Conflict between younger and older workers

An identity-based approach

Bibliographic Data

ID21620108
AuthorsHenry Cy Ho (0000-0001-7886-3082, Education University of Hong Kong), Dannii Y Yeung (0000-0002-0548-0328, City University of Hong Kong)
Year2021
Volume32
Issue1
Pages102-125
Publication date2021-01-29
Peer ReviewedYes
Open AccessYes
TypeARTICLE
VenueInternational Journal of Conflict Management (JOURNAL)
Journal identifiersISSN: 1044-4068 • E-ISSN: 1758-8545
PublisherEmerald (PUBLISHER)
DOI10.1108/ijcma-08-2019-0124
OpenAlexW3046419622
LanguageEN
Citations received5
References cited61

Purpose With age diversity in the workplace becoming increasingly prevalent, the conflict between younger and older workers can be pervasive because of their increased interpersonal tensions from heterogeneous interactions. Adopting an identity-based approach, this study aims to examine the causes, underlying mechanisms and specific strategies used to manage such conflict. It was hypothesized that there is an interaction effect between age-group identification and organizational identification on conflict strategies and that this relationship can be explained by the mediating role of motivational goal orientation. Design/methodology/approach A total of 380 clerical workers in Hong Kong, aged 19–65, responded to two hypothetical scenarios about conflict with a younger and an older worker using a structured questionnaire on social identity, motivational goal orientation and conflict strategies. Moderated mediation analyzes were performed to test the hypothesized conditional indirect effects. Findings Results showed that workers who identified with the organization emphasized less on independent goals (with a younger opposing party) and more on cooperative goals (with an older opposing party) when they did not perceive an age-group differentiation, and thus, they were more likely to respond in a way that de-escalates the conflict, including the use of integrating, obliging and compromising strategies. Originality/value Extending age-related conflict research beyond identifying generational differences, this study highlights the role of social identity and suggests that employers and managers should strengthen employees’ organizational identification and build a fair work environment that facilitates positive interaction between younger and older workers

Conflict management · Creativity · Group conflict · Interpersonal communication · Mediation · Moderated mediation · Organizational commitment · Organizational identification · Originality · Social group · Social identity theory · Sociology · Conflict Management and Negotiation · Gender Diversity and Inequality · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology

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