AgeismageismNCT07484165
Reducing Ageism in Organizations: A Study Protocol
A study testing Psychoeducational Programme and Education Programme in people with Ageism and Job Satisfaction, run by University of Salamanca.
Trial summary
Background: This article presents the protocol for a randomised controlled trial designed to develop and evaluate a psychoeducational intervention aimed at reduce ageism in the workplace, will improve attitudes toward older workers as well as various indicators of well-being and psychosocial functioning in the… Read more about this study
- Who is it for?
- Any ageHealthy volunteers can take part
- Conditions the study is for
- Ageism, Job Satisfaction, Workers
- What is being tested?
- Psychoeducational Programme and Education Programme
- Type of treatment
- Lifestyle or therapy programme
- Could I receive a placebo?
- No, everyone receives an active treatment
- How many people
- 90 participants
- Where
- No sites listed yet
- Study dates
- Sep 2026to Dec 2027
- Phase
- Interventional
- Are there results?
- Not yet: the study is under way
Key requirements
Who can take part, as listed by the sponsor. Only the study team can confirm whether you are eligible, so take this list to your doctor.
- Ages Any age
- All sexes
- Healthy volunteers accepted
- Child, Adult, Older adult
Who may be able to join
- Currently employed with at least five years of tenure in the organization or the relevant sector. At this stage of their career, attitudes toward colleagues from different generations are considered more likely to be deeply ingrained, making this profile particularly suitable for the intervention.
- Performing tasks that involve frequent collaboration with colleagues from different generations.
- Ability and willingness to attend the program sessions regularly.
Who cannot join
- Workers who meet any of the following conditions will be excluded from the study:
- Significant reading or linguistic comprehension difficulties that prevent them from participating adequately in psychoeducational sessions or completing assessment instruments.
- Serious and destabilised medical or psychological disorders that may interfere with the normal development of the programme (e.g., severe untreated depressive episodes, limiting neurological disorders).
- Failure to meet the inclusion criteria, specifically not having been with the company for at least five years or not participating in intergenerational teams.
- Refusal to sign the informed consent form or lack of availability to attend programme sessions regularly.
About this study
Official title: Reducing Ageism in the Workplace: Protocol for a Psychoeducational Programme in a Randomised Controlled Trial
Background: This article presents the protocol for a randomised controlled trial designed to develop and evaluate a psychoeducational intervention aimed at reduce ageism in the workplace, will improve attitudes toward older workers as well as various indicators of well-being and psychosocial functioning in the professional context.
Methods: The study will be conducted at the Faculty of Psychology of the University of Salamanca (Spain). Currently employed with at least five years of tenure in the organization or the relevant sector, performing tasks that involve frequent collaboration with colleagues from different generations will be recruited. Participants will be randomly assigned to two groups: the intervention group, which will undergo a psychoeducational programme consisting of 12 sessions over 3 months; and the control group, which will receive a educational programme of one session. All participants will complete initial and final assessments, as well as a 3-month follow-up, collecting sociodemographic data and applying various psychological, social and health assessment instruments.
Discussion: This protocol describes a comprehensive psychoeducational intervention aimed at reducing negative stereotypical beliefs about older workers and enhance relevant psychosocial variables in the organizational environment, such as job satisfaction, psychological flexibility, perceived social support, perceived health, and self-efficacy in navigating intergenerational work situations. The evidence generated will guide future interventions, policies, and educational programmes to promote preparing workers and teams in several key areas, such as recognising and challenging age-related stereotypes, developing empathy towards colleagues from different generations, promoting inclusive practices in daily interaction and work collaboration and fostering a more equitable and respectful organisational climate towards all ages.
- Conditions
- Ageism, Job Satisfaction, Workers
- Being tested
- Psychoeducational Programme, Education Programme
- Keywords
- ageism, organizations, job satisfaction, psychoeducational intervention, psychology
- Medical subject headings
- Ageism
What participants receive
What participants receive. In a randomised study each person is assigned to one group by chance.
Psychoeducational ProgrammeBehavioural
The programme seeks to reduce stereotypes and negative attitudes towards older workers, promoting an inclusive and generationally diverse work environment. Its objectives include improving: attitudes towards older workers, psychological flexibility, perceived social support, well-being at work, perceived health, and self-efficacy in managing intergenerational teams.
Education ProgrammeBehavioural
Participants will receive general information and recommendations to foster inclusive attitudes towards older workers and promote a positive intergenerational work environment. This minimally active intervention provides basic support without the structured sessions of the psychoeducational programme, facilitating the comparison of effects between groups.
| Study group | Role | What they receive |
|---|---|---|
| Education Programme | Active comparator | Objective: Participants will receive general information and recommendations to foster inclusive attitudes towards older workers and promote a positive intergenerational work environment. This minimally active intervention provides basic support without the structured sessions of the psychoeducational programme, facilitating the comparison of effects between groups.
