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

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  • Martine Lagacé

    (Department of Communication, Faculty of Arts, University of Ottawa, Ottawa, ON K1N 6N5, Canada
    School of Psychology, Faculty of Social Sciences, University of Ottawa, Ottawa, ON K1N 6N5, Canada
    LIFE Research Institute, University of Ottawa, Ottawa, ON K1N 6N5, Canada)

  • Anna Rosa Donizzetti

    (Department of Humanities, University of Naples Federico II, 80138 Naples, Italy)

  • Lise Van de Beeck

    (School of Psychology, Faculty of Social Sciences, University of Ottawa, Ottawa, ON K1N 6N5, Canada)

  • Caroline D. Bergeron

    (LIFE Research Institute, University of Ottawa, Ottawa, ON K1N 6N5, Canada
    Center for Population Health and Aging, Texas A&M University, College Station, TX 77843, USA)

  • Philippe Rodrigues-Rouleau

    (Department of Communication, Faculty of Arts, University of Ottawa, Ottawa, ON K1N 6N5, Canada)

  • Audrey St-Amour

    (School of Psychology, Faculty of Social Sciences, University of Ottawa, Ottawa, ON K1N 6N5, Canada)

Abstract

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.

Suggested Citation

  • Martine Lagacé & Anna Rosa Donizzetti & Lise Van de Beeck & Caroline D. Bergeron & Philippe Rodrigues-Rouleau & Audrey St-Amour, 2022. "Testing the Shielding Effect of Intergenerational Contact against Ageism in the Workplace: A Canadian Study," IJERPH, MDPI, vol. 19(8), pages 1-14, April.
    • Handle: RePEc:gam:jijerp:v:19:y:2022:i:8:p:4866-:d:795621
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    References listed on IDEAS

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    1. David Neumark & Ian Burn & Patrick Button, 2019. "Is It Harder for Older Workers to Find Jobs? New and Improved Evidence from a Field Experiment," Journal of Political Economy, University of Chicago Press, vol. 127(2), pages 922-970.
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    4. Sylvie St-Onge & Marie-Ève Beauchamp Legault, 2022. "What Can Motivate Me to Keep Working? Analysis of Older Finance Professionals’ Discourse Using Self-Determination Theory," Sustainability, MDPI, vol. 14(1), pages 1-16, January.
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    1. Emilio Paolo Visintin & Alessandra Tasso, 2022. "Are You Willing to Protect the Health of Older People? Intergenerational Contact and Ageism as Predictors of Attitudes toward the COVID-19 Vaccination Passport," IJERPH, MDPI, vol. 19(17), pages 1-13, September.

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