Age Diversity, Age Discrimination Climate and Performance Consequences - a Cross Organizational Study

By Florian Kunze, Stephan A. Boehm, Heike Bruch. 2011

466 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/e63c97ec275f4278dc4d4ba90de3840a0175d29a

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In Gender Studies

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Spotlight on Age‐Diversity Climate: The Impact of Age‐Inclusive HR Practices on Firm‐Level Outcomes (2013, methodology): “In addition, empirical research has shown the validity of subjective measures and thus provides support for their application to the measurement of organizational and operational performance (Kunze et al., 2011, 2013; Rowe & Morrow, 1999; Wall et al., 2004).”
Age, resistance to change, and job performance (2013, background): “Furthermore, negative age stereotypes in an organization may lead to age-based discrimination, which may have a negative effect on individual and company performance (Goldman et al., 2006; Kunze et al., 2011).”
Age discrimination in the workplace: Identifying as a late-career worker and its relationship with engagement and intended retirement age (2014, methodology): “To measure the extent of perceived age discrimination at work, four items were adapted from the Perceived Age Discrimination Climate scale developed by Kunze et al. (2011). Given that this scale did not include any measures looking at the social aspect of prejudice and discrimination, two further it”
Age diversity, directors' personal values, and bank performance (2016, background): “Such similarity may in turn foster interpersonal attraction, group thinking, and cooperation (Byrne, 1971; Zenger and Lawrence, 1989; Kunze et al., 2011; Goergen et al., 2015).”
What do the young (old) people think of me? Content and accuracy of age-based metastereotypes (2013, background): “Newer work by Kunze, Boehm, and Bruch ( 2011 ) provides evidence that increased age diversity is associated with increased perceptions of an age discriminatory climate, which in turn impacts firm performance through lowered commitment of employees.”
Board diversity and firm performance: evidence from the U.K. SMEs (2017, background): “On the other hand, Murray (1989) and Kunze, Boehm, and Bruch (2011) reported a negative association between age diversity and firm performance, while Faleye (2007) reported a negative and significant association between average director age and Tobin’s Q.”