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Age separation and voluntary turnover : asymmetric effects for collective turnover rates and individual turnover intentions depending on age
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De Meulenaere, Kim, Allen, David G. and Kunze, Florian (2022) Age separation and voluntary turnover : asymmetric effects for collective turnover rates and individual turnover intentions depending on age. Personnel Psychology, 75 (4). pp. 865-894. doi:10.1111/peps.12505 ISSN 0031-5826 .
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Official URL: https://doi.org/10.1111/peps.12505
Abstract
The aging population implies a wider age range within a workforce, increasing the risk for age diversity as separation (the clustering into age-based subgroups), which is considered a turnover stimulator. We provide a new theoretical perspective to age diversity and turnover research, arguing that age separation may not only increase turnover through perceived age discrimination (i.e., a self-categorization perspective), but can also reduce it through increased perceived belongingness (i.e., a social identity perspective). Following the idea of asymmetric diversity effects, we propose the workforce's average age as a crucial moderator. A longitudinal sample of 2,393 Belgian organizations (2012-2015) reveals that firm-level age separation stimulates firm-level collective voluntary turnover, but only in firms with an older average age (Study 1). Data from a representative sample of 4,764 employees from six European countries are consistent with the idea that perceived age separation stimulates aging workers’ turnover intention through increased perceived discrimination and reduced belongingness, and reduces younger workers’ turnover intention through increased belongingness (Study 2). These findings support that age diversity conceptualized as separation is not as unmistakably detrimental for turnover as previously assumed and affects younger and older employees and workforces differently. From a practical perspective, understanding the role of age in the age separation–turnover relationship may help organizations to prevent the loss of valuable knowledge through the departure of both older and younger employees.
Item Type: | Journal Article | ||||||||||
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Subjects: | H Social Sciences > HD Industries. Land use. Labor H Social Sciences > HF Commerce H Social Sciences > HM Sociology |
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Divisions: | Faculty of Social Sciences > Warwick Business School > Entrepreneurship, Innovation & Management Faculty of Social Sciences > Warwick Business School |
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Library of Congress Subject Headings (LCSH): | Older people -- Employment, Age and employment, Age discrimination in employment , Labor turnover , Group identity | ||||||||||
Journal or Publication Title: | Personnel Psychology | ||||||||||
Publisher: | Wiley-Blackwell Publishing, Inc. | ||||||||||
ISSN: | 0031-5826 | ||||||||||
Official Date: | December 2022 | ||||||||||
Dates: |
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Volume: | 75 | ||||||||||
Number: | 4 | ||||||||||
Page Range: | pp. 865-894 | ||||||||||
DOI: | 10.1111/peps.12505 | ||||||||||
Status: | Peer Reviewed | ||||||||||
Publication Status: | Published | ||||||||||
Re-use Statement: | This is the peer reviewed version of the following article: De Meulenaere, Kim, Allen, David G. and Kunze, Florian (2022) Age separation and voluntary turnover : asymmetric effects for collective turnover rates and individual turnover intentions depending on age. Personnel Psychology . doi:10.1111/peps.12505 (In Press), which has been published in final form at https://doi.org/10.1111/peps.12505. This article may be used for non-commercial purposes in accordance with Wiley Terms and Conditions for Use of Self-Archived Versions. This article may not be enhanced, enriched or otherwise transformed into a derivative work, without express permission from Wiley or by statutory rights under applicable legislation. Copyright notices must not be removed, obscured or modified. The article must be linked to Wiley’s version of record on Wiley Online Library and any embedding, framing or otherwise making available the article or pages thereof by third parties from platforms, services and websites other than Wiley Online Library must be prohibited | ||||||||||
Access rights to Published version: | Restricted or Subscription Access | ||||||||||
Date of first compliant deposit: | 28 February 2022 | ||||||||||
Date of first compliant Open Access: | 14 March 2024 | ||||||||||
RIOXX Funder/Project Grant: |
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