New Work and Digital Competencies with Aging Workforces

Abstract

The profound forces of digitalization, automation, and workplace flexibilization, often associated with the concept of New Work, are constantly reshaping organizations. As industries evolve, these trends require white- and blue-collar employees to adapt to new work environments and acquire additional competencies. At the same time, demographic change is transforming the workforce, with older workforces becoming more prominent due to increased life expectancy and declining birth rates. Therefore, this dissertation examines how aging white-collar and blue-collar employees react to the distinct challenges posed by these trends, and how organizations can support their successful adaptation to a changing world of work. Study 1 investigates how digital fluency is distributed across different age groups in white-collar workers, using data from 1,007 employees with office jobs from a German industrial company. While the findings confirm a general age-related digital divide, negative age stereotypes and supervisor support moderate the age-digital fluency relationship. Study 2 examines the impact of remote work decision-making authority levels on employee well-being and performance. Based on data from 639 white-collar employees, this study finds that managerial control over remote work arrangements is associated with higher levels of employee exhaustion and loneliness, regardless of age. Study 3 investigates how blue-collar employees’ readiness for digital change is influenced by their age, using data from 1,165 employees working at production sites of a German automotive supplier. While age is generally related to less readiness for change, technological insecurity moderates this effect. Finally, Study 4 examines intergenerational knowledge transfer among 868 blue-collar employees and finds that older employees are less engaged in both general and digital knowledge sharing and receiving, while employees’ subjective age moderates these effects. Overall, the findings of this dissertation offer critical insights into how aging employees in different occupational roles cope with the challenges of New Work, and how organizations can provide support.