The Impact of Aging on Self-Efficacy and Computer Skill Acquisition

Based on current trends, U.S. demographics reflect rapid growth of segment of workforce. Workers more than 50 years old represent largest growing labor force segment in America. The social security administration projects that in 10 years number of people at retirement age will double. However, it remains unclear whether or not this new segment of population can and will retire. Some will be forced to continue employment to replenish diminished retirement funds. Non-economic factors, such as stress and education, may also influence older workers' continued participation in workforce, especially for women (Hill, 2002). With nearly one-fifth of population of industrialized world soon to be beyond a traditional retirement age, businesses need to re-appraise their attitudes towards both older workers and older customers (Tempest et al., 2002: 475). At same time, predicted labor shortage due to baby bust will force employers to examine available human resources. Stereotyped as being slow and inflexible, older workers may quickly get dismissed by companies seeking expedient solutions in a technologically changing environment with high competitive pressures. Parks argues, untapped pool of older workers is being unfairly ignored (1998: 70). In this study, we examine older workers' abilities to develop skills, in comparison to younger workers. Development of computer competence among older workers could lessen shortage of technical workers in this country and increase their contribution to economic growth. Examination of relationship between older workers and technology is not new, but with graying of America's workforce, researchers are beginning to focus attention on specific barriers older workers confront when using new technology (Czaja and Sharit, 1993; Dyck and Smither, 1994). Age-related factors do exist that may inhibit older workers' abilities to use computer technology, such as age-related differences in cognitive processes, memory, and learning styles (Garfein et al., 1993; Westerman et al., 1995). Less exposure to and experience with computer technology may also lower older workers' performance relative to younger workers (e.g., Dyck and Smither, 1994). Older workers may, in fact, limit themselves by perceiving their value as low in a high-tech society. However, little empirical evidence exists to validate whether, or why, age differences might exist in computer performance. This study draws on theory to propose that age-related differences in amount of computer skills acquired can be explained by age-related confidence in operating computer technology, rather than a direct impact of chronological age. Focusing on belief systems may help guide future research on older workers toward developing success-oriented training and work cultures. Attitude toward change is introduced as a potential moderator of relation between age and computer (CSE). Following methods and results sections, article concludes with a discussion of findings. SELF-EFFICACY AND COMPUTER SKILL ACQUISITION High-tech workers use technology to both solve problems and create opportunities to promote an organization's competitive advantage. Rapid and radical changes, however, can deteriorate sense of efficacy in even most proficient workers (Hill et al., 1987). Self-efficacy generally refers to a person's belief in his/her ability to successfully perform a specific (Bandura, 1982). Prior research demonstrates a positive relationship between and job outcomes (Gist and Mitchell, 1992; Stajkovic and Luthans, 1998). McDonald and Siegall refined notion of in context of high-tech jobs as technological self-efficacy or the belief in one's ability to successfully perform a technologically sophisticated new task (1992: 467). …