This study contributes to the emerging literature on age diversity effects at the organizational level of analysis by comparing the role of chronological‐age diversity versus subjective‐age diversity. We hypothesize a multilevel model in which organizational‐level subjective‐age diversity is negatively related to bonding social capital within organizations, which, in turn, contributes to heightened employee engagement and lowered turnover intentions. The assumed relationships are tested in a multilevel sample of 96 German small‐ and medium‐sized companies with 16,274 employees participating. We gathered data from four different sources to circumvent common source problems and received support for most of the proposed relationships. Given the potentially detrimental effects of high subjective‐age diversity in the workplace, the paper concludes with practical recommendations on how to manage subjective‐age diversity in companies proactively.

中文翻译：

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我们在组织中的年龄有多重要：根据员工成果测试组织主观年龄差异的多层次模型

通过比较年代-年龄多样性与主观-年龄多样性的作用，本研究为在组织分析层面上有关年龄多样性影响的新兴文献做出了贡献。我们假设一个多层次的模型，其中组织级别的主观年龄差异与组织内部的社会资本的束缚负相关，反过来，这有助于提高员工敬业度和降低离职意图。假设的关系在96个德国中小型企业的16 274名员工的多层次样本中进行了测试。我们从四个不同的来源收集了数据以规避常见的来源问题，并获得了对大多数建议关系的支持。考虑到工作场所中高主观年龄多样性的潜在有害影响，