Age discrimination within a P‐E fit paradigm: Maintaining fit with an active work style. Issue 3 (20th March 2017)

• Record Type: Journal Article
• Authors: Bayl‐Smith, Piers; Griffin, Barbara
• Is Part Of: Journal of occupational and organizational psychology. Volume 90:Issue 3(2017:Sep.)
• Page Start: 306
• Page End: 328
• Publication Date: 2017-03-20
• Subjects: active work styles -- age discrimination -- ageism -- older workers -- person‐environment fit -- theory of work adjustment -- work adjustment; Psychology, Industrial -- Periodicals; Psychology, Applied -- Periodicals; Personnel management -- Periodicals; 158.705
• DOI: 10.1111/joop.12173
• Languages: English
• ISSNs: 0963-1798

Abstract

Abstract : In the context of work environment and within‐person change, age discrimination represents a substantial and important challenge for mid‐ to late‐career workers. This present research expands the current literature by examining age discrimination within a P‐E fit paradigm. Utilizing the theory of work adjustment, we examined the effect of perceived age discrimination upon demands–abilities (D‐A) fit and needs–supplies (N‐S) fit in two, two‐wave studies. Consistent with hypotheses, Study 1 ( N = 1345 ) demonstrated that as individuals perceived increasing experiences of age discrimination, both D‐A and N‐S fit decreased over time. Study 2 ( N = 665 ) included active work styles, defined as an individual's general level and pattern of workplace effort and activity, as a possible moderating variable of the relationship between age discrimination and D‐A fit. As expected, the engagement of a highly active work style ameliorated the deleterious effects of age discrimination. Implications for future empirical research and possible workplace applications deriving from these studies are discussed. Practitioner points: Age discrimination has a negative impact upon employees being able to maintain their fit with the work environment. An employee may minimize the impact of age discrimination by maintaining a highly active work style. Organizations need to facilitate a positive age diversity climate by actively challenging negative stereotypes through education and training programmes, and the enforcement of fair and just diversity policies.