Materials: Dossier with instructions and recommendations on inclusion and intergenerational awareness at work.
Procedures: Participants will receive the dossier with information on: identifying age stereotypes, good practices for the workplace inclusion of older workers, and basic strategies for promoting a respectful and equitable work environment. Receives: Behavioral: Education Programme |
| Psychoeducational Programme | Experimental | Objective: The programme seeks to reduce stereotypes and negative attitudes towards older workers, promoting an inclusive and generationally diverse work environment. Its objectives include improving: attitudes towards older workers, psychological flexibility, perceived social support, well-being at work, perceived health, and self-efficacy in managing intergenerational teams.
Materials: Projector, computer, screen, presentations, stationery, chairs, tables, and homework log. Procedures: The programme combines structured education with psychoeducational activities. Who conducts it: All sessions are led by psychologists with experience in generational diversity and ageing in the workplace, rotating between three professionals to ensure consistency, thematic accuracy and personalised attention. Receives: Behavioral: Psychoeducational Programme |
What is being measured
The primary outcome is the main question the study is designed to answer.
Attitudes toward older workers
Measured by the Stereotypes toward Aging at Work Questionnaire (CETV-T), adapted from the CENVE (Blanca et al., 2005). It consists of 20 self-administered items, with a 7-point Likert-type scale (from 1=strongly disagree to 7=strongly agree). It assesses four dimensions related to negative attitudes towards retirement: (1) health, (2) economy, (3) status and (4) leisure/family. The final scores indicate more negative attitudes the higher the value obtained. The full scale has a Cronbach's alpha of 0.80, for the factors, the values obtained are: Leisure/leisure time-family an alpha of 0.836, economy 0.791, status 0.78 and health 0.69 (although this factor has the lowest value it is still considered acceptable within psychometric research standards).
Measured: Baseline; up to 24 weeks; 3 months follow up
Secondary outcomes (5)
Job satisfaction and well-being at work
Measured using the Job Satisfaction Scale (JSS) adapted into Spanish (Lukas Mujika et al., 2016). The ESL consists of 15 self-administered items, answered on a 5-point Likert scale (from 1 = strongly disagree to 5 = strongly agree). Higher scores indicate greater job satisfaction and a more positive perception of an inclusive and intergenerational working environment.The scale demonstrates good overall reliability (Cronbach's alpha = 0.802) and has been validated using exploratory and confirmatory factor analysis.
Measured: Baseline; up to 24 weeks; 3 months follow up
Psychological flexibility
Assessed using the Acceptance and Action Questionnaire-II (AAQ-II) (Bond et al., 2011). The AAQ-II is a 7-item questionnaire designed to assess experiential avoidance and psychological inflexibility. Participants were asked to rate their agreement with each statement on a 7-point Likert scale, ranging from 1 (not at all true) to 7 (completely true). The reliability of this instrument in our sample was high (Cronbach's α = 0.949).
Measured: Baseline; up to 24 weeks; 3 months follow up
Perceived social support
Assessed using the MOS Questionnaire of Perceived Social Support (Sherbourne \& Stewart, 1991). It assesses perceived social support. It consists of 20 items. It consists of five factors: support network, emotional/informational social support, instrumental support, positive social interaction and affective support. It has a Likert-type response format of 1 (never) to 5 (always) points. The overall scores range from 20 to 100 points. The higher the score, the more social support the individual perceives. It has a Cronbach's alpha reliability coefficient of 0.97.
Measured: Baseline; up to 24 weeks; 3 months follow up
Perceived health
Assessed using the Goldberg General Health Questionnaire (GHQ-12) (Goldberg \& Williams, 1988; Spanish version of Sánchez-López \& Dresch, 2008). It allows us to measure perceived health. It has 12 items with 4 response options, from 0 (better than usual) to 3 (much more than usual). Higher scores correspond to a higher level of perceived health. It has good internal consistency, with Cronbach's alphas varying between 0.82 and 0.86 (Goldberg \& Williams, 1988); and the Spanish validation has a Cronbach's alpha of 0.76 (Sánchez-López \& Dresch, 2008).
Measured: Baseline; up to 24 weeks; 3 months follow up
Self-efficacy
Assessed by the Escala de Autoeficacia Generalizada (EAG) (Baessler \& Schwarzer, 1996). It assesses the stable feeling of personal competence to deal effectively with a variety of stressful situations. It consists of 10 items with four Likert-type response options from 1 (incorrect) to 4 (true). Scores range from 10 to 40 points. Higher scores indicate higher levels of self-efficacy. The scale obtained a Cronbach's alpha of 0.81.
