摘要
随着老龄化程度不断加深,组织中老龄员工比例持续增加,如何实现职场成功老龄成为理论和实践界关注的重要话题。职场成功老龄指随着年龄增长,老龄员工通过有效整合内外资源,仍能维持或发展积极的工作状态和结果。目前对该主题的研究已取得一定成果,但缺少系统综述。鉴于此,本文构建职场成功老龄研究的整体框架,阐述了职场成功老龄的内涵和测量标准,总结其影响因素主要包括未来时间洞察力、工作关系、工作特征、培训教育和社会支持等。同时依据态度和行为两个方面对其影响结果进行分类,在此基础上,总结出两种实现策略:个体行为策略和组织人力资源管理实践。最后指出现有研究的不足,提出未来研究应规范职场成功老龄概念和测量标准,拓展研究方法和对象,深入探讨影响因素、作用机制和影响效应。
The workforce is aging in most developed and many developing countries.In this context,scholars have become more and more interested in the topic of“successful aging at work”(SAW).However,there are few research results in the Chinese context,and there is also a lack of a systematic review of this topic,which is not conducive to further research.This paper conducts a systematic review of related literature,including the definition,measurement,antecedents,consequences and implementation strategies of SAW.The purpose of this paper is not only to review the existing research,but also to attract the attention of scholars for SAW.Firstly,this paper illustrates the definition and measurement of SAW.Specifically,SAW means that with the growth of age,workers can maintain or improve a positive working state and result by effectively integrating internal and external resources,which is both a process and a result.At the same time,scholars have constructed different measurement standards based on the definition of SAW.Because of the diversified characteristics of success,most of the existing SAW measurements include multiple dimensions.Generally speaking,the measurement standard of SAW includes both subjective and objective indicators.The former includes security,well-being,work motivation,and work attitude;while the latter includes career development,job performance,occupational health,work ability,continuous attention and achievement of goals,and resignation and job-seeking behavior.Secondly,this paper summarizes the influencing factors of SAW.At the individual level,the influencing factors include future time perspective,proactive characteristics,and emotional labor.At the enterprise level,the influencing factors include work relationship,job characteristics,and training.At the social level,the influencing factors include work-family conflict and social support.Then,this paper systematically combs the impact results,which include attitude and behavior.The former includes retention intention,early retirement intention,and retirement preparation;while the latter includes offline intergenerational knowledge contribution behavior and performance evaluation.Further,combined with the research on the influencing factors of SAW,this paper summarizes two strategies to achieve SAW:individual behavior strategy and organizational human resource management practice.Finally,the following aspects need to be further discussed:First,pay attention to the concept of SAW.Second,standardize the measurement standard of SAW.Third,expand the research methods and objects.Fourth,discuss the influencing factors and mechanism of SAW in depth.Fifth,enrich the research on its impact effect.In general,SAW is an important research topic which is in the growing period.This paper reviews the existing research on SAW,focusing on the four major questions:What is SAW?What are the antecedents and consequences?What can we do in the face of an aging workforce?What else should we pay attention to in the future?By answering the above questions,this paper presents a clear and complete research framework,which is helpful to deepen the understanding of SAW,and provide inspiration for exploiting the potential of older workers.
作者
彭息强
田喜洲
彭小平
姜梦媛
焦青松
Peng Xiqiang;Tian Xizhou;Peng Xiaoping;Jiang Mengyuan;Jiao Qingsong(School of Business Administration,Chongqing Technology and Business University,Chongqing 400067,China;Business School,Nankai University,Tianjin 300071,China)
出处
《外国经济与管理》
CSSCI
北大核心
2022年第8期90-105,共16页
Foreign Economics & Management
基金
国家自然科学基金项目(71872023)
重庆市研究生科研创新项目(CYS21385)
天津市研究生科研创新项目(2019YJSB088)
重庆工商大学研究生科研创新项目(yjscxx2021-112-16)
关键词
老龄员工
老龄化
职场成功老龄
个体行为策略
组织人力资源管理实践
older workers
ageing
successful aging at work
individual behavior strategy
organizational human resource management practices
