Abstract
Changes of the age structure in the organization are the focus of concern for business managers and academics. In the context of population aging and delayed retirement policy, it is important to study the impact of age discrimination on the behavior of older groups. Based the actual sampling data, this paper examines the deep process of age discrimination impacting employee withdrawal and innovation behaviors from a perspective of the dual path of cognition and emotion. It arrives at the following conclusions: （1） age discrimination against different age groups show a significant U” type relationship, and the degree of age discrimination is followed by elderly, young and middle-aged employees” in order of age discrimination degree. （2） Age discrimination has a significant direct impact on employee withdrawal and innovation behaviors, and has a greater impact on older employee behavior than younger employees. （3） In addition, job alienation and organizational norms have significant indirect impacts on the relationship between age discrimination and employee withdrawal behavior. Emotional support and competent emotional commitment have indirect effects on the relationship between age discrimination and employee innovation behavior. （4） Emotional commitment has a significant direct impact on organizational commitment, which indicates that the impact of age discrimination on employee behavior has also undergone a change from emotional path to behavioral path. The above conclusions illustrate the importance of identifying age discrimination in the organizations and provide early warning for enterprises to face more severe age discrimination after the implementation of the delayed retirement policy. The elimination of age discrimination helps firms to improve employee innovation behaviors and reduce staff withdrawal behaviors, which can provide help for enterprises to implement effective human resource management strategy.
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