Generational Gaps and Shared Spaces: Exploring the Dynamics of Ageism and Organizational Belongingness

This study employed a quantitative correlational research design to examine the relationship between ageism attitudes and organizational belongingness among younger Filipino workers in Cebu City, Philippines. Grounded in the Implicit Bias Theory, the research explored how culturally ingrained attitudes, value systems, and organizational culture shape younger employees’ perceptions toward their older colleagues. A total of 140 participants, aged 18 to 35, were surveyed. Data were analyzed using Pearson correlation to determine the strength and direction of the relationship between ageism and organizational belongingness, followed by simple linear regression to assess the predictive influence of ageism attitudes on workplace belongingness. The findings revealed that positive attitudes toward older workers (low ageism) were associated with higher levels of organizational belongingness among younger employees. Regression analysis further showed that ageism attitudes significantly influenced organizational belongingness, accounting for 22% of its variance (R² = 0.220). These findings underscore the importance of intergenerational workplace dynamics and suggest that promoting age-inclusive organizational practices may strengthen workplace cohesion, organizational commitment, and employee morale among younger workers.