Organizations risk losing invaluable expertise as the workforce ages, a problem exacerbated when age discrimination discourages older workers from sharing and seeking knowledge. Drawing on the workplace inclusion framework and work design theory, this study investigates a moderated mediation model where perceived age discrimination hinders knowledge transfer by diminishing older workers' sense of belongingness and uniqueness. We further propose that task significance, a core work design feature, buffers these negative effects by making the broader impacts of older workers' efforts more salient and enhancing feelings of social embeddedness and contribution. A three-wave time-lagged survey of 296 older Australian workers supported our hypotheses. The results showed that age discrimination indirectly hindered knowledge sharing via diminished belongingness and uniqueness, but hindered knowledge seeking only via belongingness. Importantly, task significance buffered the negative impact of discrimination on both belongingness and uniqueness, thereby mitigating the negative indirect effects on knowledge transfer. These findings contribute to theory by distinguishing the distinct pathways through which age discrimination impairs knowledge transfer and by demonstrating that meaningful work can serve as a critical resource to protect older workers from age-discriminatory environments.

Although research indicates that age-differentiated leadership (ADL) is positively associated with wellbeing outcomes for both younger and older workers, the ways in which it relates to performance and retention-related outcomes, and the mechanisms through which these effects occur, remain an important focus for further examination. Based on the Categorization-Elaboration Model (CEM, van Knippenberg et al., 2004), this study proposes and tests a dual pathway model suggesting that ADL is associated with retention-related outcomes via reduction in age bias, while self-rated performance-related outcomes are enhanced via information exchange. It is expected that these pathways will be stronger for older workers, compared to younger workers, based on lifespan developmental theories (Baltes & Baltes, 1990; Carstensen et al., 1999). Using a sample of 416 workers in Australia, the results showed that ADL predicted retention-related outcomes via age bias, and self-reported performance-related outcomes via information exchange. Age only moderated the strength of the performance pathway and not the retention pathway. This study offers empirical support for the theorized social categorization and information elaboration pathways in the CEM through which ADL positively impacts retention and performance-related outcomes, and expands the range of outcomes considered by previous research.

Do older workers benefit from different leadership behaviors to younger workers? Should age-diverse workforces be managed differently? Research addressing these and related questions is fragmented, characterized by diverse yet often overlapping leadership constructs as well as varied conceptualizations of age-related constructs. In this article, we provide a comprehensive systematic review of the literature linking leadership, follower age, and age-diversity. First, we show how this literature has evolved in recent decades, describing the theoretical, methodological, geographical, and quality characteristics of the N = 194 articles meeting the inclusion criteria. Second, focusing on the findings from a subset of N = 102 empirical studies that used well-defined leadership constructs, we review the links between followers’ age and leadership, and unpack the impact on workplace outcomes to identify emerging trends, gaps, and future research directions. Overall, although the body of research is growing, the literature has a low level of maturity due to poor theoretical integration, methodological weaknesses, and inconsistency in findings within and across subfields. By drawing on an existing model for managing aging and age-diverse workforces, we propose a framework for theoretical integration. We recommend several ways in which future empirical work might move the field forward.

Managing an older and more age-diverse workforce is critical given the population aging that is occurring across the globe. Yet, the literature is still under-developed with regards to which human resource management (HRM) practices help to support aging employees and enable organizations to benefit from an age-diverse workforce. We draw on an integrative framework of organizational meta-strategies, the 3i framework, to test a path model in which 3i HRM practices differentially impact successful aging at work outcomes, including engagement, career withdrawal, and proactive career behavior. The 3i framework encompasses inclusive practices aimed at reducing biases and creating an inclusive climate for workers, individualized practices aimed at designing and adapting work to the changing needs of an age-diverse workforce, and integrative practices targeted at effective collaboration and knowledge sharing processes across age groups. We theorized that include influences successful aging outcomes through belongingness, individualize through needs-supplies fit, and integrate through promotive voice. Prior to testing the model, we first report a study in which we developed and validated the 12-item 3i-HRM scale using three diverse samples (total N = 945) of employees from the USA and Australia. We subsequently used the 3i-HRM scale to test our theoretical model using a time-lagged design with 221 employees. By providing this initial evidence, we hope to stimulate future research focusing on an integrative approach to understanding factors that support an age-diverse workforce.

