The research project presented in the monograph ‘Psychosocial Aspects of Life and Work in the Context of Intergenerational Differences and Organisational Policy’ has been realised basically in order to recognise differences among three generations of adult workers, with consideration given to the dimension of organisational practices as well. The theoretical part contains a detailed characteristics of the stages of adulthood (the early, middle, and late) and different generations at the labour market (the generation of traditionalists, baby boomers, generations X, Y, and C). The following chapters have been devoted to the issues of age management, life satisfaction, job satisfaction, organisational commitment, preferred job-related values, stress at work, and conflicts between roles. In the empirical part, there are formulated two basic particular goals. Firstly, an attempt has been made to observe generational differentiation within individual experiences in the area of life satisfaction, job satisfaction, organisational commitment, work values, work-family and family-work conflicts and stress at work among representatives of the three stages of adulthood (early, middle, and late adulthood). Another assumption dealt with describing mutual relations between varied aspects of age policy in an organisation and experiences of the study participants within the enumerated categories. A separate task was to consider the variable of organisational climate and its role in the utilised solutions regarding age management in an organisation. In the examined population (n=757) there have been observed intergenerational differences in the areas of organisational commitment, work values, work-family conflict and stress at work. Another general conclusion that is drawn from the studies under presentation indicates a significant role of age management for personal experiences. Moreover, some significant positive relations between organisational climate and varied aspects of age policy in an organisation have been evidenced. It was simultaneously observed that the type of organisational climate differentiated significantly the intensity of solutions used within age policy in an organisation. Moreover, the obtained solutions have allowed for forming some suggestions to be applied in future empirical proceedings and also some practical implications regarding contemporary organisational reality.

This book is included in DOAB.