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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, how the occupational stress process changes over the life course and how this may intersect with observed generational differences are examined. This is done by jointly reviewing studies on occupational well-being that adopted the theoretical lens of generational or lifespan developmental perspectives; the two perspectives are closely related and have the potential to better inform one another because both consider chronological age to be a pivotal factor driving individual differences in work values, attitudes and well-being. However, these perspectives have yet to be simultaneously considered in a review of occupational well-being research, leaving scholars wondering whether they overlap, and if so, in which area. It is hoped that juxtaposition of the two disparate bodies of literature can better inform the convergence and divergence of findings on worker well-being scattered across the two literatures. In this chapter, (a) generational differences in job satisfaction, (b) how work characteristics may differentially affect job satisfaction in workers across generations, (c) how work contexts may differentially impact job satisfaction across generations, (d) generational differences in work-family interface, and lastly, (e) recent developments in the field are discussed. Although extant research on the first topic, generational differences in job satisfaction, has shown some consistent evidence, research findings in the subsequent topics remain relatively inconsistent. Based on our review, it is concluded that additional research is needed to expand our understanding of the role of generation and chronological age in workers’ occupational well-being.

The aim of this research is to demonstrate the importance of placing a valuation on information assets and to propose a new valuation technique that complements existing valuation methods and provides improved results. It seeks to answer the following research question: what are the attributes of information relevant to value and how can they be used to produce a valuation of the information?

Using a test bed, hosted on the college's intranet for 12 days, three important variables were calculated: accessibility, lifespan and outcome across five files. Calculating these three variables is essential to conducting an accurate valuation of the information asset.

The research demonstrates the relationships between these variable (accessibility, lifespan and outcome) as well as showing that they have a critical impact on the value of the information asset. The findings provide a strong rationale for the practitioner or researcher to adopt the model in real time situations. The correlation coefficients of our attributes are: 0.9996 for accessibility and lifespan; 0.9755 for accessibility and outcome and 0.9754 for lifespan and outcome.

Due to the sensitive nature of some of the information held by the organization, the observations were somewhat limited. However, the model could be replicated with a collaborative arrangement between the organization and academia.

This paper aims to provide a new model for risk management that can be used effectively to conduct a valuation of information assets. The approach will help the organization to better quantify their information assets and will prove to be a useful tool for the next generation of Information security managers.

This paper determines the valuation of information assets based on three variables; accessibility, lifespan and outcome. These variables have been identified from the extensive literature review in the area of intangible assets.

The purpose of this paper is to analyze if the sport trajectory could be an impact factor in leadership development.

A qualitative research method has been adopted by conducting 17 in-depth, semi-structured interviews. The data were analyzed with the program Open Code (4.03).

The findings of this study revealed that the interviewed managers perceived that their sport trajectory has had an important influence in the development of their leadership. This influence is determined by four factors: (1) sport profile, (2) sport referents, (3) competences, values and abilities and (4) experiences from different sport roles played during their lifespan.

The research is based on interviews with a small sample of managers. In order to develop the research further, a more extensive sample is required.

The paper is unique as it examines the impact of the sport trajectory as an impact factor in leadership development.

Communicating a clear, precise, interpretable and unambiguous visual message usually relies on a cross-disciplinary team of professionals. Their complementary visions can uncover which information matter and how it could be visually displayed to inform, sensitize and encourage people to act toward sustainability. While design studies generally claim that this team has to come to a shared vision, the authors question this assumption, which seems to contradict the benefits of cross-disciplinarity. The purpose of this study is to reveal how simple visual representations displayed in a PowerPoint actively participate in the expression of various and sometimes divergent visions. Recognizing the agency of visuals also leads this study to propose the notion of (un)shared professional vision, which shows that the richness of visual representations can only reveal itself through the capacity of professional visions to maintain their differences while confronting each other.

Over a 20-month ethnography, this study documented its own cross-disciplinary reflective design process, which aimed to design collectively an experimental environmental label, focusing on interactions occurring between professionals and visuals displayed on five key PowerPoint slides.

