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dc.contributor.authorMauno, Saija
dc.contributor.authorMinkkinen, Jaana
dc.date.accessioned2020-09-24T09:00:19Z
dc.date.available2020-09-24T09:00:19Z
dc.date.issued2021
dc.identifier.citationMauno, S., & Minkkinen, J. (2021). Do Aging Employees Benefit from Self-Regulative Strategies? : A Follow-Up Study. <i>Research on Aging</i>, <i>43</i>(9-10), 335-344. <a href="https://doi.org/10.1177/0164027520958582" target="_blank">https://doi.org/10.1177/0164027520958582</a>
dc.identifier.otherCONVID_42135312
dc.identifier.urihttps://jyx.jyu.fi/handle/123456789/71862
dc.description.abstractSOC-strategies (selection, optimization, and compensation) are crucial for well-being and adaptation throughout the life course. The workforce is aging rapidly, thus the age-conditional premises of SOC theory require attention. This study explored (1) whether older employees used SOC strategies more often (compared to younger employees), and (2) whether older employees benefited more from SOC strategies in relation to occupational well-being (job burnout, work engagement). The study was based on follow-up data including three occupational subsamples of different age (N = 1,020). There were no significant age-conditional differences in the take-up of SOC strategies. However, older (white-collar) employees benefited more from compensation and elective selection in relation to occupational well-being. Moreover, older employees also benefited more from using all SOC strategies concerning occupational well-being. Strengthening older employees' SOC strategies needs more attention as the workforce is aging.en
dc.format.mimetypeapplication/pdf
dc.languageeng
dc.language.isoeng
dc.publisherSage Publications
dc.relation.ispartofseriesResearch on Aging
dc.rightsCC BY 4.0
dc.subject.otherage-conditional effects
dc.subject.othercompensation
dc.subject.otherfollow-up study
dc.subject.otheroccupational well-being
dc.subject.otheroptimization
dc.subject.otherselection
dc.titleDo Aging Employees Benefit from Self-Regulative Strategies? : A Follow-Up Study
dc.typearticle
dc.identifier.urnURN:NBN:fi:jyu-202009245942
dc.contributor.laitosPsykologian laitosfi
dc.contributor.laitosDepartment of Psychologyen
dc.contributor.oppiainePsykologiafi
dc.contributor.oppiainePsychologyen
dc.type.urihttp://purl.org/eprint/type/JournalArticle
dc.description.reviewstatuspeerReviewed
dc.format.pagerange335-344
dc.relation.issn0164-0275
dc.relation.numberinseries9-10
dc.relation.volume43
dc.type.versionpublishedVersion
dc.rights.copyright© The Author(s) 2020
dc.rights.accesslevelopenAccessfi
dc.subject.ysoikääntyminen
dc.subject.ysosopeutuminen
dc.subject.ysoitsesäätely
dc.subject.ysotyöhyvinvointi
dc.subject.ysoikääntyvät työntekijät
dc.subject.ysotyöelämä
dc.subject.ysoseurantatutkimus
dc.format.contentfulltext
jyx.subject.urihttp://www.yso.fi/onto/yso/p5056
jyx.subject.urihttp://www.yso.fi/onto/yso/p6137
jyx.subject.urihttp://www.yso.fi/onto/yso/p14462
jyx.subject.urihttp://www.yso.fi/onto/yso/p1835
jyx.subject.urihttp://www.yso.fi/onto/yso/p4637
jyx.subject.urihttp://www.yso.fi/onto/yso/p16262
jyx.subject.urihttp://www.yso.fi/onto/yso/p13719
dc.rights.urlhttps://creativecommons.org/licenses/by/4.0/
dc.relation.doi10.1177/0164027520958582
jyx.fundinginformationThis research was supported by Academy of Finland under Grant 308334.


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