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Book part
Publication date: 1 August 2017

Franco Fraccaroli, Sara Zaniboni and Donald Truxillo

In this chapter the relationship between job design and older workers is considered. Starting from a conceptual definition of what the concept job and work design is, we consider…

Abstract

In this chapter the relationship between job design and older workers is considered. Starting from a conceptual definition of what the concept job and work design is, we consider theoretic approaches to the study of job design over the last decades, including recent frameworks, measurement, and research. We follow this with a specific focus on the topic of job design for older workers. We argue that the rules of “good job design” are not applicable to all workers, focusing specifically on the issues of age and career stage. We next show through a theoretical model and some empirical research that some job characteristics may be more suitable or beneficial for people in older age groups or later stages of their careers (e.g., Truxillo, Cadiz, Rineer, Zaniboni, & Fraccaroli, 2012). Empirical support for the role of age in job design is considered. We conclude by defining some avenues for future research, including the identification of additional factors that may determine how age and job characteristics affect worker behavior, attitudes, and well-being.

Details

Age Diversity in the Workplace
Type: Book
ISBN: 978-1-78743-073-0

Keywords

Article
Publication date: 15 June 2010

Sara Zaniboni, Guido Sarchielli and Franco Fraccaroli

This study aims to explore the psycho‐social factors (i.e. older worker identity, development opportunities on the job, anticipation of lost social integration upon retirement…

2967

Abstract

Purpose

This study aims to explore the psycho‐social factors (i.e. older worker identity, development opportunities on the job, anticipation of lost social integration upon retirement) related to three types of retirement intention (i.e. full retirement, part‐time retirement, job mobility).

Design/methodology/approach

A representative sample of 196 workers aged 50 and over employed in an Italian public‐sector organization completed a research questionnaire. Hypotheses were tested by using structural equation models.

Findings

The results showed that: the older‐worker identity was related positively to full retirement intention and negatively to job mobility; development opportunity on the job was negatively related to the full retirement intention; the anticipation of lost social integration upon retirement was positively related to the intention to take part‐time retirement and job mobility.

Research limitations/implications

There are several limitations to the study: the cross‐sectional design; use of single items; the fact that the findings can be generalized only to the organization in which the study was conducted.

Practical implications

Retirement preparation programs should consider the various factors that affect the transition from work to retirement and which may facilitate prior planning by both the individual and the organization.

Originality/value

Expanding previous research studies, the study considers the complexity of preparation for retirement transition by exploring different types of retirement intentions and the psychosocial factors related to them.

Details

International Journal of Manpower, vol. 31 no. 3
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 4 July 2008

Milena Atzori, Luigi Lombardi, Franco Fraccaroli, Adalgisa Battistelli and Sara Zaniboni

This study aims to examine the organizational socialization of women soldiers in the Italian Army.

1443

Abstract

Purpose

This study aims to examine the organizational socialization of women soldiers in the Italian Army.

Design/methodology/approach

Following an interactionist interpretation of socialization, a model was tested to determine the influence of organizational socialization tactics, proactive behaviours, supervisor support on organizational identification, and cohesion of teamwork. This study used a comparative research design. The sample consisted of 324 soldiers, 43 per cent of whom are men and 57 per cent per cent are women.

Findings

Structural equation models showed the influences exerted by general socialization and by the acquisition of organizational values/goals on the outcomes of socialization. Multisample analysis showed gender differences. Compared to men, women seemed to set greater value on tutoring by expert colleagues. Women also seemed to value the support provided by their superiors for learning the organizational values and goals on which the degree of identification with the military structure depends.

Practical implications

These findings could add new information concerning the organizational socialization strategies (e.g. newcomers' training, tutoring/shadowing programmes) giving some guidelines for the insertion of woman newcomers in a non‐traditional organization.

Originality/value

In a systemic perspective the present study explored the process of organizational socialization using the content of organizational learning. The research highlighted the gender difference regarding the socialization process in a male‐dominated organization.

