Leveraging age diversity for organizational performance: An intellectual capital perspective.

2020/03/23 by Yixuan Li, Yaping Gong, Anne Burmeister +4 · 162 citations
Computer Science · Psychology · #Business #Cultural diversity #Diversity (politics) #Economic growth #Economics #Human capital #Human resource management #Law #Management #Marketing #Mediation #Organizational and Employee Performance #Organizational performance #Political science #PsycINFO #Psychology #Social capital #Social psychology #Social science #Sociology

paper · open access · doi:10.1037/apl0000497

published in Journal of Applied Psychology 106(1), 71-91 (American Psychological Association)

openalex publication_date 2020/03/23 · openalex created_date 2025/10/10 · openalex updated_date 2026/08/04

Abstract

= 3,888). Results indicate that age diversity was positively associated with organizational performance through the mediation of increased human and social capital. In addition, functional diversity and age-inclusive management amplified the positive effects of age diversity on human and social capital. Our research sheds light on how age-diverse workforces may create value through cultivating knowledge-based organizational resources (i.e., human and social capital). (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Citations

• The Interplay Between Exploration and Exploitation
• A Continuity Theory of Normal Aging
• A Theory of Social Comparison Processes
• Work Group Diversity and Group Performance: An Integrative Model and Research Agenda.

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