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Perceived algorithmic evaluation and job satisfaction among older employees: the roles of organizational
Wenjie Qiu1, Lian Cheng2, Lihua Yi3
1School of Entrepreneurship, Yiwu Industrial and Commercial College, Jinhua, China.
Background:
Algorithmic systems are increasingly used to evaluate employees, yet little is known about how older workers in traditional organizations experience algorithmic performance evaluation.
Objective:
To examine whether perceived algorithmic evaluation relates to lower job satisfaction through organizational dehumanization, and whether proactive personality weakens this pathway.
Methods:
Three-wave time-lagged survey data from 223 employees aged 45+ in 12 financial-services firms across five regions in China. Moderated mediation model (PROCESS Model 7) tested.
Results:
PAE positively associated with dehumanization, which predicted lower job satisfaction. Proactive personality buffered the PAE-dehumanization link. Moderated mediation indicated a less harmful indirect effect when proactive personality was higher.
Conclusion:
Organizations should pair algorithmic evaluation with transparent, humanizing management practices, especially for less proactive late-career employees.
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