Reducing Age Bias and Turnover Intentions by Enhancing Intergenerational Contact Quality in the Workplace: The Role of Opportunities for Generativity and Development
(2015) Work, Aging and Retirement — Vol. 1, n° 3, p. 243-253 (March) (2015)
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- Abstract
- Based on socio-emotional selectivity and self-categorization theories, we developed and tested a model on how the interplay between employee age and opportunities for generativity and development predicts age bias and turnover intentions via intergenerational contact quality in the workplace. We hypothesized indirect effects of opportunities for generativity on outcomes through intergenerational contact quality among older workers only, whereas we expected that the indirect effects of opportunities for development are stronger for young compared to older workers. Data came from 321 employees in Belgium who responded to an online questionnaire. Results showed that age moderated the relationships of opportunities for generativity and development with intergenerational contact quality consistent with the expected patterns. Furthermore, age moderated the indirect effects of opportunities for generativity and development on age bias through intergenerational contact quality, but not on turnover intentions. Implications for future research and practical suggestions for managing intergenerational contact at work are discussed.
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Citations
Henry, H., Zacher, H., & Desmette, D. (2015). Reducing Age Bias and Turnover Intentions by Enhancing Intergenerational Contact Quality in the Workplace: The Role of Opportunities for Generativity and Development. Work, Aging and Retirement, 1(3), 243-253 (March). https://doi.org/10.1093/workar/wav005 (Original work published 2015)