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We present a systematic review of 64 empirical studies that examine the links between ageism and career-related outcomes. Adopting a social cognitive theory lens, our review distinguishes between and integrates various manifestations of ageism under the umbrella of age stereotypes toward others and perceived age-related stereotypes/discrimination. We suggest two stages of career outcomes, with Stage 1 comprising three pathways that mediate the links to Stage 2 outcomes. Our review shows that when employees experience ageism, their relationships with employers, work, stress, and abilities can change, shaping career behaviours and outcomes in both positive and negative directions. Our findings provide insight for both individuals and human resource development (HRD) practitioners on how ageism at work influences career outcomes and, more broadly, offer learning around how age-friendly environments can be supported.
Yu et al. (Wed,) studied this question.
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