To find out which work characteristics are associated with job satisfaction in four different age groups. Univariate and multivariate analyses were performed on data sampled in an online survey on employability and workability among

the employees at a Dutch university (both staff and faculty). We compared age differences in various work characteristics in univariate analyses, and we regressed job satisfaction onto work characteristics in the multivariate analyses. On account of current (negative) beliefs about older workers (Chiu et al. 2001; Visser et al. 2003; Remery et al. 2003; Peeters et al. 2005; Henkens 2005), we expect that the scores of the oldest age group will be substantially lower than those of younger age groups. Furthermore, we expect MK-2206 mw that differences in determinants of job satisfaction will be found due to differences in career, position, work-life balance, etc. (Donders et al. 2007). Theoretical background Many studies have shown that work characteristics can have a profound impact on employee well-being (e.g. job strain, work engagement and job satisfaction). Although a great deal of research has been done into the determinants of job satisfaction (Oshagbemi 2003; Lu et al. 2005; Horton 2006; Chen et al. 2006), so far less attention

has been paid to differences between age groups. Job satisfaction is known to be affected by multiple factors. The Job find more Demands-Resources Model (JD-R model) (Demerouti et al. 2001) is a theoretical model that attempts to provide insight into the relationships between psychosocial work characteristics on the one hand and well being on the other. According to the JD-R model, the characteristics of work environment can be classified into two general categories: job demands and job resources. Job demands

are those physical, social or organizational aspects of the job that require sustained physical Bumetanide and/or psychological effort and are therefore associated with physical and/or psychological costs. Job resources are those physical, social or organizational aspects of the job that (a) are functional in achieving work-related goals, (b) reduce job demands and the associated physical and/or psychological effects and (c) stimulate personal growth and development (Demerouti et al. 2001). The JD-R model may incorporate different demands and resources, depending on the context under study. Though the model was originally developed to explain burnout, it is also applicable to clarify well being at work and job satisfaction (Van Ruysseveldt 2006). Robustness of the model was ascertained (Llorens et al. 2006). The JD-R model predicts that when high job demands are experienced, emotional exhaustion increases and job satisfaction will decrease. Job resources, however, are associated with a reduction in emotional exhaustion and an increase in job satisfaction (Demerouti et al. 2001; Van Ruysseveldt 2006).