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首页> 外文期刊>Academy of management learning & education >REACHING THE HEART OR THE MIND? TEST OF TWO THEORY-BASED TRAINING PROGRAMS TO IMPROVE INTERACTIONS BETWEEN AGE-DIVERSE COWORKERS
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REACHING THE HEART OR THE MIND? TEST OF TWO THEORY-BASED TRAINING PROGRAMS TO IMPROVE INTERACTIONS BETWEEN AGE-DIVERSE COWORKERS

机译：到达心脏或心灵？ 试验两个基于理论的培训计划，以改善年龄多样性同事之间的相互作用

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摘要

Due to demographic change, age diversity is increasing in many organizations. We aimed to understand how organizations can use age diversity training to overcome the challenges and realize the benefits of an age-diverse workforce. We built on the two predominant theoretical perspectives in the diversity literature-social identity theory and the information and decision-making perspective-to advance a dual pathway model and develop two age diversity training programs: identity-oriented training that helps organizations to overcome the challenges of age diversity by "speaking to the heart" of age-diverse coworkers and knowledge-oriented training that helps organizations to realize the benefits of age diversity by "speaking to the mind" of age-diverse coworkers. We tested both training programs in a randomized controlled field experiment with age-diverse coworker dyads. We found that the identity-oriented training facilitated contact quality as a socioemotional outcome through increased levels of coworker's perceived similarity and also reduced stereotype threat. The knowledge-oriented training increased knowledge transfer as a sociocognitive outcome through increased levels of coworker's perceived knowledge utility and transactive memory. In a pilot training integration study, we made a first attempt to develop and test an integrated training program. Our findings advance research on the evidence-based management of age diversity.
机译：由于人口变化，许多组织的年龄多样性正在增加。我们旨在了解组织如何利用年龄多样性培训来克服挑战，实现年龄多样的劳动力的益处。我们建立了多样性文学 - 社会认同理论的两个主要的理论观点以及信息和决策视角 - 推进双路模型，并制定两个年龄分析培训计划：以身份为导向的培训，帮助组织克服挑战通过“谈到年龄不同的同事和知识导向的培训的年龄多样性，帮助组织通过”与年龄多样性的同事“的思想”实现年龄多样性的好处。我们在随机对照场实验中测试了具有年龄多样的同事二元的培训计划。我们发现，通过增加了同事的感知相似度，典型威胁的水平，身份导向的培训作为社会情调结果的接触质量。通过增加同事的感知知识效用和变形记忆，所面向知识的培训作为社会认知结果增加了知识转移。在试点培训集成研究中，我们首先尝试开发和测试综合培训计划。我们的调查结果进入了基于证据的年龄多样性管理研究。

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