Age discrimination within a P-E fit paradigm: maintaining fit with an active work style

In the context of work environment and within-person change, age discrimination represents a substantial and important challenge for mid- to late-career workers. This present research expands the current literature by examining age discrimination within a P-E fit paradigm. Utilizing the theory of work adjustment, we examined the effect of perceived age discrimination upon demands-abilities (D-A) fit and needs-supplies (N-S) fit in two, two-wave studies. Consistent with hypotheses, Study 1 (N = 1345) demonstrated that as individuals perceived increasing experiences of age discrimination, both D-A and N-S fit decreased over time. Study 2 (N = 665) included active work styles, defined as an individual's general level and pattern of workplace effort and activity, as a possible moderating variable of the relationship between age discrimination and D-A fit. As expected, the engagement of a highly active work style ameliorated the deleterious effects of age discrimination. Implications for future empirical research and possible workplace applications deriving from these studies are discussed. Practitioner points: Age discrimination has a negative impact upon employees being able to maintain their fit with the work environment. An employee may minimize the impact of age discrimination by maintaining a highly active work style. Organizations need to facilitate a positive age diversity climate by actively challenging negative stereotypes through education and training programmes, and the enforcement of fair and just diversity policies.