Age and career resilience through the lens of life course theory: examining individual mechanisms and macro‐level context across 28 countries
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Kim, Najung
Steindórsdóttir, Bryndís D.
Parry, Emma
Dello Russo, Silvia
Andresen, Maike
Buranapin, Siriwut
Bosak, Janine
Cerdin, Jean‐Luc
Chudzikowski, Katharina
Cotton, Rick
Dickmann, Michael
Duarte, Henrique
Ferencikova, Sonia
Kaše, Robert
Lysova, Evgenia I.
Madero‐Gómez, Sergio
Mishra, Sushanta Kumar
Panayotopoulou, Leda
Reiss, Elo L. K.
Saxena, Richa
Taniguchi, Mami
Verbruggen, Marijke
Akkermans, Jos
Apospori, Eleni
Bagdadli, Silvia
Briscoe, Jon P.
Çakmak‐Otluoğlu, Övgü
Casado, Tania
Cha, Jong‐Seok
Dries, Nicky
Dysvik, Anders
Eggenhofer‐Rehart, Petra
Gartzia, Leire
Gianecchini, Martina
Gubler, Martin
Hall, Douglas Tim
Jepsen, Denise
Khapova, Svetlana
Krajcik, Daniel
Lapointe, Emilie
Lazarova, Mila
Mayrhofer, Wolfgang
Michel, Eric J.
Milikic, Biljana
Reichel, Astrid
Schramm, Florian
Smale, Adam
Stolz, Ingo
Suzanne, Pamela Agata
Zikic, Jelena
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Abstract
Career resilience is critical to the world's aging workforce, aiding older workers in adapting to the ever‐evolving nature of work. While ageist stereotypes often depict older workers as less resilient when faced with workplace changes, existing research studies offer conflicting evidence on whether older age hinders or improves career resilience. In response to this conflicting evidence, the present study employs multi‐level data from 6772 employees in 28 countries to examine the age‐career resilience relationships and underlying mechanisms, hence advancing our understanding of career resilience across the life course. By integrating macro‐contextual factors such as the unemployment rate and the culture of education with individual‐level mechanisms such as positive career meaning and career optimism, we provide a comprehensive model explaining how career resilience varies across age groups. Grounded in life course theory, our findings resolve prior inconsistencies in resilience research, contribute to bridging the micro‐macro gap in HRM literature, and challenge existing age‐based stereotypes.