Perceived algorithmic evaluation and job satisfaction among older employees: the roles of organizational dehumanization and proactive personality.

BACKGROUND

Algorithmic systems are increasingly used to evaluate employees, yet little is known about how older workers in traditional organizations experience algorithmic performance evaluation.

OBJECTIVE

To examine whether perceived algorithmic evaluation relates to lower job satisfaction through organizational dehumanization, and whether proactive personality weakens this pathway.

METHODS

Three-wave time-lagged survey data from 223 employees aged 45+ in 12 financial-services firms across five regions in China. Moderated mediation model (PROCESS Model 7) tested.

RESULTS

PAE positively associated with dehumanization, which predicted lower job satisfaction. Proactive personality buffered the PAE-dehumanization link. Moderated mediation indicated a less harmful indirect effect when proactive personality was higher.

CONCLUSION

Organizations should pair algorithmic evaluation with transparent, humanizing management practices, especially for less proactive late-career employees.