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Drawing from theories of modernization and socioemotional selectivity, this study investigates the effect of familial support on the relationship between immigrant generation and mental health service use for Asian American and Latinx older adults.

Using the data from the National Latino and Asian American Study (NLAAS) 2002–2003, nested logistic regressions (N = 810) were used to test the effects of familial support (parent–child relationship quality) on the relationship between immigrant generation and the use of mental health services. Differences in familial support between older adults and their younger counterparts were also accounted for.

The results indicate that familial support partially attenuates the relationship between immigrant generation and mental health service use, but only for Latinx groups. Familial support was not significantly different for older adults than that of those younger in age.

Findings suggest the need for a better understanding of familial support as it relates to mental health service use for these groups. Approaches to improving the access to, and the overall use of, mental health services should be sensitive to ethnic variation. Immigrant groups may also endure stressors associated with legal and citizenship status. Future research should consider the effect of these political identities on mental health. Studies on parent–child relationship quality should also be longitudinal in order to better understand the dynamic nature of familial support across the life course.

This chapter addresses gaps in the literature as Asian Americans are relatively understudied group with regard to mental health. Previous studies showed that US-born Asian American and Latinx populations are more likely to use mental health services than their foreign-born counterparts, but the effects of generation status and familial support for older adults are unclear.

The purpose of this paper is to examine common stereotypes regarding old-age workers and the effect of these stereotypes on organizational productivity, as well as to suggest practical solutions for accommodating old-age workers and increasing productivity in all employees.

This three part paper will present a thorough review of relevant literature (1991-2014, with the exception of two studies from 1976) that were conducted on the topics of old-age stereotyping, the effect of old-age stereotyping on organizational productivity, and methods for adequately motivating and managing old-age workers. Studies concerning psychology theories are also examined in order to provide a framework for practical solutions, as well as demographic statistics on population age and employment trends.

This paper identifies a number of old-age stereotypes that have decreased organizational productivity in empirical studies, including reluctance to change, decreased learning ability, intelligence and memory, poor health and accidents, higher organizational costs, decreased motivation, and low innovation and productivity. Findings also suggest that old-age workers can positively affect productivity, and that low productivity is often a result of stereotyping.

The prevalence of old-age stereotyping and its impact on organizational productivity may differ by culture, industry, type of employment, education level, and other factors, and thus further research may be necessary. The literature reviewed may not adequately represent worldwide organizational trends, as the literature is largely comprised of studies performed in North America and Europe.

Solutions based on these findings are taken directly from the literature or derived from literature on psychology theories, which include self-determination theory, socioemotional selectivity theory, and selective optimization and compensation theory. The practical solutions proposed address work environment, motivation, rewards, flexibility, and the loss and gain of resources in old-age workers.

The proportion of old-age workers is increasing and it is therefore necessary to determine ways to adequately integrate old-age workers in the workforce. Furthermore, this can raise productivity in all employees.

This paper demonstrates that old-age stereotyping is both prevalent and detrimental within an organizational context. These findings and solutions can potentially be used by organizations in order to increase individual and overall productivity.

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.

Middle-aged and elderly users become an important group on short-video platforms, however, the research on determinants of their video-creating intention is limited. Based on lifespan development theories, this study examines the impact of aging experiences on their video-creating intention, considering internal generative motivations as mediators and age as a moderator.

To test this study’s hypotheses, survey data from 321 Chinese middle-aged and elderly short-video users were collected and partial least square-structural equation modelling (PLS-SEM) approach was used to analyze these data.

Middle-aged and elderly users' aging experiences of social loss and personal growth are positively related to their video-creating intention. Aging experiences (i.e. physical loss, social loss, and personal growth) are positively related to internal generative motivations (i.e. need to be needed and symbolic immortality), and need to be needed is positively related to video-creating intention. Via the mediation of need to be needed, physical loss and personal growth are indirectly positively related to video-creating intention. Personal growth strengthens the relationship between physical loss and symbolic immortality, but weakens the associations of social loss with need to be needed and symbolic immortality. Age weakens the relationship between symbolic immortality and video-creating intention.

