Older workers' motivation: against the myth of general decline

Abstract

PurposeThe purpose of this paper is to establish a theory‐based and empirically grounded platform to assess age‐related changes in work motivation, and to derive motivational interventions in personnel management.Design/methodology/approachThe general approach is one of conceptual transfer: to cast work psychological phenomena in lifespan psychological terms to generate the tenets.FindingsRather than declining uniformly, older workers' motivation develops in a multidirectional, multilevel way. Motivation decline in certain types of work tasks goes with stable motivation and even motivation gains in other tasks as a function of a variety of task characteristics. These age‐related changes may be captured in a worker's motivation profile, which is functional for positive affect regulation.Practical implicationsThe conceptualisation suggests a more differentiated approach to job design and human resource management, considering age‐related changes at multiple levels simultaneously instead of focusing on major age effects only.Originality/valueThe conceptual clarity of work motivation research is enhanced by distinguishing global and task‐specific levels of motivation that may dissociate in older workers. By transferring up‐to‐date findings and concepts from Lifespan Psychology to Organisational Psychology, further research is stipulated in both fields.