Changes in Perceived Age Discrimination Over Time: Patterns, Covariates, and Consequences

Abstract

Age discrimination is one of the most prevalent types of discrimination in the workplace and as such represents a major challenge for many workers. Although prior work suggests that perceived age discrimination is a dynamic process leading to detrimental effects on job- and health-related outcomes, little is known about how it changes over time. Drawing on classical psychological stressor-strain theory, the current study examines different patterns of changes in perceived age discrimination, their relationships with age, gender, and organizational justice, and effect on job satisfaction, work strain, and perceived employability. Using longitudinal data from 1,100 workers aged 27-57 in a prospective design over six years, we find three patterns characterized by low stable, increasing, and decreasing levels of perceived age discrimination change at work over time. We further observe that older employees and women (but not older women), as well as employees reporting lower levels of organizational justice, are more likely to belong to the increasing age discrimination change pattern. Finally, we demonstrate that workers belonging to the low stable age discrimination pattern are more likely to benefit from higher job satisfaction, perceived employability, and lower work strain. The theoretical and practical implications of these findings are discussed.