This study is the first wave to introduce and integrate lifespan theories such as selective optimization with compensation model, socioemotional selectivity theory, and generativity theory to explore the impacts of aging experiences on middle-aged and elderly users' video-creating intention by considering generativity motivations as mediators and age as a moderator.

The purpose of this paper is to examine the moderating role of employee age in the relationship between work engagement and several job resources.

The study used questionnaire-based surveys completed by 804 employees from firms located in West China. The data were then analyzed by conducting latent moderated structural equation modeling.

The results of the study show that certain job resources (autonomy, recognition, colleague support, participation, job security and flexible work arrangements) are more effective for older employees in promoting work engagement, while other resources (job feedback, opportunities for development, skill variety and internal promotion) are more tailored toward younger employees.

The results suggest that job resources are not equally effective in affecting employee work engagement. Therefore, future studies should adopt a dynamic lifespan perspective when studying the relationship between job resources and work engagement.

The current study indicates that to increase younger employees’ work engagement, organizations need to rely more on development-oriented job resources, and to increase older employees’ work engagement, they need to focus more on maintenance-oriented resources.

The literature on work engagement has assumed that the strength of the relationship between job resources and work engagement is uniform among employees at all ages. This study refers to two life-span theories from the development psychology literature to explain that there are age-related differences in the effect of job resources on employee work engagement.

The purpose of this study is to investigate the evaluation of desirability/feasibility and adoption intention for the self-service technology of “older” consumers. This study also aims to show that the evaluation of desirability/feasibility and adoption intention varies depending on the type of customer value provided by self-service technology. Moreover, the authors improve the understanding of “older” consumers by comparing the adoption behavior through three proxies that express consumer aging: chronological age, subjective age and future time perspective.

This study was performed as an experimental design by manipulating advertisement messages of self-service technology for online grocery shopping according to customer values. There are two analytic methods applied in this study. First, the current study compares the effects of chronological age, subjective age and the future time perspective on the evaluation and adoption intention of self-service technology by using structural equation modeling. Second, this study examines the moderation effect of customer values by conducting a multi-group analysis.

The results of current research indicate that the future time perspective explains participants’ evaluation and adoption intention of self-service technology compared to chronological age and subjective age. Specifically, participants who perceive their future time to be limited, rather than expansive, negatively assess the expected desirability and feasibility of self-service technology. In addition, the results of the moderation test show that the future time perspective affects more significantly the evaluation and adoption intention of self-service technology when the functional value is emphasized rather than emotional or social value.

The results of this study showed that the effect of future time perspective on expected desirability and feasibility was almost significant in each sub-dimension, but there were relatively few factors influencing trial intention. In this respect, it is necessary to look into the impact of the details of desirability and feasibility along with other variables known to influence the adoption of self-service technology related to aging. It would be meaningful to find and operationalize items that are valid for older consumers, rather than the desirability and feasibility elements typically applied to self-service technology.

This study contributes to the extension of the socioemotional selectivity theory that has been suggested to interpret older consumers’ behaviors. This research applies the concept of future time perspective to the assessment of desirability and feasibility and adoption intention. At the same time, for the marketing managers, the comparison between proxies that represent aging proposes the ways to attract “older” consumers with appropriate emphasis on customer values.

Drawing on the socioemotional selectivity theory and the volunteerism literature, this study aims to examine the influence of empathy, altruism and opportunity recognition, on social entrepreneurial intentions (SEI) of people who have retired from a full-time career. Furthermore, the study examines whether the above-mentioned relationships are mediated by moral obligation.

A set of hypotheses is tested by applying partial least squares structural equation modelling on a survey sample of 227 retirees in Oman, who had participated in an entrepreneurial leadership training after retirement. Using SmartPLS software, the path model is tested through bootstrapping.

The findings suggest that altruism and opportunity recognition do not have a direct relationship with SEI, however, they are significant only when mediated through moral obligation. Nevertheless, empathy has a significant direct association with SEI, and an indirect relationship through moral obligation.

