School of Management and Economics, Beijing Institute of Technology, Beijing 100081, China.
Sustainable Development Research Institute for Economy and Society of Beijing, Beijing 100081, China.
Int J Environ Res Public Health. 2020 Feb 22;17(4):1425. doi: 10.3390/ijerph17041425.
This study aimed to examine how perceived everyday discrimination influences presenteeism and how conscientiousness moderates the relationship between discrimination and positive affect among older workers. Structural equation modeling (SEM) was used to examine the mediating effect. The moderated mediation model was examined by PROCESS. The results of the final SEM model showed that discrimination was directly positively associated with presenteeism. Furthermore, positive affect was significantly inversely correlated with discrimination and presenteeism. In addition, negative affect was significantly positively correlated with discrimination and presenteeism. The significant indirect effect between perceived everyday discrimination and positive affect was significantly mediated by positive and negative affect. In addition, the results of the moderated mediation model indicate that positive affect was more likely to be influenced by perceived everyday discrimination among older workers with less conscientiousness, as compared with those with greater conscientiousness. To enhance work outcomes of aging workers in the United States, managers should foster highly conscientious aging workers, award those who are hardworking and goal-oriented, and combine personal goals and organizational goals through bonuses, holidays, and benefits. Policymakers should be mindful of the negative impact of discrimination on presenteeism and should target lowly conscientious older workers.
本研究旨在探讨老年人对日常歧视的感知如何影响出勤主义，以及尽责性如何调节歧视与积极情绪之间的关系。采用结构方程模型（SEM）检验中介效应。通过 PROCESS 检验调节中介模型。最终 SEM 模型的结果表明，歧视与出勤主义呈直接正相关。此外，积极情绪与歧视和出勤主义呈显著负相关。消极情绪与歧视和出勤主义呈显著正相关。感知到的日常歧视与积极情绪之间的显著间接效应，是由积极情绪和消极情绪显著中介的。此外，调节中介模型的结果表明，与尽责性较高的老年人相比，尽责性较低的老年人更容易受到日常歧视的影响。为了提高美国老年工人的工作成果，管理者应培养高度尽责的老年工人，奖励那些勤奋和有目标导向的员工，并通过奖金、假期和福利将个人目标和组织目标结合起来。政策制定者应注意歧视对出勤主义的负面影响，并针对尽责性较低的老年工人。
