Age‐based stereotype threat and negative outcomes in the workplace: Exploring the role of identity integration

Abstract

Previous studies have shown that the presence of age‐based stereotypes in the workplace is often associated with lower levels of work engagement and adjustment among older employees. This study examines possible mediators and moderators of this relationship using data from a sample of 2,348 older (age > 50) employees at the Italian national rail company. We test a model in which the effects of age‐based stereotype threat on organizational involvement, future time perspective, and psychological well‐being are mediated by work–age identity integration (how much individuals see their age and organizational identities as compatible and blended). Secondly, we explored whether these effects are moderated by gender and job status. Results indicate that age‐based stereotypes are associated with negative outcomes for employees’ work and personal adjustment, and that these relationships are partially mediated by variations in work–age identity integration.

The right place for me: A moderated mediation model to explain the involvement of employees aged over 50 years

“…Previous studies have shown that age‐based stereotype threats can deter older workers from staying in the workforce or hinder their motivation to work (Brooke & Taylor, 2005; Edward & Paccei, 2010; Manzi et al., 2019). In line with this literature, results also show that age‐based discrimination negatively affects these relationships: Perceived discrimination based on age reduces POS's ability to foster involvement both directly and indirectly through organizational identification.…”

“…Age discrimination has different effects on the worker; for example, it limits the possibilities of accessing the job market, training courses, and career advancement (Cuomo & Mapelli, 2014; Lazazzara & Bombelli, 2011). A small number of studies have demonstrated that age discrimination is able to reduce work commitment, involvement, and job satisfaction (e.g., Bal & Kooji, 2011; Bayl‐Smith & Griffin, 2014; Manzi et al., 2019). Discrimination has effects not only on the person's working life but also on their psychosocial adjustment and health (Casad & Bryant, 2016; von Hippel et al., 2013).…”

“…Scholars from different fields of research have underlined the importance of exploring gender differences when studying aging (e.g., Bennet & Zaidi, 2016; Murphy & Cross, 2017). Moreover, studies have also shown the importance of analyzing differences related to job status when studying aging at workplaces (Manzi et al., 2019; von Hippel et al., 2013).…”

“…An exception is Manzi et al. (2019) who conducted a study on the Italian national rail company. The authors have shown that age discrimination has a strong impact on organizational involvement of older workers.…”

Life-Span Lessons: The Importance of Age-Related Knowledge for Aging Into Any Career

“…The consequences of encountering ageism in the workplace are widespread with implications for overall and professional well-being (Manzi et al, 2019). Feelings of inadequacy, powerlessness, and social isolation may result from reduced opportunities for training, appraisals, promotion and wage increases, and inclusion (Furunes & Mykletun, 2010).…”