Organizational Performance Consequences of Age Diversity : Inspecting the Role of Diversity-Friendly HR Policies and Top Managers' Negative Age Stereotypes

Kunze, Florian; Boehm, Stephan; Bruch, Heike

Organizational Performance Consequences of Age Diversity : Inspecting the Role of Diversity-Friendly HR Policies and Top Managers' Negative Age Stereotypes

Dateien

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Datum

2013

Autor:innen

Kunze, Florian

Boehm, Stephan

Bruch, Heike

Open Access-Veröffentlichung

Open Access Green

Sammlungen

Politik- und Verwaltungswissenschaft
Exzellenzcluster "Die politische Dimension von Ungleichheit"

Publikationstyp

Zeitschriftenartikel

Publikationsstatus

Published

Erschienen in

Journal of Management Studies. 2013, 50(3), pp. 413-442. ISSN 0022-2380. eISSN 1467-6486. Available under: doi: 10.1111/joms.12016

Zusammenfassung

This paper seeks to advance the diversity literature by investigating organizational performance consequences of age diversity. Drawing from social-identity and social-categorization theory, we theoretically argue that, in age-diverse companies, age-based subgrouping processes occur, favouring a shared perception of a negative age-discrimination climate. This perceived negative age-discrimination climate in turn negatively relates to organizational performance. As the main contribution, top managers' negative age-related stereotypes and diversity-friendly HR policies are introduced as organizational-level moderators that increase and attenuate, respectively, the social categorization processes affecting performance in age-diverse companies. We utilized structural equation modelling (SEM) to test the proposed hypotheses using a multisource dataset comprising 147 companies. The results supported all hypotheses, indicating that low negative top managers' age stereotypes as well as high diversity-friendly HR policies are potential organizational factors that can prevent the negative relation of age diversity with organizational performance transmitted through the negative age-discrimination climate. These results are discussed in light of their contribution to the diversity literature and social-categorization theory as well as their implication for practitioners.

Fachgebiet (DDC)

320 Politik

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ISO 690

KUNZE, Florian, Stephan BOEHM, Heike BRUCH, 2013. Organizational Performance Consequences of Age Diversity : Inspecting the Role of Diversity-Friendly HR Policies and Top Managers' Negative Age Stereotypes. In: Journal of Management Studies. 2013, 50(3), pp. 413-442. ISSN 0022-2380. eISSN 1467-6486. Available under: doi: 10.1111/joms.12016

BibTex

@article{Kunze2013Organ-28513,
  year={2013},
  doi={10.1111/joms.12016},
  title={Organizational Performance Consequences of Age Diversity : Inspecting the Role of Diversity-Friendly HR Policies and Top Managers' Negative Age Stereotypes},
  number={3},
  volume={50},
  issn={0022-2380},
  journal={Journal of Management Studies},
  pages={413--442},
  author={Kunze, Florian and Boehm, Stephan and Bruch, Heike}
}

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