Abstract
This article is empirical. Its main purpose is to recognise, diagnose, and assess the relationship between cultural factors and the level of age management in the organisation. Four detailed research problems were also posed regarding the connections between the type of organisational culture, the cultural dimension, and the level of management of age-diverse employees. To find answers to these questions, research was carried out that consisted of two stages. The first was a case study of four companies with different types of organisational culture. It was supplemented by conducting a CAWI survey among individual employees from organisations with different cultural backgrounds. The obtained results lead to the conclusion that the most beneficial for the existence of the highest level of management of age-differentiated employees is the clan culture, as well as low power distance and individualism. The article ends with recommendations for managing age-diverse employees in organisations with different cultural backgrounds.
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