Designing Jobs for an Aging Workforce: An Opportunity for Occupational Health

Donald M. Truxillo · David M Cadiz · Jennifer Rae Rineer

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Retirement, Disability, and Employment Job Satisfaction and Organizational Behavior Workplace Health and Well-being

Abstract

This chapter contains sections titled: Job Design and Worker Outcomes Theoretical Approaches to Understanding Age at Work Age and Worker Outcomes The Age–Job Characteristics Interaction The Confluence of Job Characteristics and Age Future Research Recommendations for Practice Conclusion Note References

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References

2000The "What" and "Why" of Goal Pursuits: Human Needs and the Self-Determination of Behavior 1979Job Demands, Job Decision Latitude, and Mental Strain: Implications for Job Redesign 1976Motivation through the design of work: test of a theory 1975Development of the Job Diagnostic Survey.1999Taking time seriously: A theory of socioemotional selectivity.1990Psychological perspectives on successful aging: The model of selective optimization with compensation 2006Patterns of mean-level change in personality traits across the life course: A meta-analysis of longitudinal studies.1998The Job Content Questionnaire (JCQ): An instrument for internationally comparative assessments of psychosocial job characteristics.

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2018Brazilian managers’ ageism: a multiplex perspective 2020Tapping the Employee Perspective on the Improvement of Sustainable Employability (SE): Validation of the MAastricht Instrument for SE (MAISE-NL)2019Lifespan Perspectives on Job and Work Design 2016Considering Age Diversity in Recruitment and Selection: An Expanded Work Lifespan View of Age Management

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