1 research outputs found
Leveraging age diversity for organizational performance
The global trend of increasing workplace age diversity has led to growing research attention to the
organizational consequences of age-diverse workforces. Prior research has primarily focused on the
statistical relationship between age diversity and organizational performance without empirically probing
potential mechanisms underlying this relationship. Adopting an intellectual capital perspective, we posit
that age diversity affects organizational performance via human and social capital. Furthermore, we
examine workplace functional diversity and age-inclusive management as two contingent factors shaping
the effects of age diversity on human and social capital. Our hypotheses were tested with a large
manager-report workplace survey data from the Society for Human Resource Management (N 3,888).
Results indicate that age diversity was positively associated wit