The current study examined a model whereby the link between generativity and life satisfaction is mediated via meaning in work. Further we wished to assess if this mediation model would be moderated both by employees' chronological and subjective age. Namely although for persons who are older this model should hold irrespective of one' subjective age, for young adults, only those who have an older subjective age should show the benefits associated with increased generativity. The study sampled 654 employees from a variety of companies (mean age = 37.34, SD = 12.01). Participants completed questionnaires assessing generativity, meaning in work, life satisfaction, and subjective age. The mediation model was significant, i.e., the generativity-life satisfaction link was mediated via meaning in work. Moreover, while this model was evident for older employees, in accordance with the hypothesis, it was only true for young employees who had an older subjective age. Generativity in the workplace is advantageous both to the employer and employee, even for young workers who hold an older age identity. One's subjective age may be quite informative in the work context, as it may reflect motivations related to a different developmental stage, which may be advantageous to the worker and to the organization.

当前的研究检查了一个模型，通过这种模型可以通过工作中的意义来调节生成与生活满意度之间的联系。此外，我们希望评估这种调解模型是否可以根据员工的时间顺序和主观年龄进行调整。也就是说，尽管对于年龄较大的人，无论其主观年龄如何，都应采用该模型，但对于年轻人，只有主观年龄较大的人才应显示与增加生殖能力有关的好处。该研究对来自各种公司的654名员工进行了抽样调查（平均年龄= 37.34，SD = 12.01）。参与者完成了问卷调查，以评估生殖力，即工作，生活满意度和主观年龄。调解模型很重要，即通过工作中的意义来调适生殖与生活的满意度。而且，尽管该模型对于年长的员工很明显，但根据假设，只有主观年龄较大的年轻员工才可以使用该模型。工作场所的创造力对雇主和雇员都有利，即使对于具有较老年龄身份的年轻工人也是如此。一个人的主观年龄可能在工作环境中很有启发性，因为它可能反映了与不同发展阶段有关的动机，这可能对工人和组织都有利。