Abstract
Older Worker Identity consists of the internalization of negative beliefs and attitudes towards aged employees by these same people. This research aims to explore the moderator role both of subjective age and self-efficacy in the relationship between older worker identity and job performance. The study was conducted with a panel design, including a sample of +40 Spanish workers (n = 200), with two waves (4-months interval). The findings supported the moderator role of subjective age in the relationship, while it failed to support the moderator role of self-efficacy. These findings underline that workers who actively manage their subjective age perceptions could age successfully at work. The implications of this study for counseling practices are discussed.
Highlights
At what age is one too old to work? Faced with this question, more than half of the workers reply that “it depends on the person”
Subjective age was highly correlated with chronological age and with the time the person has been in the company
Men had a greater tendency to identify with the characteristics of older workers than women
Summary
At what age is one too old to work? Faced with this question, more than half of the workers reply that “it depends on the person”. At what age is one too old to work? If asked to respond with a specific age, most of them consider that at the age of 75, they would be too old to continue working [1]. This question seems to be in the center of the current debate about working longer, which is currently receiving the attention of the media and academia [2]. Noticeably fewer workers manage to work at those ages [3]. The issue raises notable controversies because it involves at the same time older workers’ personal characteristics and organizations’ relevant outcomes, such as performance in the workplace [4]
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