There is ample evidence that age-related discrimination and stereotyping of employees over 50 years of age is endemic (Hassell & Perrewe, 1995). This study uses a Human Resource Accounting model to examine the differences in human resource value (replacement cost and performance value) between older (≥50 years) and younger (<50 years). Investigations into the use of job satisfaction, organisational commitment and career intention (including intentions to quit), to predict tenure and develop a probability of turnover index were also conducted.

The study found no significant differences in replacement costs between older and younger employees, although older participants were found to outperform their younger counterparts. As the psychological data collected are not longitudinal, no significant correlations between the psychological factors and turnover were found.

Overall, the study found no significant difference in value between older and younger employees. These findings support the view that age-related discrimination in the workplace is unjustified.