Department of Psychology, University of Groningen, 9712 TS Groningen, The Netherlands.
Department of HRM & OB, University of Groningen, 9747 AE Groningen, The Netherlands.
Int J Environ Res Public Health. 2022 Feb 4;19(3):1762. doi: 10.3390/ijerph19031762.
We investigated the relationship between age, resilience, job demands and resources, and self-regulation in 1715 university employees during the COVID-19 pandemic (February 2021) by means of an online survey with closed and open questions. Correlation, regression, and qualitative analyses showed that older employees reported higher resilience than younger employees. This finding was robust after controlling for background factors (i.e., gender, expat status, job type, living alone). Age and resilience were directly related to higher job resources (i.e., job security and equipment), work-life balance, and seeing positives, whereas the relationship to demands was ambiguous. Age was unrelated to workload, negatively related to childcare, and positively to eldercare. Resilience was negatively related to workload but unrelated to childcare or eldercare demands. When all variables were combined to jointly predict resilience, age, job resources, and self-regulation resources predicted resilience, whereas demands (i.e., workload, childcare, and eldercare demands) did not. Our findings suggest that age-related advantages in well-being have persisted during the COVID-19 pandemic. Older workers were more likely to reframe the crisis and see it as an opportunity for personal growth. They possess and utilize resources in unique and beneficial ways, which could also benefit younger workers.
我们通过一项在线调查，对 1715 名在 COVID-19 大流行期间（2021 年 2 月）的大学员工进行了年龄、韧性、工作要求和资源与自我调节之间关系的研究，该调查采用了封闭式和开放式问题。相关性、回归和定性分析表明，年长的员工比年轻的员工报告了更高的韧性。在控制了背景因素（即性别、外籍人士身份、工作类型、独居）后，这一发现是稳健的。年龄和韧性与更高的工作资源（即工作保障和设备）、工作与生活的平衡以及看到积极的方面直接相关，而与需求的关系则不明确。年龄与工作量无关，与儿童保育呈负相关，与老年人护理呈正相关。韧性与工作量呈负相关，与儿童保育或老年人护理需求无关。当所有变量结合起来共同预测韧性时，年龄、工作资源和自我调节资源预测了韧性，而需求（即工作量、儿童保育和老年人护理需求）则没有。我们的研究结果表明，在 COVID-19 大流行期间，与年龄相关的幸福感优势得以延续。年长的员工更有可能重新构建危机，并将其视为个人成长的机会。他们以独特而有益的方式拥有和利用资源，这也可能使年轻员工受益。
