This research aimed to examine the effect of age metastereotypes on intergroup outcomes and psychological functioning in the work context among two different age groups: young adults aged between 18 and 30 and older adults aged over 60. We hypothesised that age metastereotypes would affect intergroup outcomes (anxiety, empathy, trust and self-disclosure) and affective reactions (threat, challenge, boost). We adopted an experimental between subject design. Participants were 75 adults young aged between 18 and 30 and 68 adults aged over 60 adults. All of them were presented with a vignette through which age metastereotypes were manipulated (negative vs. positive). Subsequently, some manipulation checks were presented, together with some valid and reliable scales measuring the research variables. Some ANCOVAs were conducted separately for the two age groups, with participants’ age, age group identification and previous contact with the outgroup as covariates. Results showed that participants were more likely to apply to themselves positive rather than negative metastereotypes. Participants over 60 perceived the positive vignette as more realistic than the negative one. No significant effect of metastereotypes emerged on intergroup anxiety, trust, and empathy. A significant effect of metastereotypes emerged on self-disclosure among participants over 60. Among participants aged 18-30, there was a significant effect of metastereotypes on threat, challenge, and boost. This research brings attention to the role of metastereotypes in the work context, highlighting how they can determine certain communication modes in adults over 60, and specific affective reactions in young people.

We investigate the role of different domains of workers’ wellbeing within firms on key performance indicators (KPIs). The analysis relies on employees’ responses to the Trust Index survey run by Great Place to Work between 2019 and 2022 on a sample of Italian firms. We use Data Envelopement Analysis to analyze how organizational wellbeing (input) is transformed into workers’ satisfaction, tenure, and effort on the job (output). We compute an index of “efficient” wellbeing organizational practices and benchmark firms relative to the efficiency frontier along different domains. We explore how the effectiveness of wellbeing practices varies across different types of workers, including those approaching retirement. While positive perceptions of workplace wellbeing are associated with higher outcomes, our findings reveal substantial room for improvement in the efficiency of this transformation process, even among wellbeing-oriented firms. There is significant heterogeneity in organizational efficiency across domains and firm characteristics. Large inefficiency in is revealed for the health & safety domain; smaller firms tend to be more efficient. These findings inform HR departments about the importance of targeted investment in specific domains of corporate wellbeing to effectively manage a diverse workforce and improve organizational outcomes.

The GOL-Guaranteed Employability of Workers Programme is a national active labour market policy (ALMP) funded by the National Recovery and Resilience Plan (NRRP). Among its target groups there are unemployed over 55 who are actively seeking employment. The policy provides them with job search support and training.

The present contribution focuses on ageism mechanisms in GOL provision by examining the local provision of job search support and training services to unemployed people over 55.

The contribution adopts a comparative research approach. We compare GOL implementation in two Italian regions: Lombardy and Calabria. We have conducted semi-structured interviews (which are still ongoing) with key stakeholders composing the Programme governance: regional regulators, job centres, training providers, employment agencies, and unions. In addition to interviews, the study drew on the study of national norms, reports, and documents related to the program.

Preliminary findings suggest that the interaction between the standardisation of profiling procedures and the personalisation of job support and training services affect the quality and appropriateness of the training services provided to beneficiaries over 55. Second, the local service network constituted by the job centre and the local training and employment services supply influences the recruitment probability of beneficiaries over 55 as it mediates the relationship with local employers. Third, according to the interviewees, those over 55 are particularly affected by ageism. However, they could have higher job opportunities due to greater work experience, motivation, and availability to do jobs that younger beneficiaries avoid. Service providers play a crucial role in increasing over 55 opportunities.

This paper investigates how the adoption of Age Management Policy (AMP) affects firms' performance. We develop a theoretical framework in which firms choose an AMP among a finite set of human resource policies. We focus on two sets of alternative policies: cost-reducing AMPc — such as quit incentives and early retirements — or productivity-enhancing AMPp — such as up-skilling and human capital development. We empirically test the model on a sample of Italian SME, accounting for endogeneity in AMPs adoption. We find that the route by which AMP affects firms' performance is different: with early retirements affecting costs, while up-skilling having an impact on employment and productivity. Firm size, sector, and workforce composition influence the effectiveness of these strategies.