Over the past decades, employment rates of older workers in most Western countries have rapidly increased. Hence, there is a growing interest in identifying the organizational dimensions that might impact the psychosocial adjustment of workers aged over 50 years. This study focuses on perceived organizational support (POS) and identity‐related measures (identification and authenticity) as key organizational components for workers at this stage of life. Furthermore, in the relationships discussed, we explore the moderating role of perceived age discrimination. In an ample sample of older workers (N = 4,563, aged 50–66 years), a moderated mediational model was tested where older workers' involvement was associated to POS. In the model, this relationship was mediated by organizational identification and authenticity, and the association between POS, identity‐related measures, and involvement was moderated by age‐based discrimination. Results showed that POS is associated with organizational involvement via organizational identification and authenticity and that high level of age discrimination decreased the positive association between POS, organizational identification, authenticity, and involvement.

中文翻译：

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我合适的地方：适度的调解模型可以解释50岁以上员工的参与

在过去的几十年中，大多数西方国家的老年工人就业率迅速提高。因此，人们越来越关注确定可能影响50岁以上工人的心理社会适应能力的组织规模。这项研究的重点是感知的组织支持（POS）和与身份相关的措施（身份和真实性），这些是这一阶段工人的重要组织组成部分。此外，在讨论的关系中，我们探索了感知年龄歧视的调节作用。在老年工人的充足样品（Ñ = 4,563，年龄在50-66岁之间），我们测试了一个中介中介模型，其中老年工人的参与与POS相关。在模型中，这种关系是由组织识别和真实性来调节的，而POS，与身份相关的措施和参与之间的关联则由基于年龄的歧视来调节。结果表明，POS通过组织识别和真实性与组织参与相关，而高年龄歧视降低了POS，组织识别，真实性和参与之间的正相关。