年长员工何以“老当益壮”?工作内、外控人格对职场成功老龄化的影响研究

Why Do Older Workers Grow "Older but Vigorous"? Research on the Influence of Work Locus of Control on Successful Aging at Work

在当今老龄化形势愈加严峻的背景下,探索职场成功老龄化的实现机制,对于充分开发老年人力资源、促进企业可持续发展具有重要现实意义。现有文献对于职场成功老龄化影响因素的实证研究较少,尤其对于“什么样的年长员工能够实现成功老龄化?”这一重要研究问题缺乏有效的回答。本研究基于归因理论视角检验了工作内、外控人格对职场成功老龄化的影响机制。首先,研究一基于108家企业的561份员工自评数据,在控制大五人格的影响后,验证了工作内、外控人格对职场成功老龄化的显著正向影响;进一步地,研究二基于252份两时点、领导与员工匹配数据,再次验证研究一的结论 ,并揭示了工作投入在工作内、外控人格与职场成功老龄化关系间的中介效应。结果表明,工作内控型人格正向预测工作投入,进而促进职场成功老龄化的实现,而工作外控型人格负向预测工作投入,进而对职场成功老龄化产生一定的消极影响。本研究首次从个体特质视角出发研究了职场成功老龄化的个体差异及其影响机制,丰富和推进了职场成功老龄化的理论研究,为年长员工的管理实践提供了启示。

Under the background of population aging in China, exploring the mechanisms of successful aging at work is of great importance for elderly human resources development and the sustainable development of enterprises. However, little attention was paid to the factors affecting successful aging at work(SAW), especially the critical questions such as “who will age successfully” were ignored. We draw on the perspective of attribution theory and examine the mechanisms of internal and external work locus of control(WLOC) on SAW.(1) Study 1 used the data collected by 585 questionnaires from 108 companies and verified the positive effect of internal and external WLOC on SAW when controlling for the influence of big-five personality;(2) Study2 collected the data by conducting a two-wave survey with 252 leader-employee matching samples. Results suggested that internal WLOC was positively related to work engagement, which contributes to the realization of SAW;external WLOC was negatively associated with work engagement, which interferes with SAW. Drawing on the perspectives of personality traits, this study examined the individual difference and psychological mechanisms of SAW, which enriches the research on SAW and provides implications for the managerial practice toward older workers.