Facilitating age diversity in organizations – Part II: Managing perceptions and interactions
Research output: Journal contributions › Journal articles › Research › peer-review
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In: Journal of Managerial Psychology, Vol. 28, No. 7-8, 29.11.2013, p. 857-866.
Research output: Journal contributions › Journal articles › Research › peer-review
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TY - JOUR
T1 - Facilitating age diversity in organizations – Part II
T2 - Managing perceptions and interactions
AU - Hertel, Guido
AU - van der Heijden, Beatrice
AU - de Lange, Annet H.
AU - Deller, Jürgen
PY - 2013/11/29
Y1 - 2013/11/29
N2 - Purpose – Due to demographic changes in most industrialized countries, the average age of working people is continuously increasing, and the workforce is becoming more age-diverse. This review, together with the earlier JMP Special Issue “Facilitating age diversity in organizations – part I: challenging popular misbeliefs”, aims to summarize new empirical research on age diversity inorganizations, and on potential ways to support beneficial effects of age diversity in teams and organizations. The second part of the Special Issue focusses on managing mutual perceptions and interactions between different age groups.Design/methodology/approach – A literature review is provided summarizing and discussing relevant empirical research on managing mutual perceptions and interactions between different age groups at work.Findings – The summarized research revealed a number of challenges to benefit from age diversity in organizations, such as in-group favoritism, age norms about appropriate behavior of older workers, intentional and unintentional age discrimination, differences in communication styles, and differencein attitudes towards age diversity. At the same time, managerial strategies to address these challenges are developed.Originality/value – Together with the first part of this Special Issue, this is one of the first reviews on ways to address the increasing age diversity in work organizations based on sound empirical research.
AB - Purpose – Due to demographic changes in most industrialized countries, the average age of working people is continuously increasing, and the workforce is becoming more age-diverse. This review, together with the earlier JMP Special Issue “Facilitating age diversity in organizations – part I: challenging popular misbeliefs”, aims to summarize new empirical research on age diversity inorganizations, and on potential ways to support beneficial effects of age diversity in teams and organizations. The second part of the Special Issue focusses on managing mutual perceptions and interactions between different age groups.Design/methodology/approach – A literature review is provided summarizing and discussing relevant empirical research on managing mutual perceptions and interactions between different age groups at work.Findings – The summarized research revealed a number of challenges to benefit from age diversity in organizations, such as in-group favoritism, age norms about appropriate behavior of older workers, intentional and unintentional age discrimination, differences in communication styles, and differencein attitudes towards age diversity. At the same time, managerial strategies to address these challenges are developed.Originality/value – Together with the first part of this Special Issue, this is one of the first reviews on ways to address the increasing age diversity in work organizations based on sound empirical research.
KW - Management studies
KW - Age
KW - Age diversity
KW - Aging workforce
KW - Demographic change
KW - Stereotypes
KW - Business psychology
UR - http://www.scopus.com/inward/record.url?scp=84888994408&partnerID=8YFLogxK
U2 - 10.1108/JMP-07-2013-0234
DO - 10.1108/JMP-07-2013-0234
M3 - Journal articles
VL - 28
SP - 857
EP - 866
JO - Journal of Managerial Psychology
JF - Journal of Managerial Psychology
SN - 0268-3946
IS - 7-8
ER -