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As the workforce is aging and becoming increasingly age diverse, successful aging at work has been proclaimed to be a desirable process and outcome, as well as a responsibility of both workers and their organizations. In this chapter, we first review, compare, and critique theoretical frameworks of successful aging developed in the gerontology and lifespan developmental literatures, including activity, disengagement, and continuity theories; Rowe and Kahn’s model; the resource approach; the model of selective optimization with compensation; the model of assimilative and accommodative coping; the motivational theory of lifespan development; socioemotional selectivity theory; and the strength and vulnerability integration model. Subsequently, we review and critically compare three conceptualizations of successful aging at work developed in the organizational literature. We conclude the chapter by outlining implications for future research on successful aging at work.

In this chapter, the authors consider the role of time for research in occupational stress and well-being. First, temporal issues in studying occupational health longitudinally, focusing in particular on the role of time lags and their implications for observed results (e.g., effect detectability), analyses (e.g., handling unequal durations between measurement occasions), and interpretation (e.g., result generalizability, theoretical revision) were discussed. Then, time-based assumptions when modeling lagged effects in occupational health research, providing a focused review of how research has handled (or ignored) these assumptions in the past, and the relative benefits and drawbacks of these approaches were discussed. Finally, recommendations for readers, an accessible tutorial (including example data and code), and discussion of a new structural equation modeling technique, continuous time structural equation modeling, that can “handle” time in longitudinal studies of occupational health were provided.

The purpose of this paper is to assess the impact that negative stereotypes have on suitability ratings of Turkish applicants in a simulated hiring scenario.

This paper utilizes a within subjects experimental design in which participants assessed four fictitious male candidates ostensibly applying for a managerial position; two of German descent, two of Turkish descent. Participants also completed a newly developed measure designed to assess the degree to which people endorse negative stereotypes of Turkish males in managerial positions.

The results suggest that the endorsement of a negative Turkish stereotype significantly predicts suitability ratings for highly qualified Turkish candidates.

Stereotype endorsement should be considered when investigating, and making claims about the impact of demographic characteristics on evaluative workplace outcomes.

In the service of diversity, organizations should be acutely aware of how stereotyping may impact human resources processes.

This paper adds to the literature regarding the impact of bias on evaluative workplace outcomes, furthering the notion that explicitly endorsed stereotypes do indeed affect such outcomes.

Despite the abundance of research on work social support and work-family conflict, the generalizability of these relationships to immigrant and non-immigrant Hispanics is still unknown. Based on role and cultural theories, the purpose of this paper is to provide an empirical examination of these relationships within this growing yet understudied population.

Survey data were collected from a diverse sample of employed immigrant and non-immigrant Hispanics from a broad set of occupational groups within Miami, Florida (USA). Structural equation modeling (SEM) was used to test hypotheses. Multi-group analyses were conducted to test for differences in model fit and parameter estimates between the immigrant and non-immigrant subgroups.

The hypothesized model fit the data well, with a significant positive relationship between perceived organizational social support and perceived supervisor social support, a significant negative relationship between perceived organizational social support and work-to-family conflict, and a significant negative relationship between perceived supervisor social support and family-to-work conflict. Multi-group SEM, which offered acceptable model fit, suggests that perceived organizational social support is associated with reduced work-family conflict for immigrant but not for non-immigrant Hispanics, and perceived supervisor social support is associated with reduced work-family conflict for non-immigrant but not for immigrant Hispanics.

Cross-sectional data do not allow for strong causal interpretations.

Perceived work social support is an important indicator of work-family conflict for both immigrant and non-immigrant Hispanics, although specific relationships can differ based on immigration status.

Few studies have investigated differences in work-family conflict between non-immigrant and immigrant Hispanics.

The purpose of this study is to investigate university students’ perception of service quality and satisfaction in a developing country to guide quality improvement.

The study uses a quantitative survey design. A new instrument has been developed to measure student perceived service quality. Data was collected from 182 undergraduate students enrolled in a five-year BEd course at the one University of Education in Myanmar.

A significant gender difference was found only in one of the service quality dimensions, hostel facilities. There was a significant difference in student satisfaction in the year of study. Apart from cafeteria and hostel facilities, students’ perceived-level of service quality was significantly different. All service quality dimensions were significantly correlated with student satisfaction. Significant relationships were found among intention to leave the university, trust in management and overall satisfaction with the university.

This study uses data collected from undergraduate students studying at the one University of Education in Myanmar.

The study adds on to the service quality literature on higher education in developing countries, specifically in Myanmar. The students’ perceived service quality dimensions resulting from this study can be applied by universities to evaluate their performance.

The research findings presented in this paper fill the gap in the existing literature by providing empirical knowledge on service quality measurement and student satisfaction in the higher education context. The study is among the first studies of students’ perception of service quality and satisfaction in Myanmar.

The purpose of this paper is to present the importance of a healthy working environment and approaches to establish a healthy working environment of older employees and their impact on work engagement of older employees. The working environment that is not suitable and adapted for older employees presents a big challenge for Slovenian and other companies in which the work force is getting older. Hence, this paper develops a model of a healthy working environment for older employees, in which they could feel well because of its positive affect on their health.

The research method in this paper was the descriptive-correlative type. After a systematic review of literature, which relates to this topic, the authors used the compilation method. In addition to descriptive statistics, factor analysis and regression analysis were used in this paper.

Considering the demographic changes and active ageing in the workplace, age diversity of employees has to become a part of the general strategy of a company to ensure equality and diversity. Adequate working conditions, which should exist in every company, contribute to the improvement of healthy working environment for older employees and their work-engagement. This paper presents that approaches to establish a healthy working environment of older employees have a positive impact on work-engagement of older employees.

The stated findings will help companies to better understand and manage their older employees and the importance of establishing a healthy working environment for older employees with which the work-engagement of older employees can be improved. Socially responsible behavior benefits all in this way, too.

This paper is based on forming a research model for creating a healthy working environment for older employees as a part of social responsibility. The main objective of this paper is to examine the impact of establishment of a healthy working environment for older employees on the work engagement of older employees in Slovenia.