03370nam a22004335i 4500001001800000003000900018005001700027007001500044008004100059020003700100024003500137050001200172072001600184072002300200072001500223100009300238245024700331250001800578264008300596300004300679336002600722337002600748338003600774347002400810505024800834520148101082650004502563650003302608650003302641650003802674710003402712773002602746776003602772776003602808856004602844912001402890912001502904999001702919978-3-658-45991-8DE-He21320251030113317.0cr nn 008mamaa241118s2024    gw |    s    |||| 0|eng d  a97836584599189978-3-658-45991-87 a10.1007/978-3-658-45991-82doi 4aHB71-74 7aKCK2bicssc 7aBUS0690302bisacsh 7aKCK2thema1 aRichter-Trummer, Sabine.eauthor.4aut4http://id.loc.gov/vocabulary/relators/aut98768212aA Potential-Oriented Perspective on Aging across the Working Lifespanh[electronic resource] :bA Critical Review and Empirical Analyses of Age-Related Human Capital Factors on Behavioral and Attitudinal Outcomes /cby Sabine Richter-Trummer.  a1st ed. 2024. 1aWiesbaden :bSpringer Fachmedien Wiesbaden :bImprint: Springer Gabler,c2024.  aXII, 194 p. 4 illus.bonline resource.  atextbtxt2rdacontent  acomputerbc2rdamedia  aonline resourcebcr2rdacarrier  atext filebPDF2rda0 aIntroduction -- Aging at work over the lifespan -- Differentiation of age for clarifying turnover intention -- Transfer of the GATE lens to entrepreneurship -- Broadening the age perspective to post-retirement work -- Conclusion of the thesis.  aConsidering decreasing birth rates and increasing rates of life expectancy, the workforce is rapidly aging – resulting in a more age-diverse labor market. So far, research in IWO-psychology has not fully addressed age-related constructs and issues of new work with longitudinal methods representing changes over time more adequately. To enhance predictions for a rapidly aging workforce, this research focuses on the influence of the potentials of actively aging individuals on frequently cited attitudes and behaviors over the working life span. The results suggest that a more differentiated view of age is partially effective in reducing the probability of turnover intention among IT-employees over time, the age-entrepreneurship relation can be clarified by focusing on the inconsistencies of age and the dimensions of human capital partly contribute to engaging in postretirement work. The outcomes have implications regarding the temporality of aging, entrepreneurial generational identity, calling to work and residuals about postretirement work. Qualitative follow-up research addressing the reasons for turnover intention and work activities retirees experienced as calling seems promising. About the author Sabine Richter-Trummer was awarded her PhD at the Chair of Work and Organizational Psychology at the Bundeswehr University Munich. Together with Prof. Sonja Sackmann, she investigated the influence of aging on employee retention using longitudinal studies. 0aEconomicsxPsychological aspects.959551 0aPersonnel management.95745914aBehavioral Economics.96917424aHuman Resource Management.9665902 aSpringerLink (Online service)0 tSpringer Nature eBook08iPrinted edition:z978365845990108iPrinted edition:z978365845992540uhttps://doi.org/10.1007/978-3-658-45991-8  aZDB-2-ECF  aZDB-2-SXEF  c65029d65029