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HR-Exzellenz pp 237-252 | Cite as

Age-Diversity-Management in Teams und Organisationen

  • Florian Kunze
  • Max Reinwald
Chapter

Zusammenfassung

Aufgrund gesamtgesellschaftlicher Veränderungen ist für viele Unternehmen eine altersdiverse Belegschaft längst Realität. Vor diesem Hintergrund und der Aussicht, dass die Altersdiversität der Belegschaft in den meisten Unternehmen in Zukunft noch weiter steigen wird, befasst sich dieser Beitrag mit den Folgen von Age Diversity im organisationalen Kontext. Im Sinne eines Mehrebenenphänomens wird dabei zunächst die Age-Diversity-Forschung auf der Teamebene dargestellt, ehe die Organisationsebene fokussiert wird. Auf beiden Ebenen zeigen sich teilweise inkonsistente Effekte von Age Diversity auf Prozesse und Leistung, weshalb auch auf die Forschung zu möglichen Rahmenbedingungen und Interventionen abgestellt wird. Diese Forschung zeigt, dass Rahmenbedingungen wie Aufgabencharakteristika, Führungsverhalten, Altersstereotypen sowie Personal- und Diversity-Managementpraktiken für eine Dominanz der positiven oder der negativen Effekte von Age Diversity sorgen können. Die bisherigen wissenschaftlichen Befunde bilden die Basis unserer Empfehlungen für ein evidenzbasiertes Age-Diversity-Management. Der Beitrag schließt mit noch offenen Forschungsfragen, durch deren Beantwortung das evidenzbasierte Age-Diversity-Management zukünftig weiter vorangebracht werden kann.

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Copyright information

© Springer Fachmedien Wiesbaden GmbH 2017

Authors and Affiliations

  1. 1.Universität KonstanzKonstanzDeutschland

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