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

Published online by Cambridge University Press:  02 November 2016

BEATRICE I. J. M. VAN DER HEIJDEN
BEATRICE I. J. M. VAN DER HEIJDEN*
Affiliation:
Department Strategic HRM, Institute for Management Research, Radboud University, Nijmegen, The Netherlands. School of Management, Open University of the Netherlands, The Netherlands. Department of Management, Kingston University, London, UK.
*
Address for correspondence: Beatrice I. J. M. van der Heijden, Department Strategic HRM, Institute for Management Research, Radboud University, P.O. Box 9108, 6500 HK Nijmegen, The Netherlands E-mail: B.vanderHeijden@fm.ru.nl
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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.

Keywords

relational demographyoccupational expertise ratingsage-related stereotypinginterpersonal work contextemployeesupervisor
Type
Articles
Information
Ageing & Society , Volume 38 , Issue 1 , January 2018 , pp. 129 - 165
Copyright
Copyright © Cambridge University Press 2016 

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