Aging, Adult Development, and Work Motivation

By R. Kanfer, Phillip L. Ackerman. 2004

1,285 citations recorded by the source corpus.

Subfields: Demography, Neuropsychology and Physiological Psychology, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/417016e7fb9ee6e8b4e03c48cf55af3c0423e4a9

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In Demography

In Neuropsychology and Physiological Psychology

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Citations in the corpus

Age-related differences in work motivation (2012, background): “Affirming one's self-concept and directing one's energies onto outcomes that lead to positive affect become more important (Kanfer & Ackerman, 2004).”
Age and Trust as Moderators in the Relation between Procedural Justice and Turnover: A Large-Scale Longitudinal Study (2011, background): “For instance, recent studies have investigated how younger workers differ from older workers in their work attitudes as a consequence of their psychological contracts (Bal, De Lange, Jansen, & Van der Velde, 2008) and work motivation (Kanfer & Ackerman, 2004).”
Employee Retirement: A Review and Recommendations for Future Investigation (2010, neutral): “…level, issues such as keeping up with technology demands at work (e.g., Spiegel & Shultz, 2003), searching for desirable job characteristics (e.g., Kanfer & Ackerman, 2004), and coping with job stressors (e.g., Barnes-Farrell, 2005; Elovainio et al., 2005; Hansson, Robson, & Limas, 2001) can all…”
The influence of age on the associations between HR practices and both affective commitment and job satisfaction: A meta‐analysis (2010, positive): “This proposition is supported by Freund (2006) who found that the regulatory focus shifts from being primarily on promotion in young adulthood to one on maintenance and prevention in old adulthood (see also, Ebner, Freund, & Baltes, 2006; Kanfer & Ackerman, 2004).”
The influence of future time perspective on work engagement and job performance: the role of job crafting (2017, positive): “Employees with a limited FTP thus prefer activities that minimize losses by supporting positive affect and a positive self-concept (Kanfer & Ackerman, 2004).”
Social Influence Opportunity Recognition, Evaluation, and Capitalization: Increased Theoretical Specification Through Political Skill’s Dimensional Dynamics (2018, background): “Further, deliberate practice does not preclude the importance of individual differences such as intelligence or motivation (Kanfer & Ackerman, 2004).”
Self‐determination theory and work motivation (2005, background): “Kanfer's task-specific motivation Kanfer (1987; Kanfer & Ackerman, 1989, 2004) has outlined a theory of work motivation that falls in the same general cognitive tradition as action theory.”
When Does Cross-Cultural Motivation Enhance Expatriate Effectiveness? A Multilevel Investigation of the Moderating Roles of Subsidiary Support and Cultural Distance (2010, background): “Second, we also controlled for expatriate age because age may impact motivation and adaptation (Kanfer & Ackerman, 2004).”
Having a creative day: understanding entrepreneurs’ daily idea generation through a recovery lens (2018, background): “Aging involves changes in individuals' priorities and interests (Kanfer and Ackerman, 2004) that are likely also relevant for entrepreneurs' mental recovery.”
Dominant achievement goals of older workers and their relationship with motivation-related outcomes (2010, positive): “The gradual diminution of physical and mental skills and abilities during the aging process may therefore strengthen one's tendency to adopt avoidance goals (Kanfer & Ackerman, 2004; Maehr & Kleiber, 1981).”
Managing aging workers: a mixed methods study on bundles of HR practices for aging workers (2014, background): “As such, chronological age may serve as a proxy for age-related processes, such as gains and losses, which influence work-related attitudes and behavior more directly (Kanfer and Ackerman 2004).”
Overqualified Employees: Making the Best of a Potentially Bad Situation for Individuals and Organizations (2011, background): “Rather, they may be more focused on mentoring others (Kanfer & Ackerman, 2004).”
Putting job design in context: Introduction to the special issue (2010, background): “Moreover, the decreasing birth rates in the US and Europe, coupled with increasing longevity, have led to a trend for a higher proportion of elderly and retired people to either continueworking or return to work (e.g., Kanfer & Ackerman, 2004).”
Age and leadership : The moderating role of legacy beliefs (2011, background): “…relevance of age-related motivations such as leaving a legacy and generativity (i.e., the concern for the next generation, McAdams & de St. Aubin, 1992) has so far only been discussed with regard to employee performance (Grant & Wade-Benzoni, 2009; Kanfer & Ackerman, 2004), but not to leadership.”
Moving European research on work and ageing forward: Overview and agenda (2010, neutral): “…between age and organizationally relevant outcomes (e.g., Sterns & Miklos, 1995; Warr, 2001) have also suggested that chronological or calendar age often serves as a proxy measure for many age-related processes that may inﬂuence work outcomes directly or indirectly (Kanfer & Ackerman, 2004).”