Introduction
The aging European population presents growing challenges for sustaining workplace well-being, as the average working age increases (Eurofound, 2025). The coexistence of multiple generations in the workforce also introduces new issues, both in terms of health—such as increased attention to occupational risks (Oxley, 2009)—and social dynamics, particularly in intergenerational teams (Kunze, 2015). Research on healthy aging suggests that chronological age alone is insufficient to understand the complexity of aging and its impact on well-being; subjective age—how old a person feels—must also be considered. This aligns with the HERO model (Healthy & Resilient Organizations; Salanova et al., 2012), which integrates psychosocial factors as both predictors and outcomes of organizational well-being.


Objective
This study conducts a meta-analysis to examine how chronological and subjective age relate to the HERO model's psychosocial resources and organizational well-being. It also explores how both forms of age moderate the relationship between these resources and well-being across different age groups.


Method
A meta-analysis was performed on empirical studies addressing these relationships in work contexts. A total of 288 studies were initially identified from Scopus, Web of Science, PsycInfo, and Business Source Premier. Inclusion criteria were: peer-reviewed studies or books in English or Spanish, addressing chronological and/or subjective age in relation to well-being in organizational settings, and incorporating HERO model variables. Experimental interventions were excluded, focusing solely on relational or comparative studies. Studies had to examine age as a moderator between HERO resources and well-being.


Expected Results
The final sample included 9 studies. Findings suggest that a lower perceived age correlates positively with both hedonic and eudaimonic well-being. Autonomy emerged as a key mediating variable. These results highlight the relevance of subjective age in predicting well-being at work.