Th-OR-S31-3 - How Does Age-Diversity Climate Affect Organizational Commitment In Different Age Groups?

Diversity in the workplace
Oral Presentation
Partie de:
jeudi 18 mai   12:00 PM à 12:15 PM (15 minutes)
Human resource management
Diversity in the workplace
How does age-diversity climate affect organizational commitment in different age groups?
I. Sousa 1,*, S. Ramos 1, R. Standifer 2
1Business Research Unit, ISCTE-University Institute of Lisbon, Lisbon, Portugal, 2Rennes School of Business, Rennes, France
Content: Purpose
An aging workforce represents a great challenge to organizations. The increasing and inevitable age diversity at work need to be effectively managed in order to organizations retain the best talents.
Previous research has shown that workers perceive Human Resource practices differently according to their age (e.g. Kooij, Jansen, Dikkers & De Lange, 2010). Thus, Human Resource Management has to create, and communicate, organizational practices and policies that support and develop people of all ages (Truxillo, Cadiz & Hammer, 2015; Walker, 1999) – an age-diversity climate (Boehm, Kunze & Bruch, 2014).
We propose that if workers perceive they receive a nondiscriminatory age-related treatment, they will likely show an increasing level of emotional attachment to the organization (Kunze, Boehm & Bruch, 2011). Thus, we argued that age-diversity climate positively influences affective commitment.
The sample consists of 375 workers (aged between 19 and 75 years old; mean= 40.3; sd= 12.8) from different industries who completed a questionnaire.
Findings support our hypothesis (F(1, 367) = 152.464; p < .000). We also found that the effect of age-diversity climate on affective commitment is higher for younger workers (< 30 years old) than for middle-aged (31-49 years old) and older workers (> 50 years old).
Longitudinal studies are required to distinguish the age effect from the tenure effect.
Research/Practical implications
Age diversity management practices are an important strategy to enhance workers' affective commitment toward the organization.
This study contributes to age diversity literature. Age-diversity climate is an important predictor of affective commitment, having a different role for different age groups.

PhD candidate in Management

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