老龄化和年龄多样性对公司绩效的影响

U. Backes-Gellner, S. Veen
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引用次数: 54

摘要

我们研究了公司员工的年龄结构如何影响公司绩效。虽然老龄化对个人生产力的影响已经被频繁地分析过,但组织生产力的影响却远远超过个人生产力的总和。此外,我们不仅研究了平均年龄变化对组织绩效的影响,还研究了年龄多样性变化对组织绩效的影响。我们通过引入一个简单的经济模型来研究劳动力异质性对公司绩效的影响,从而做出了理论贡献。该模型提供了一个正式的结构,即成本和收益曲线,以分析年龄多样性的变化如何影响组织绩效。然后,我们通过将这一经济模型与来自多个和非常不同学科的关于老龄化和多样性的理论见解和实证结果结合起来,开辟了新的领域。因此,我们得出了经验上可检验的假设,这些假设在实证部分进行了测试,该部分基于超过18,000家德国公司和200万名员工的关联雇主雇员数据集。我们发现新的和创新的结果。虽然之前的研究经常发现,随着年龄的增长,个人生产力的影响会下降,但我们发现,组织生产力并不一定会随着平均劳动力年龄的下降而下降,尤其是在年龄多样性和任务类型的变化受到控制的情况下。我们还发现,年龄多样性的增加可以对生产力产生实质性的积极影响,特别是在创新和创意公司。我们的结果不仅在统计意义方面进行了讨论,而且在经济重要性和人口变化对组织绩效的影响方面也进行了讨论。
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The Impact of Aging and Age Diversity on Company Performance
We examine how the age structure of a company's workforce affects company performance. Although, the effect of aging on individual productivity has been analyzed frequently, organizational productivity effects, which are more than the sum of individual productivities, have not. Furthermore, we do not only address the effect of changes in average age but also of changes in age diversity on organizational performance. We make a theoretical contribution by introducing a simple economic model to study the effects of workforce heterogeneity on company performance. The model provides a formal structure, i.e. cost and benefit curves, to analyze how changes in age diversity may affect organizational performance. We then break new ground by combining this economic model with theoretical insights and empirical results on aging and diversity from multiple and very diverse disciplines. As a result we derive empirically testable hypotheses which are tested in the empirical section based on a linked employer employee dataset with more than 18.000 German firms and 2 million employees. We find new and innovative results. Although previous research has often found declining individual productivity effects with increasing age, we find that organizational productivity does not necessarily decline with average workforce age, particularly if changes in age diversity and type of tasks are controlled for. We also find that an increase in age diversity can have substantial positive productivity effects, particularly in innovative and creative companies. Our results are not only discussed in terms of statistical significance, but also with respect to economic importance and the consequences of demographic changes on organizational performance.
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