Research study: The winning mentality decreases in older managers

A study of 6789 people has shown differences between younger and older managers

A research study carried out by researchers from Gothenburg University shows how older and younger managers differ. The research material consists of 6 789 managers' responses to the JobMatch Talent occupational psychology test, and the scope of the material makes the study unique. The report's findings include the fact that the winning instinct and willpower diminish over time, but that energy and patience remain constant.

"Younger managers are more career conscious and ambitious. As they age, their focus shifts from their own career to becoming a team player and developing their employees. This means that they develop a more tolerant attitude, which can be one reason for the reduction in the winning mentality", says Trevor Archer, Professor of Psychology at Gothenburg University, who is behind the study.

Professor Trevor Archer and Bengt Jansson, PhD, have investigated the differences between younger and older managers.

The study was published in May 2015 and compares similarities and differences in responses from managers aged between 30 and 60 to the JobMatch Talent occupational psychology test. The 6 789 managers' responses make the study unique of its kind. The test results highlight 30 different managerial characteristics, with 3 increasing with age, 7 reducing and a full 20 characteristics being shown as age-independent.

"The 20 characteristics that are independent of age include older managers being equally willing to take risks and having as much initiative as younger managers. The major differences are primarily found in how younger and older managers work and where they place their focus. The age-dependent characteristics can be divided into three different sections – work focus, motivation and collaboration."

One clear difference lies in the fact that younger managers see themselves as the focus in achieving success, while older managers see their employees as the most important thing in achieving the desired result. This results in older managers to a large extent working together with their teams.

"Older managers develop their employees better, while younger managers focus more on achieving their own goals and demonstrating that they are ahead of the competition."

Whether a younger or older manager is preferable depends upon aspects such as the type of company and the phase it is in.

"While the winning instinct and ambition tend to be stronger among younger managers, older managers have a greater ability to take an overall perspective. And younger managers are significantly more likely to micromanage. It's not therefore possible to say whether an older or younger manager is always best for a company", says Trevor Archer, Professor of Psychology at Gothenburg University and author of the study.

Typical characteristics among younger and older managers

The study can be read in its entirety as an attachment and in the JobMatch Talent press room.

JobMatch Talent newsroom
http://news.cision.com/jobmatch-talent

For further information
Klaus Olsen, MD JobMatch Sweden, 46 (0) 70 190 20 40, klaus.olsen@jobmatchtalent.com
Magnus Sjöbäck, Press Officer JobMatch Sweden, 46 (0) 70 445 15 99, magnus.sjoback@sjobackpr.se 

JobMatch Sweden helps companies to learn about their employees using the JobMatch Talent occupational psychology test system. The results are used to recruit or develop employees. The test was launched in 2000 and to date has been used by more than 30,000 people. It is certified by DNV according to EFPA. JobMatch Talent is owned and marketed by JobMatch Sweden AB. Its head office is located in Gothenburg. www.jobmatchtalent.com/sv

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