Too old or too young? The impact of perceived age discrimination
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 sugge...
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| Veröffentlicht in: | Human resource management journal 2003-01, Vol.13 (1), p.78-89 |
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| creator | Snape, Ed Redman, Tom |
| description | 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. |
| doi_str_mv | 10.1111/j.1748-8583.2003.tb00085.x |
| format | Article |
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The impact of perceived age discrimination</atitle><jtitle>Human resource management journal</jtitle><date>2003-01</date><risdate>2003</risdate><volume>13</volume><issue>1</issue><spage>78</spage><epage>89</epage><pages>78-89</pages><issn>0954-5395</issn><eissn>1748-8583</eissn><abstract>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. 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| ispartof | Human resource management journal, 2003-01, Vol.13 (1), p.78-89 |
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| language | eng |
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| source | Access via Wiley Online Library |
| subjects | Age discrimination Age groups Attitudes Employee attitude Employers Employment Hypotheses Impact analysis Older workers Performance appraisal Relative deprivation Sensory perception Sex discrimination Social exchange theory Stereotypes Studies Training Younger workers |
| title | Too old or too young? The impact of perceived age discrimination |
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