@article{Guillen2019-05innov-45734,
  year={2019},
  doi={10.1002/hrm.21953},
  title={When age does not harm innovative behavior and perceptions of competence : Testing interdepartmental collaboration as a social buffer},
  number={3},
  volume={58},
  issn={0090-4848},
  journal={Human Resource Management},
  pages={301--316},
  author={Guillén, Laura and Kunze, Florian}
}

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    <dc:contributor>Kunze, Florian</dc:contributor>
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    <dcterms:abstract xml:lang="eng">Can older managers overcome stereotypes relating age to low competence? We integrate the literature on age and cognitive ability with research on innovation to explore whether—and if so, when—employees' age harms performance and promotability appraisals made by their supervisors. Multisource, time‐lag data from 305 project managers indicate that the negative stereotypes can be explained through decreased innovative behavior. However, older employees are not always seen as poorer performers with less potential to be promoted due to their reduced innovative behavior. Rather, interdepartmental collaboration moderates these effects. Specifically, older employees with low interdepartmental collaboration are less innovative and receive worse performance and promotability appraisals than younger employees, but the “age handicap” vanishes when older employees collaborate with members of other departments. Organizations should foster formal or informal collaboration among units to prevent negative consequences of an aging workforce.</dcterms:abstract>
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    <dc:creator>Kunze, Florian</dc:creator>
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