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Adult development is closely intertwined with work-related experiences. This article presents a comprehensive but concise review of current findings on the manifold ways in which aging shapes work outcomes and vice versa, the ways in which work experiences shape aging (i.e., long-term change), across the working lifespan, from roughly 18 to 70 years of age. First, we present theories and findings on how normative age-related changes in key functional domains (e.g., cognition, affect, motivation) translate into work motivation, work behavior and performance, and occupational health and well-being. Second, we present theories and findings on how job characteristics and work-related role changes bring about long-term changes in health, cognition, socioemotional experiences, and personality. We discuss mechanisms underlying normative age-related trends and social context effects, as well as differential preservation, plasticity, and successful aging at work. Looking forward, we suggest embracing the heterogeneity of aging workers and examining mechanisms of long-term change, psychosocial age constructs, and future work and career trends. Moreover, we suggest revisiting concepts and measurements and integrating further concepts from the lifespan development literature into the work and aging literature.
Scheibe et al. (Wed,) studied this question.