International journal of aging & human development
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Int J Aging Hum Dev · Oct 2020
"We Live in a Wonderful Country, Canada, but…": Perspectives From Older LGBTQ Ontarians on Visibility, Connection, and Power in Care and Community.
This research investigated the health and aging experiences of 21 lesbian, gay, bisexual, trans, and queer (LGBTQ) adults, aged 60 to 79 years, to identify their service and support needs. Participants engaged in focus groups in four locations in Ontario, Canada. ⋯ Despite greater LGBTQ visibility and inclusive care, participants perceived care services and facilities as unsafe and without competent support. Participants described employing positive strategies to overcome discrimination, contributing to participants' health and aging experiences.
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Int J Aging Hum Dev · Jun 2020
Dialogical and Integrated Self in Late Adulthood: Examining Two Adaptive Ways of Growing Old.
We examined two contradictory views of Erikson's concept of ego integrity: as an outcome of the tension between integrity and despair, or as a dialogical process of balancing positive and negative life experiences. One hundred sixty-seven Czech older adults participated in the study. Dialogically integrated, outcome-integrated, and outcome-despairing participants were selected based on the Ego Integrity Scale and based on methods mapping life-reviewing dialogue. ⋯ However, the dialogically integrated participants were also prone to experiencing negative emotions. As they were older than the other two subsamples and reported worse physical health, we concluded that the life-reviewing dialogue helps them maintain a sense of meaning in life and a certain level of well-being. Hence, the results support relevance of the dialogical-process view.
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Int J Aging Hum Dev · Sep 2018
Age Diversity in the Workplace: The Effect of Relational Age Within Supervisor-Employee Dyads on Employees' Work Engagement.
Although having a younger supervisor or a supervisor of a similar age runs counter to the traditional older supervisor-younger subordinate norm, it is becoming increasingly common in the 21st-century workplace. The current study uses theories of relational demography and relational norms as well as Selective Optimization with Compensation theory and the job demands-resources model to understand how relational age within supervisor-employee dyads influences workers' engagement. Cross-sectional data from a multiworksite (U. ⋯ After accounting for a variety of factors that could influence engagement levels (i.e., demographics, health status, and job or personal resources), findings indicated that employees with similar-age supervisors were less engaged than employees with older supervisors. Moreover, while employees who did not know the ages of their supervisors were just as engaged as employees with older supervisors. Implications for engaging an age-diverse workforce are discussed.