Projets par an
Résumé
We shed new light on the linkages between age diversity and technological innovation, and explore the moderating effect of human resource practices on such relationships. Based on a linked dataset that contains cross-sectional survey data and longitudinal employer–employee data from Luxembourg, we show that the effect of age diversity on innovation depends on the age distribution pattern of employees: positive for firms characterized by heterogeneous age groups (variety), negative for those dominated by polarized age groups (polarization). HR practices such as information sharing mitigate the adverse effects of age polarization on innovation. Practices enhancing development such as training are found to play a significant and negative role in moderating the relationship between age diversity and innovation. We illustrate how academics and practitioners may use HR practices within the context of a heterogeneous aging workforce and the age-related differences in values and abilities between generations.
langue originale | Anglais |
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Pages (de - à) | 829-843 |
Nombre de pages | 15 |
journal | European Management Journal |
Volume | 39 |
Numéro de publication | 6 |
Date de mise en ligne précoce | 29 janv. 2021 |
Les DOIs | |
état | Publié - déc. 2021 |
mots-clés
- Age
- Diversity (variety and polarization)
- HR practices
- Technological innovation
Projets
- 1 Terminé
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WorkAgeing: WorkAgeing - Older workers'emplyoment participation : new evidence from Luxembourg
Nguyen, T. T. U. (PI), Genevois, A.-S. (CoI), Martin, L. (CoI), Nguyen-van, P. (CoI) & Kato, T. (CoI)
Luxembourg Institute of Socio-Economic Research LISER, Fonds National de la Recherche
1/09/17 → 31/05/22
Projet: Recherche
Publications
- 1 Autre contribution
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Gestion du vieillissement du personnel en entreprise. Quelles pratiques managériales développer pour soutenir la compétitivité ?
Nguyen-Thi, T. U., août 2018, 1 p. Femmes Magazine.Résultats de recherche: Autre contribution
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