Abstract : A study is reported of the variations in organizational commitment and job satisfaction, as related to subsequent turnover in a sample of recently-employed psychiatric technician trainees. A longitudinal study was made across a 10 1/2 month period, with attitude measures collected at four points in time. For this sample, job satisfaction measures appeared better able to differentiate future stayers from leavers in the earliest phase of the study. With the passage of time, organizational commitment measures proved to be a better predictor of turnover, and job satisfaction failed to predict turnover. The findings are discussed in the light of other related studies, and possible explanations are examined. (Modified author abstract)

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Organizational Commitment, Job Satisfaction and Turnover Among Psychiatric Technicians. Technical Report No. 16.

In this study we aim to analyze the combined effect of age-based stereotype threat and gender stereotype threat on work identity processes (and in particular on authenticity and organizational identification) and on work performance (self-rating performance). The research utilizes an ample sample of over fifty-year-old workers from diverse organizations in Italy. Using a person-centered approach four clusters of workers were identified: low in both age-based stereotype threat and gender discrimination (N= 4689), high in gender discrimination and low in age-based stereotype threat (N=1735), high in age-based stereotype threat and low in gender discrimination (N=2013) and high in both gender discrimination and age-based stereotype threat (N=758). Gender was significantly associated with these clusters and women were more frequently present in those groups with high gender stereotype threat. ANOVA results show that workers in the last two clusters score significantly lower in authenticity, organizational identification and self-rate performance. All in all, if ageism is undoubtedly problematic for older workers’ identity processes, ageism and gender-stereotypes represent a double risk for women over fifty in the workplace. The analysis of the results can be beneficial both for the theoretical advancement and for the practical insights offered in the organizational and management field, where new policies of HR management can be elaborated, in order to value and to improve the workers experience.

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Double Jeopardy-Analyzing the Combined Effect of Age and Gender Stereotype Threat on Older Workers.

In the last few decades, the issue of aging has become increasingly relevant. The Italian population, and consequently also the Italian workforce, is one of the oldest in Europe, and many different companies are actively investing in age management. Meanwhile, gender diversity is another relevant diversity management branch. These two types of diversity, age and gender, are both recurring topics inside most organizations and have a great impact on people's lives. This contribution presents data from a national, quantitative research project, called “Ageless Talents,” carried out in Italy in 2018, on a sample of 12,746 senior employees (50–70 years old). The analysis contributes to a better understanding of work-life integration and the talent of workers aged over 50 to provide indications on how to support senior workers as active resources in organizations. 

“Ageless Talent at Work”

Over the past decades, employment rates of older workers in most Western countries have rapidly increased. Hence, there is a growing interest in identifying the organizational dimensions that might impact the psychosocial adjustment of workers aged over 50 years. This study focuses on perceived organizational support (POS) and identity‐related measures (identification and authenticity) as key organizational components for workers at this stage of life. Furthermore, in the relationships discussed, we explore the moderating role of perceived age discrimination. In an ample sample of older workers (N = 4,563, aged 50–66 years), a moderated mediational model was tested where older workers' involvement was associated to POS. In the model, this relationship was mediated by organizational identification and authenticity, and the association between POS, identity‐related measures, and involvement was moderated by age‐based discrimination. Results showed that POS is associated with organizational involvement via organizational identification and authenticity and that high level of age discrimination decreased the positive association between POS, organizational identification, authenticity, and involvement.

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Letizia Medina

Papers

The right place for me: A moderated mediation model to explain the involvement of employees aged over 50 years