Measured: Baseline; up to 24 weeks; 3 months follow up
Timeline
From the start of the study to its completion; the mark is today. Estimated dates are the sponsor’s plan.
- First posted19 Mar 2026
- Study startSep 2026 (estimated)
- Primary completionSep 2027 (estimated)
- Study completionDec 2027 (estimated)
Resources
- Official record on ClinicalTrials.govThe registry entry this page is built from, with its full change history.
- Other trials for AgeismStudies of the same condition, open and under way.
- What the trial phases meanHow a treatment moves from first tests in people to approval.
More details
For doctors and researchers: how the study is designed, who runs it, and its registry IDs.
Study design
- Study type
- Interventional
- Phase
- Phase N/A
- Primary purpose
- Prevention
- Allocation
- Randomised
- Intervention model
- Parallel groups
- Masking
- Single blind
- Who is masked
- Outcomes assessor
- Enrolment
- 90 participants (estimated)
Sponsor and investigators
- Lead sponsor
- University of Salamanca
- Sponsor type
- University, hospital or other
- Responsible party
- Principal investigator, Sara Jiménez García-Tizón, University of Salamanca
IDs, dates and publications
- ClinicalTrials.gov ID
- NCT07484165
- Sponsor's protocol ID
- USAL ageism
- Acronym
- ageism
- Status last verified
- Mar 2026
- First submitted
- 16 Mar 2026
- Last updated
- 19 Mar 2026
- Results posted
- No
- Data monitoring committee
- No
- FDA-regulated drug
- No
- FDA-regulated device
- No
- Individual data sharing
- Yes: They will be made available to researchers in the document repository "GREDOS" of the University of Salamanca, Spain.
Study at a glance
From the registry record, last updated by the sponsor on 19 Mar 2026. Recruitment status is as the sponsor reported it: confirm with the study team.
- Official title
- Reducing Ageism in the Workplace: Protocol for a Psychoeducational Programme in a Randomised Controlled Trial
- ClinicalTrials.gov ID
- NCT07484165
- Acronym / sponsor ID
- ageism / USAL ageism
- Conditions
- Ageism, Job Satisfaction, Workers
- Keywords
- ageism, organizations, job satisfaction, psychoeducational intervention, psychology
- Study type
- Interventional
- Recruitment status
- Not yet recruiting
- Enrolment
- 90 participants (estimated)
- Lead sponsor
- University of SalamancaUniversity, hospital or other
- Study start
- Sep 2026 (estimated)
- Primary completion
- Sep 2027 (estimated)
- Study completion
- Dec 2027 (estimated)
- First posted
- 19 Mar 2026 (actual)
- Results
- Not posted in the source record
Clinical summary
The research question as the sponsor registered it. This describes what the study plans to test, not what it found.
Background: This article presents the protocol for a randomised controlled trial designed to develop and evaluate a psychoeducational intervention aimed at reduce ageism in the workplace, will improve attitudes toward older workers as well as various indicators of well-being and psychosocial functioning in the professional context.
Methods: The study will be conducted at the Faculty of Psychology of the University of Salamanca (Spain). Currently employed with at least five years of tenure in the organization or the relevant sector, performing tasks that involve frequent collaboration with colleagues from different generations will be recruited. Participants will be randomly assigned to two groups: the intervention group, which will undergo a psychoeducational programme consisting of 12 sessions over 3 months; and the control group, which will receive a educational programme of one session. All participants will complete initial and final assessments, as well as a 3-month follow-up, collecting sociodemographic data and applying various psychological, social and health assessment instruments.
Discussion: This protocol describes a comprehensive psychoeducational intervention aimed at reducing negative stereotypical beliefs about older workers and enhance relevant psychosocial variables in the organizational environment, such as job satisfaction, psychological flexibility, perceived social support, perceived health, and self-efficacy in navigating intergenerational work situations. The evidence generated will guide future interventions, policies, and educational programmes to promote preparing workers and teams in several key areas, such as recognising and challenging age-related stereotypes, developing empathy towards colleagues from different generations, promoting inclusive practices in daily interaction and work collaboration and fostering a more equitable and respectful organisational climate towards all ages.
