Worker Stereotypes Generational Stereotypes Age-Based Prejudice and Discriminatory Intent Across the Work Lifespan Impact of Ageist Attitudes Across the Work Lifespan (and Beyond) Conclusion References 18 Lifespan Perspectives on Individuals’ Effort in Work Teams Individuals’ Effort in Teams Age and Lifespan Development Age Differences in Effort Expenditure during Teamwork Valence and Age Instrumentality and Age Expectancy and Age Summary, Future Research, and Practical Implications Additional Lifespan Theories and Individuals’ Effort in Teams Age Diversity and Individuals’ Effort in Teams Future Research Practical Implications and Conclusion References 19 Lifespan Perspectives on Psychological Contracts The Psychological Contract Lifespan Theory and the Psychological Contract Age and the Content of the Psychological Contract Age and the Type of Psychological Contract Age and Psychological Contract Evaluations Age and Temporal Dynamic Psychological Contract Theory Psychological Contracts in the Contemporary Workplace Conclusion References 20 Lifespan Perspectives on Work Motivation Work Motivation Lifespan Perspectives on Age-Related Changes and Implications for Work Motivation Toward a Unified Understanding of Work Motivation in Later Adulthood Theoretical and Practical Implications and Future Research Directions References 21 Lifespan Perspectives on Work Values and Job Attitudes Work Values: Definitions and Operationalizations Work Values as Predictors of Work Outcomes Differentiating Work Values From Related Constructs Stability and Change in Work Values Over Time Values Across the Lifespan A Holistic Model of Values, Goals, and Attitudes Future Directions and Practical Implications Conclusion References 22 Lifespan Perspectives on Leadership Cognitive Development and Leadership Socioemotional Development and Leadership Personality Development and Leadership Motivational Development and Leadership A Lifespan Perspectives on Leadership Behavior Integration of Lifespan Perspectives Into Leadership Theory Implications for Leader Development and Successful Aging of Leaders References 23 Lifespan Perspectives on Emotion, Stress, and Conflict Management Age and Emotion Work Age and Conflict Management Age and Stress Management Discussion Conclusion References 24 Lifespan Perspectives on Organizational Climate Current Research on Age Climates in the Workplace Literature on Age Diversity, Age Climates, and Organizational Outcomes Literature on General Age Climates and Organizational Outcomes Extending Age Climates to a Lifespan Perspective Lifespan Theories, Age Diversity, and Age Climates in Organizations Lifespan Theories and General Age Climate in Oganizations Outlook on Future Research on Organizational Age Climate Research How Practitioners can Develop Organizational Climates Through a Lifespan Perspective Conclusion References 25 Lifespan Perspectives on the Work-to-Retirement Transition A Dynamic Person–Environment Fit Framework of the Work-to-Retirement Transition Lifespan Changes in Shaping Person–Environment Fit During the Work-to-Retirement Transition The Work-to-Retirement Transition Along Later-life Development Changes in Demands-Abilities Fit Changes in Needs-Supplies Fit Self-Regulation in the Work-to-Retirement Transition Post-retirement Life Development Developmental Implications of Retirement Contingencies of Retirement’s Implications for Later-Life Development Discussion and Future Directions Conclusion References 26 Looking Forward: A New Agenda for Studying Work Across the Lifespan Development is a Lifelong Process Development is Multidirectional Development Implies Gains and Losses Development is Modifiable Development is Historically Embedded Development is Contextualized Development is Multidisciplinary Meta-Observations About the State of the Literature Integrate Across Lifespan Theories Resolve Conflicts Among and Across Lifespan Theories Integrate Across Nonlifespan Theories Integrate Between and Across Levels of Analysis Integrate Contexts and Ecologies Enacting a “New Agenda” for Research on Working Across the Lifespan Conclusions References Index