摘要
延迟退休是适应我国人口预期寿命增长的需要,也是应对人口老龄化的必然选择。随着延迟退休新政的实施,必然带来工作场所中员工年龄更加多元化,年龄偏见问题也可能因此加剧,进而影响个体的工作行为。本文聚焦工作场所年龄多元化和年龄偏见的研究文献,诠释了年龄多元化、年龄偏见的内涵和度量,揭示了工作场所中年龄多元化和年龄偏见之间的关系,提炼了工作场所中年龄偏见的影响因素,剖析了工作场所中年龄多元化和年龄偏见对个体或群体工作行为的影响。最后,基于已有研究成果构建了年龄多元化影响工作行为的跨层整合模型,并提炼了该模型对我国企业落实延迟退休新政带来年龄多元化管理的启示,以及未来研究展望。
Delaying retirement age, as a result of increased life expectancy in China, is an inevitable choice when faced with an ageing population. The implementation of retirement age delay policy will lead to employees＇ age in the workplace to be more diverse, and age bias to be more salient, thus further affecting employees＇ work behaviors. Based on the literature on age diversity and age bias, this pa- per mainly explains the definition and measurement of age diversity and age bias, reveals the relationship between age diversity and age bias, summarizes the factors that influence age bias in the workplace, and clarifies the impact of age diversity and age bias on employ- ees＇ work behaviors in the individual or group level. Finally, this paper puts forward a cross-level model of the effect of age diversity on employees＇ work behavior, some suggestions about how to manage age diversity and directions for further researches.
作者
陈建安
陶雅
陈瑞
Chen Jianan Tao Ya Chen Rui(Economics ＆ Management School, Wuhan University, Wuhan 43007)
出处
《管理评论》
CSSCI
北大核心
2017年第7期148-162,共15页
Management Review
基金
国家社会科学基金教育学一般课题(BIA150092)
国家社会科学基金青年项目(10CGL009)
