Ageism in the Workplace: A Review of the Literature

This literature review will examine literature concerning ageism in the workplace and the influence on older adults’ workplace learning. Findings have implications for employers, employees, and adult educators

Team Leadership and Diversity Management in Information Systems Development Project Teams

Background: The interplay of diversity and leadership produces mixed findings in the literature. Based on the categorization-elaboration model (CEM) and diversity management (DM) literature, this study investigates the role of team leadership in a diverse ISD team. Further, this study examines the moderating roles of DM practices in the relationships between group diversity, team leadership, and project performance. Method: This study selected a paired survey method to test the hypotheses. Eighty-two valid paired questionnaires were received from project managers and team members in ISD projects. In addition, this study used partial least squares (PLS) with a bootstrapping technique to examine the proposed model. Results: The results show that group diversity has mixed impacts on team leadership. Furthermore, DM practices positively moderate the effect of value diversity on team leadership, as value diversity is positively related to team leadership when DM practices are more robust. At last, DM practices negatively moderate the relationship between team leadership and project performance as the effect of team leadership has weaker effects on project performance when DM practices are strong than when the practices are weak. Conclusion: This study adds to the literature by examining team leadership in a heterogenous ISD team and providing empirical evidence for the moderating roles of DM practices in team leadership processes

Purchase intention in an electronic commerce environment: A trade-off between controlling measures and operational performance

YesPurpose: The purpose of this paper is to understand the integrated impact of the application of protection measures against identity theft on consumers’ synergistic perception of trust, the cost of products/services and operational performance (OP) – all of which in turn is postulated to contribute to purchase intention (PI) when shopping online. Design/methodology/approach: In order to accomplish the specified aim, this study first conducted an experiment by involving the students from a university in Bangladesh. Then a survey was conducted to capture their opinion based on the previous experiment. Findings: The study identified that in e-commerce, OP and trust have potential impact on pursuing consumers’ PI. Traditionally, price is always an issue in marketing; however, for e-commerce, this issue does not have direct impact on PI. Research limitations/implications: The main limitation of this study is that a less established e-commerce example was utilized to conduct the experiment and survey for validating the model. Also, the study was conducted only in the context of Bangladesh and a student sample was utilized. Future studies can test the model in different contexts (particularly to verify the impact of privacy) by utilizing data from consumers. Practical implications: This study has resolved a controversial issue by generating clear guidelines that the overall conjoint effect of OP, trust, and price on PI is neither negative nor neutral. Synergistically, the application of these controlling tools of identity theft can substantially enhance consumers’ trust, which is the single most predictor to pursue consumer PI. Originality/value: This study has provided in-depth insight into the impact of different controlling measures in e-commerce PI. Practitioners have potential learning from this study that if consumers find the application of different controlling mechanisms against cybercrimes, particularly identity theft, enhancing the reliability, authenticity and security of transactions in this virtual medium, they do not mind paying a higher price. Such insights have not been provided by existing studies on this topic. Developing trust on e-commerce purchase is the driving force, not the price

Too old for the job? Investigating tools for increasing older adult participation in the workforce.

Despite an ageing workforce, older workers face significant challenges resulting from routine, and socially acceptable workplace ageism. Early retirements and employment barriers that result from this ageism are expected to place heavy pressures on labour supplies and social security systems in many countries over the coming years. This is especially unfortunate given the organisational performance benefits workplace age diversity can provide. Across three research streams, this thesis draws on social psychology and judgement and decision-making literatures to understand how we might create longer working lives, from employment to retention. The first stream examines if a choice bundling intervention shown to increase gender diversity can successfully increase age diversity in selection decisions. Across four preregistered experiments (N = 2,624), I evidence bias against older job candidates in hiring decisions and demonstrate that choice bundling shown to be effective in increasing the selection of women candidates, fails to increase the selection of older candidates. The second stream explores the role of competition-based incentives on hiring decisions. Across two preregistered experiments (N = 800), I investigate if competition moderates age discrimination in selection decisions. The results show limited evidence that competition affects bias in selection decisions. In the third and final stream of research, I aim to understand the relationship between the intergenerational diversity climate perceived by older workers in their organisation and their retirement intentions. In two pre-registered studies of workers aged between 40 and 75 years (N = 375), I find that older workers who perceived a more positive intergenerational climate at their workplace had lower intention to retire early, but not greater intention to continue working beyond retirement age. I discuss the theoretical implications and the need for greater understanding of age as a diversity characteristic to support the design of interventions that meet the challenges of an ageing workforce