School of Public Administration, Xi'an University of Architecture and Technology, Xi'an, China.
Department of Management Sciences, University of Okara, Okara, Pakistan.
Front Public Health. 2020 Mar 6;8:62. doi: 10.3389/fpubh.2020.00062. eCollection 2020.
Corresponding to the growing calls for theory-driven research on the age-job satisfaction association, the present study investigated direct and indirect (via job burnout) relationships between subjective age (felt age) and job satisfaction. The study also examined the moderating role of chronological age on both direct and indirect (via job burnout) relationships between subjective age and job satisfaction. Survey data were collected in three waves (2 months apart) from 355 employees in 62 firms operating in various service and manufacturing industry sectors in Pakistan. Data were analyzed using structural equation modeling, PROCESS macro for SPSS, and bootstrapping technique. The results showed subjective age was negatively related to job satisfaction, both directly (β = -0.19, < 0.001) and indirectly, via job burnout (β = -0.09, bootstrap 95% confidence interval limits did not overlap with zero; lower limit = -0.15, upper limit = -0.04). Interestingly, the interaction term (relative subjective age × chronological age) had a significant negative effect on the direct negative association between subjective age and job satisfaction ( = -0.12, < 0.05) and a significant positive effect on the direct positive relationship between subjective age and job burnout ( = 0.14, < 0.01), showing that chronological age moderated the direct relationships of subjective age with job satisfaction and job burnout, respectively. Importantly, the results showed that chronological age moderated the indirect association (via job burnout) between subjective age and job satisfaction [bootstrap estimate = -0.025, bias-corrected confidence interval (-0.06, -0.002)]. The present study contributed to the literature on the age-job satisfaction association by suggesting subjective age as an alternative vantage point to look at this link between age and job satisfaction. The findings carry useful practical implications that can help managers counter age stereotyping, employees' feelings of job burnout, and a low level of employees' job satisfaction.
对应于对年龄-工作满意度关联的理论驱动研究的日益呼吁，本研究调查了主观年龄（感觉年龄）和工作满意度之间的直接和间接（通过工作倦怠）关系。该研究还检验了实际年龄对主观年龄与工作满意度之间的直接和间接（通过工作倦怠）关系的调节作用。调查数据通过结构方程模型、SPSS 的 PROCESS 宏和自举技术，从巴基斯坦 62 家从事各种服务和制造业的公司中的 355 名员工那里收集了三个时间点（相隔 2 个月）的数据。结果表明，主观年龄与工作满意度呈负相关，无论是直接相关（β=-0.19，<0.001）还是间接相关（通过工作倦怠，β=-0.09，自举 95%置信区间的下限与零不重叠；下限=-0.15，上限=-0.04）。有趣的是，交互项（相对主观年龄×实际年龄）对主观年龄与工作满意度之间的直接负相关关系有显著的负向影响（β=-0.12，<0.05），对主观年龄与工作倦怠之间的直接正向关系有显著的正向影响（β=0.14，<0.01），表明实际年龄分别调节了主观年龄与工作满意度和工作倦怠的直接关系。重要的是，结果表明，实际年龄调节了主观年龄与工作满意度之间的间接关联（通过工作倦怠）[自举估计值=-0.025，偏校正置信区间（-0.06，-0.002）]。本研究通过提出主观年龄作为一种替代视角来研究年龄与工作满意度之间的联系，为年龄-工作满意度关联的文献做出了贡献。研究结果具有有用的实际意义，可以帮助管理者应对年龄刻板印象、员工的工作倦怠感以及员工低水平的工作满意度。
