Too old or too young? The impact of perceived age discrimination

By E. Snape, Tom Redman. 2003

235 citations recorded by the source corpus.

This article examines the impact on employee attitudes of perceived age discrimination, drawing on a study of a local authority. Survey respondents report that discrimination on the grounds of being ‘too young’ is at least as common as discrimination on the grounds of being ‘too old’. Findings suggest that perceived age discrimination, whether for being too old or too young, has negative consequences for affective commitment to the organisation. Those who feel that they have been discriminated against because they are considered too old have higher levels of continuance commitment. There is partial support for the hypothesis that older workers who feel that they have been discriminated against have a stronger intention to retire early.

Subfields: Demography, Gender Studies, General Health Professions

View Paper: https://www.semanticscholar.org/paper/b75caf57c2191e6b8f45298fa5692805478135fb

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Citations in the corpus

The Consequences of Perceived Age Discrimination Amongst Older Police Officers: Is Social Support a Buffer? (2006, unknown): “consequences for both young and older employees ( Snape and Redman, 2003 ), with older”
Age discrimination in the workplace: Identifying as a late-career worker and its relationship with engagement and intended retirement age (2014, background): “According to social identity theory, people strive to enhance or maintain a positive self-concept through favorable in-group comparisons that positively differentiate them from salient out-groups (Haslam & Ellemers, 2005; Tajfel & Turner, 1986). However, Turner (1999) argues that it is a mistake to ”
Ageism in the Workplace: The Role of Psychosocial Factors in Predicting Job Satisfaction, Commitment, and Engagement (2016, background): “…influences workers in many age groups with a negative impact on job satisfaction, commitment, and engagement (e.g., Hassell & Perrewè, 1993; Snape & Redman, 2003), whereas perceived social support may help to alleviate these negative effects (e.g., Redman & Snape, 2006; Schaufeli, Taris,…”
Expanding Insights on the Diversity Climate–Performance Link: The Role of Workgroup Discrimination and Group Size (2014, background): “If some employees believe that they have suffered from unfair, discriminatory treatment, they are likely to develop a feeling of not being valued as much as other members (Snape & Redman, 2003).”
Perceived Age, Gender, and Racial/Ethnic Discrimination in Europe: Results from the European Social Survey (2014, result): “Similar trends have been documented in the workplace (Chou & Choi, 2011); whereas others reported that both young and old individuals are likely to perceive ageism in employment settings (Snape & Redman, 2003).”
Future research on human resource management systems in Asia (2009, background): “Snape and Redman (2003) The challenges faced by firms in managing the increasing numbers of women and immigrants in the workplace have not be fully explored Research is required on the dynamics of diversity management in the Asian context and strategies for managing diversity Pilling (2003)”
Age Diversity, Age Discrimination Climate and Performance Consequences - a Cross Organizational Study (2011, methodology): “We strive to contribute to this direction of research by building upon work from scholars (e.g., Hassell & Perrewe, 1993; Redman & Snape, 2006; Snape & Redman, 2003) who have described the impact of age discrimination on employees’ affective states, including self-esteem, job satisfaction, job…”
Critical discourse analysis and identity: why bother? (2004, background): “lower performance appraisal ratings (Saks and Waldman 1998; Snape and Redman 2003).”