chronological age serves as a proxy indicator for a broad constellation of age-related processes
that exert diverse and indirect effects on work outcomes (for reviews, see, for example,
Davies, Matthews, & Wong, 1991; Hansson, DeKoekkoek, Neece, & Patterson, 1997; Sterns &
Miklos, 1995; Warr, 2001).
Davies, D. R., Matthews, G., & Wong, C. S. K. 1991. Ageing and work. International Review of Industrial and Organizational Psychology, 6: 149–211
Hansson, R. O., DeKoekkoek, P. D., Neece, W. M., & Patterson,
D. W. 1997. Successful aging at work. Annual review,
1992–1996: The older worker and transitions to retirement.
Journal of Vocational Behavior, 51: 202–233.
Sterns, H. L., & Miklos, S. M. 1995. The aging worker in a
changing environment: Organizational and individual
issues. Journal of Vocational Behavior, 47: 248–268.
Warr, P. 2001. Age and work behaviour: Physical attributes,
cognitive abilities, knowledge, personality traits, and
motives. International Review of Industrial and Organizational
Psychology, 16: 1–36.
aging and adult development on work motivation (for exceptions, see Boerlijst, Munnichs, &
van der Heijden, 1998; Raynor & Entin, 1982; Warr, 2001).
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1998. The “older worker” in the organization. In P. J. D.
Drenth, H. Thierry, & C. J. de Wolff (Eds.), Handbook of
work and organizational psychology, vol. 2 (2nd ed.):
183–213. East Sussex, UK: Psychology Press
Raynor, J. O., & Entin, E. E. 1982. Motivation, career striving, and aging. New York: Appleton-Century.
how best to manage and motivate an
how age affects workplace motivation