Ageing in organizations

Tonelli, Maria José; Pereira, José Luiz de Andrade Rezende; Cepellos, Vanessa Martines; Lins, João

doi:10.1108/rausp-08-2018-0062

Cited by 19 publications

(13 citation statements)

References 39 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…These perceptions align with Dowd’s (1975) exchange theory of aging, as the elderly are perceived to have fewer resources to offer in an exchange. Contrarily, warmth stereotypes generally situate OWs more favorably, presenting this group as being loyal, ethical and interpersonally skilled (Tonelli et al , 2020; Tresh et al , 2019; Warr and Pennington, 1993). Despite these stereotypes, the experiences and perceptions expressed in our interviews suggest that both YWs and OWs display (and fail to display) warmth (i.e.…”

Section: Discussionmentioning

confidence: 99%

“…Leaders may also benefit from redesigning their reward structures to recognize the value of embodying both competence and humility. Organizations tend to prioritize more easily recognized competence over humility (Perry et al , 2017; Tresh et al , 2019) to the detriment of OWs, whose meaningful contributions to the organization typically may come from conveying their expertise with humility (Abrams et al , 2016; Cuddy et al , 2013; Tonelli et al , 2020). Importantly, the findings of our study suggest that both characteristics, but especially humility, are vital to KT success.…”

Section: Discussionmentioning

confidence: 99%

“… Characteristics listed above are drawn from Ng and Parry (2016), Scheuer and Loughlin (2021), Tonelli et al (2020), US Department of Education (2016) and Walter and Scheibe (2013)…”

Section: Figurementioning

confidence: 99%

See 2 more Smart Citations

Is competence without humility wasted in building the trust necessary for knowledge transfer in younger/older worker dyads?

Scheuer,

Loughlin,

Ford

et al. 2023

JKM

View full text Add to dashboard Cite

Purpose Successful knowledge transfer (KT) between younger and older workers (YW and OW, respectively) is critical for organizational success, especially in light of the recent surge in employment volatility among the youngest and oldest segments of the workforce. Yet, practitioners and scholars alike continue to struggle with knowing how best to facilitate these exchanges. The qualitative study offers insight into this phenomenon by exploring how KT unfolds in YW/OW dyads. Design/methodology/approach The authors performed a reflexive thematic analysis of semistructured interviews with two samples of blue- and white-collar younger/older workers from the USA (N = 40), whereby the authors interpreted the “lived experiences” of these workers when engaged in interdependent tasks. Findings The analysis, informed by social exchange theory and exchange theories of aging, led to the development of the knowledge transfer process model in younger/older worker dyads (KT-YOD). The model illustrates that, through different combinations of competence and humility, KT success is experienced either directly (by workers weighing the perceived benefits versus costs of KT) and/or indirectly (through different bases of trust/distrust perceived within their dyads). Further, humility in dyads appears to be necessary for KT success, while competence was insufficient for realizing KT success, independently. Originality/value In exposing new inner workings of the KT process in YW/OW dyads, the study introduces the importance of humility and brings scholars and organizations a step closer toward realizing the benefits of age diversity in their workplaces.

show abstract

Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

See 1 more Smart Citation

Is competence without humility wasted in building the trust necessary for knowledge transfer in younger/older worker dyads?

Scheuer,

Loughlin,

Ford

et al. 2023

JKM

View full text Add to dashboard Cite

show abstract

“…And the size of the mediating effect depends on the level of job flexibility perception. In the context of higher FWAP, older employees can arrange their working hours and workplaces more freely, 37,38 which largely alleviates the negative impact of FWC on OFTP, and contributes to the realization of SAW, thus promoting the realization of SAW of older employees. In the context of low FWAP, older employees are unable to flexibly arrange working hours https://doi.org/10.2147/PRBM.S428498…”

Section: Moderating Role Of Fwapmentioning

confidence: 99%

Family-Work Conflict and Successful Aging at Work of Employees in Manufacturing Enterprises in North China

Ma,

Zhao

2023

PRBM

View full text Add to dashboard Cite

Successful aging at work is a new idea for enterprises to develop and utilize older employees under the background of population aging. However, there is a lack of research on the effect of family-work conflict on successful aging at work. This study explored how family-work conflict affective successful aging at work through the mediating roles of occupational future time perspective and the moderating role of flexible work arrangements perception. Methods:In study 1 (scenario-based experiment, N=107) recruited full-time employees working through the Credamo platform as experimental subjects, tested the causal relationship between family-work conflict and successful aging at work. In study 2 (questionnaire survey, N=349), questionnaires were distributed to large manufacturing enterprises in North China, and a two-wave timelagged survey design was used to test the full model. Results:The results show that family-work conflict has a negative impact on successful aging at work; occupational future time perspective plays a mediating role in the relationship between family-work conflict and successful aging at work; flexible work arrangements perception moderated the mediating path via occupational future time perspective, and the indirect effect of occupational future time perspective decreased when flexible work arrangements perception increased. Discussion: This study enriches the research on the relationship between family-work conflict and successful aging at work in theory, and has important guiding significance for enterprises to build an inclusive and aging human resource management system in practice.

show abstract

“…The performance of individual companies depends on various factors. These comprise, e.g., (Mathis et al 2016;Tonelli et al 2020):…”

Section: Introductionmentioning

confidence: 99%

Draft Methodology of the Age Management Implementation in Human Resource Management in a Transport Company

Hlatká

Stopka

Bartuška

et al. 2021

JRFM

View full text Add to dashboard Cite

At present, companies should definitely be able to adapt to their environment. It entails being able to successfully predict and eliminate flaws and undesirable steps which may result in negative consequences. It can only be executed by careful consideration of three basic enterprise’s components which comprise the following: material resources, financial resources and human resources. An effective corporate coordination and human resource management is a cornerstone of the enterprise’s success while these components are of the same importance to this success. To this end, the aim of this manuscript is to design innovative recruitment procedures when using age management approach for a specific transport company; in particular, its human resource management is taken into consideration. In the initial parts of the manuscript, an analysis of quantitative and qualitative data is performed, wherein introduction into the addressed subject, relevant literature review, as well as description of utilized data and methods within the conducted research are elaborated. Consequently, in a case study section, the Work Ability Index (WAI) method is used to focus on the chosen group of employees in order to profoundly investigate their work abilities. The very examination of employees’ life cycle encompasses multiple age categories and measures a decrease in their work ability level. As for the ensuing (final) parts of the manuscript, a thorough evaluation of results obtained, appropriate discussion and, last but not least, conclusion section are compiled, in which the most imperative findings of the performed investigation are comprehensively summarized. Following the above, the purpose of this study is to compile a novel methodological procedure in terms of using the principles of age management in human resource management; specifically, in an opted transport company, and thus helping towards more effective and sustainable corporate recruitment strategy.

show abstract

Ageing in organizations

Cited by 19 publications

References 39 publications

Is competence without humility wasted in building the trust necessary for knowledge transfer in younger/older worker dyads?

Is competence without humility wasted in building the trust necessary for knowledge transfer in younger/older worker dyads?

Family-Work Conflict and Successful Aging at Work of Employees in Manufacturing Enterprises in North China

Draft Methodology of the Age Management Implementation in Human Resource Management in a Transport Company

Contact Info

Product

Resources

About