How does the age distribution of a team affect the level of organizational conflict?
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The age distribution within a team significantly impacts organizational conflict levels. Research suggests that age diversity in the workplace can lead to heightened conflict between younger and older workers due to increased interpersonal tensions . Additionally, age similarity preference among employees can exacerbate workplace difficulties in age-diverse environments, leading to increased uncertainty, perceived challenges, and subsequent conflict . Conversely, interventions such as training programs for leaders can improve attitudes towards older employees, enhance appreciation of team diversity, and reduce age stereotypes and conflicts within age-diverse teams, particularly benefiting younger team members . Furthermore, changes in age-related policies, such as modifications to mandatory retirement age regulations, can create an antagonistic environment within organizations, fostering competition over scarce resources and exacerbating intergenerational conflict .
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| Papers (4) | Insight |
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6 Citations | The age distribution within a team can lead to intergenerational conflict, as seen in US airlines post-2007 retirement age changes, creating antagonistic environments and competition over resources among pilots. |
30 Citations | Age similarity preference in a diverse workplace leads to increased uncertainty and perceived challenges, ultimately raising conflict levels among employees within the organization. |
2 Citations | Age distribution in a team can heighten conflict due to negative social climate from media influence, leading to hostility. Lack of age diversity principles increases the risk of age bias and discrimination. |
8 Citations | The age distribution in a team influences organizational conflict levels. Strengthening organizational identification and promoting positive interactions can mitigate conflict between younger and older workers. |
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