Age

Datos Bibliográficos

ID23599331
AutoresBarbara Lawrence (University of California, Los Angeles), Barbara S Lawrence, Najung Kim (0000-0003-4320-089X, Kookmin University)
Año2015
Páginas1-2
Fecha de publicación2015-01-21
Peer ReviewedSí
Open AccessSí
TipoCHAPTER
RevistaWiley Encyclopedia of Management (SOURCE_BOOK)
EditorialWiley (PUBLISHER • GB)
DOI10.1002/9781118785317.weom060004
OpenAlexW4256681490
ISBN9781118785317
IdiomaEN
Referencias citadas16

Ample research shows that an employee's age and the distribution of ages in groups and organizations affect work. There are at least two mechanisms that explain these effects. The first is that age exerts a direct effect on work‐related variables. Here, the effect of any given age is fixed and independent of how others perceive it. For instance, 85 year olds are unlikely to have sufficient motor control to become brain surgeons. The second is that age affects work outcomes indirectly. Here, the effects emerge from individuals' perceptions of age‐related behavior, age norms, and the meanings age acquires through social interactions. A majority of age research explains work outcomes using the direct mechanism. However, the international implications of age effects rely more on indirect effects. Age effects are context‐dependent and thus emerge from group, organizational, and national phenomena. The significant role that age plays in cross‐cultural situations opens a new stream of international research concerning the interdependence between direct and emergent mechanisms.

Affect (linguistics) · Age groups · Context (archaeology) · Developmental psychology · Geography · Perception · Sociology · Work (physics) · Demography · Gender Diversity and Inequality · Job Satisfaction and Organizational Behavior · Psychology · Retirement, Disability, and Employment · Social Psychology