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

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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