Background and objectives: Measuring the extent to which the culture of organizations can be considered age-friendly is a significant anchor in the constructive inclusion process of older workers in workplaces, given the consistent aging of the workforce. Hence, the purpose of this research was to develop a novel, comprehensive, and theoretically driven measure of workplace age-friendliness.
Research design and methods: Three multiphased, multisourced studies were conducted: a qualitative assessment procedure and 2 separate quantitative field surveys of individual-level perceptions.
Results: A 24-item scale of workplace age-friendliness was developed, consisting of 4 dimensions that represent the different ways in which organizational culture aligns with an aging and older workforce: age-friendly core culture, development, wellness, and flexibility. Confirmatory factor analysis verified that a 4-factor structure is the most appropriate solution, with all dimensions having acceptable internal consistency. Preliminary evidence of construct validity is also presented.
Discussion and implications: The measure developed in this study may serve researchers as well as practitioners in the field of aging and work. Further implications and limitations of using this instrument in future empirical study on workplace age-friendliness are discussed.
Keywords: Aging workforce; Older workers; Organizational culture; Scale development.
© The Author(s) 2020. Published by Oxford University Press on behalf of The Gerontological Society of America.