The relationship between ageing and performance - understanding the individual and contextual job and workplace factors

The aim of this research will be to examine the relationship between age and a range of aspects of job performance, and understand the individual and contextual job and workplace factors that can define this relationship.

Although individuals’ physical and cognitive capabilities change throughout the life course, research on the relationship between age and job performance has not provided reliable evidence on the strength, direction, or shape of this relationship. Some studies indicate that performance increases with age, others that it decreases, and others that it remains stable. This situation is unhelpful. There are three reasons for these inconsistencies. First, although performance is a multidimensional construct involving a range of work outputs and qualities, it is usually approached as unidimensional. Second, the majority of existing research has assumed a linear relationship between age and performance, despite the possibility that performance may vary across different life stages. A small number of studies have provided evidence for possible curvilinear relationships, where performance increases with age up to a certain point after which it starts to increase. Changes in individuals’ capabilities and needs across the life course may have a differential impact on different dimensions of performance. Third, performance is a function of individual capabilities and needs with contextual job and workplace influences. As a complex phenomenon performance needs to be understood within its complex context and as a product of the function of the individual in their environment.

This research is likely to involve a multilevel (individual and workplace), interdisciplinary (informed by psychology, management, ageing), and mixed-method (a combination of qualitative and quantitative methods) approach. This will allow to understand the complex interactions among ageing and performance over time. The detailed methodology will be developed with the candidate. Therefore, candidates are invited and encouraged to use their methodological expertise to develop the appropriate methodology with the supervision team. This is an excellent opportunity to develop research skills and a strong publication track record in this area, and at the same time help to develop needed knowledge in this important but under-researched field.


Specific qualifications/subject areas required of the applicants for this project (e.g. First degree in specific subject area):

UK 1st Class / 2.1 Bachelor’s degree (or UK equivalent according to NARIC) and a postgraduate degree in occupational psychology, management, or cognate areas.