Wpływ różnorodności wiekowej na identyfikację organizacyjną
DOI:
https://doi.org/10.15611/pn.2025.2.13Słowa kluczowe:
różnorodność wiekowa, identyfikacja organizacyjna, postawy w miejscu pracy, postrzegane wsparcie organizacyjneAbstrakt
Cel: Celem niniejszej pracy jest zbadanie wpływu różnorodności wiekowej na identyfikację orga-nizacyjną oraz ocena roli praktyk zarządzania zasobami ludzkimi (HR) i inkluzywnego klimatu organizacyjnego w kształtowaniu tej relacji.
Metodologia: Badanie obejmuje syntezę istniejącej literatury oraz badania empiryczne przepro-wadzone w 30 organizacjach na terenie Polski. Dane zostały zebrane metodami ilościowymi od mene-dżerów HR oraz pracowników. Weryfikacja hipotez została przeprowadzona za pomocą zaawanso-wanych analiz statystycznych.
Wyniki: Sama różnorodność wiekowa nie wykazuje bezpośredniego wpływu na identyfikację organi-zacyjną, jednak praktyki HR uwzględniające różnorodność wiekową oraz inkluzywny klimat organiza-cyjny znacząco pośredniczą w tej relacji.
Implikacje i rekomendacje: Uzyskane wyniki podkreślają znaczenie wdrażania praktyk HR, które uwzględniają różnorodność wiekową, oraz tworzenia inkluzywnego klimatu organizacyjnego, aby wzmocnić identyfikację pracowników z organizacją. Sugeruje się, aby przyszłe badania skupiły się na dalszym badaniu mechanizmów oraz kontekstów, w których różnorodność wiekowa wpływa na identyfikację organizacyjną, z uwzględnieniem różnic branżowych i kulturowych.
Oryginalność/wartość: Przedstawione badanie wnosi istotny wkład w zrozumienie dynamiki między różnorodnością wiekową a identyfikacją organizacyjną, oferując cenne wskazówki dla zarządzania zasobami ludzkimi oraz rozwoju organizacyjnego, promując tym samym inkluzywne i wspierające środowisko pracy.
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Prawa autorskie (c) 2025 Łucja Waligóra
Utwór dostępny jest na licencji Creative Commons Uznanie autorstwa – Na tych samych warunkach 4.0 Miedzynarodowe.
Accepted 2025-02-03
Published 2025-07-22
