Can I Work With Older Workers if I Hold Stereotypes Regarding Their Competence? The Consequences for Stereotype Holders

The ageing workforce and increasing workplace age diversity have directed research attention to the consequences of age-related stereotypes. Prior research has mainly focused on the effects for the target of these stereotypes (e.g., older workers). Using the social identity approach and social capital theories as a framework, we suggest that holding negative age-related stereotypes (i.e., about older workers’ competence) is negatively associated with individual (i.e., positive job-related affective well-being), group-related (i.e., work group involvement and group relations), and organizational-related outcomes (i.e., perceived organizational climate) for younger and middle-aged employees. In addition, we expect this relationship to be mediated by ineffective work interactions, which captures a decrease in younger/middle-aged workers’ frequency and appreciation of task-oriented interactions with their older coworkers. Our hypotheses were tested with a time-lagged design involving 104 participants between 23 and 49 years old (M = 35.62, SD = 6.75). The findings supported our hypotheses. We conclude by discussing theoretical implications and practical recommendations.