Focus on opportunities as a mediator of the relationships between age, job complexity, and work performance

By H. Zacher, Sandra Heusner, Michael Schmitz, Monika M. Zwierzanska, Michael Frese. 2010

162 citations recorded by the source corpus.

Subfields: Demography, Experimental and Cognitive Psychology, Neuropsychology and Physiological Psychology

View Paper: https://www.semanticscholar.org/paper/c58083c4b2221ad4bed6a7fbd2a64d58594ae096

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Demography

1. H. Zacher
2. P. M. Bal
3. D. Kooij
4. C. Rudolph
5. Annet de Lange
6. R. Rauvola
7. Paul G. W. Jansen
8. D. Truxillo

In Experimental and Cognitive Psychology

1. C. Rudolph
2. H. Zacher
3. K. Upadyaya
4. K. Salmela‐Aro
5. Paul G. W. Jansen
6. P. M. Bal
7. Mandy E. G. van der Velde
8. Tomislav Hernaus

In Neuropsychology and Physiological Psychology

1. D. Kooij
2. R. Rauvola
3. C. Rudolph
4. H. Zacher
5. D. Truxillo
6. F. Fraccaroli
7. S. Zaniboni
8. P. M. Bal

Citations in the corpus

• Differential effects of task variety and skill variety on burnout and turnover intentions for older and younger workers (2013, background): “High task variety should also lead to decreased intention to quit compared to older workers, because the job is providing younger workers with the developmental opportunities they need (cf. Zache & Frese, 2011; Zacher et al., 2010).”
• Work design for different generational cohorts : Determining common and idiosyncratic job characteristics (2014, background): “Although we know that work design does not have universal effects on different employees, many workplaces are still not well-designed to meet the altered capabilities and preferences of generationally diverse workforce (e.g. Kanfer and Ackerman, 2004; Hedge et al., 2006; Zacher et al., 2010).”
• A lifespan perspective on job design: Fitting the job and the worker to promote job satisfaction, engagement, and performance (2012, background): “For instance, Zacher and colleagues (Zacher & Frese, 2009, 2011; Zacher et al., 2010) showed that complex jobs can allow older workers to take advantage of agerelated gains in experiential knowledge: To the extent that complex jobs allow older workers to perform to their fullest by capitalizing on…”
• Occupational Future Time Perspective: A Meta-Analysis of Antecedents and Outcomes (2018, background): “They also demonstrated that employee age has indirect effects on these favorable work outcomes via OFTP (Gielnik, Zacher, & Frese, 2012; Zacher et al., 2010).”
• The influence of future time perspective on work engagement and job performance: the role of job crafting (2017, unknown): “Although previous studies (e.g., Schmitt et al., 2013; Zacher et al., 2010) found that FTP is related to work engagement and performance, we argue that actual behaviour in the form of job crafting is necessary to turn FTP into workrelated outcomes, and thus that FTP will not be directly related to w”
• Role of demands-resources in work engagement and burnout in different career stages (2018, background): “Recent research has shown that age is negatively related to opportunities (Zacher et al., 2010; Zacher & Frese, 2011, 2009).”
• The role of future time perspective in psychological contracts: A study among older workers (2010, methodology): “Consistent with the conceptualization of FTP, people with high FTP are focused on the future and rewards that will be obtained in the future (Zacher et al., 2009).”