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Research Areas & Projects

Research Areas

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Learning 

Learning in the work context can occur in many different ways: for example, through formal trainings, workshops, or through more informal trial-and-error experimentation, observation of others, seeking and receiving feedback, voicing opinions and criticism, and knowledge exchange among employees. We aim to investigate the advantages and disadvantages of different forms of learning for diverse groups of employees. Moreover, we aim to better understand the motives and consequences associated with different forms of learning and the role of diversity characteristics and contextual factors at work.​

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Diversity

Diversity in the workplace is about differences between employees: for example, differences in their age, ethnicity, nationality, gender, socio-economic or educational background. At our lab, we focus on age diversity and the intersection of age with other characteristics as bases of social hierarchies. We are interested in understanding social interactions, including knowledge exchange and learning among age-diverse workers, and its effects for individuals and organizations.

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Future

The prospects of the future are critical for human motivation. Time, and in particular the future, is an important dimension as individuals age, navigate their careers, and search for and change jobs throughout their work lifespan. This happens in a dynamic labor market shaped by macro-economic and societal changes (e.g., technological advancements) and demographic trends. At the Lifelong Learning Lab, we investigate how individuals experience and deal with uncertainty, make career decisions (e.g., continued employment after official retirement age), and adapt to personal and environmental changes.

Current Research Projects at our Lab

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  • Promoting Employees’ Knowledge Seeking “When They Need it the Most” (UGC-funded project)
     

  • Building digital self-efficacy for continued employment: The predictors of older employees’ digital self-efficacy and contextual boundary conditions of whether it contributes to motivation to continue working beyond retirement age
     

  • When more uncertainty is better: Interventions for promoting effective uncertainty regulation at work
     

  • ​How DEI commitment statements influence managers' adoption of inclusive practices​
     

  • A Narrative Fit Crafting Intervention: Pathways to Boredom Relief and Fit Perception (I/O-MPhil Thesis by Eva So)
     

  • If you don’t look your age: Age-Incongruent Appearance and Leadership (I/O-MPhil Thesis by Isaaca Wang)
     

  • Exploring the Association between Supervisors’ Age, Gender, and Subordinates' Leadership Perception: The Moderating Role of Servant Leadership (I/O-MPhil Thesis by Toby Tsang)
     

  • Workplace As a Panopticon: How Electronic Employee Monitoring Undermines Performance​​ (I/O-MPhil Thesis by For Ming Tsang)​​​​​​

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