Scholarlink

<p>This study examines perceptions of age diversity in the U.S. workplace using nationally representative data from the 2019 Working Longer Survey. We analyze responses from younger (18–49) and older (50+) workers to assess differences in perceived age-related advantages and disadvantages, support for extended working lives, and use of flexible work arrangements. Guided by social identity and organizational climate frameworks, we test four hypotheses regarding generational differences in workplace perceptions. Results reveal distinct perceptual divides: older workers more frequently report experiencing age-based disadvantage yet are more supportive of older employees remaining in the workforce, while younger workers express greater concern over delayed promotions and career progression. Younger employees also report higher engagement with flexible work options, reflecting generational shifts in work norms. This study is among the first nationally representative analyses to directly compare younger and older U.S. workers’ perceptions of age-related disadvantage and flexible work adoption, addressing a critical gap in organizational psychology and aging research. Findings underscore that age diversity is not inherently beneficial; its impact depends on inclusion, climate, and proactive management. For organizations and HR leaders, the results highlight the importance of bias-reduction strategies, inclusive flexibility policies, and cross-generational mentoring to transform potential friction into collaborative advantage. The study concludes by identifying directions for longitudinal, multi-level, and cross-cultural research on age-diverse workplaces.</p>

错误：搜索内容不能为空，请输入英文关键词
错误：关键词超出字数限制，请精简
高级检索

Age Diversity and Workplace Perceptions: Insights from the 2019 Working Longer Survey

  • 期刊论文

  • 发表日期：

    2026年7月7日

查看全文
  • Jeremy Bennett

摘要

This study examines perceptions of age diversity in the U.S. workplace using nationally representative data from the 2019 Working Longer Survey. We analyze responses from younger (18–49) and older (50+) workers to assess differences in perceived age-related advantages and disadvantages, support for extended working lives, and use of flexible work arrangements. Guided by social identity and organizational climate frameworks, we test four hypotheses regarding generational differences in workplace perceptions. Results reveal distinct perceptual divides: older workers more frequently report experiencing age-based disadvantage yet are more supportive of older employees remaining in the workforce, while younger workers express greater concern over delayed promotions and career progression. Younger employees also report higher engagement with flexible work options, reflecting generational shifts in work norms. This study is among the first nationally representative analyses to directly compare younger and older U.S. workers’ perceptions of age-related disadvantage and flexible work adoption, addressing a critical gap in organizational psychology and aging research. Findings underscore that age diversity is not inherently beneficial; its impact depends on inclusion, climate, and proactive management. For organizations and HR leaders, the results highlight the importance of bias-reduction strategies, inclusive flexibility policies, and cross-generational mentoring to transform potential friction into collaborative advantage. The study concludes by identifying directions for longitudinal, multi-level, and cross-cultural research on age-diverse workplaces.