Let’s Work Together: Assessing the Impact of Intergenerational Dynamics on Young Workers’ Ageism Awareness and Job Satisfaction

Abstract

Previous studies suggest that intergroup contact has a positive effect on older workers’ perception of ageism and satisfaction. This study aims at assessing such relationships amongst Canadian younger workers. Precisely, in light of the intergroup contact theory (ICT), it was first hypothesized that a positive perception of intergenerational workplace climate (IWC) and knowledge sharing practices (KSP) increase younger workers’ awareness of ageist behaviors targeting older peers. Second, it was hypothesized that such awareness has a positive effect on young workers’ level of satisfaction. Relying on a cross-sectional design composed of 612 participants, path analysis was conducted. Findings suggest that whereas KSP increases younger workers’ awareness of ageist behaviors towards older workers, this is not the case for IWC. On the other hand, both IWC and KSP have a direct and positive impact on younger workers’ level of satisfaction. Theoretical and practical implications of findings are discussed.

Ageism, Job Engagement, Negative Stereotypes, Intergenerational Climate, and Life Satisfaction among Middle-Aged and Older Employees in a University Setting

“…When factor-based correlations for the three factors were correlated with life satisfaction, ageism was the only variable that correlated significantly. The result that climate and job engagement were not predictive of life satisfaction was contrary to our expectation based on earlier studies [21,31,[34][35][36]. Furthermore, when life satisfaction was regressed on demographic variables, R 2 was not significant, but when the three factors were added in the second step, the change in R 2 reached marginal significance.…”

“…Considering the results of the correlational analysis, as expected given prior studies [20,21], individuals who reported more age-related discrimination and age-related meta-stereotypes expressed lower life satisfaction. Moreover, respondents who were more emotionally engaged with their jobs were more likely to express greater life satisfaction.…”

“…King and Bryant [31] found a correlation (r = 0.58) between intergenerational climate at work and job satisfaction in their Study 2. A recent Canadian study by Firzly et al [21] found, contrary to their expectations, that perceiving that the workplace intergenerational climate was positive was associated with decreased awareness of ageist practices; they explained this unexpected finding by suggesting that if things are going well for them, then it is also good for the older workers. However, consistent with their expectations, the intergenerational climate was associated with increased job satisfaction, and sharing and donating knowledge behaviors.…”

“…Firzly et al [21] observed that workplaces free of age-based stereotypes are associated with higher levels of worker satisfaction and decreased intention to retire. The perception that coworkers and colleagues hold negative attitudes about older workers may have important consequences for both younger and older workers and the organization.…”

Intertwined -isms: an exploration of relationships between ageism and sexism in workplace and non-work contexts

“…Since the WICS was introduced in 2017, a total of 27 journal articles citing this scale have been published ( Web of Science, January 6, 2023). About two thirds of these (19 out of 27) were published in management or gerontology journals; and many of them focused on understanding factors and consequences associated with age-diversity climate such as feelings of satisfaction at work or work engagement (e.g., Lagacé et al, 2019 ; Firzly et al, 2021 ; McConatha et al, 2022 ).…”