The global trend of increasing workplace age diversity has led to growing research attention to the organizational consequences of age-diverse workforces. Prior research has primarily focused on the statistical relationship between age diversity and organizational performance without empirically probing potential mechanisms underlying this relationship. Adopting an intellectual capital perspective, we posit that age diversity affects organizational performance via human and social capital. Furthermore, we examine workplace functional diversity and age-inclusive management as two contingent factors shaping the effects of age diversity on human and social capital. Our hypotheses were tested with a large manager-report workplace survey data from the Society for Human Resource Management (N = 3,888). Results indicate that age diversity was positively associated with organizational performance through the mediation of increased human and social capital. In addition, functional diversity and age-inclusive management amplified the positive effects of age diversity on human and social capital. Our research sheds light on how age-diverse workforces may create value through cultivating knowledge-based organizational resources (i.e., human and social capital). (PsycInfo Database Record (c) 2020 APA, all rights reserved).

中文翻译：

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利用年龄多样性提高组织绩效：智力资本视角。

工作场所年龄多元化的全球趋势导致越来越多的研究关注年龄多元化劳动力的组织后果。先前的研究主要集中在年龄多样性和组织绩效之间的统计关系上，而没有从经验上探索这种关系背后的潜在机制。采用智力资本的观点，我们假设年龄多样性通过人力和社会资本影响组织绩效。此外，我们将工作场所功能多样性和年龄包容性管理视为塑造年龄多样性对人力和社会资本影响的两个偶然因素。我们的假设通过人力资源管理协会（N = 3,888）的大型经理报告工作场所调查数据进行了测试。结果表明，通过增加人力和社会资本的中介，年龄多样性与组织绩效呈正相关。此外，功能多样性和年龄包容性管理放大了年龄多样性对人力和社会资本的积极影响。我们的研究揭示了不同年龄的劳动力如何通过培养基于知识的组织资源（即人力和社会资本）来创造价值。（PsycInfo 数据库记录 (c) 2020 APA，保留所有权利）。我们的研究揭示了不同年龄的劳动力如何通过培养基于知识的组织资源（即人力和社会资本）来创造价值。（PsycInfo 数据库记录 (c) 2020 APA，保留所有权利）。我们的研究揭示了不同年龄的劳动力如何通过培养基于知识的组织资源（即人力和社会资本）来创造价值。（PsycInfo 数据库记录 (c) 2020 APA，保留所有权利）。