Department of Psychology, University of Bologna, 47023 Cesena, Italy.
Department of Management, Technology and Economics, ETH Zürich, 8092 Zürich, Switzerland.
Int J Environ Res Public Health. 2022 Mar 4;19(5):3041. doi: 10.3390/ijerph19053041.
The present study answers the call for more studies to investigate the age diversity climate's effect on individual-level outcomes. Building on the social identity approach and social exchange theory, we surveyed 110 Italian employees aged between 18 and 61 years old ( = 46.10, = 10.02) and investigated the role of age diversity climate in predicting intentions to quit (H1), job-related wellbeing (H2), and work engagement (H3). Our findings confirmed the hypotheses (H1 and H2), showing the added effect of age diversity climate over and above age, job tenure, role clarity, job demands, job control, perceived support, and perceived job and organizational fit. In fact, age diversity climate accounted for a significant increase in the variance explained for two of the three hypothesized models (i.e., intentions to quit and job-related wellbeing, but not work engagement). To conclude, this study contributes to the existing literature by showing the age diversity climate's predictive value for turnover intentions and job-related wellbeing, and corroborating the importance of supporting age diversity through a variety of Human Resources Management strategies.
本研究响应了更多研究调查年龄多样性气候对个体水平结果影响的呼吁。基于社会认同理论和社会交换理论，我们调查了 110 名年龄在 18 至 61 岁之间的意大利员工（=46.10，=10.02），并调查了年龄多样性气候对离职意愿（H1）、工作相关幸福感（H2）和工作投入（H3）的预测作用。我们的研究结果证实了假设（H1 和 H2），表明年龄多样性气候在年龄、工作年限、角色清晰度、工作需求、工作控制、感知支持以及感知工作和组织契合度之外，具有显著的附加效应。事实上，年龄多样性气候解释了三个假设模型中的两个（即离职意愿和工作相关幸福感，但不是工作投入）的方差显著增加。总之，本研究通过显示年龄多样性气候对离职意愿和工作相关幸福感的预测价值，以及通过各种人力资源管理策略支持年龄多样性的重要性，为现有文献做出了贡献。
