Age and workplace deviance: A meta-analytic test and a trait-based examination of why older employees engage in less workplace deviance

J.L. Pletzer*, Janneke Oostrom, Sven Constantin Voelpel

*Corresponding author for this work

Research output: Contribution to journalArticleScientificpeer-review

6 Citations (Scopus)
128 Downloads (Pure)

Abstract

In the current meta-analysis, we examine the relation between age and workplace deviance, and find a small but significant negative correlation (⁠ρ¯ = −.124, k = 198). More importantly, we test several trait-based mechanisms to help explain this relation. Specifically, based on the neo-socioanalytical model of personality change, we hypothesized that those Big Five personality traits that change with age, HEXACO honesty–humility, and trait negative affect mediate this relation. These hypotheses were supported, as the Big Five traits conscientiousness, agreeableness, and neuroticism, as well as honesty–humility and trait negative affect simultaneously mediated the negative relation between age and workplace deviance. These findings highlight important underlying mechanisms for this relation and suggest several opportunities for organizations to reduce the occurrence of workplace deviance. Further theoretical and practical implications as well as limitations and future research ideas are discussed.
Original languageEnglish
Pages (from-to)153-168
JournalWork Aging and Retirement
Volume9
Issue number2
DOIs
Publication statusPublished - 2023

Keywords

  • 5 PERSONALITY DIMENSIONS
  • COUNTERPRODUCTIVE WORK BEHAVIOR
  • EFFECT SIZE HETEROGENEITY
  • EMOTION-REGULATION
  • HONESTY-HUMILITY
  • JOB-PERFORMANCE
  • NEGATIVE AFFECT
  • ORGANIZATIONAL CITIZENSHIP BEHAVIOR
  • RELATIVE IMPORTANCE
  • SOCIAL INVESTMENT
  • age
  • counterproductive work behavior
  • neo-socioanalytical model of personality change
  • personality
  • workplace deviance

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