Age, discrimination, and achievement motives. A study of German employees

DOIhttps://doi.org/10.1108/00483481011045416
Published date08 June 2010
Date08 June 2010
Pages448-467
AuthorTanja Rabl
Subject MatterHR & organizational behaviour
Age, discrimination, and
achievement motives
A study of German employees
Tanja Rabl
University of Bayreuth, Bayreuth, Germany
Abstract
Purpose – The aim of this paper is to challenge the person-related aspect of the stereotype that older
employees are unmotivated. In an overall model, it seeks to examine how age, perceived age
discrimination, and perceived organizational support relate to each other and how they affect the
achievement motives’ hope of success and fear of failure.
Design/methodology/approach – Data were collected in six large German enterprises using a
standardized questionnaire. The sample included 631 older employees aged 50 to 64 and 624 younger
employees aged 30 to 40. For the data analysis, PLS structural equation modeling was used.
Findings The results showed that older employees were more strongly affected by age
discrimination than their younger colleagues. Perceived age discrimination, in turn, led to less
perceived organizational support and a higher fear of failure. Age, in contrast, was not substantially
related to achievement motives. Thus, the stereotype of unmotivated older employees is not justified.
Practical implications – The findings outline the central role of perceived age discrimination.
Thus, with an increasingly aging workforce, organizations have to amplify their anti-discrimination
efforts by applying suitable human resource management and leadership practices.
Originality/value – This paper contributes to the literature by challenging a stereotype common in
Western societies and examining the achievement motives of older employees. Moreover, it tries to
shed light on the organization’s role regarding the perception of discriminating and non-supporting
environments.
Keywords Age discrimination,Older workers, Motivation (psychology), Organizationalbehaviour,
Germany
Paper type Research paper
Introduction
“Older employees are unmotivated”-This is a popular stereotype among employers
especially in Western societies (Chiu et al., 2001). Such beliefs about older empl oyees
may develop into age discrimination (e.g. Loretto and White, 2006), which brings about
many negative consequences for both employees and organizations (e.g. Orpen, 19 95).
In this paper, older employees are defined as those men and women in the workforce
who are 50 years and older, because this age limit considers health-, job- and
qualification-oriented aspects related to age (Naegele, 1992).
Because of the increasingly aging workforce and the demand of an effective
diversity management, companies worldwide have to be aware of the issues mentioned
above to achieve positive outcomes. This paper focuses on the outcome “achievement
motivation”, an issue rarely investigated for the group of older employees up to now.
Although motivation is an interaction of person (motive) and situation (incentive) (Puca
and Schmalt, 1999), it concentrates on the achievement motives of older employees to
challenge the person-related aspect in the belief “older employees are unmotivated”.
The current issue and full text archive of this journal is available at
www.emeraldinsight.com/0048-3486.htm
PR
39,4
448
Personnel Review
Vol. 39 No. 4, 2010
pp. 448-467
qEmerald Group Publishing Limited
0048-3486
DOI 10.1108/00483481011045416
Moreover, this paper considers the effects of two work stressors that from the
background of the ageism debate (Bytheway, 2005; Snape and Redman, 2003) may be
supposed to be related to age:
(1) perceived age discrimination; and
(2) lacking perceived organizational support.
Specifically, it tries to answer the following research questions by investigating the
relationships in an overall model using a large German sample covering different
organizations and hierarchical levels:
RQ1. How do age, perceived age discrimination, and perceived organizational
support relate to each other?
RQ2. Does age have an influence on achievement motives?
RQ3. Do perceived age discrimination and perceived organizational support affect
achievement motives?
Thus, the unique contribution this paper makes to existing research is an overall
investigation of relationships between age, perceived age discrimin ation, and
perceived organizational support, and their effects on achievement motives. It
thereby faces a stereotype of older employees common in Western societies and
addresses the organization’s role by considering possible influences of perceived
discriminating and non-supporting environments.
The paper is structured as follows: First, the theoretical background that is the base
for the hypotheses is outlined. After the description of the methodical design, the
results are presented and discussed. Finally, limitations and managerial implica tions
of the study as well as implications for future research are pointed out.
Theoretical background
Age, perceived age discrimination, and perceived organizational support
Age-related differences are apparent in the nature of stressors likely to be encountered
at work (Hansson et al., 2001). A stressor is defined as any perceived feature of the
environment that harms, threatens, or challenges the worker (Latack, 1986). From the
discussion on ageism, which relates to both discrimination and prejudice because of
age throughout the life course (Bytheway, 2005), we may accordingly suppose older
employees to be confronted with the stressors of age discrimination (Hansson et al.,
2001; Snape and Redman, 2003) as well as lacking perceived organizational support.
Age and perceived age discrimination. Age discrimination represents one dimension
of ageism. It consists of behavior that excludes certain categories of people and
disadvantages them relative to others solely due to their age (McMullin and Marshall,
2001). It occurs when preferential decisions are based on age, rather than on an
individual’s merit, credentials, qualifications, or job performance (Bibby, 2008). Age
discrimination thereby includes refused employment, dismissal from jobs, less
payment, or denied promotions, training or other benefits because of age (Warr, 1994).
It may be seen as the result of negative stereotypes, beliefs, and attitudes in regard to
an age group, which represent the other dimension of ageism (McMullin and Marshall,
2001). These stereotypes are manifold and especially present in younger empl oyees
and older supervisors (Hassell and Perrewe, 1995). Chiu et al. (2001) observed a positive
A study of
German
employees
449

To continue reading

Request your trial

VLEX uses login cookies to provide you with a better browsing experience. If you click on 'Accept' or continue browsing this site we consider that you accept our cookie policy. ACCEPT