Policies encouraging extended workforce participation mainly focus on financial motives, but socioemotional selectivity theory and research suggest that mature worker motives are multifaceted, with emotionally meaningful goals gaining importance with age. We adopt a person-centred approach using latent class analysis of survey data from 1501 Australian workers aged 45 years and over. Two motivational profiles based on patterns of motives were identified, which we term income-dominant (income is the main reason) and socioemotional-income (socioemotional reasons are dominant, but income is important too). Contrary to expectations, we found no evidence of a socioemotional-dominant profile. This provides new theoretical insights, as it suggests that even though socioemotional reasons may increase in importance with age, financial reasons remain important to most mature workers, especially those who may view work as being transactional. Being female, older, and having higher socioeconomic status and age-inclusive HR policies increase the odds of having a socioemotional-income rather than income-dominant profile. The socioemotional-income subgroup had lower turnover intentions and later desired retirement ages than the income-dominant subgroup, highlighting the potential for more socioemotionally focused policies and practices to encourage extended workforce participation. JEL Classification: J26, M12, M54

Objectives. The safety behavior scale (SBS), developed by Neal, Griffin and Hart, is one of the most widely used conceptualizations in the field of occupational safety. Previous studies have evaluated the psychometric properties of this scale in different populations. However, few validation studies have been conducted in the Latin American context. To fill these gaps in the literature, this study aimed to assess the validity, reliability and measurement invariance of this instrument in the context of the Latin American mining industry. Methods. Data were collected from 398 workers from Ecuadorian mining companies. The questionnaire was translated into Spanish following a back-translation process. The latent factorial structure of the SBS was explored by estimating a series of confirmatory factor analysis (CFA) and exploratory equation modeling (ESEM) models. Results. The analyses showed that the two correlated first-order factor CFA representation was the most appropriate model for the data. Measurement invariance by age, type of contract and firm size was also confirmed. Conclusions. The SBS is a valid and reliable measure of safety behavior. In addition, this study determined the applicability of this instrument in the Latin American context, which enhances opportunities for future research in the region.

In this symposium, our goal is to explore adaptation to work during COVID-19 over time, and who was likely to adapt better than others, and why. Multiple studies have demonstrated that mental health and performance deteriorated during COVID-19 (Zacher et al., 2021), with increases in distress (e.g., O’Connor et al., 2020; Pierce et al., 2020), and loneliness (Wang et al., 2020) particularly salient. Yet our preliminary research also shows that not everyone had the same experience. Some employees and organisations were able to adapt to the unprecedented situation and fared better than others, in terms of well-being and performance. Specifically, we draw on a work design perspective to unpack some of the change processes involved. The five included papers highlight work design predictors of positive outcomes (e.g., manageable job demands), and individual (e.g., procrastination, detachment from work) and contextual (e.g., organisational factors) mediators and moderators implicated in positive adaptation. Using a range of methods, from mixture models, to random-intercept cross-lagged panel models, and longitudinal qualitative case studies, we uncover potential change processes which may help explain positive adaptation to work during unprecedented events beyond the pandemic, such as environmental disasters or major life stressors. Further, we explore predictors and moderators of these change processes for different groups of people, including younger and older workers, and entrepreneurs. We discuss important implications for designing work for these different groups of people. We hope to stimulate conversation around the importance of understanding processes underlying adaptation to work during unprecedented events, and the role of work design in adaptive processes. Job Demands, not Resources, Predict Worsening Psychological Distress During COVID-19 Presenter: Caroline Knight; Curtin U., Perth Presenter: Anita Keller; U. of Groningen How COVID-19 shaped the work perceptions of mature Australian employees Presenter: Daniela Andrei; Curtin Business School Presenter: Jane Chong; Curtin Uni Presenter: Leah Zozsak; Curtin U. Presenter: Gretchen Petery; National Institute for Occupational Safety and Health Presenter: Marian Baird; The U. of Sydney Business School The Impact of Aging Experiences and Coping Responses on Employees’ Work Behaviors During COVID-19 Presenter: Nathan Baker; Michigan State U. Presenter: Chu-Hsiang Chang; Michigan State U. Presenter: Ruodan Shao; York U.-SSB Am I on the Right Track? The Role of Feedback Availability during Change Processes Presenter: Anita Keller; U. of Groningen Presenter: Caroline Knight; Curtin U., Perth A Longitudinal Qualitative Study of How Entrepreneurs Design Their Employees’ Work Presenter: Georgia Hay; Centre for Transformative Work Design / Curtin U. Presenter: M.K. Ward; Curtin U.

