A shield against ageism: Self-affirmation mitigates the negative effects of workplace age discrimination on well-being and performance

IF 6.2 2区 管理学 Q1 BUSINESS
Trevor M. Spoelma, Lisa A. Marchiondo
{"title":"A shield against ageism: Self-affirmation mitigates the negative effects of workplace age discrimination on well-being and performance","authors":"Trevor M. Spoelma,&nbsp;Lisa A. Marchiondo","doi":"10.1002/job.2823","DOIUrl":null,"url":null,"abstract":"<div>\n \n <p>Although an increasingly age-diverse workforce offers many potential advantages for organizations, it also presents unique challenges. Namely, bringing together people of different ages produces an environment ripe for age-based discrimination. In this study, we integrate the transactional model of stress with self-affirmation theory to propose the effectiveness of a brief personal values affirmation for shaping the effect of age discrimination on stress appraisals. In turn, we expect this intervention to weaken the indirect effects of age discrimination on somatic complaints, emotional exhaustion, and task performance. We test our model using four multi-wave field experiments among full-time employees (total <i>N</i> = 629). We find robust support for the utility of the intervention for mitigating the effects of age discrimination on outcomes via threat appraisal. Our findings have implications for managing experiences of ageism in organizations and complement existing techniques to reduce the adverse effects of this pernicious form of mistreatment.</p>\n </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"45 8","pages":"1147-1169"},"PeriodicalIF":6.2000,"publicationDate":"2024-07-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Organizational Behavior","FirstCategoryId":"91","ListUrlMain":"https://onlinelibrary.wiley.com/doi/10.1002/job.2823","RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"BUSINESS","Score":null,"Total":0}
引用次数: 0

Abstract

Although an increasingly age-diverse workforce offers many potential advantages for organizations, it also presents unique challenges. Namely, bringing together people of different ages produces an environment ripe for age-based discrimination. In this study, we integrate the transactional model of stress with self-affirmation theory to propose the effectiveness of a brief personal values affirmation for shaping the effect of age discrimination on stress appraisals. In turn, we expect this intervention to weaken the indirect effects of age discrimination on somatic complaints, emotional exhaustion, and task performance. We test our model using four multi-wave field experiments among full-time employees (total N = 629). We find robust support for the utility of the intervention for mitigating the effects of age discrimination on outcomes via threat appraisal. Our findings have implications for managing experiences of ageism in organizations and complement existing techniques to reduce the adverse effects of this pernicious form of mistreatment.

抵御年龄歧视的盾牌:自我肯定可减轻工作场所年龄歧视对幸福感和工作表现的负面影响
摘要 虽然年龄日益多样化的员工队伍为组织带来了许多潜在的优势,但也带来了独特的挑战。也就是说,将不同年龄的人聚集在一起会产生一种环境,而这种环境很容易产生基于年龄的歧视。在本研究中,我们将压力的交易模型与自我肯定理论相结合,提出了简短的个人价值观肯定对塑造年龄歧视对压力评估的影响的有效性。反过来,我们期望这种干预能削弱年龄歧视对躯体不适、情绪衰竭和任务绩效的间接影响。我们在全职员工(总人数 = 629)中进行了四次多波现场实验,对我们的模型进行了检验。我们发现,通过威胁评估来减轻年龄歧视对工作结果的影响的干预措施是有效的。我们的研究结果对管理组织中的年龄歧视经验具有重要意义,同时也是对现有技术的补充,以减少这种有害的虐待形式所带来的不利影响。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
求助全文
约1分钟内获得全文 求助全文
来源期刊
CiteScore
10.50
自引率
5.90%
发文量
98
期刊介绍: The Journal of Organizational Behavior aims to publish empirical reports and theoretical reviews of research in the field of organizational behavior, wherever in the world that work is conducted. The journal will focus on research and theory in all topics associated with organizational behavior within and across individual, group and organizational levels of analysis, including: -At the individual level: personality, perception, beliefs, attitudes, values, motivation, career behavior, stress, emotions, judgment, and commitment. -At the group level: size, composition, structure, leadership, power, group affect, and politics. -At the organizational level: structure, change, goal-setting, creativity, and human resource management policies and practices. -Across levels: decision-making, performance, job satisfaction, turnover and absenteeism, diversity, careers and career development, equal opportunities, work-life balance, identification, organizational culture and climate, inter-organizational processes, and multi-national and cross-national issues. -Research methodologies in studies of organizational behavior.
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
确定
请完成安全验证×
copy
已复制链接
快去分享给好友吧!
我知道了
右上角分享
点击右上角分享
0
联系我们:info@booksci.cn Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。 Copyright © 2023 布克学术 All rights reserved.
京ICP备2023020795号-1
ghs 京公网安备 11010802042870号
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术官方微信