Although aging workforces result in numerous practical challenges for organizations and societies, little research has focused on successful aging at work. The limited existent research has generated rather diverse conceptualizations of successful aging at work, which are often broad and difficult to operationalize in practice. Therefore, to advance research and practice, we offer a specific and practical conceptualization of successful aging at work by developing a process model, which identifies relevant antecedents and mechanisms. In particular, we define successful aging at work as the proactive maintenance of, or adaptive recovery (after decline) to, high levels of ability and motivation to continue working among older workers. We also argue that proactive efforts to maintain, or adaptive efforts to recover and restore, high ability and motivation to continue working result from a self-regulation process that involves goal engagement and disengagement strategies to maintain, adjust, and restore person–environment fit. Further, we propose that at various levels (i.e., person, job, work group, organization, and society) more distal factors function as antecedents of this self-regulation process, with age-related bias and discrimination potentially operating at each level. Finally, we offer a roadmap for future research and practical applications.

中文翻译：

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工作中的成功老龄化：指导未来研究和实践的过程模型

尽管劳动力老龄化给组织和社会带来了许多实际挑战，但很少有研究关注工作中的成功老龄化。有限的现有研究已经产生了关于工作中成功老龄化的相当多样化的概念，这些概念通常很广泛并且难以在实践中实施。因此，为了推进研究和实践，我们通过开发一个过程模型来提供工作中成功老龄化的具体和实用的概念化，该模型识别相关的前因和机制。特别是，我们将工作中的成功老龄化定义为对高水平能力的主动维持或适应性恢复（下降后）和继续在老年工人中工作的动力。我们还认为，保持积极努力或适应性努力以恢复和恢复高能力和继续工作的动力源于自我调节过程，该过程涉及保持、调整和恢复人与环境契合度的目标参与和脱离策略。此外，我们建议在各个层面（即个人、工作、工作组、组织和社会），更远距离的因素作为这种自我调节过程的前因，与年龄相关的偏见和歧视可能在每个层面发挥作用。最后，我们为未来的研究和实际应用提供了路线图。