Retirement: Stereotypes and Combined Effects of Gender and Age

1636 WordsJun 20, 20187 Pages
Differential Consequences and Rewards of Organizational Citizenship Behavior for Younger and Older Workers Employees are increasingly pushing back retirement leading to an older and higher proportion of older employees in the workplace. In fact, the SHRM Workplace Forecast (2013) released by The Society for Human Resource’s listed the generation gap as a top future workplace trend. In addition, women are to becoming more and more a part of today’s workforce. However, both older individuals and women remain highly stereotyped groups. A majority of workplace stereotypes toward older adults and women are unfounded and serve as unfair hurdles towards these groups. A common stereotype of elder individuals is that they are less innovative…show more content…
Debate within organizations stems from how discretionary such roles can actually be described as being. Van Dyne and LePine (1998) define such behavior as: not specified in advance, not recognized by a formal reward system, and not a source of punitive behavior; however, others argue that these behaviors are in fact in-role behavior and are expected of employees (Bolino, 1999). Noting that job descriptions were becoming more ambiguous, Organ (1997) defended OCB by altering the definition to “contributions to the maintenance and enhancement of the psychological context that support task performance. In 2006, he further defended the discretionary nature by once more redefining the construct: ‘discretionary contributions that go beyond the strict description and that do not lay claim to contractual recompense from the formal reward system’ (see Spitzmuller et al 2006). Conflict in the literature is formulated around how to understand the underlying dimensions. When the OCB was initially introduced it was comprised of two dimensions:

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