Frontiers in psychology · 2026
Ageism toward older workers and wellbeing at work: a systematic review.
СтатьяСистематический обзорНазвание и аннотация: Перевод в очереди
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Marrero-Vega Andy Luis, Yeves Jesus, Bargsted Mariana, Saéz Sebastián
Аннотация
INTRODUCTION: In the context of unprecedented workforce age diversity, workplace ageism is increasingly reported. This review synthesizes empirical evidence on the relationship between workplace ageism and workplace wellbeing among workers aged 50 and older, focusing on how these effects unfold (mediation) and the conditions under which they are amplified or buffered (moderation).
METHODS: A systematic literature review was conducted following PRISMA guidelines. Searches were conducted in major academic databases, including Web of Science, Scopus, Pubmed, among others. Of the 3,378 records identified, 22 met the inclusion criteria.
RESULTS: Across studies, ageism showed a consistently negative and statistically significant association with workplace wellbeing outcomes, even though ageism and wellbeing were measured with heterogeneous indicators. Findings also suggest spillover beyond work, for example, via decreases in life satisfaction or subjective wellbeing. Moderation evidence was limited; when tested, social support (supervisor and coworker support) emerged as the only moderator in this association. Mediation evidence was more developed and clustered around three pathways: (1) cognitive processes (e.g., appraisals and rumination); (2) affective processes (e.g., aging anxiety); and (3) job demands-resources mechanisms.
CONCLUSIONS: By clarifying these moderators and mechanisms, the review points to leverage points for practices that foster inclusive, intergenerational workplaces and safeguard wellbeing.
METHODS: A systematic literature review was conducted following PRISMA guidelines. Searches were conducted in major academic databases, including Web of Science, Scopus, Pubmed, among others. Of the 3,378 records identified, 22 met the inclusion criteria.
RESULTS: Across studies, ageism showed a consistently negative and statistically significant association with workplace wellbeing outcomes, even though ageism and wellbeing were measured with heterogeneous indicators. Findings also suggest spillover beyond work, for example, via decreases in life satisfaction or subjective wellbeing. Moderation evidence was limited; when tested, social support (supervisor and coworker support) emerged as the only moderator in this association. Mediation evidence was more developed and clustered around three pathways: (1) cognitive processes (e.g., appraisals and rumination); (2) affective processes (e.g., aging anxiety); and (3) job demands-resources mechanisms.
CONCLUSIONS: By clarifying these moderators and mechanisms, the review points to leverage points for practices that foster inclusive, intergenerational workplaces and safeguard wellbeing.