The COVID-19 pandemic and the measures implemented to curb its transmission have altered workplaces and challenged occupational health and safety in unprecedented ways, with high levels of mental distress reported across several industries. In the maritime industry, occupational health and safety risks, including psychosocial risks, were a concern already before the COVID-19 pandemic. However, knowledge about the prevalence of mental health problems and the factors associated with them is still limited. The purpose of this study was to investigate the impact of the COVID-19 pandemic as well as the effects of respondent and work-related characteristics on seafarers' self-reported symptoms of depression and anxiety. Data came from two cross-sectional convenience samples of seafarers on international commercial vessels, surveyed before (Npre- pandemic = 793) and during the pandemic (N-pandemic = 504). Matching the two samples on respondent and work-related characteristics using propensity scores, we found that the pandemic contributed to significantly higher levels of depression and anxiety. Further analyses showed that seafarers with longer work periods, those who had been on board longer than expected, and those working on vessels registered with "Flags of Convenience" reported significantly higher levels of both depression and anxiety during the pandemic, but not prior to the pandemic. Taken together, these findings suggest that the impact of the COVID-19 pandemic led to a deterioration of working conditions and increased mental health risks for seafarers. Practical implications for safe-guarding occupational health and safety during this and future crises are discussed.

Theory and research identify leadership behaviors as critical for safety outcomes at work. To gain further understanding of the nature of leadership's link with employee safety behaviors, we examine the joint role of generic perceived leadership behaviors (i.e., leader support and inspirational communication) and employee attributions of their leaders' safety commitment (i.e., affective, normative and calculative safety commitment) in shaping employee safety behavior (i.e. participation and compliance). A sample of workers from the resources industry (N = 1503) responded to survey questions online. Results indicated that employees' affective leader safety commitment attributions were positively linked to both types of employees' safety behaviors, while employees' calculative leader safety commitment attributions were associated only with lower levels of employee compliance. Employees' normative leader safety commitment attributions were not linked to self-reported employee safety behavior. Moderation analysis indicated that the motivating effects of perceived inspirational leader communication and perceived leader support on safety participation were affected by high levels of normative and affective safety commitment attributions, but not calculative safety commitment. The results illustrate the distinct functions of perceived leadership behaviors and different attributions of leaders' safety commitment in motivating safety behavior in employees. They suggest reflection about safety commitment and its projections to employees to have add-on value in safety leadership training and development.

Workers in safety critical and 24-hour operating environments face sustained exposure to many stressful situations, ranging from long periods of monotony and boredom, to sudden periods of intense time pressure. This study examines how the combination of overload and underload contributes to fatigue and wellbeing in 943 seafarers. Using latent moderated structural equation modelling, we found that underload showed a stronger association with chronic fatigue and impaired wellbeing, compared to overload. An interaction between overload and underload was also significantly related to psychological wellbeing, with increasing levels of overload weakening the negative relationship between underload and psychological wellbeing. Our research highlights that underload, despite previously not receiving much attention, is an important area of concern. Our findings also underscore the importance of unpacking the joint effects of concurrent job demands, and to consider how certain job demands may help to reduce the negative effects caused by other demands. Where current and future jobs may be subject to a reduction in demands (e.g. automation), it is important to consider how underload may impact worker fatigue and wellbeing.