Details

Journal of Workplace Learning, vol. 20 no. 5
Type: Research Article
ISSN: 1366-5626

Keywords

Article
Publication date: 22 February 2011

Sara Zaniboni, Franco Fraccaroli, Donald M. Truxillo, Marilena Bertolino and Talya N. Bauer

The purpose of this study is to validate, in an Italian sample, a multidimensional training motivation measure (T‐VIES‐it) based on expectancy (VIE) theory, and to examine the…

2614

Abstract

Purpose

The purpose of this study is to validate, in an Italian sample, a multidimensional training motivation measure (T‐VIES‐it) based on expectancy (VIE) theory, and to examine the nomological network surrounding the construct.

Design/methodology/approach

Using a cross‐sectional design study, 258 public sector employees in Northeast Italy (participating in a range of employer‐sponsored training programs) filled out the T‐VIES‐it and questionnaires on goal orientation, job support for learning, and intention to transfer learning gained through training to the workplace. To validate the T‐VIES‐it and test its nomological network confirmatory factor analysis and structural equations models were used.

Findings

Results showed acceptable confirmatory factor analysis fit indices and psychometric properties of the T‐VIES‐it. Acceptable fit indexes were also found for the structural equations models tested. The modified model showed significant relations between learning goal orientation and the three dimensions of training motivation; and between the expectancy subscale and job support and intention to transfer.

Originality/value

The paper highlights that the T‐VIES‐it is a validated multidimensional assessment of training motivation, and the first its kind in Italian. The scale should provide value in training evaluations and in research related to training motivation.

Details

Journal of Workplace Learning, vol. 23 no. 2
Type: Research Article
ISSN: 1366-5626

Keywords

Article
Publication date: 8 July 2014

Sara Zaniboni, Donald M. Truxillo, Franco Fraccaroli, Elizabeth A. McCune and Marilena Bertolino

Although a substantial body of research has examined the effects of job characteristics on job attitudes, there is a paucity of work on individual difference moderators of these…

2983

Abstract

Purpose

Although a substantial body of research has examined the effects of job characteristics on job attitudes, there is a paucity of work on individual difference moderators of these relationships. Based in selective optimization with compensation theory and socio-emotional selectivity theory, the purpose of this paper is to show that age moderated the relationship between task variety and two key job attitudes, job satisfaction and engagement.

Design/methodology/approach

Data were collected through self-report questionnaires (n=152), using a time-lagged design with two waves (two to three weeks between T 1 and T 2).

Findings

The authors found that task variety had a stronger relationship with job satisfaction and work engagement for younger workers compared to older workers.

Research limitations/implications

Although there was good age variance in the sample, it had fewer late-career workers and more workers who are in their early and mid-career.

Practical implications

To have workers of all ages satisfied and engaged at work, we need to understand which work characteristics are the best for them. For example, it may be a competitive gain for organizations to challenge younger workers with different tasks, and to challenge older workers in ways that utilize their experience.

Social implications

The study addresses a societal issue related to profound demographic changes in the age composition of the workforce, gaining a better knowledge of differences between workers of different ages to promote effective interventions and policies.

Originality/value

This is the first study to show that task variety differentially affects worker satisfaction and engagement depending on the age of the worker.

Details

Journal of Managerial Psychology, vol. 29 no. 5
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 4 November 2013

Marilena Bertolino, Donald M. Truxillo and Franco Fraccaroli

This paper aimed to investigate how older and younger workers are perceived in terms of Big Five personality and task and contextual performance. Based on the intergroup bias…

7037

Abstract

Purpose

This paper aimed to investigate how older and younger workers are perceived in terms of Big Five personality and task and contextual performance. Based on the intergroup bias phenomenon, the authors also examined whether respondent age would moderate these effects.

Design/methodology/approach

Participants (n=155) completed a paper survey in which they were randomly assigned to rate either a “typical” younger employee or a “typical” older employee. They filled out questionnaires containing measures of perceived personality factors and perceived job performance of an older or younger worker.