This study first demonstrates how, in practice, a cross-disciplinary reflective design conversation with visuals concretely unfolds through boundary-objects. This study shows how these visuals manage to ex-press themselves through the multiple visions represented in the discussions, revealing their complexity. Second, this study introduces the notion of (un)shared professional vision which underlines that unsharing a vision nurtures the team’s collective capacity to express the complexity of a design situation, while sharing a vision is also necessary to confront these respective expressions to allow the professional uncovering of what should be visually communicated.

The Communication as Constitutive of Organization lens the authors chose to understand the reflective design conversation illustrates that, even though each collaborator’s vision was “(un)shared,” their many voices expand the understanding of the situation and lead them to develop an unexpected and creative environmental information ecosystem that can positively transform society through visuals.

The rising costs of recruiting and hiring workers and the seismic shift of age demographics in the United States workforce has created much stir around the concept of generational cohorts. Although much has been done by researchers and practitioners alike to attempt a better understanding of each generational group’s leadership preferences, confusing and contradictory results has attracted much criticism. This critique has inspired efforts to look at the concept of leadership and followership preference through an alternative lifespan developmental lens. Because leadership influences are inherently social influences, a person’s overall lifespan development level may potentially provide a deeper perspicacity of the phenomenon than examining it from the more conventional generational cohort perspective. However, specific research into this area is lacking. This paper adds to the literature by uncovering what we are missing in research and practice when we look at age-related leadership phenomena solely from a generational cohort perspective. A review of the contradicting literature on generational cohorts and leadership is offered. Next, specific lifespan developmental theories are examined, and propositions and implications of such research are extended.

Most buildings are hardly ever technically equipped to adapt to ever changing user demands. Adaptability of building components is known as an essential technical aid to facilitate flexible use. However, for designers and developers it is very difficult to foresee how design decisions related to flexible use effect the efficiency of the technical system, especially when adaptations have to be realized in the future. Due to the large number of variables and interrelations, a structured approach is indispensable to translate (future) user demands into technical solutions for flexible use. Therefore, the purpose of this paper is to present a novel method that can assist designers to systematically find suitable measures for flexible use. This method, named comparative selection method for adaptability measures (CSA method), is developed specifically to impartially select and compare adaptability measures.

The CSA method is principally based on a performance approach, where technical solutions are compared and matched to performance requirements. To accomplish that, specific tools and theories were transferred from industrial product development. The CSA method displays the benefits of lifespan-oriented design, since a distinction is made between initial, once occurring effects and the effects that come with each expected adaptation.

In contemporary building practice the initial phase is critical for decision making. By a number of case studies, the application of the CSA method reveals that tailor-made solutions with a high degree of adaptability are in fact the most efficient for the long term. Hereby the view is confirmed that a lifespan-oriented approach in design decisions is essential for a sustainable and future-proof building stock.

The CSA method is a newly developed and unique support tool that assists in optimizing flexible building design through the search for best fit adaptability solutions.

As demographic changes impact the workplace, governments, organizations, and workers are looking for ways to sustain optimal working lives at higher ages. Workplace flexibility has been introduced as a potential way workers can have more satisfying working lives until their retirement ages. This chapter presents a critical review of the literature on workplace flexibility across the lifespan. It discusses how flexibility has been conceptualized across different disciplines, and postulates a definition that captures the joint roles of employer and employee in negotiating workplace flexibility that contributes to both employee and organization benefits. Moreover, it reviews how flexibility has been theorized and investigated in relation to older workers. The chapter ends with a future research agenda for advancing understanding of how workplace flexibility may enhance working experiences of older workers, and in particular focuses on the critical investigation of uses of flexibility in relation to older workers.

Humans lifespan is characterized by delayed maturation. Delayed maturation may arise when juvenile mortality is reduced. Recent research suggests that juvenile mortality reduction could be achieved via provisioning to weaned juveniles, particularly during health crises. Here I test this idea with data on the causes, distribution, and duration of injuries and illnesses suffered by Shiwiar forager-horticulturalists during the juvenile period. Health insults for which prolonged care is necessary for survival are a recurrent feature of the juvenile lifespan. About half the individuals for whom data on disability duration were gathered suffered health insults likely to be lethal without extended aid; over 80% were born after a parent suffered such an event; and over 90% were born after a direct ancestor in the two ascending generations suffered such an event. The data indicate that health-care provisioning reduces juvenile mortality, and that provisioning of sick and injured juveniles has important fitness consequences in this population.