Too old or too young? The impact of perceived age discrimination

Ed Snape*, Tom Redman

*Corresponding author for this work

Research output: Contribution to journalArticlepeer-review

133 Citations (Scopus)

Abstract

This article examines the impact on employee attitudes of perceived age discrimination, drawing on a study of a local authority. Survey respondents report that discrimination on the grounds of being ‘too young’ is at least as common as discrimination on the grounds of being ‘too old’. Findings suggest that perceived age discrimination, whether for being too old or too young, has negative consequences for affective commitment to the organisation. Those who feel that they have been discriminated against because they are considered too old have higher levels of continuance commitment. There is partial support for the hypothesis that older workers who feel that they have been discriminated against have a stronger intention to retire early.

Original languageEnglish
Pages (from-to)78-89
Number of pages12
JournalHuman Resource Management Journal
Volume13
Issue number1
DOIs
Publication statusPublished - Jan 2003

Scopus Subject Areas

  • Organizational Behavior and Human Resource Management

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