Findings

As predicted, older and younger workers were perceived differently in terms of certain Big Five personality factors and organizational citizenship behavior. These perceived differences generally reflected actual age-related differences on these variables. However, respondents' age moderated many of these effects, such that respondents' perceptions favored their own age group.

Research limitations/implications

These studies illustrate that dimensions such as perceived Big Five personality and job performance may be useful for examining workplace age stereotypes. They also illustrate that respondent age may affect these perceptions of older and younger workers.

Originality/value

This study goes beyond previous studies focused on the examination of general age bias. Indeed, this is the first study that examines perceptions of personality and performance dimensions of older and younger workers in a field setting. Such perceptions may have an impact on the decisions that managers make regarding older and younger workers (e.g. selection, promotions).

Details

Journal of Managerial Psychology, vol. 28 no. 7/8
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 28 March 2008

Salvatore Zappalà, Marco Depolo, Franco Fraccaroli, Dina Guglielmi and Guido Sarchielli

The study seeks to investigate individual preference for early or late retirement. The aim is to determine the impact that variables at personal, work and organizational, and…

4350

Abstract

Purpose

The study seeks to investigate individual preference for early or late retirement. The aim is to determine the impact that variables at personal, work and organizational, and retirement‐related levels exert on such preference.

Design/methodology/approach

A questionnaire was submitted to 275 Italian workers, aged from 45 to 63. The “preferred” and “expected” retirement ages were measured, and a preference for retiring before or after the expected age was computed. The questionnaire included personal (e.g. age, income), work and organizational (e.g. work importance, job demands and control), and retirement‐related variables (level of information on pensions and attitudes to retirement). Hierarchical multiple regressions analyses were conducted to test the impact of such variables on the preference for early or late retirement.

Findings

The results show a significant preference for retiring on average three years before the expected age. The preference for postponing retirement is related to chronological age and perception of income adequacy, but also to work variables (work importance, firm policies supporting aged employees) and attitudes to retirement.

Practical implications

Political and organizational strategies concerning old employees should take into account the widespread preference for early retirement. It is, however, possible to encourage late retirement by developing interventions aiming to meliorate working conditions, organizational perceptions and retirement attitudes.

Originality/value

The difference between preferred and expected retirement age may be useful to identify employees preferring late retirement. It is also suggested that certain psychosocial factors are related to such preference. This knowledge is relevant for European policies encouraging employees to stay longer in the workforce.

Details

Career Development International, vol. 13 no. 2
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 8 April 2014

Lorenzo Avanzi, Franco Fraccaroli, Guido Sarchielli, Johannes Ullrich and Rolf van Dick

– The purpose of this paper is to combine social identity and social exchange theories into a model explaining turnover intentions.

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Abstract

Purpose

The purpose of this paper is to combine social identity and social exchange theories into a model explaining turnover intentions.

Design/methodology/approach

Questionnaires measuring the constructs of organizational identification, perceived organizational support, emotional exhaustion, and turnover intentions were completed by 195 employees.

Findings

Results supported our hypotheses: social identification increased the perception of organizational support which in turn reduced emotional exhaustion which was finally related to turnover intentions. Furthermore, social identification moderated the relation between organizational support and turnover intentions.

Research limitations/implications

The study design was cross-sectional and data were collected using self-report with no assessment of objective data.

Practical implications

To reduce turnover, managers should focus on both support and employees’ identification with teams and organizations.

Originality/value

This study combines two theoretical perspectives into an integrative framework and simultaneous moderated-mediation was used to test the model.

Details

International Journal of Productivity and Performance Management, vol. 63 no. 3
Type: Research Article
ISSN: 1741-0401

Keywords

Content available
Book part
Publication date: 1 August 2017

Abstract

Details

Age Diversity in the Workplace
Type: Book
ISBN: 978-1-78743-073-0

Content available
Article
Publication date: 4 July 2008

Sara Cervai and Tauno Kekale

328

Abstract

Details

Journal of Workplace Learning, vol. 20 no. 5
Type: Research Article
ISSN: 1366-5626

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