Browsing Han Publications by Author "Deller, Jürgen"

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Facilitating age diversity in organizations ‐ part I: challenging popular misbeliefs
Heijden, Beatrice van der ; Hertel, Guido ; Lange, A.H. de ; Deller, Jürgen
2013, Article / Letter to editor (Journal of Managerial Psychology, vol. 28, (2013))Purpose - In recent years, significant demographic changes in most industrial countries have tremendously affected the age distribution of workers in organizations. In general, the workforce has become more age-diverse, providing significant and new challenges for human resource management and leadership processes. The current paper aims to address age-related stereotypes as a major factor that might impede potential benefits of age diversity in organizations. Design/methodology/approach - After a brief review of potential detrimental effects of age-related stereotyping at work, the authors discuss the validity of typical age stereotypes based on new findings from large-scale empirical research with more than 160,000 workers overall. Findings - Although the research summarized in this review is based on large samples including several thousand workers, the cross-sectional nature of the studies does not control for cohort or generational effects, nor for (self-)selection biases. However, the summarized results still provide important guidelines given that challenges due to age diversity in modern organizations today have to be dealt with regardless of the concrete origins of the age-related differences. Originality/value - This is one of the first reviews challenging popular misbeliefs about older workers based on large-scale empirical research.
Facilitating age diversity in organizations ‐ part II: managing perceptions and interactions
Lange, A.H. de ; Deller, Jürgen ; Heijden, Beatrice van der ; Hertel, Guido
2013, Article / Letter to editor (Journal of Managerial Psychology, vol. 28, (2013))Purpose - Due to demographic changes in most industrialized countries, the average age of working people is continuously increasing, and the workforce is becoming more age-diverse. This review, together with the earlier JMP Special Issue "Facilitating age diversity in organizations - part I: challenging popular misbeliefs", aims to summarize new empirical research on age diversity in organizations, and on potential ways to support beneficial effects of age diversity in teams and organizations. The second part of the Special Issue focusses on managing mutual perceptions and interactions between different age groups. Design/methodology/approach - A literature review is provided summarizing and discussing relevant empirical research on managing mutual perceptions and interactions between different age groups at work. Findings - The summarized research revealed a number of challenges to benefit from age diversity in organizations, such as in-group favoritism, age norms about appropriate behavior of older workers, intentional and unintentional age discrimination, differences in communication styles, and difference in attitudes towards age diversity. At the same time, managerial strategies to address these challenges are developed. Originality/value - Together with the first part of this Special Issue, this is one of the first reviews on ways to address the increasing age diversity in work organizations based on sound empirical research.

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