The two authors have contributed equally to this article.
Too old or too young? The impact of perceived age discrimination
Article first published online: 24 AUG 2006
Human Resource Management Journal
Volume 13, Issue 1, pages 78–89, January 2003
How to Cite
Snape, E. and Redman, T. (2003), Too old or too young? The impact of perceived age discrimination. Human Resource Management Journal, 13: 78–89. doi: 10.1111/j.1748-8583.2003.tb00085.x
- Issue published online: 24 AUG 2006
- Article first published online: 24 AUG 2006
This article examines the impact on employee attitudes of perceived age discrimination, drawing on a study of a local authority. Survey respondents report that discrimination on the grounds of being ‘too young’ is at least as common as discrimination on the grounds of being ‘too old’. Findings suggest that perceived age discrimination, whether for being too old or too young, has negative consequences for affective commitment to the organisation. Those who feel that they have been discriminated against because they are considered too old have higher levels of continuance commitment. There is partial support for the hypothesis that older workers who feel that they have been discriminated against have a stronger intention to retire early.