Work and Aging: A Review from the Employer’s Perspective

Herrera, M. Soledad

doi:10.1007/978-3-030-03916-5_15

Cited by 1 publication

(1 citation statement)

References 44 publications

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“…More so, the final model of that same study did not focus on outcomes that are critical in the face of current labor shortages in Canada, namely, work engagement and intentions to remain. Canadian employers and managers are facing major barriers relating to work engagement and retention of workers, particularly of older workers [38][39][40].…”

Section: Intergroup Contact Theorymentioning

confidence: 99%

Testing the Shielding Effect of Intergenerational Contact against Ageism in the Workplace: A Canadian Study

Lagacé

Donizzetti

Beeck

et al. 2022

IJERPH

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Negative outcomes of ageism in the context of the Canadian labor market are well documented. Older workers remain the target of age-based stereotypes and attitudes on the part of employers. This study aims at assessing (1) the extent to which quality and quantity intergroup contacts between younger and older workers as well as knowledge-sharing practices reduce ageist attitudes, in turn (2) how a decrease in ageist attitudes increase the level of workers’ engagement and intentions to remain in the organization. Data were collected from 603 Canadian workers (aged 18 to 68 years old) from private and public organizations using an online survey measuring concepts under study. Results of a path analysis suggest that intergroup contacts and knowledge-sharing practices are associated with positive attitudes about older workers. More so, positive attitudes about older workers generate higher levels of work engagement, which in turn are associated with stronger intentions to remain with the organization. However, positive attitudes about older workers had no effect on intentions to remain in the workplace. Results are discussed in light of the intergroup contact theory.

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Section: Intergroup Contact Theorymentioning

confidence: 99%