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Die Motivationsregulation älterer Beschäftigter

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Perspektive 50plus?

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In praktisch allen Industrienationen wird in den kommenden 25 Jahren der Anteil älterer Beschäftigter über 45 Jahre deutlich steigen. Signifikant weniger Nachwuchskräfte werden in den Arbeitsmarkt eintreten und der Ausstieg aus dem Arbeitsleben wird sich um etwa zehn Jahre nach hinten verschieben (z.B. Ilmarinen, 2006; Vaupel, Loichinger, 2006). Für viele Unternehmen wird es vor diesem Hintergrund von zentraler Bedeutung sein, ältere Beschäftigte zu halten oder zu re-integrieren (Ilmarinen, 2006). Dies verlangt altersdifferenzierte Personalarbeit, zu der ein vertieftes Verständnis altersspezifischer arbeitsbezogener Interessen und Motive ein wichtiger Schlüssel ist. Obwohl jedoch die Forschung zur Arbeitsmotivation in den vergangenen 30 Jahren erhebliche Fortschritte gemacht hat (Übersicht bei Latham, Pinder, 2005), wurden bisher kaum Anstrengungen unternommen, Arbeitsmotivation über die Lebensspanne zu untersuchen (Kanfer, Ackerman, 2004). Diese Wissenslücke zu schließen ist nicht zuletzt deswegen von hoher Bedeutung, weil ältere Beschäftigte häufig negativer Stereotypisierung ausgesetzt sind (cf. Nelson, 2002; Borman, Hedge, Lammlein, 2006). Ein unzureichendes Wissen um die Arbeitsmotivation älterer Beschäftigter unterstützt möglicherweise derlei Ageism, was sich wiederum negativ auf die Arbeitsmotivation auswirkt.

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Authors
  1. Christian Stamov Roßnagel
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Kai Brauer Gabriele Korge

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Roßnagel, C.S. (2009). Die Motivationsregulation älterer Beschäftigter. In: Brauer, K., Korge, G. (eds) Perspektive 50plus?. VS Verlag für Sozialwissenschaften. https://doi.org/10.1007/978-3-531-91393-3_5

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  • DOI: https://doi.org/10.1007/978-3-531-91393-3_5

  • Publisher Name: VS Verlag für Sozialwissenschaften

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  • Online ISBN: 978-3-531-91393-3

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