The findings of this study demonstrate that to develop intentions to indulge in social entrepreneurship, among retirees who are approaching their senior years, the focus should be on driving their sense of moral obligation to society. Hence, policymakers and authorities connected to social wellbeing goals can fine-tune their initiatives, such as training, by emphasizing on moral obligation to address social issues through social entrepreneurship.

The novelty of this study is twofold. Firstly, to the best of the authors’ knowledge, it seems to be among the first empirical study that is at the crossroads of the senior entrepreneurship and the social entrepreneurship literature. Secondly, this study fills a gap in the extant literature by deploying the socioemotional selectivity theory to examine the antecedents of SEI of people who have retired from full-time employment in their early to late senior years.

Based on socioemotional selectivity theory, the authors aimed to develop and test hypotheses that identify the direct effect of top management team (TMT) age diversity on firms’ financial performance (return on equity [ROE], return on assets [ROA]) and the interactive effect of TMT age diversity and TMT average age on firms’ financial performance.

The paper presents results from a quantitative study of 867 TMTs in Korean manufacturing firms. Multiple hierarchical regression analysis was used to test the hypotheses.

The results show that TMT age diversity had a negative and significant main effect on ROE but not on ROA. They also indicate that the negative relationship between TMT age diversity and firm performance (ROE) was attenuated when the members of TMTs were relatively older.

First, this study extends existing TMT research, which mainly focuses on macro factors, such as industry and environment, by using micro factors, including TMT age diversity and TMT average age. Second, this paper combines and extends previous TMT studies, which have been dominated by either “property” or “tendency”, by examining the interactive effect of the distributional property (diversity) and central tendency (average) of TMT age on firms’ financial performance. Finally, this study indicates that socioemotional selectivity theory may be useful to explain the link between TMT age diversity and firms’ financial performance.

This study aimed to investigate the mechanisms of knowledge brokering and role crafting structures that promote the active engagement of older workers at work.

The respondents were workers in Japan aged 55–64 years. A two-wave panel survey was conducted. The first and second survey waves included 1,527 and 1,467 respondents, respectively.

The results showed that knowledge brokering positively influenced work engagement directly and indirectly. In the three dimensions of role crafting, cognitive and task crafting had a positive effect on work engagement.

This study focused on older workers in Japan. Therefore, it is necessary to verify whether the same effect is observed in countries other than Japan or among younger workers.

On an individual level, older workers should aim to keep acquiring new information inside and outside the organisation. On an organisational level, it is effective to increase opportunities for older workers to craft their work according to the socioemotional selectivity and selection optimisation and compensation theories.

This study reveals that knowledge brokering and cognitive crafting in role crafting have an important influence on the work engagement of older workers. Additionally, this study clarifies the impact of job crafting on older workers not only from the perspective of resource crafting to achieve person-job fit but also from the perspective of reframing perceptions through cognitive crafting in role crafting. These findings enable a clearer understanding of the relationship between role crafting and knowledge brokering, as well as the socioemotional selectivity and selection optimisation and compensation theories.

Built on the socioemotional selectivity theory, the purpose of this paper is to analyze elderly female consumers’ consumption of environmentally sustainable apparel (ESA) according to their time perspective (TP) (expansive vs limited) and different types of advertising appeals (emotional vs rational and positive vs negative emotional appeals).

The study conducted a survey and experiments with 154 US female consumers who were 65 years of age or older. Data were analyzed through regression and ANCOVA.

The results showed that older female adults with an expansive TP tended to consume ESA, with their fashion consciousness moderating the results. Rational and either positive or negative emotional advertisements with environmental messages were found to encourage the higher purchase intentions of elderly consumers more effectively than advertisements with no environmental messages.

Apparel retailers are recommended to consider the factor of TP when encouraging environmental consumption. Environmental messages containing rational information and eliciting positive and negative emotions are suggested to promote purchase intention toward ESA among elderly consumers.

This study addressed an under-studied segment in ESA consumption – elderly female consumers – built on the socioemotional selective theory, and confirmed that this group’s ESA consumption can be explained by their perspective on time. In addition, this study confirmed which advertising appeals would effectively encourage their ESA consumption, and provided theoretical explanations for these findings.