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Age Diversity Climate Affecting Individual-Level Work-Related Outcomes

Author

Listed:
  • Lara Bellotti

    (Department of Psychology, University of Bologna, 47023 Cesena, Italy
    The authors share first co-authorship.)

  • Sara Zaniboni

    (Department of Psychology, University of Bologna, 47023 Cesena, Italy
    Department of Management, Technology and Economics, ETH Zürich, 8092 Zürich, Switzerland
    The authors share first co-authorship.)

  • Cristian Balducci

    (Department of Psychology, University of Bologna, 47023 Cesena, Italy)

  • Luca Menghini

    (Department of Psychology, University of Bologna, 47023 Cesena, Italy)

  • David M. Cadiz

    (The School of Business, Portland State University, Portland, OR 97201, USA)

  • Stefano Toderi

    (Department of Psychology, University of Bologna, 47023 Cesena, Italy)

Abstract

The present study answers the call for more studies to investigate the age diversity climate’s effect on individual-level outcomes. Building on the social identity approach and social exchange theory, we surveyed 110 Italian employees aged between 18 and 61 years old ( M = 46.10, SD = 10.02) and investigated the role of age diversity climate in predicting intentions to quit (H1), job-related wellbeing (H2), and work engagement (H3). Our findings confirmed the hypotheses (H1 and H2), showing the added effect of age diversity climate over and above age, job tenure, role clarity, job demands, job control, perceived support, and perceived job and organizational fit. In fact, age diversity climate accounted for a significant increase in the variance explained for two of the three hypothesized models (i.e., intentions to quit and job-related wellbeing, but not work engagement). To conclude, this study contributes to the existing literature by showing the age diversity climate’s predictive value for turnover intentions and job-related wellbeing, and corroborating the importance of supporting age diversity through a variety of Human Resources Management strategies.

Suggested Citation

  • Lara Bellotti & Sara Zaniboni & Cristian Balducci & Luca Menghini & David M. Cadiz & Stefano Toderi, 2022. "Age Diversity Climate Affecting Individual-Level Work-Related Outcomes," IJERPH, MDPI, vol. 19(5), pages 1-11, March.
    • Handle: RePEc:gam:jijerp:v:19:y:2022:i:5:p:3041-:d:764627
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    References listed on IDEAS

    as
    1. Daniel Dorta-Afonso & Manuel González-de-la-Rosa & Francisco J. García-Rodríguez & Laura Romero-Domínguez, 2021. "Effects of High-Performance Work Systems (HPWS) on Hospitality Employees’ Outcomes through Their Organizational Commitment, Motivation, and Job Satisfaction," Sustainability, MDPI, vol. 13(6), pages 1-18, March.
    2. Janine Silva Alves Bello & Andrea Valéria Steil, 2020. "Intent to Leave Versus Intent to Stay in Technology Organizations," International Journal of Human Capital and Information Technology Professionals (IJHCITP), IGI Global, vol. 11(2), pages 79-90, April.
    3. Inga Jona Jonsdottir & Kari Kristinsson, 2020. "Supervisors’ Active-Empathetic Listening as an Important Antecedent of Work Engagement," IJERPH, MDPI, vol. 17(21), pages 1-11, October.
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    Cited by:

    1. Ben Farr-Wharton & Tim Bentley & Leigh-ann Onnis & Carlo Caponecchia & Abilio De Almeida Neto & Sharron O’Neill & Catherine Andrew, 2023. "Older Worker-Orientated Human Resource Practices, Wellbeing and Leave Intentions: A Conservation of Resources Approach for Ageing Workforces," IJERPH, MDPI, vol. 20(3), pages 1-13, February.

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