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

B.I.J.M. van der Heijden

doi:10.1017/S0144686X16001148

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

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

^*Corresponding author for this work

Research Line Resilience (part of LIRS program)

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6 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 language	English
Pages (from-to)	129-165
Number of pages	37
Journal	Ageing & Society
Volume	38
Issue number	1
Early online date	2 Nov 2016
DOIs	https://doi.org/10.1017/S0144686X16001148
Publication status	Published - Jan 2018

Keywords

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

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10.1017/S0144686X16001148

Cite this

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title = "Interpersonal work context as a possible buffer against age-related stereotyping",

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.",

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year = "2018",

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doi = "10.1017/S0144686X16001148",

language = "English",

volume = "38",

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AB - 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.

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KW - OBJECTIVE PERFORMANCE

KW - OLDER WORKERS

KW - ORGANIZATIONAL DEMOGRAPHY

KW - PERFORMANCE RATINGS

KW - RELATIONAL DEMOGRAPHY

KW - SUPERVISOR RATINGS

KW - TRANSFORMATIONAL LEADERSHIP

KW - age-related stereotyping

KW - employee

KW - interpersonal work context

KW - occupational expertise ratings

KW - relational demography

KW - supervisor

U2 - 10.1017/S0144686X16001148

DO - 10.1017/S0144686X16001148

M3 - Article

SN - 0144-686X

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SP - 129

EP - 165

JO - Ageing & Society

JF - Ageing & Society

IS - 1

ER -

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

Abstract

Keywords

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