How does the work context impact us throughout life? A multilevel approach to the interaction between work context and age

The aging population presents a demographic challenge that necessitates a multidisciplinary approach. This demographic shift is also transforming the work domain. The age range within teams and organizations is broadening, resulting in increased diversity in experience, cultural values, strengths, and vulnerabilities that creates complex work scenarios that can affect organizational outcomes and workers’ well-being. Work and organizational researchers have contributed to disclose this challenge primarily by adopting a lifespan developmental approach, yielding valuable insights into the relationships between aging and work. However, research indicates that age alone, along with its associated changes, is not a sufficient explanation for these phenomena and additional factors must be considered. Particularly, there is a necessity of further research on the effects of work environment, as individuals’ lifespan changes that impact work-related outcomes, might be more or less adaptive depending on the work context. This dissertation aims to provide empirical evidence of cross-level interactive effects between age and teams' contextual features that might impact key work outcomes related to well-being and performance. Specifically, three contextual dimensions are studied in relation to age: first, teams' age diversity; second, contextual emotional job demands; and third, contextual role ambiguity. These interactions are examined in relation to three respective work outcomes: work performance, engagement, and burnout.