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Evaluation of a multi-component training programme for employees aged 50+

Author

Listed:
  • Tanja Hüber

    (Rheinische Friedrich-Wilhelms-Universität Bonn (1040))

  • Udo Käser

    (Rheinische Friedrich-Wilhelms-Universität Bonn (1040))

  • Lena Stahlhofen

    (Rheinische Friedrich-Wilhelms-Universität Bonn (1040))

  • Lara Görtner

    (Rheinische Friedrich-Wilhelms-Universität Bonn (1040))

  • Una Röhr-Sendlmeier

    (Rheinische Friedrich-Wilhelms-Universität Bonn (1040))

Abstract

Lifelong learning offers an opportunity for mature employees to stay adept in the light of changing demands, to promote health and counteract physical and cognitive decline. This intervention study evaluates the effects of a multi-component training programme for employees aged 50+ , focussing on competence expectations, stress management, cognitive, metacognitive and psychomotoric training. Effects were evaluated in a longitudinal control group design with follow-up after six months (24 training groups, n = 247, participants per group: M = 13.04, SD = 2.44; control group, n = 199). To control for experimenter effects the same programme was administered to 6 additional groups by trained instructors (n = 54, participants per group: M = 11.83, SD = 3.37). To validate effects of the multi-component training 12 supplementary groups were included, with 4 groups each focusing on either the competence (n = 49, participants per group: M = 15.00, SD = 0.00) or cognitive (n = 43, participants per group: M = 14.25, SD = 1.50) or stress management components (n = 41, participants per group: M = 14.50, SD = 0.58). Data of 633 adults (mean age: M = 55.03, SD = 3.71 years) were analysed. Participants reported high acceptance of the programme. The multi-component training programme was effective regarding improvements in subjective health, self-concept of professional competence, self-efficacy, coping with stress and cognitive abilities with long-term effects for the latter four. Trainings administered by trained instructors had similar effects to those administered by the programme’s designers. The single-component trainings led to specific effects in the focused areas, overall comparable to those of the multi-component training. Unexpectedly, cognitive effects were obtained by all single-component trainings. Subjective health and self-efficacy were only promoted by the multi-component training, indicating broader effects. The results are discussed with respect to strengths and limitations of the study, possible mechanisms underlying the effects, suggestions for further research as well as for the training’s implementation in business practice.

Suggested Citation

  • Tanja Hüber & Udo Käser & Lena Stahlhofen & Lara Görtner & Una Röhr-Sendlmeier, 2022. "Evaluation of a multi-component training programme for employees aged 50+," European Journal of Ageing, Springer, vol. 19(4), pages 1311-1326, December.
    • Handle: RePEc:spr:eujoag:v:19:y:2022:i:4:d:10.1007_s10433-022-00715-0
    DOI: 10.1007/s10433-022-00715-0
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    References listed on IDEAS

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    1. Gajewski, Patrick D. & Falkenstein, Michael, 2011. "Neurocognition of aging in working environments," Zeitschrift für ArbeitsmarktForschung - Journal for Labour Market Research, Institut für Arbeitsmarkt- und Berufsforschung (IAB), Nürnberg [Institute for Employment Research, Nuremberg, Germany], vol. 44(4), pages 307-320.
    2. Bieling, Gisela & Stock, Ruth Maria & Dorozalla, Florian, 2015. "Coping with demographic change in job markets: How age diversity management contributes to organisational performance," Zeitschrift fuer Personalforschung. German Journal of Research in Human Resource Management, Rainer Hampp Verlag, vol. 29(1), pages 5-30.
    3. Staudinger, Ursula M. & Bowen, Catherine E., 2011. "A systemic approach to aging in the work context," Zeitschrift für ArbeitsmarktForschung - Journal for Labour Market Research, Institut für Arbeitsmarkt- und Berufsforschung (IAB), Nürnberg [Institute for Employment Research, Nuremberg, Germany], vol. 44(4), pages 295-306.
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