The Relatioship of Subjective Age with Job Satisfaction, Organizational Commitment, and Job Well-Being: Mediating Role of Recognition of Work Experiences

Mosavi, Montaha; Kaabomeir, Noori

doi:10.22055/jiops.2019.31620.1155

Document Type : Research Article

Authors

Montaha Mosavi ¹
Noori Kaabomeir ²

¹ MA of Industrial and Organizational Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran

² PhD of Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran

https://doi.org/10.22055/jiops.2019.31620.1155

Abstract

Introduction
Age is one of the demographic characteristics that has been studied as one predictor variable in many studies. In addition to focusing on the chronological age or actual age of the individual, the researchers have also studied the concept of subjective age (perceived age). When people feel younger than their chronological age, their health, vitality, and productivity will increase. Therefore, the purpose of the present study was to investigate the relationship of subjective age with job satisfaction, organizational commitment and job well-being considering the mediating role of recognition of work experiences.
Method
The research design is descriptive correlational design. The statistical population of the study consisted of all employees of an industrial company in Ahvaz. A sample of 203 individuals was selected using a stratified random sampling method to obtain the most representative sample. To measure the variables of study, self-report instruments include Subjective Age Questionnaire (researcher-made), Work and Life Events Inventory (Berube, 2010), Job Satisfaction Scale (Warr et al., 1979), Organizational Commitment Scale (Mowday et al., 1979), and Employee Well-Being Scale (Zheng et al., 2015) were used. Data analysis was performed using structural equation modeling (SEM) using AMOS-22 software. Also, in this study, the Bootstrap method was used to determine the significance of indirect paths.

Results
The results showed that the research proposed model fit indices are sufficiently desirable. However, a better fit in the final model was achieved by eliminating non-significant direct paths (subjective age to job satisfaction, subjective age to organizational commitment, subjective age to job well-being). Also, the results of the Bootstrap for indirect paths showed that all indirect paths are significant; in other words, recognition of work experiences mediates the relationship between subjective age with job satisfaction, organizational commitment, and job well-being.

Discussion
Overall, given the positive impact of recognition work experiences on important job outcomes such as job satisfaction, organizational commitment, and job well-being, it is suggested to managers to consider programs in their management process to identify and appreciate employees' work experiences. Also, given the findings of this study on the importance of recognition work experiences, it is suggested that managers appreciate older employees who voluntarily share their work experiences.

Keywords

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The Relatioship of Subjective Age with Job Satisfaction, Organizational Commitment, and Job Well-Being: Mediating Role of Recognition of Work Experiences

References

References

Haley, L. M., Mostert, K., & Els, C. (2013). Burnout and work engagement for different age groups: Examining group-level differences and predictors. Journal of Psychology in Africa, 23(2), 283-295.

Magoshi, E., & Chang, E. (2009). Diversity management and the effects on employees’ organizational commitment: Evidence from Japan and Korea. Journal of World Business, 44(1), 31-40.

Scheibe, S., Stamov-Robnagel C., & Zacher, H. (2015). Links between emotional job demands and occupational well-being: Age differences depend on type of demand. Work, Aging and Retirement, 1(3), 254-265.

Schwall, A. R. (2012). Defining age and using age-relevant constructs. In J. W. Hedge & W. C. Borman (Eds.), The Oxford handbook of work and aging (pp. 169-186). Oxford: Oxford University Press.

Shirani, S., & Mohammadi Yousef Nejad, Y. (2017). The effectiveness of cognitive-behavioral stress management training on work-family conflict, organizational commitment and employees' perceived stress. Journal of Industrial and Organizational Psychology Studies, 5(1), 21-36.

Volume 7, Issue 1June 2020Pages 73-90

Volume 7, Issue 1
June 2020
Pages 73-90