Generativity at work: A meta-analysis

Friederike Doerwald,Hannes Zacher,Nico W Van Yperen,Susanne Scheibe

doi:10.1016/j.jvb.2020.103521

Friederike Doerwald, Hannes Zacher + Show 2 more

Open Access

https://doi.org/10.1016/j.jvb.2020.103521

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Abstract

Generativity entails both the motive and the behavior to support and guide younger people and to benefit “future generations.” Given its relevance for work and career outcomes, research on generativity in the work context has accumulated over the last three decades. To synthesize this work, we developed a conceptual model based on generativity, lifespan, resource, and motivation theories and conducted a meta-analysis (k = 48, N = 15,356). The results show that the generativity motive is positively related to person-related (e.g., age, tenure, agency and communion, work centrality) and context-related antecedents (e.g., challenging job demands, job autonomy). Moreover, the generativity motive is positively associated with motivational (i.e., work motivation, occupational self-efficacy), well-being (e.g., positive affect, job satisfaction, self-esteem), and career-related outcomes (e.g., mentoring relationship quality, career satisfaction). The fewer studies on generative behavior largely show a similar pattern. Overall, the findings (1) improve understanding of the nomological network of both the generativity motive and generative behavior at work, (2) point to the importance of generativity for favorable work outcomes, and (3) highlight that future research is needed to better understand the mechanisms and boundary conditions of effects of generativity at work.

Highlights

Generativity involves both the motive and the behavior to support and guide younger people and to benefit “future generations”
Lifespan psychology research has found that generativity is related to beneficial outcomes, including life satisfaction (McAdams et al, 1993) and psychological well-being (An & Cooney, 2006; Grossbaum & Bates, 2002)
Over the last three decades, these findings have been extended to the work context, where generativity has been associated with several positive work and career outcomes, such as job satisfaction, work engagement, lead ership effectiveness, and work participation past retirement age (Clark & Arnold, 2008; Kooij et al, 2013; Zacher, Rosing, Henning, et al, 2011; Zhan et al, 2015)

Summary

Introduction

Generativity involves both the motive and the behavior to support and guide younger people and to benefit “future generations” Lifespan psychology research has found that generativity is related to beneficial outcomes, including life satisfaction (McAdams et al, 1993) and psychological well-being (An & Cooney, 2006; Grossbaum & Bates, 2002). Over the last three decades, these findings have been extended to the work context, where generativity has been associated with several positive work and career outcomes, such as job satisfaction, work engagement, lead ership effectiveness, and work participation past retirement age (Clark & Arnold, 2008; Kooij et al, 2013; Zacher, Rosing, Henning, et al, 2011; Zhan et al, 2015). Research has highlighted that the workplace constitutes an important context in which generativity can be developed and expressed through behaviors that are valuable for both employees and organizations, such as coaching, men toring, and leadership (Chaudhry et al, 2017; Passmore et al, 2013; Wanberg et al, 2006; Zacher, Rosing, Frese, et al, 2011)

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