How bias thwarts successful aging at work

Corrington, Abby; Ng, Linnea; Phetmisy, Cassandra N.; Watson, Ivy; Wu, Felix Y.; Hebl, Mikki

doi:10.1017/iop.2020.63

Cited by 1 publication

(2 citation statements)

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“…On the other hand, age discrimination by supervisors and colleagues might signal to employees that they will have fewer opportunities to continue working within this organization, in line with signaling theory [39]. Corrington, Ng, Phetmisy, Watson, Wu, and Hebl [16] identified several additional pathways through which age discrimination can harm employee outcomes, such as employability. First, age discrimination can create a cognitive strain that inhibits employees' emotion regulation abilities [17] and learning abilities [7].…”

Section: Age Discrimination and Internal Employabilitymentioning

confidence: 80%

“…Even though the term ageism may include discrimination due to age against all age groups in the workplace, the most common use of the term is as a label for age discrimination against the elderly [15]. Earlier research has pointed out the negative effects of age discrimination on-the-job performance of older workers and called for more longitudinal research on the relations between age discrimination and the perceived employability of aging workers [16,17].…”

Section: Introductionmentioning

confidence: 99%

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Age Discrimination and Employability in Healthcare Work: A Double-Edged Sword for Older Workers?

2022

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Due to the aging workforce, older workers, especially in the healthcare industry, must remain employable. However, older healthcare workers may face age discrimination that can limit their employability chances. In this study, we examined (a) the causal direction of the relationship between age discrimination and internal employability and (b) differences between age groups (young (≤30), middle-aged (31–44), and older (≥45) healthcare workers) in this relationship. Based on the Selection Optimization Compensation theory, we postulated that (i,ii) internal employability and age discrimination are inversely negatively related to one another over time and that (ii–iv) this relationship would be strongest for older employees compared to other age groups. We conducted a two-wave complete panel study among 1478 healthcare professionals to test these hypotheses. The results of our multi-group structural equation modeling analyses suggested that internal employability is a significant negative predictor of age discrimination. Moreover, results suggested that internal employability and age discrimination have a reciprocal relationship among older workers but are unrelated for younger and middle-aged workers. Theoretical and practical implications of our results are discussed.

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