Just a Mirage: On the Incremental Predictive Validity of Subjective Age

an article by Hannes Zacher (Leipzig University, Germany) and Cort W Rudolph (Saint Louis University) published in Work, Aging and Retirement Volume 5 Issue 2 (April 2019)

Abstract

Researchers have suggested that subjective age, most frequently conceptualized and measured as how old someone feels, may predict important work and life outcomes.

In this article, we challenge this assumption by examining the incremental predictive validity of subjective age.

Specifically, we propose that subjective age is related to important work and life outcomes (i.e., self-rated task performance, job engagement, emotional exhaustion, career satisfaction, and life satisfaction) when controlling for chronological age. However, based on core self-evaluations theory and the lifespan theory of control, we argue that these relationships are confounded by core self-evaluations (i.e., people’s fundamental evaluations of themselves) and, thus, become weak and nonsignificant when controlling for core self-evaluations.

We tested our hypotheses using employee data from a cross-sectional study (N = 295), a 2-wave study across 6 months (N = 659), and another cross-sectional study (N = 316). Across studies, and consistent with expectations, chronological age was positively related to subjective age, whereas core self-evaluations were negatively related to subjective age when controlling for chronological age.

In addition, most relationships of subjective age with work and life outcomes became weaker and nonsignificant when core self-evaluations (as well as physical health and perceived work ability as further potential confounding variables included in Studies 2 and 3) were controlled for.

By and large, our findings suggest that subjective age does not predict important work and life outcomes above and beyond chronological age, core self-evaluations, and perceived work ability.

Hazel’s comment:
Without having read the full article it seems to me that what the authors are saying is that you are as old as you feel, or maybe as old as other people think you should feel.

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Addressing the challenges of an ageing workforce: an intergenerational learning toolkit

an article by Donald Ropes (Inholland University of Applied Sciences, Haarlem, The Netherlands) published in Development and Learning in Organizations: An International Journal Volume 29 Issue 4 (2015)

Abstract

Purpose
The purpose of this article is to discuss some of the challenges organizations face in regards to an ageing workforce and to present the results of an European Union project called SILVER (see www.intergenerationallearning.eu) that developed a toolkit to help management in knowledge-intensive organizations deal with older personnel in a positive and effective manner by organizing intergenerational learning.

Design/methodology/approach
This study involved interviews with 32 international human resource managers and a local survey of more than 1,100 mid and upper-level managers. Testing and evaluation of the toolkit was done in 43 organizations.

Findings
Older workers bring several challenges with them, namely, ensuring continuous learning, social issues and diversity. The toolkit helps to deal with these challenges in a flexible and constructive way.

Originality/value
This article gives insights into how older workers can positively contribute to learning in organizations.

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