Interpersonal work context as a possible buffer against age-related stereotyping

B.I.J.M. van der Heijden*

*Corresponding author for this work

Research output: Contribution to journalArticleAcademicpeer-review

5 Citations (Web of Science)

Abstract

This study deals with the impact of relational demography upon occupational expertise ratings, and possible moderating effects of interpersonal work context factors. The results revealed support for a decrease in supervisor ratings of occupational expertise of their subordinates as an effect of directional age difference (status-incongruence: a situation wherein a supervisor is younger than his or her subordinate). Moreover, it appeared that transformational leadership style could not moderate this effect. Dyadic tenure appeared to strengthen the negative effect of status-incongruence, yet, only in the case of a longer duration of the relationship between employee and supervisor. Both theoretical and practical implications of these outcomes are discussed.

Original languageEnglish
Pages (from-to)129-165
Number of pages37
JournalAgeing & Society
Volume38
Issue number1
Early online date2 Nov 2016
DOIs
Publication statusPublished - Jan 2018

Keywords

  • relational demography
  • occupational expertise ratings
  • age-related stereotyping
  • interpersonal work context
  • employee
  • supervisor
  • LEADER-MEMBER EXCHANGE
  • TRANSFORMATIONAL LEADERSHIP
  • PERFORMANCE RATINGS
  • RELATIONAL DEMOGRAPHY
  • ORGANIZATIONAL DEMOGRAPHY
  • CAREER SUCCESS
  • OLDER WORKERS
  • COMPETENCE DEVELOPMENT
  • OBJECTIVE PERFORMANCE
  • SUPERVISOR RATINGS

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