Research Project. Project Management: Terms: 11/01/ /31/2009

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1 Research Project Age Heterogeneity of Work Groups as a Determinant of Innovation, Group Performance, and Health [Altersheterogenität von Arbeitsgruppen als Determinante von Innovation, Gruppenleistung und Gesundheit, ADIGU] Project Management: Prof. Dr. Juergen Wegge Assistant: M.A. Carla Roth 1 Dipl.-Psych. Susanne Lieberman 2 Dr. phil. Julia Hoch 3 Scientific Cooperation: Prof. Dr. Klaus-Helmut Schmidt, Institute of Work Physiology, Dortmund, Germany Funding: DFG, research program Agedifferentiated work systems (SPP1184) Terms: 11/01/ /31/2009 Description: Two trends are currently prominent in Germany and many other European countries. First, the proportion of older employees is increasing and second, more employees retire earlier. These trends are responsible for problems in the social welfare system as well as for difficulties of many companies to recruit qualified employees. The interdisciplinary scientific program Agedifferentiated work systems (supported by the German Research Foundation, DFG) seeks to develop and provide sound recommendations for agedifferentiated work design based on new systematic research in field and laboratory studies. Further aims of the research program are to improve attitudes towards older employees and to give practical advice to companies for a successful management of the aging workforce. As one part of this research program, the project ADIGU focuses on the effect of age heterogeneity in work groups as a determinant of innovation, group performance, and health of employees. In general, age heterogeneity in groups can result in advantages (e.g., utilization of differences in experience for problem solving) as well as disadvantages (e.g., intensification of emotional conflicts in groups) for team work. The strength of those effects and the conditions under which they appear were rarely examined in intact work groups up to now. Therefore, the main goal of ADIGU is to analyze the impact of age diversity in teams on measures of work motivation, work satisfaction, group performance, and well-being of employees. Furthermore, several intervening and moderating variables are examined such as attitudes, age salience, or the appreciation of age diversity in teams. In three large field studies we collected data from about 3,900 employees in approximately 500 work groups from public administrations and the private sector. Data analysis is based on multi-level methods (Klein & Kozlowski, 2000). Focusing mainly on 1 until 04/ starting from 05/ starting from 12/2007

2 psychological theories of group effectiveness and group composition (Knippenberg, De Dreu, & Homann, 2004; Knippenberg & Haslam, 2003; Wegge, 2003) several hypotheses were examined. So far, in the ADIGU project following outcomes have been achieved. First, the current status of the literature on age diversity was documented in several literature reviews (Wegge, Roth, & Schmidt, submitted; Roth, Wegge & Schmidt, 2007; Roth, Wegge, Schmidt, & Neubach, 2006; Wegge & Schmidt, submitted). Second, the impact of age diversity was empirically examined in field studies. Findings from a longitudinal study documented a positive impact of age diversity on team performance in teams working on complex tasks. In contrast, age diversity was related positively to the amount of physical health symptoms when teams were working on routine tasks (Wegge, Roth, Neubach, Schmidt, & Kanfer, in revision). Findings from another study document that the positive relationship between age diversity and team performance was partially explained through job tenure (Thies, Wegge, Schmidt, & Shemla, in prep). Additionally, it became evident that the positive relationship between age diversity and performance was partially mediated by the commitment to the department (Roth et al., 2006). Further research in the ADIGU project will mainly focus on the management of age diversity and innovation in age-diverse teams as well as on the development of specific trainings for diversity management. Literature Klein, K. J., & Kozlowski, S. W. J. (2000). Multilevel theory, research, and methods in organizations. Foundations, extensions, and new directions. San Francisco: Jossey-Bass. Knippenberg, D. van, De Dreu, C. K. W., & Homann, A. C. (2004). Work group diversity and group performance: An intergrative model and research agenda. Journal of Applied Psychology, 89, Knippenberg, D. van, & Haslam, S. A. (2003). Realizing the diversity dividend: Exploring the subtle interplay between identity, ideology and reality. In S. A. Haslam, D. van Knippenberg, M. Platow & N. Ellemers (Eds.), Social identity at work: Developing theory for organizational practice. New York: Taylor and Francis. Wegge, J. (2003). Heterogenität und Homogenität in Gruppen als Chance und Risiko für die Gruppeneffektivität. [Heterogeneity and homogeneity in groups as opportunity and risk for group efficiency]. In A. Thomas & S. Stumpf (Hrsg.). Teamarbeit und Teamentwicklung [Teamwork and team development] (S ). Göttingen: Hogrefe. Literature of the project: 1) Publications Shemla, M., Wegge, J., Haslam, A., Schmidt, K.- H., & Thies, M. (in prep.). The moderating role of manager tenure on the relationship between group diversity and performance. Thies, M. A., Wegge, J., Schmidt, K.- H., & Shemla, M. (in prep.) Effects of diversity on performance in financial service teams: The joint impact of age-, tenure- and gender diversity. Project description Research project ADIGU 2

