Enhancing Motivation to Learn through Age Diversity Climate: A Mediated Moderation Perspective
Saved in:
| Title: | Enhancing Motivation to Learn through Age Diversity Climate: A Mediated Moderation Perspective |
|---|---|
| Language: | English |
| Authors: | Sweta Singh, Chetan Chitre |
| Source: | Journal of Workplace Learning. 2025 37(2):135-152. |
| Availability: | Emerald Publishing Limited. Howard House, Wagon Lane, Bingley, West Yorkshire, BD16 1WA, UK. Tel: +44-1274-777700; Fax: +44-1274-785201; e-mail: emerald@emeraldinsight.com; Web site: http://www.emerald.com/insight |
| Peer Reviewed: | Y |
| Page Count: | 18 |
| Publication Date: | 2025 |
| Document Type: | Journal Articles Reports - Research |
| Descriptors: | Foreign Countries, Employees, Employee Attitudes, Age Differences, Age Discrimination, Older Workers, On the Job Training, Staff Development, Workplace Learning, Learning Motivation, Work Environment, Inclusion |
| Geographic Terms: | India |
| DOI: | 10.1108/JWL-05-2024-0103 |
| ISSN: | 1366-5626 1758-7859 |
| Abstract: | Purpose: This paper aims to further the understanding of the motivation to learn (ML) among an organisation's older cohort of employees. It is proposed that age diversity climate (ADC) will positively impact ML by improving employees' subjective age (SA) perception. Such a climate will indicate that the organisational climate is fair and inclusive regardless of the employee's age. Design/methodology/approach: Salaried Indian workers were administered a questionnaire on SA, ML and ADC. Findings: ADC was positively related to ML, with SA acting as a mediator. The relationship is stronger for employees with higher chronological age (C.Age). Practical implications: Policymakers and managers can draw from the findings and develop HR programs aimed at managing an age-diverse workforce and can incorporate measures that enhance the employability of the chronologically ageing but subjectively younger cohort to prevent premature departure from the labour market. Originality/value: The present article contributes to the literature on work and ageing by investigating the subjective relationship of workers to their age. The findings also focus on successful ageing, thus contributing to the life span developmental theories. |
| Abstractor: | As Provided |
| Entry Date: | 2025 |
| Accession Number: | EJ1466430 |
| Database: | ERIC |
| Abstract: | Purpose: This paper aims to further the understanding of the motivation to learn (ML) among an organisation's older cohort of employees. It is proposed that age diversity climate (ADC) will positively impact ML by improving employees' subjective age (SA) perception. Such a climate will indicate that the organisational climate is fair and inclusive regardless of the employee's age. Design/methodology/approach: Salaried Indian workers were administered a questionnaire on SA, ML and ADC. Findings: ADC was positively related to ML, with SA acting as a mediator. The relationship is stronger for employees with higher chronological age (C.Age). Practical implications: Policymakers and managers can draw from the findings and develop HR programs aimed at managing an age-diverse workforce and can incorporate measures that enhance the employability of the chronologically ageing but subjectively younger cohort to prevent premature departure from the labour market. Originality/value: The present article contributes to the literature on work and ageing by investigating the subjective relationship of workers to their age. The findings also focus on successful ageing, thus contributing to the life span developmental theories. |
|---|---|
| ISSN: | 1366-5626 1758-7859 |
| DOI: | 10.1108/JWL-05-2024-0103 |
