Motivation and goals are clearly of central importance for successful aging at work as well as for workplace decisions (Kooij et al., 2020). The process model of successful aging at work proposed by Kooij et al. critically considers how the person–environment (P–E) fit for older workers can be optimized through self-regulation. The model draws from theory on goal engagement and goal disengagement as well as how control processes underlie goal attainment, which are primary areas in which emotional processes may play a central role. Specifically, affective and emotional processes are integral parts of motivation and appear to have great utility in understanding adult life-span differences in decision making generally (Mikels et al., 2015) as well as in the workplace more specifically (Brown & Stuhlmacher, 2020). This commentary adds to the roadmap for future organizational research and theory by highlighting age-related motivational and emotional changes related to successful aging at work. As people age, many opportunities exist for goal engagement and disengagement. In considering how changes in goals influence social and emotional processes, one life-span theory of motivation, socioemotional selectivity theory (SST; Carstensen, 2006), is worth reviewing. In SST, age-associated changes in future time horizons have implications for motivational priorities and emotional experience. Specifically, the theory proposes that when future time horizons are perceived as expansive, as is typical in youth, individuals prioritize future-oriented goals such as acquiring resources and knowledge as well as the development of extended social networks. As time horizons narrow and one’s future time is perceived to be more limited, as is typical in older age, individuals focus on the present moment and prioritize emotionally meaningful goals. This motivational shift is thought to lead to a prioritization of positively valenced and emotionally meaningful experiences in social interactions and beyond. For example, findings indicate that older individuals restructure their social contacts to create close networks of familiar social partners that are conducive to emotionally meaningful and positive interactions. In studies on social partner preferences, older adults have been found to prefer close and familiar social partners over novel social partners (e.g., Fredrickson & Carstensen, 1990). Also, older adults’ social networks are generally smaller and contain relatively more close social partners than those of younger adults (Lang & Carstensen, 2002). These changes in age-related goals relating to social networks are relevant to successful aging in the workplace in several ways. First, organizations can design work and development activities that build meaningful experiences and strong social networks for older workers. For example, individualized coaching would be expected to be particularly effective with older workers because of the relational component and optimizing of the meaningfulness of work. This is consistent with the findings that older clients in executive coaching were more self-reflective, flexible, and less skeptical compared with younger coaching clients (Tamir & Finfer, 2016). Older executives also showed greater improvements in their leader style, technique, and output than their younger

中文翻译：

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这一次有感觉：工作中的衰老、情绪、动力和决策

动机和目标显然对于工作中的成功老龄化以及工作场所决策至关重要（Kooij 等，2020）。Kooij等人提出的工作中成功老化的过程模型。批判性地考虑如何通过自我调节来优化适合老年工人的人 - 环境 (P-E)。该模型借鉴了目标参与和目标脱离的理论，以及控制过程如何成为目标实现的基础，这是情感过程可能发挥核心作用的主要领域。具体来说，情感和情绪过程是动机的组成部分，似乎在理解成人在决策过程中的寿命差异（Mikels 等人，2015 年）以及更具体地在工作场所（Brown & Stuhlmacher，2020 ）。这篇评论通过强调与工作中成功老龄化相关的与年龄相关的动机和情绪变化，为未来的组织研究和理论增添了路线图。随着人们年龄的增长，存在许多实现目标和脱离目标的机会。在考虑目标的变化如何影响社会和情感过程时，一种终身动机理论，社会情感选择理论（SST；Carstensen，2006）值得回顾。在 SST 中，未来时间范围内与年龄相关的变化对动机优先级和情感体验有影响。具体而言，该理论提出，当未来的时间范围被认为是广阔的时，就像年轻人的典型情况一样，个人会优先考虑面向未来的目标，例如获取资源和知识以及扩展社交网络的发展。随着时间范围变窄，一个人的未来时间被认为更加有限，这在老年人中是典型的，个人专注于当前时刻并优先考虑情感上有意义的目标。这种动机转变被认为会导致在社交互动及其他方面优先考虑具有积极价值和情感意义的体验。例如，调查结果表明，老年人重组他们的社交联系，以建立熟悉的社交伙伴的紧密网络，这有助于情感上有意义和积极的互动。在对社会伙伴偏好的研究中，已发现老年人比新的社会伙伴更喜欢亲密和熟悉的社会伙伴（例如，Fredrickson & Carstensen，1990）。还，与年轻人相比，老年人的社交网络通常更小，并且包含相对更多的亲密社交伙伴（Lang & Carstensen，2002）。与社交网络相关的年龄相关目标的这些变化在几个方面与工作场所的成功老龄化有关。首先，组织可以设计工作和发展活动，为老年工人建立有意义的体验和强大的社交网络。例如，由于工作意义的关系成分和优化，个性化辅导预计对老年工人特别有效。这与调查结果一致，即与年轻的教练客户相比，高管教练中的老年客户更能自我反省、更灵活、更少怀疑（Tamir & Finfer，2016）。