Age-Inclusive Workplace Communication and Employee Well-Being: The Mediating Roles of Engagement and Turnover Intention

In the context of aging workforces and increasing generational diversity, fostering inclusive organizational communication has become a critical social policy concern. This study investigates how perceived age diversity in organizational communication relates to psychological well-being, focusing on the mediating roles of work engagement and turnover intention. This study draws on survey data collected through a web-based national panel of South Korean private-sector employees (N = 610), all of whom had worked at their current jobs for at least one year and were between the ages of 20 and 69. We analyzed the data using structural equation modeling (SEM) with 5,000 bootstrap iterations conducted in Mplus 8.0.

Psychological well-being was measured across four dimensions: sense of control, personal growth, positive relations, and purpose in life. The model showed a good fit (χ²=277.780, df=87, p<.001, RMSEA=.061, CFI=.951, SRMR=.056). Perceived age diversity in communication was positively associated with work engagement (β=.568, p<.001) and negatively with turnover intention (β=−.401, p<.001). In turn, both work engagement (β=.345, p<.001) and turnover intention (β=−.366, p<.001) were significantly associated with psychological well-being. Bootstrapped indirect effects indicated statistically significant mediation through both pathways, with 95% confidence intervals of [.059, .153] for work engagement, and [−.116, −.041] for turnover intention.

These results underscore the value of cultivating age-inclusive communication practices in the workplace, not only to enhance individual well-being but also to foster new forms of solidarity in increasingly fragmented work environments. In an era where traditional bonds between workers are eroding, intergenerational communication may serve as a critical mechanism for rebuilding shared purpose and connection within organizations. This study contributes to ongoing policy discussions on how inclusive workplace cultures can address the fracturing of solidarities and support the evolution of employment-based welfare in a rapidly changing demographic and organizational landscape.