The globalisation of crime means there is an increasingly vital need for effective sharing of knowledge by police organisations across international borders. However, identifying the complexities and challenges of this aspect of international collaboration has been relatively neglected in previous research. The research reported in this paper therefore set out to identify the major barriers and facilitators of international knowledge sharing. Research teams in ten European countries produced ten case studies of knowledge sharing across borders, either involving direct cooperation between police forces in different countries or through international agencies such as CEPOL or INTERPOL. The integrative findings showed that the major influences on knowledge sharing could be theoretically categorised in terms of organisational factors (e.g., technological and staff capabilities), inter-organisational factors (e.g., quality of relationships, shared visions and systems), inter-country factors (e.g., bilateral conventions, legislation) and knowledge characteristics (e.g., clarity, legal sensitivity). Practical implications include standardising technology systems across countries, improving inter-organisational trust through exchanges and physical co-working, developing police members’ knowledge and skills with regards to collaborative working and creating joint agreements and visions. Research implications highlighted the need to test the findings in non-European contexts and to comparatively focus on specific types of collaboration.

This paper presents the study approach, findings and the way forward of an Australian Linkage Council funded collaborative research project. The research was conducted by a group of researchers from the Australian Maritime Safety Authority, Curtin University and the University of Queensland, focusing on safety culture. More than 1,000 seafarers from 197 ships comprising 23 flag States were surveyed. The survey assessed safety culture, work demands, fatigue, mental health, and well-being and safety performance. Results show that although safety culture was viewed positively, a number of risk factors were also reported that could have a negative influence on safety. For example, the data indicates that work demands are high and negatively impact seafarers' recovery and long term wellbeing. Similarly, the negative types of safety compliance behaviours reported by participants are an indicator of reduced levels of safety culture. The findings are being used to implement a set of recommendations to improve safety on board ships. The recommendations center on a) improving the quality of work procedures; b) introduction of effective fatigue management systems; and c) improving the quality of work design and organisational support. The findings of this study have been presented at a range of industry forums, briefings, and at the International Maritime Organization.

In this commentary, we synthesize the literature on mature workers in organizations to support the development of an intervention-focused research program. We identify 3 broad approaches, or "meta-strategies," which theory and research suggest organizations can use to reap the benefits associated with a mature and age-diverse workforce. "Include" involves strategies to create an inclusive climate in which mature workers are welcomed and fairly treated and is based on theories such as optimal distinctiveness theory. "Individualize" involves strategies to adapt the work to meet the individual needs and preferences of an aging workforce, such as work redesign and is based on theories about how people change over the life span. "Integrate" involves strategies to address the greater age diversity that comes with an aging workforce, such as how mentoring schemes enable younger and older workers to better learn from each other, and is based on theories such as those concerned with team diversity. We believe that this framework will help organizational decision makers to think more broadly and more proactively about how to manage, and harness the benefits of, an aging workforce. Our framework also challenges researchers to give more attention to intervention studies, including considering what configurations of strategies might be most helpful, as well as whether sequencing of strategies is important.

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This research aimed to enhance understanding of how relationships among trait affect and individual performance are influenced by group affective properties. To do this, we integrated trait affect and affective diversity theories within a self-regulatory framework to generate predictions regarding the moderating effect of group trait affect and group affective diversity on the relationship between trait affect and individual performance. Hypotheses were tested in groups working for 6-months on industry-relevant thesis projects. Trait affect was collected on Day 1 of the course. Group trait affect was operationalized as mean level of trait affect within each group. Group affective diversity was operationalized as the standard deviation of trait affect within each group. Individual performance was measured via peer-ratings of work-role proficiency and supervisor-rated thesis grades. The detrimental effect of trait negative affect on individual performance was buffered for individuals who were working with affectively similar peers – groups characterized by high group trait negative affect and low group negative affective diversity. Further, the beneficial effect of group trait positive affect on individual performance was strengthened when group positive affective diversity was low. Our findings highlight the importance of considering multiple affective properties at both individual and group levels in order to understand affective influences on individual performance.