TECHNOLOGICAL CHANGE AND AN AGING WORKFORCE: INVESTIGATING THE CAREER EXPERIENCES OF OLDER WORKERS

This dissertation examines the intersection between two significant economic and
societal challenges: an aging workforce and rapid technological change. The aging
workforce is a growing concern, particularly in Canada, where the population of older
workers (55 years and older) surpasses that of younger entrants (15 to 24 years). This
demographic shift, already contributing to labour shortages in key sectors like
manufacturing and healthcare, poses risks to labour participation rates and the stability of
healthcare and pension systems (Acemoglu & Restrepo, 2017; Maestas et al., 2016). Given
the projected exodus of older workers and limited incoming replacements, scholars and
practitioners advocate for delayed or phased retirements to mitigate talent shortages.
Simultaneously, technological change reshapes work, presenting opportunities and
challenges, especially for older workers who may find adapting to new technologies
daunting. This environment makes it critical to understand how technology affects older
workers’ experiences, including their retirement intentions. I conducted two studies to
better understand the impact of technology and technological changes on older workers’
work experiences.
In Study One, I conducted a systematic literature review to synthesize existing
research on technology’s impact on older workers, with a comprehensive analysis of 121
articles, including both peer-reviewed (n=82) and grey literature sources (n=39). Thematic
analysis revealed key areas in the current literature, such as socio-demographic factors,
training and development, and retirement planning. The results of this study also included
descriptive insights on journals, methodologies, regions, and publication dates, highlighting 14 important research gaps. These gaps guided recommendations for future
studies, which aim to address the implications of technological innovations on an aging
workforce.
In the second study, I empirically examined the relationship between technological
change and older workers’ retirement intentions using a sample of 361 participants. Testing
a moderated mediation model grounded in the Job Demand-Resources (JD-R) theory, I
analyzed burnout and perceived work ability as serial mediators alongside moderating
factors of computer self-efficacy, technological training, and organizational justice.
Findings accentuate the complex interplay of burnout, work ability, and retirement
intentions, emphasizing that burnout negatively impacts work ability, which in turn
influences retirement intentions. Notably, technological training significantly moderated
the relationship between burnout and work ability, reinforcing its role as an important factor
shaping older workers’ capacity to adapt within technologically evolving work
environments. Ultimately, this dissertation provides valuable implications for both theory
and practice. The findings from both studies provide important directions for the successful
integration and retention of older employees in the rapidly changing technological work
environment, as well as for creating a supportive work environment for them.