3 Wegge, J. & K.- H. Schmidt (submitted). The impact of age diversity in teams on group per-formance and health. In A. Antoniou, C. Chrousus, G. Cooper, M. Eysenck. & C. Spiel-berger (Eds.). Handbook of occupational health psychology and medicine. Mahwah: Erlbaum. Wegge, J., Roth, C., & Schmidt, K.- H. (submitted). Vor- und Nachteile altersgemischter Teamarbeit: Macht die Gruppenarbeitsform einen Unterschied? [Advantages and disadvantages of age-diverse team work: Is there a difference related to the team form?]. Wirtschaftspsychologie Aktuell, Themenheft, Wegge, J., Roth, C., Neubach, B., Schmidt, K.- H., & Kanfer, R. (in revision). Age and gender diversity as determinants of performance and health in a public organization: The role of task complexity and group size. Schmidt, K.- H., & Wegge, J. (in Druck). Altersheterogenität als Determinante von Gruppenleistung und Gesundheit [Age diversity as determinat of workgroup performance and health]. In N. Schaper, H. Kremer & P. Sloane (Hrsg.), Bildungsperspektiven in alternden Gesellschaften [Educational perspectives in aging societies]. Lengerich: Pabst. McKay, J. (2007). The complexity of differences: An empirical test of the integrative step-by-step model of diversity. Masters Thesis at Ludwig- Maximilians-University Munich, Germany. Roth, C., Wegge, J., & Schmidt, K.- H. (2007). Konsequenzen des demographischen Wandels für das Management von Humanressourcen in Organisationen [Consequences of demographical changes for management of human resources in organisations]. Zeitschrift für Personalpsychologie. 6(3), Shemla, M. (2007). The moderating role of manager tenure on the relationship between group diversity and performance. Masters Thesis at Ludwig-Maximilians-University Munich, Germany. Neubach, B., Roth, C., Wegge, J., & Schmidt, K.- H. (2006). Alt und Jung in einem Team wie wirkt sich Altersdiversität auf die Arbeitsleistung aus? [Old and young within one team how does age diversity relate to team performance?]. Wirtschaftspsychologie Aktuell, 13, Roth, C., Wegge, J., Schmidt, K.- H., & Neubach, B. (2006). Altersheterogenität als Determinante von Leistung in Arbeitsgruppen der öffentlichen Verwaltung [Age heterogeneity as determinant of performance in work groups in public administration]. Zeitschrift für Arbeitswissenschaft, 60, Wegge, J., & Schmidt, K.- H. (2006). Altersheterogenität von Arbeitsgruppen als Determinante von Innovation, Gruppenleistung und Gesundheit [Age heterogeneity of work groups as determinant of innovation, group performance and health]. Zeitschrift für Arbeitswissenschaft, 60, ) Conference Presentations Wegge, J. (2007). The ageing workforce: Problems and chances with respect to effective team work. Transdiciplinary Colloquium of the Jacobs Center of life long learning, Jacobs University Bremen, Roth, C., Wegge, J., Neubach, B., & Schmidt, K.- H. (2007, September). Altersheterogenität von Arbeitsgruppen, Innovatives Verhalten und Gesundheit [Age heterogeneity of work groups, innovative behaviour and health]. Vortrag präsentiert auf der 5. Tagung der Fachgruppe Arbeits- und Project description Research project ADIGU 3

