ENGAGE ME: THE MATURE-AGE WORKER AND STEREOTYPE THREAT
成果类型：
Article
署名作者：
Kulik, Carol T.; Perera, Sanjeewa; Cregan, Christina
署名单位：
University of South Australia; University of Melbourne
刊物名称：
ACADEMY OF MANAGEMENT JOURNAL
ISSN/ISSBN：
0001-4273
DOI：
10.5465/amj.2015.0564
发表日期：
2016
页码：
2132-2156
关键词：
HUMAN-RESOURCE PRACTICES
PERCEIVED HRM PRACTICES
Older workers
firm performance
job-satisfaction
ORGANIZATIONAL SUPPORT
MANAGERS PERCEPTIONS
COMMON STEREOTYPES
sex-differences
diversity
摘要：
As the workforce ages, and people retire later in life, organizations will need to develop strategies to engage their mature-age workers. We used a stereotype threat framework to investigate the impact of threat-inducing (young manager, young workgroup, manual occupation) and threat-inhibiting (high performance practices, mature-age practices) contextual cues on mature-age worker engagement. A total of 666 mature-age employees in Australia described their work experiences in three surveys administered over a three-year period. Results indicated that mature-age employees who experienced stereotype threat in the workplace reported lower engagement 11-12 months later. All of the contextual cues had an impact on stereotype threat and exerted indirect (mediated by stereotype threat) effects on engagement. However, the effects of manager age were moderated by organizational practices. Diversity conscious mature-age practices moderated the indirect effect of manager age, so mature-age practices were particularly beneficial in counteracting negative cues associated with young managers. But diversity blind high performance practices moderated the direct effect of manager age, so high performance practices were especially helpful in generating engagement among mature age workers with older managers. We recommend that organizations adopt both diversity blind and diversity conscious practices into their diversity management portfolios. The two types of practices are complementary and have additive effects on mature-age worker engagement.