Maintaining and engaging older workers at work: the trigger role of personal and psychosocial resources

Because the working population age is increasing, organizations are struggling to find ways to maintain employees’ desire and interest in staying on at work. Accordingly, the aim of this study is to enhance knowledge concerning the role played by personal resources (i.e. work ability) and psychosocial aspects (i.e. older workers stereotypes) in influencing desired retirement age and work engagement in older workers. Data was collected twice, using questionnaires on a sample of 565 older workers working in a public organization in Italy. Specifically, work ability, age stereotypes on older workers and desired retirement age were measured at T1, while work engagement was measured at T2 (eight months later). Using the Preacher and Hayes approach, a moderated mediation analysis was performed controlling for age, self-rated health, expected retirement age, tenure and job position. Results showed that older workers with higher levels of work ability and lower perceptions that in their environment there are age stereotypes, desire to work longer, and in turn stay engaged at work.