Age diversity management and organisational outcomes: The role of diversity perspectives

Ali, Muhammad; French, Erica

doi:10.1111/1748-8583.12225

Cited by 36 publications

(31 citation statements)

References 130 publications

(195 reference statements)

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“…Firm-level outcomes of age-related HRM typically include performance-related constructs such as firm performance (e.g., Bieling et al, 2015;Kunze et al, 2013), employee productivity (e.g., Göbel & Zwick, 2013), return on assets (e.g., Ali & French, 2019), turnover (intention) (e.g., Boehm et al, 2014;Stirpe et al, 2018) and firm-level sickness absence (e.g., Ybema et al, 2020). In addition, various studies investigated knowledge-oriented constructs such as workers' expertise (Calzavara et al, 2019) or dyadic and team knowledge sharing (e.g., Burmeister et al, 2018;Sammarra et al, 2017) as well as aspects of an age-friendly workplace (e.g., Eppler Hattab et al, 2020).…”

Section: Meso-level Antecedents and Outcomes Of Age-related Hrm Practicesmentioning

confidence: 99%

Age-Related Human Resource Management Policies and Practices: Antecedents, Outcomes, and Conceptualizations

Boehm

Schröder

Bal

2021

Work, Aging and Retirement

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Due to the demographic change in age, societies, firms, and individuals struggle with the need to postpone retirement while keeping up motivation, performance, and health throughout employees’ working life. Organizations, and specifically the Human Resource Management (HRM) practices they design and implement, take a central role in this process. Being influenced by macro-level trends such as new legislation, organizational HRM practices affect outcomes such as productivity and employability both at the firm and individual level of analysis. This editorial introduces the Special Issue on “Age-related Human Resource Management Policies and Practices” by conducting an interdisciplinary literature review. We offer an organizing framework that spans the macro-, meso-, and individual level and discusses major antecedents, boundary conditions, and outcomes of age-related HRM practices. Further, we propose a typology of HRM practices and discuss the role of individual HRM dimensions versus bundles of HRM practices in dealing with an aging and more age-diverse workforce. Building on these considerations, we introduce the eight articles included in this special issue. Finally, taking stock of our review and the new studies presented here, we deduct some recommendations for future research in the field of age-related HRM.

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Section: Meso-level Antecedents and Outcomes Of Age-related Hrm Practicesmentioning

confidence: 99%

Age-Related Human Resource Management Policies and Practices: Antecedents, Outcomes, and Conceptualizations

Boehm

Schröder

Bal

2021

Work, Aging and Retirement

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“…Social exchange theory has its origin in social psychology and is quite broad in its processes and outcomes (Homans, 1958). The arguments presented in this study for an exchange of effective diversity training for commitment, job satisfaction and turnover intention can encourage the use of exchange lens in other specific functional areas of HRM (Ali and French, 2019). Moreover, the empirical evidence for the enhancement of job satisfaction and weakening of turnover intentions may help theorists to identify specific relevant employee outcomes in various exchange relationships in work settings (de Juana-Espinosa and Rakowska, 2018).…”

Section: Theoretical and Research Contributionsmentioning

confidence: 83%

Training effectiveness and employee outcomes: a study of an Australian manufacturing organization

Saira

Mansoor

Ishaque

et al. 2020

EJTD

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Purpose This study aims to investigate whether the impact of effectiveness of diversity training on affective commitment is different for men versus women and whether affective commitment mediates the relationship between effectiveness of diversity training and employee outcomes of turnover intention and job satisfaction. Design/methodology/approach The data were collected from 134 employees working in an Australian manufacturing organization by using an employee survey. Structural equation modeling was used to analyze the data using AMOS. Findings The results of this study support the proposed hypotheses, demonstrating a significant, indirect effect of effective diversity training on job satisfaction and turnover intention via affective commitment. Moreover, gender moderates the relationship between effective diversity training and affective commitment. Practical implications The findings suggest that organizations can enhance affective commitment and job satisfaction and reduce turnover intention by providing effective diversity training to employees. Gender of employees should also be considered when evaluating the effectiveness of training. Originality/value This study provides pioneering evidence of the following relationships: diversity training effectiveness and turnover intention via affective commitment; diversity training effectiveness and job satisfaction via affective commitment; and diversity training effectiveness and affective commitment for men versus women.

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“…Diversity in the workplace calls for the need to work for inclusion rather than marginalisation (Kamenou, 2008; Ali and French, 2019). Women of African origin, as other migrants, face cross-cultural adjustment problems (Hajro et al , 2019) and their acculturation may depend on time spent in the UK.…”

Section: Practical Importance and Implications Of Researchmentioning

confidence: 99%

“…Previous research across various social groups include studies on the aging workforce, age diversity, working middle class, men and women in midlife, foreign women, African American women, ethnic minority women, black migrant women entrepreneurs and managers without children (Connell, 2005; Kamenou, 2008; Forson, 2013; Warren, 2015; Atkinson and Sandiford, 2016; Kemp and Rickett, 2018; Wilkinson et al , 2018; Ali and French, 2019). Kamenou (2008) argues for a broader, more diverse approach to how different social groups and individuals react to work–life conflicts.…”

Section: Introductionmentioning

confidence: 99%

“…In addition, diversity is significant to how individuals conceptualise worklife balance, which incorporates work-family balance. To support similar discussions, (Haddon et al, 2009;Ali and French, 2019), we identify and examine factors such as cultural sensitivities, personality types, financial commitments and government policies; and how these influence the conceptual views of work-family balance, job satisfaction and the career progressions of women of African origin in the UK.…”

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confidence: 97%

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Contextualising work–life balance: a case of women of African origin in the UK

Akobo

Stewart

2020

ICT

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Purpose The existing gender gap in the workplace, that affects job satisfaction and career advancement of women, creates a need to understand further the causes and effects of the gender gap phenomenon. Although, there are many challenges that affect women’s job satisfaction and advancement in the workplace, this paper aims to investigate work–life balance using multiple theoretical lenses. Design/methodology/approach In total, 15 semi-structured interviews were conducted with women from Nigeria and Ghana residing in the UK, they were selected using a purposive sampling method. Findings The findings show four main factors that explain the choices these women make in relation to work–family. These are cultural sensitivities, current phase in family and work–life, personality types and other influences such as policies and financial commitment. Results also show how these women make these work–family choices using networks and services. Practical implications The paper postulates the need for organisation’s to pay attention to the acculturation and enculturation of these women, which would indicate observing their cultural behaviour’s, values, knowledge and identities to understand how they integrate, assimilate and to also prevent separation and marginalisation. In addition, the use of (internal and external) networks as support systems for these women can create the opportunity for informal learning. Finally, organisation’s should create structure that support workplace learning and should include activities such as decision-making, communication, career advancement planning and flexible work patterns. Originality/value This study contributes to theory using multiple theories (work-family, gender inequality and Theories X and Y in explaining the work–family construct of women of African origin in the UK.

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Age diversity management and organisational outcomes: The role of diversity perspectives

Cited by 36 publications

References 130 publications

Age-Related Human Resource Management Policies and Practices: Antecedents, Outcomes, and Conceptualizations

Age-Related Human Resource Management Policies and Practices: Antecedents, Outcomes, and Conceptualizations

Training effectiveness and employee outcomes: a study of an Australian manufacturing organization

Contextualising work–life balance: a case of women of African origin in the UK

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