Exploring the role of age in workplace intimidation in the US restaurant industry
| DOI | https://doi.org/10.1108/ER-02-2020-0074 |
| Published date | 14 December 2021 |
| Date | 14 December 2021 |
| Pages | 729-743 |
| Subject Matter | HR & organizational behaviour,Industrial/labour relations,Employment law |
| Author | Regina Yanson,Jessica M. Doucet,Alysa D. Lambert |
Exploring the role of age in
workplace intimidation in the US
restaurant industry
Regina Yanson
School of Business, Francis Marion University, Florence, South Carolina, USA
Jessica M. Doucet
Department of Sociology, Francis Marion University,
Florence, South Carolina, USA, and
Alysa D. Lambert
School of Business, Indiana University Southeast, New Albany, Indiana, USA
Abstract
Purpose –The purpose of this study is to explore the relationship between employee age and intimidation in
the workplace. Dysfunctional employee behaviors such as harassment and aggression are harmful to the
organizational work environment. Such destructive behaviors have long been viewed as negatively impacting
organizational success. Additionally, the age dynamics in organizations are rapidly changing as the “graying
of America”progresses, older workers remain in the workforce and younger workers delay employment.
Design/methodology/approach –The study utilizes data from the Federal Bureau of Investigation’s
National Incident-Based Reporting System (NIBRS), which is a national database containing information on
crime in the US.NIBRS was used to measure the occurrence of workplace violence overall, and workplace
intimidation specifically, in the restaurant industry, as well as the ages of both victims and perpetrators of
work-related violence.
Findings –Results revealed that younger workers are more likely to perpetrate workplace intimidation than
their senior counterparts. As victim age increases, employees are more likely to report intimidation than more
serious crimes.
Practical implications –Workplace intimidation prevention programs do not typically include age as a
factor. This study may be helpful to managers and HR managers charged with developing workplace training
programs.
Originality/value –The results of this study contribute to the shared understanding of dysfunctional
workplace dynamics. As the workforce collectively ages, organizations should acknowledge the potential
impact age may have on violence in the workplace.
Keywords Bullying, Human resource management, Aging workforce, Restaurant industry
Paper type Research paper
Introduction
As the “graying of America”progresses, the number of older workers will continue to rise.
The US Bureau of Labor Statistics (BLS) predicts that in 2024, older workers, defined as those
ages 55 and older, will comprise approximately 25% of the workforce, outnumbering workers
ages 16 to 24 by more than two to one. This contemporary trend is a complete reversal of the
US labor force composition of both older and younger workers in the 1970s and 1980s (Toossi
and Torpey, 2017).
Another recent trend in the US workforce is the continual increase in workplace
intimidation (WI) (US Bureau of Labor Statistics, 2006). WI, a form of workplace violence
(WPV), is any repeated or continual behavior negatively affecting someone at work or
disrupting their work performance (Einarsen et al., 2003). Examples include bullying, insults,
microaggressions or other forms of harassment. While WI is a problem for all employees, it
appears to be a particular concern for older workers. Research by the Workplace Bullying
Role of age in
workplace
intimidation
729
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Received 25 February 2020
Revised 23 December 2020
3 August 2021
21 November 2021
Accepted 22 November 2021
Employee Relations: The
International Journal
Vol. 44 No. 4, 2022
pp. 729-743
© Emerald Publishing Limited
0142-5455
DOI 10.1108/ER-02-2020-0074
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