Abstract

In economic climates characterized by volatility and uncertainty, it is particularly important for organizations to maximize the use of their workforce. Hence, the notion of employee engagement, (the degree to which employees are satisfied with their jobs, feel valued, and experience collaboration and trust), is gaining considerable attention within organizations. In addition, the contemporary workforce is characterized by unprecedented diversity, particularly with respect to age diversity. Employees in modern organizations may span several generations, creating a rich and diverse environment, along with necessary and varied age related considerations. This paper considers the impact of age diversity on employee engagement through the lens of psychological contract theory. We review foundational evidence that suggests employees who feel engaged contribute to several positive organizational outcomes. We then argue that consideration of employee expectations which may be influenced by employee age is an important step towards maximizing employee engagement. We draw upon psychological contract theory to explore the relationship between age, expectations, and engagement and present empirical evidence which supports a significant relationship between age and specific employee expectations. The paper concludes with suggestions for both practice and continued research.