The contextual role of subjective age in the chronological age/absenteeism relationship in blue and white collar teams

Organizations in the twenty-first century face the challenges of an increasingly ageing workforce, which have an effect on organizational health and productivity. As chronological age has shown to be an insufficient indicator of employees’ health and, in particular, absenteeism, we apply the subjective age concept (i.e., how old an employee feels) at the team-level to explain the average chronological age/average short-term absenteeism relationship. We develop a theoretical framework for underlying processes, combining the subjective age research with the socioemotional selectivity theory and team contagion processes. We test our predictions in a time-lagged team-level sample of 1,015 teams with 12,926 employees to find a significant interactive effect of average chronological age and average subjective age on average short-term absenteeism in teams. The relationship is negative and significant when average subjective age is low. Under high-average subjective age, the relationship is non-significant. Furthermore, this interactive effect (average chronological age/average subjective age) is moderated by job type (white versus blue collar) in the form of a three-way interaction, indicating that the effect is only significant among white collar teams. We hope to enrich the theoretical debate on age and absenteeism and provide organizations with a new perspective on ageing work teams.