Age and generation can be salient in the workplace, especially when there are currently four generations together in workforce. Perspectives and beliefs about the purpose of work and workplace interactions are shaped by the generation in which a person grew up. Therefore, it isn’t surprising that older workers have stereotypes about younger workers and vice versa. However, when these stereotypes influence effort or willingness to collaborate across age and generation boundaries, it can spell trouble for organizational effectiveness and performance.

Recently, Standifer, Lester, Schultz, and Windsor (2013) collected survey data from a Financial Services organization which suggested that Age Similarity Preference (ASP)—an employee’s preference to work with others of the same age increases their perception of conflict in age-diverse work settings. Researchers also found that this relationship is partially explained by high uncertainty (e.g. instability, unpredictability) in the workplace and perceived workplace challenges. Perhaps, most interestingly, researchers also found that this relationship between ASPs and perceived conflict was more likely among younger than older respondents.

These findings underscore the importance of awareness of age-related conflict in the workplace. There is benefit to age diversity in groups and teams, but it cannot be realized if individuals are resistant to working with different age groups. Applied researchers should continue to study and assess this dynamic to determine whether this relationship exists outside this organization. Equally important, research should continue to explore the underlying reasons why younger respondents are more likely to have ASPs and what implications that might have in workforce that is predominantly comprised of younger workers.