Abstract
The last decade has seen an increase in research on initiatives to address ageism. Among these and in light of the Intergroup Contact Theory, intergenerational interventions seem to be promising routes for decreasing negative attitudes around aging. However, these interventions have seldom been examined in a workplace context where ageism remains prevalent. In light of previous findings from a Canadian pilot study suggesting that age-based intergroup contacts have a significant and positive impact on perceived ageism in the workplace, the current study extends on these findings and posits the following: 1) the more intergroup contact and knowledge sharing practices young and older workers have, the less they subscribe to ageism, through negative ageist stereotypes and discrimination and 2) in turn, lower levels of ageism lead to higher levels of work engagement and intentions to remain in the organization. To test these hypotheses, a total of 604 workers (18 to 68 years old) filled a self-report questionnaire measuring variables under study. Data was analysed through a path analysis. Findings partly support hypothesis in that levels of ageism mediate the link between age-based interventions and levels of workplace engagement. More so, such interventions have a direct effect on engagement that was not initially predicted. These findings provide strong empirical support to the Intergroup Contact Theory. They also offer interesting routes that workplace managers could explore when aiming to counter ageism in the workplace.
Presenters
Martine LagacéProfessor, Communication, University of Ottawa, Ontario, Canada Caroline D. Bergeron
Senior Research Advisor, Labour Program, Employment and Social Development Canada, Canada Philippe Rodrigues Rouleau
Student, PhD candidate, University of Ottawa, Canada Lise Van De Beeck
PhD Candidate, University of Ottawa
Details
Presentation Type
Paper Presentation in a Themed Session
Theme
2021 Special Focus—Aging Societies: Extended Working Lives and Discrimination Against Older Workers
KEYWORDS
Ageism, Ageist stereotypes, Discrimination, Older workers; Intergenerational contacts
