Older workers are less willing to accept that their job supplies do not meet their needs?
Although we certainly need far more reseach on this question, our research focussing on antecedents of older workers’ job satisfaction indeed suggests that older workers reacted more strongly to need-supply misfits than their younger colleagues. Thus, it seems expecially important to align work conditions to the needs of older workers. Currently, we seek to further substantiate this finding in longitudinal and meta-analytic studies.
Hertel, G., Rauschenbach, C., Thielgen, M.M. & Krumm, S. (2015). Are older workers more active copers? Longitudinal effects of age-contingent coping on strain at work. Journal of Organizational Behavior, 36, 514-537. doi: 10.1002/job.1995
Thielgen, M.M., Krumm, S., Rauschenbach, C. & Hertel, G. (2015). Older but wiser: Age moderates congruency effects between implicit and explicit motives on job satisfaction. Motivation and Emotion, 39, 182-200. doi: 10.1007/s11031-014-9448-8
Krumm, S., Grube, A. & Hertel, G. (2013). No time for compromises: Age as a moderator of the relation between needs-supply fit and job satisfaction. European Journal of Work and Organizational Psychology, 22, 547-562.
Thielgen, M., Krumm, S., & Hertel, G. (2015). When being old pays off: Age mitigates adverse effects of low implicit – explicit motive congruency on work motivation. Journal of Career Assessment, 23, 459 - 480.
Krumm, S., Grube, A. & Hertel, G. (2013). The Munster Work Value Measure (MWVM). Journal of Managerial Psychology, 28, 532-560.
Rauschenbach, C., Krumm, S., Thielgen, M. & Hertel, G. (2013). Age and work Stress: A review and meta-analysis. Journal of Managerial Psychology, 28, 781 - 804.
Hertel, G., Thielgen, M., Rauschenbach, C., Grube, A., Stamov-Roßnagel, C. & Krumm, S. (2013). Age differences in motivation and stress at work. In Schlick, C., Frieling, E. & Wegge, J. (Eds.), Age-differentiated work systems (S. 119-148). Berlin: Springer.