ABSTRACT
The purpose of the present studies was to compare the effects of two job characteristics, task variety and skill variety, on the burnout and turnover intentions of older and younger workers. Based on socioemotional selectivity theory and selective optimization with compensation theory, we hypothesized that task variety would lead to more positive outcomes for younger workers, whereas skill variety would lead to more positive outcomes for older workers. Across two samples using time-lagged designs, we found that increased task variety led to less work-related burnout and turnover intentions for younger workers compared to older workers. On the other hand, increased skill variety led to lower turnover intentions for older workers than for younger workers. We discuss the implications for lifespan ageing theories and for organizational practices regarding older and younger workers.
