Could an older worker be regarded as a younger worker? Age stereotypes and age-group relationships in the workplace

Could an older worker be regarded as a younger worker? Age stereotypes and age-group relationships in the workplace Purpose Despite the promotion of age-friendly workplace policies by UE governments research over many years has shown that age stereotypes continues to be widespread in the workplaces. The current research examined the role of age stereotypes and age-group relationships (permeability of boundaries between older and younger groups) in attitudes towards work (work disengagement) of younger and older workers. Design/Methodology A survey was conducted among 323 employees of a service company (53% under35 and 47% over 50). The sample was extract considering as screening criteria the role (blue-collars, white-collars, managers). Results Findings indicated that only for over 50 employees age stereotypes affect the perception of permeability of boundaries between older and younger groups. In addition, the perception of permeability of boundaries moderates the relationship between age and work disengagement. Limitations The cross-sectional design of the study limits the strength of the considerations about the causal relationships among the variables. Research/Practical Implications Findings encourage HRM policies that avoid the circulation of age stereotypes in the workplace and promote the permeability of boundaries between older and younger groups in order to motivate older workers to continue to work. Originality/Value Few studies that investigated age-related processes in the workplace included younger worker in the sample, while it is important to understand how organizations could foster positive intergroup relationships in order to increase the positive attitudes toward work among younger and older employees