TY - JOUR
T1 - Perspectives on perceived workplace age discrimination and engagement
T2 - the moderating role of emotion regulation
AU - Miguel, Isabel
AU - Humboldt, Sofia von
AU - Silva, Sara
AU - Tavares, Patrícia
AU - Low, Gail
AU - Leal, Isabel
AU - Valentim, Joaquim P.
N1 - Publisher Copyright:
© 2024 Taylor & Francis Group, LLC.
PY - 2024
Y1 - 2024
N2 - Engaging workers with their work is fundamental for employee wellbeing and performance. Perceived age discrimination in the workplace is a factor that may influence workers’ engagement. The present study aimed to analyze the moderating role of emotion regulation in the relationship between perceived age discrimination and work engagement. Survey data were collected from a sample of 453 Portuguese workers of various age groups, between 18 and 65 years-old. Four instruments were used in this study: (a) a sociodemographic questionnaire; (b) the Workplace Age Discrimination Scale (WADS); (c) the Emotion Regulation Scale and (d) the reduced version of the Utrecht Work Engagement Scale (UWES-9). Results show that perceived workplace age discrimination negatively impacts work engagement. Further, results suggest that emotional regulation exacerbates the negative relationship between perceived age discrimination and work engagement. The progressively aging workforce is creating challenging issues to organizations, from a human resource management perspective. Age management strategies to address perceived age discrimination and work engagement are needed.
AB - Engaging workers with their work is fundamental for employee wellbeing and performance. Perceived age discrimination in the workplace is a factor that may influence workers’ engagement. The present study aimed to analyze the moderating role of emotion regulation in the relationship between perceived age discrimination and work engagement. Survey data were collected from a sample of 453 Portuguese workers of various age groups, between 18 and 65 years-old. Four instruments were used in this study: (a) a sociodemographic questionnaire; (b) the Workplace Age Discrimination Scale (WADS); (c) the Emotion Regulation Scale and (d) the reduced version of the Utrecht Work Engagement Scale (UWES-9). Results show that perceived workplace age discrimination negatively impacts work engagement. Further, results suggest that emotional regulation exacerbates the negative relationship between perceived age discrimination and work engagement. The progressively aging workforce is creating challenging issues to organizations, from a human resource management perspective. Age management strategies to address perceived age discrimination and work engagement are needed.
UR - http://www.scopus.com/inward/record.url?scp=85191160665&partnerID=8YFLogxK
U2 - 10.1080/03601277.2024.2344370
DO - 10.1080/03601277.2024.2344370
M3 - Article
AN - SCOPUS:85191160665
SN - 0360-1277
VL - 50
SP - 833
EP - 844
JO - Educational Gerontology
JF - Educational Gerontology
IS - 9
ER -