Fostering Positive Views About Older Workers and Reducing Age Discrimination: A Retest of the Workplace Intergenerational Contact and Knowledge Sharing Model

Abstract

Ageism toward older workers is prevalent in the labor market. The present study aimed to understand psychosocial mechanisms that may counteract this form of discrimination and help retain workers in the labor force. Using a sample of 500 Canadian younger and older workers, this study tested a model hypothesizing that intergenerational contacts and knowledge sharing practices can reduce ageist views about older adults and age-based discrimination against one’s own group, and in turn, enhance work engagement and intentions to remain in the workplace. The final model shows that knowledge sharing practices mediate the relationship between intergroup contacts and positive views about older workers as well as age-based discrimination. It also suggests that low levels of age-based discrimination increase work engagement and intentions to remain in the organization for workers of all ages. Practice and policy implications are discussed.

More 50+ Workers Means More 50+ Policy—Until it Doesn’t. The Non-Linear Relation Between Proportion of Older Workers and Implementation of Policies for Older Workers

“…While we were able to study 11 different policies, it is possible that other policies are used by establishments with many older workers. They may focus on policies more directed at increasing participation of older workers, including creating a supportive organizational climate, mentoring opportunities, and knowledge sharing practices between younger and older workers ( Chen & Gardiner, 2019 ; Lagacé et al, 2023 ).…”

Assessing age discrimination in workplaces: psychometric exploration of the Workplace Age Discrimination Scale (WADS-G)

“…Aligned with the in-group-out-group perspective articulated by Marchiondo et al (2016) , the WADS focuses on the meso-level of ageism, delving into interpersonal and intergroup-specific experiences of workplace age discrimination (see Table 1 ). Recent empirical studies have used the scale primarily to better understand age discrimination against older people in the workplace, for example to investigate the consequences of age discrimination and mediating mechanisms ( McConatha et al, 2022 ; Dong et al, 2023 ; Peng et al, 2023 ) and antecedents of age discrimination ( Reeves et al, 2021 ; Lagacé et al, 2023 ; Von Humboldt et al, 2023 ). But also, to develop new scales ( Wilckens et al, 2021 ) or to validate newly developed scales ( Reeves et al, 2021 ).…”