Department of Sociology and Social Policy, Lingnan University, Hong Kong.
Int Psychogeriatr. 2012 Mar;24(3):449-64. doi: 10.1017/S104161021100192X.
We examined associations between successful aging in the workplace (adaptability and health, positive relationship, occupational growth, personal security, and continuous focus on goals) and two major factors of work stressors (work family conflict and discrimination against older workers) and coping resources (perceived organizational support, supportive human resource policies, and social support from friends and family) among Chinese older workers in Hong Kong. Furthermore, we also examined whether coping resources moderate the negative effect derived from work stressors on successful aging.
A total of 242 Chinese full-time workers aged 40 years or above were recruited in a self-administered questionnaire survey study in Hong Kong.
Hierarchical regression results showed that family-to-work conflict was significantly related to successful aging, except the dimension of personal security. Work-to-family conflict and discrimination, however, were not related to successful aging in the workplace. In terms of coping resources, perceived organizational support was related to all dimensions of successful aging in the workplace. We also found that training and development was a significant correlate of occupational growth. Social support from friends and family was positively related to three successful aging dimensions, including adaptability and health, personal security and continuous focus on goals. Finally, when facing discrimination in the workplace, support from organizations and from friends and family were particularly important for old-older workers (aged 55 years or above) to achieve better adaptability and health.
Perceived organizational support and social support from friends and family were important correlates of successful aging in the workplace. Limitation and recommendations for organizational intervention were discussed.
本研究旨在探讨工作场所中成功老龄化（适应性和健康、积极的人际关系、职业成长、个人安全感和持续关注目标）与工作压力源（工作家庭冲突和对老年员工的歧视）和应对资源（感知到的组织支持、支持性人力资源政策以及来自朋友和家人的社会支持）之间的关联，以考察其在中国香港老年员工中的作用。此外，我们还研究了应对资源是否能够调节工作压力源对成功老龄化的负面影响。
采用问卷调查法，共招募了 242 名年龄在 40 岁及以上的香港全职员工。
分层回归结果显示，家庭-工作冲突与成功老龄化显著相关，除个人安全感维度外。工作-家庭冲突和歧视与工作场所的成功老龄化无关。在应对资源方面，感知到的组织支持与工作场所成功老龄化的所有维度均相关。我们还发现，培训和发展与职业成长显著相关。来自朋友和家人的社会支持与适应性和健康、个人安全感和持续关注目标这三个成功老龄化维度呈正相关。最后，当面临工作场所的歧视时，来自组织和朋友及家人的支持对老老年员工（55 岁及以上）实现更好的适应性和健康尤为重要。
感知到的组织支持和来自朋友和家人的社会支持是工作场所成功老龄化的重要相关因素。讨论了研究的局限性和组织干预的建议。
