人力资源管理中的主观年龄研究进展与展望

Advances and Perspectives in the Study of Subjective Age in Human Resource Management

积极应对人口老龄化已成为“十四五”规划提出的国家战略之一。企业需要深入了解各年龄层次员工的心理特点,采取有针对性的人力资源管理措施;相关的科学研究需要突破生理年龄等表面特征,把握主观年龄等深层次差异,才能真正揭示员工心理与行为的关键动因。主观年龄的年轻化倾向有利于提升中老年员工工作满意度及绩效,降低退休意愿。因此,深入探索主观年龄,既能拓展员工行为动因的理论认识,也有助于提出人力资源管理的新思路和新方案。本文基于602篇文献的可视化分析发现,主观年龄研究起始于20世纪70年代初,研究热度随着社会老龄化持续增加,发文数量也在不断攀升;人力资源管理中的主观年龄对员工认知、情绪及行为(工作满意度、自我效能感、抑郁、工作动机)的影响逐渐成为热点话题。本文进一步基于元分析(115篇,1002个效应值)结果发现,主观年龄与消极情感、积极情感以及一些人口统计学变量之间的关系并不显著,但与工作满意度、生活满意度、自我效能感、工作动机等相关工作产出之间存在显著关系。本文不仅回顾了主观年龄的研究现状和变化趋势,归纳了人力资源管理领域中主观年龄未来可行的研究方向,也为社会和企业应对人口老龄化问题提出了建议,以期起到抛砖引玉的作用。

Actively responding to the aging of the population has become one of the national strategies proposed in the 14th Five-Year Plan.Companies need to understand the psychological characteristics of emploees of all ages and take targeted human resource management measures;relevant scientific research needs to break through surface characteristics such as physiological age and grasp deep-seated differences such as subjective age,in order to truly reveal the key motivations of employees’psychology and behavior.The tendency for subjective age to become younger is conducive to successful aging of middle-aged and older employees,increasing employee job satisfaction and performance,reducing the willingness to retire.Therefore,the in-depth exploration of subjective age can both expand the theoretical understanding of employee behavioral dynamics and help to propose new ideas and solutions for human resource management.Based on the visual analysis of 602 papers,this paper finds that subjective age research began in the early 1970s,and the research fervor has contimued to increase with the aging of society and the number of papers published;the impact of subjective age on employees’cognition,emotions and behaviors(job satisfaction,self-efficacy,depression,work motivation)in human resource management has gradually become hot topics.This paper further finds,based on the results of a meta-analysis(115 articles,1002 ffect values),that the relationship between subjective age and negative affect,positive affect and some demographic variables is not significant,but there is significant relationship with job satisfaction,life satisfaction,self-efficacy,work motivation and other related work outcome.This paper not only reviews the current status and changing trends of subjective age research and summaries feasible future research dirctions for subjective age in the field of human resource management,.but also makes suggestions for society and enterprises to cope with the issue of aging population,with a view to casting light on the issue.