4 Organisationspsychologie der Deutschen Gesellschaft für Psychologie, Universität Trier, Wegge, J., Schmidt, K.- H., & Roth, C. (2007). Konsequenzen des demographischen Wandels für das Management von Humanressourcen in Organisationen [Consequences of demographic changes for management of human resources in organisations]. Überblicksreferat auf der 5. Tagung der Fachgruppe Arbeits- und Organisationspsychologie, Trier, Roth, C., Wegge, J., Neubach, B., & Schmidt, K.- H. (2007, Mai). Age and gender diversity as determinants of performance and well-being: The moderating role of task complexity and commitment. Vortrag präsentiert auf dem XIII European Congress of Work and Organizational Psychology, Stockholm, Schweden. Wegge, J. (2007). Ageing workforce - Chancen und Potenziale altersdifferenzierter Arbeitssysteme [Aging workforce Opportunities and challenges for age differentiated work systems]. Vortrag auf der Tagung des Commercial Vehicle Cluster, Speyer, Neubach, B., Roth, C., Wegge, J., & Schmidt, K.- H. (2007). Altersheterogenität von Arbeitsgruppen als Determinante von Innovation, Gruppenleistung und Gesundheit, die Ergebnisse einer Pilotstudie [Age diversity in workgroups as a determinant of innovation, work group performance and health, findings from a pilot study]. Vortrag auf dem 53. Fruehjahrskongress der GFA, Magdeburg, Wegge, J., & Roth, C. (2007, Februar). Teamarbeit und Kreativität [Teamwork and creativity]. Vortrag auf der Tagung Arbeit, Kreativität und Gesundheit an der TU München, München, Schmidt, K.- H. (2006, September). Konsequenzen der Altersheterogenität in Arbeitsgruppen [Consequences of age heterogeneity in work groups]. Vortrag präsentiert auf der Tagung: 'Musikkultur, Gesundheit und Beruf: Bildungsperspektiven in alternden Gesellschaften, , Paderborn. Roth, C., Wegge, J., Schmidt, K.- H., & Neubach, B. (2006, Juli). Age and gender diversity as determinants of performance and well-being in a public organization: The moderating role of task complexity and commitment. Paper presented at the Berlin Conference on Expertise in Context, , Berlin. Wegge, J. (2006, Juni). Fit for Age- Das Potenzial älterer Mitarbeiter nutzen [Fit for age using the potential of older employees]. Vortrag präsentiert auf dem Kongress: Leadership Meets University. Herausforderungen in Personalauswahl und entwicklung, , München. 3) Special Issues and scientific work groups Special Issues: Wegge, J., Frieling, E., & Schmidt, K.- H. (in Vorb.). Alter und Arbeit [Aging and work]. Themenheft der Zeitschrift Wirtschaftspsychologie. Lengerich: Pabst. Scientific work group: Hertel, G., Wegge, J., & Schmidt, K.- H. (2007) Ageing factors on motivation and emotion at work as determinants of sustainable work, 13th European Congress of Work and Organizational Psychology, , Stockholm Project description Research project ADIGU 4

5 4) Press reports 5) Further links and information Description of the program (Homepage DFG): Framework program: Overview of different projects: 52 The Adigu-Project: Project description at homepage IfA: Homepage of our cooperation partners (Homepage IfA at University of Dortmund, Professor Dr. Klaus-Helmut Schmidt): 6) Download further information: Download application framework program: Download presentation: Main goals of ADIGU: Project description Research project ADIGU 5

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