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Work Across the Lifespan /

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Work Across the Lifespan coalesces lifespan theoretical and lifespan-based empirical perspectives on aging and work. The books examines human development theories that explain patterns of growth, trajectories of change and maintenance of continuities across the entirety of life. Using the implicit f...

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Bibliographic Details
Corporate Author: ScienceDirect (Online service)
Other Authors: Baltes, Boris B. (Editor), Rudolph, Cort W. (Editor), Zacher, Hannes (Editor)
Format: eBook
Language:English
Published: London, United Kingdom ; San Diego, CA : Academic Press, an imprint of Elsevier, [2019]
Subjects:
Career development.
Personality development.
Continuing education.
Career Mobility
Personality Development
Education, Continuing
Personnalité > Développement.
Plan de carrière.
Éducation permanente.
continuing education.
BUSINESS & ECONOMICS > Labor.
POLITICAL SCIENCE > Labor & Industrial Relations.
Career development
Continuing education
Personality development
Electronic books.
e-books.
Livres numériques.
Online Access:Connect to the full text of this electronic book
Table of Contents:
  • Front Cover
  • Work Across the Lifespan
  • Copyright Page
  • Dedication
  • Contents
  • List of Contributors
  • Preface
  • 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
  • I. Lifespan Perspectives
  • 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
  • II. Lifespan Perspectives on Working and Careers
  • 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
  • III. Applications of Lifespan Perspectives
  • 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
  • Strength and Vulnerability Integration Theory
  • 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...