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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.

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.

Researchers in the field of occupational stress and well-being are increasingly interested in the role of emotion regulation in the work context. Emotion regulation has also been widely investigated in the area of lifespan developmental psychology, with findings indicating that the ability to modify one’s emotions represents a domain in which age-related growth is possible. In this chapter, we integrate the literatures on aging, emotion regulation, and occupational stress and well-being. To this end, we review key theories and empirical findings in each of these areas, summarize existing research on age, emotion regulation, and stress and well-being at work, and develop a conceptual model on how aging affects emotion regulation and the stress process in work settings to guide future research. According to the model, age will affect (1) what kinds of affective work events are encountered and how often, (2) the appraisal of and initial emotional response to affective work events (emotion generation), and (3) the management of emotions and coping with affective work events (emotion regulation). The model has implications for researchers and practitioners who want to understand and facilitate successful emotion regulation and stress reduction in the workplace among different age groups.

This chapter explores the linkage between the careers of women over the lifespan and their experience of stress. Traditional models of career stages were developed by studying men's careers and do not fit the complexities of women's careers. Several newer models of careers have appeared in the literature but none of these models adequately address the issues women face as they juggle work responsibilities and their family lives. We discuss the Kaleidoscope Career Model (KCM) as a means of understanding the parameters that may affect women's decision making about their careers and the relationship between these parameters and the experience of stress. Testable propositions based on this model using the Kaleidoscope Careers Self-assessment Inventory (KCSI) are included as ideas for future research. Recommendations for organizational programs and policies are also detailed.

This chapter first analyzes how the data-cleaning process affects the share of missing values in the extracted European and North American datasets. It then moves on to examine how three different approaches to treat the issue of missing values, Complete Case, Multiple Imputation Chained Equations (MICE), and K-Nearest Neighbor (KNN) imputations affect the number of firms and their average lifespan in the datasets compared to the original sample and assessed across different SIC industry divisions. This is extended to consider implied effects on the distribution of a key performance indicator, return on assets (ROA), calculating skewness and kurtosis measures for each of the treatment methods and across industry contexts. This consistently shows highly negatively skewed distributions with high positive excess kurtosis across all the industries where the KNN imputation treatment creates results with distribution characteristics that are closest to the original untreated data. We further analyze the persistency of the (extreme) left-skewed tails measured in terms of the share of outliers and extreme outliers, which shows consistent and rather high percentages of outliers around 15% of the full sample and extreme outliers around 7.5% indicating pervasive skewness in the data. Of the three alternative approaches to deal with missing values, the KNN imputation treatment is found to be the method that generates final datasets that most closely resemble the original data even though the Complete Case approach remains the norm in mainstream studies. One consequence of this is that most empirical studies are likely to underestimate the prevalence of extreme negative performance outcomes.

We develop a conceptual model, based on person-environment fit theory, which explains how employee age affects occupational strain and well-being. We begin by explaining how age directly affects different dimensions of objective and subjective P-E fit. Next, we illustrate how age can moderate the relationship between objective P-E fit and subjective P-E fit. Third, we discuss how age can moderate the relationships between P-E fit, on one hand, and occupational strain and well-being on the other. Fourth, we explain how age can impact occupational strain and well-being directly independent of P-E fit. The chapter concludes with implications for future research and practice.