Organizational Climate for Successful Aging

doi:10.3389/fpsyg.2016.01007

. 2016 Jul 4:7:1007.

doi: 10.3389/fpsyg.2016.01007. eCollection 2016.

Organizational Climate for Successful Aging

Hannes Zacher¹, Jie Yang²

Affiliations

¹ School of Management, Queensland University of Technology Brisbane, QLD, Australia.
² Research Center for Innovation and Strategic Human Resource Management, Jiangxi University of Finance and Economics Jiangxi, China.

PMID: 27458405
PMCID: PMC4930930
DOI: 10.3389/fpsyg.2016.01007

Organizational Climate for Successful Aging

Hannes Zacher et al. Front Psychol. 2016.

. 2016 Jul 4:7:1007.

doi: 10.3389/fpsyg.2016.01007. eCollection 2016.

Authors

Hannes Zacher¹, Jie Yang²

Affiliations

¹ School of Management, Queensland University of Technology Brisbane, QLD, Australia.
² Research Center for Innovation and Strategic Human Resource Management, Jiangxi University of Finance and Economics Jiangxi, China.

PMID: 27458405
PMCID: PMC4930930
DOI: 10.3389/fpsyg.2016.01007

Abstract

Research on successful aging at work has neglected contextual resources such as organizational climate, which refers to employees' shared perceptions of their work environment. We introduce the construct of organizational climate for successful aging (OCSA) and examine it as a buffer of the negative relationship between employee age and focus on opportunities (i.e., beliefs about future goals and possibilities at work). Moreover, we expected that focus on opportunities, in turn, positively predicts job satisfaction, organizational commitment, and motivation to continue working after official retirement age. Data came from 649 employees working in 120 companies (M age = 44 years, SD = 13). We controlled for organizational tenure, psychological climate for successful aging (i.e., individuals' perceptions), and psychological and organizational age discrimination climate. Results of multilevel analyses supported our hypotheses. Overall, our findings suggest that OCSA is an important contextual resource for successful aging at work.

Keywords: age; attitudes; focus on opportunities; organizational climate; successful aging.

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**FIGURE 2**
**Organizational climate for successful aging as a moderator of the relationship between employee age and focus on opportunities**.

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References

1. Allen N. J., Meyer J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. J. Occup. Psychol. 63 1–18. 10.1111/j.2044-8325.1990.tb00506.x - DOI
1. Armstrong-Stassen M. (2008). Organisational practices and the post-retirement employment experience of older workers. Hum. Resour. Manag. J. 18 36–53. 10.1111/j.1748-8583.2007.00057.x - DOI
1. Bal P. M., De Jong S. B., Jansen P. G. W., Bakker A. B. (2012). Motivating employees to work beyond retirement: a multi-level study of the role of I-deals and unit climate. J. Manag. Stud. 49 306–331. 10.1111/j.1467-6486.2011.01026.x - DOI
1. Bal P. M., de Lange A. H., Zacher H., van der Heijden B. I. J. M. (2013). A lifespan perspective on psychological contracts and their relations with organizational commitment. Eur. J. Work Organ. Psychol. 22 279–292. 10.1080/1359432X.2012.741595 - DOI
1. Bliese P. D. (2000). “Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis,” in Multilevel theory, research, and methods in organizations, eds Klein K. J., Kozlowski S. W. J. (San Francisco, CA: Jossey-Bass; ), 349–381.

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[1] Allen N. J., Meyer J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. J. Occup. Psychol. 63 1–18. 10.1111/j.2044-8325.1990.tb00506.x - DOI

[2] Allen N. J., Meyer J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. J. Occup. Psychol. 63 1–18. 10.1111/j.2044-8325.1990.tb00506.x - DOI

[3] Armstrong-Stassen M. (2008). Organisational practices and the post-retirement employment experience of older workers. Hum. Resour. Manag. J. 18 36–53. 10.1111/j.1748-8583.2007.00057.x - DOI

[4] Armstrong-Stassen M. (2008). Organisational practices and the post-retirement employment experience of older workers. Hum. Resour. Manag. J. 18 36–53. 10.1111/j.1748-8583.2007.00057.x - DOI

[5] Bal P. M., De Jong S. B., Jansen P. G. W., Bakker A. B. (2012). Motivating employees to work beyond retirement: a multi-level study of the role of I-deals and unit climate. J. Manag. Stud. 49 306–331. 10.1111/j.1467-6486.2011.01026.x - DOI

[6] Bal P. M., De Jong S. B., Jansen P. G. W., Bakker A. B. (2012). Motivating employees to work beyond retirement: a multi-level study of the role of I-deals and unit climate. J. Manag. Stud. 49 306–331. 10.1111/j.1467-6486.2011.01026.x - DOI

[7] Bal P. M., de Lange A. H., Zacher H., van der Heijden B. I. J. M. (2013). A lifespan perspective on psychological contracts and their relations with organizational commitment. Eur. J. Work Organ. Psychol. 22 279–292. 10.1080/1359432X.2012.741595 - DOI

[8] Bal P. M., de Lange A. H., Zacher H., van der Heijden B. I. J. M. (2013). A lifespan perspective on psychological contracts and their relations with organizational commitment. Eur. J. Work Organ. Psychol. 22 279–292. 10.1080/1359432X.2012.741595 - DOI

[9] Bliese P. D. (2000). “Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis,” in Multilevel theory, research, and methods in organizations, eds Klein K. J., Kozlowski S. W. J. (San Francisco, CA: Jossey-Bass; ), 349–381.

[10] Bliese P. D. (2000). “Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis,” in Multilevel theory, research, and methods in organizations, eds Klein K. J., Kozlowski S. W. J. (San Francisco, CA: Jossey-Bass; ), 349–381.

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Organizational Climate for Successful Aging

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Organizational Climate for Successful Aging

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