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Positive effects of ageing and age diversity in innovative companies – large‐scale empirical evidence on company productivity
11 references·16 citing·53 second hop
Positive effects of ageing and age diversity in innovative companies – large‐scale empirical evidence on company productivity (2012)Positive effects of ageing and age divers…Human resource management and performance: still searching for some answers (2011)Human resource management and…Getting Specific about Demographic Diversity Variable and Team Performance Relationships: A Meta-Analysis (2010)Getting Specific about Demogr…The Whole Is More Than the Sum of Its Parts— Or Is It? A Review of the Empirical Literature on Complementarities in Organizations (2009)The Whole Is More Than the Su…TOP MANAGEMENT TEAM FUNCTIONAL BACKGROUND DIVERSITY AND FIRM PERFORMANCE: EXAMINING THE ROLES OF TEAM MEMBER COLOCATION AND ENVIRONMENTAL UNCERTAINTY. (2008)TOP MANAGEMENT TEAM FUNCTIONA…The relationship of age to ten dimensions of job performance. (2008)The relationship of age to te…The Effects of Team Diversity on Team Outcomes: A Meta-Analytic Review of Team Demography (2007)The Effects of Team Diversity…The difference: how the power of diversity creates better groups, firms, schools, and societies (2007)The difference: how the power…Organisational practices and the post‐retirement employment experience of older workers (2007)Organisational practices and …Aging and Work in the 21st Century (2007)Aging and Work in the 21st Ce…Interactions Within Groups and Subgroups: The Effects of Demographic Faultlines (2005)Interactions Within Groups an…Globalisation and the Market for Team‐Mates (1999)Globalisation and the Market …Corporate green innovation in an aging population: Evidence from Chinese listed companies (2024)Corporate green innovation in…Age diversity and the monitoring role of corporate boards: Evidence from banks (2022)Age diversity and the monitor…It matters how old we feel in organizations: Testing a multilevel model of organizational subjective‐age diversity on employee outcomes (2021)It matters how old we feel in…Executive compensation and corporate performance of energy companies around the world (2021)Executive compensation and co…Leveraging age diversity for organizational performance: An intellectual capital perspective. 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On the Critical Analysis of Age and Organizations (2014)What’s Age Got to Do With It?…Profiting from technological innovation: Implications for integration, collaboration, licensing and public policy (1986)Firm Resources and Sustained Competitive Advantage (1991)The Resource-Based Theory of Competitive Advantage: Implications for Strategy Formulation (1991)A literature review on HRM and innovation – taking stock and future directions (2016)IT-enabled knowledge ambidexterity and innovation performance in small U.S. firms: The moderator role of social media capability (2017)Capturing Causal Complexity: Heuristics for Configurational Theorizing (2020)THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE. 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this work references cited by second hop

References

  • 2007The difference: how the power of diversity creates better groups, firms, schools, and societies2,281 cited
  • 2007The Effects of Team Diversity on Team Outcomes: A Meta-Analytic Review of Team Demography1,515 cited
  • 2008The relationship of age to ten dimensions of job performance.1,224 cited
  • 2011Human resource management and performance: still searching for some answers1,072 cited
  • 2010Getting Specific about Demographic Diversity Variable and Team Performance Relationships: A Meta-Analysis906 cited
  • 2005Interactions Within Groups and Subgroups: The Effects of Demographic Faultlines830 cited
  • 2008TOP MANAGEMENT TEAM FUNCTIONAL BACKGROUND DIVERSITY AND FIRM PERFORMANCE: EXAMINING THE ROLES OF TEAM MEMBER COLOCATION AND ENVIRONMENTAL UNCERTAINTY.624 cited
  • 2009The Whole Is More Than the Sum of Its Parts— Or Is It? A Review of the Empirical Literature on Complementarities in Organizations443 cited
  • 1999Globalisation and the Market for Team‐Mates409 cited
  • 2007Aging and Work in the 21st Century352 cited
  • 2007Organisational practices and the post‐retirement employment experience of older workers204 cited

Cited by

  • 2020Leveraging age diversity for organizational performance: An intellectual capital perspective.164 cited
  • 2019What satisfies younger versus older employees, and why? An aging perspective on equity theory to explain interactive effects of employee age, monetary rewards, and task contributions on job satisfaction

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147 cited
  • 2014What’s Age Got to Do With It? On the Critical Analysis of Age and Organizations113 cited
  • 2019AGATEto Understanding “Older” Workers: Generation, Age, Tenure, Experience101 cited
  • 2018Catalyzing capacity: absorptive, adaptive, and generative leadership86 cited
  • 2017How Do I-Deals Influence Client Satisfaction? The Role of Exhaustion, Collective Commitment, and Age Diversity75 cited
  • 2021Executive compensation and corporate performance of energy companies around the world67 cited
  • 2019Age diversity management and organisational outcomes: The role of diversity perspectives56 cited
  • 2018Reviewing Work Team Design Characteristics Across Industries: Combining Meta-Analysis and Comprehensive Synthesis56 cited
  • 2015The Effects of Work Force Diversity on Employee Performance in Singapore Organisations50 cited
  • 2024Corporate green innovation in an aging population: Evidence from Chinese listed companies46 cited
  • 2018HR on board! The implications of human resource expertise on boards of directors for diversity management45 cited
  • 2021It matters how old we feel in organizations: Testing a multilevel model of organizational subjective‐age diversity on employee outcomes40 cited
  • 2019Conceptualizing Age-Friendliness in Workplaces: Proposing a New Multidimensional Model37 cited
  • 2019Making the Case for Age-Diverse Universities37 cited
  • 2022Age diversity and the monitoring role of corporate boards: Evidence from banks32 cited