Study design
- Primary purpose
- Prevention
- Allocation
- Randomised
- Intervention model
- Parallel groups
- Masking
- Single blind (outcomes assessor)
- Number of arms
- 2
| Arm | Type | Receives |
|---|---|---|
| Education Programme | Active comparator | Behavioral: Education ProgrammeObjective: Participants will receive general information and recommendations to foster inclusive attitudes towards older workers and promote a positive intergenerational work environment. This minimally active intervention provides basic support without the structured sessions of the psychoeducational programme, facilitating the comparison of effects between groups. Materials: Dossier with instructions and recommendations on inclusion and intergenerational awareness at work. Procedures: Participants will receive the dossier with information on: identifying age stereotypes, good practices for the workplace inclusion of older workers, and basic strategies for promoting a respectful and equitable work environment. |
| Psychoeducational Programme | Experimental | Behavioral: Psychoeducational ProgrammeObjective: The programme seeks to reduce stereotypes and negative attitudes towards older workers, promoting an inclusive and generationally diverse work environment. Its objectives include improving: attitudes towards older workers, psychological flexibility, perceived social support, well-being at work, perceived health, and self-efficacy in managing intergenerational teams. Materials: Projector, computer, screen, presentations, stationery, chairs, tables, and homework log. Procedures: The programme combines structured education with psychoeducational activities. Who conducts it: All sessions are led by psychologists with experience in generational diversity and ageing in the workplace, rotating between three professionals to ensure consistency, thematic accuracy and personalised attention. |
Who may qualify
- Sex
- All
- Healthy volunteers
- Accepted
- Age groups
- Child, Adult, Older adult
Key inclusion criteria (3 listed)
- Currently employed with at least five years of tenure in the organization or the relevant sector. At this stage of their career, attitudes toward colleagues from different generations are considered more likely to be deeply ingrained, making this profile particularly suitable for the intervention.
- Performing tasks that involve frequent collaboration with colleagues from different generations.
- Ability and willingness to attend the program sessions regularly.
Key exclusion criteria (5 listed)
- Significant reading or linguistic comprehension difficulties that prevent them from participating adequately in psychoeducational sessions or completing assessment instruments.
- Serious and destabilised medical or psychological disorders that may interfere with the normal development of the programme (e.g., severe untreated depressive episodes, limiting neurological disorders).
- Failure to meet the inclusion criteria, specifically not having been with the company for at least five years or not participating in intergenerational teams.
- Refusal to sign the informed consent form or lack of availability to attend programme sessions regularly.
Eligibility is decided by the study team after screening; this overview does not establish that a patient qualifies. Full inclusion and exclusion criteria.
Interventions
| Intervention | Type | Arms |
|---|---|---|
| Psychoeducational ProgrammeThe programme seeks to reduce stereotypes and negative attitudes towards older workers, promoting an inclusive and generationally diverse work environment. Its objectives include improving: attitudes towards older workers, psychological flexibility, perceived social support, well-being at work, perceived health, and self-efficacy in managing intergenerational teams. | Behavioural | Psychoeducational Programme |
| Education ProgrammeParticipants will receive general information and recommendations to foster inclusive attitudes towards older workers and promote a positive intergenerational work environment. This minimally active intervention provides basic support without the structured sessions of the psychoeducational programme, facilitating the comparison of effects between groups. | Behavioural | Education Programme |
Primary outcome
Attitudes toward older workers
Time frame: Baseline; up to 24 weeks; 3 months follow up
Measured by the Stereotypes toward Aging at Work Questionnaire (CETV-T), adapted from the CENVE (Blanca et al., 2005). It consists of 20 self-administered items, with a 7-point Likert-type scale (from 1=strongly disagree to 7=strongly agree). It assesses four dimensions related to negative attitudes towards retirement: (1) health, (2) economy, (3) status and (4) leisure/family. The final scores indicate more negative attitudes the higher the value obtained. The full scale has a Cronbach's alpha of 0.80, for the factors, the values obtained are: Leisure/leisure time-family an alpha of 0.836, economy 0.791, status 0.78 and health 0.69 (although this factor has the lowest value it is still considered acceptable within psychometric research standards).
5 secondary outcomes
Job satisfaction and well-being at work
Time frame: Baseline; up to 24 weeks; 3 months follow up
Psychological flexibility
Time frame: Baseline; up to 24 weeks; 3 months follow up
Perceived social support
Time frame: Baseline; up to 24 weeks; 3 months follow up
Perceived health
Time frame: Baseline; up to 24 weeks; 3 months follow up
Self-efficacy
Time frame: Baseline; up to 24 weeks; 3 months follow up
Results and safety
This study is still under way. Results are not available in the source record yet.
Research links
- Official record on ClinicalTrials.govLast updated by the sponsor 19 Mar 2026.
- Individual participant dataSharing planned: Yes. They will be made available to researchers in the document repository "GREDOS" of the University of Salamanca, Spain.
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Referral and contact
AzTrials does not enrol participants or take referrals. Contact the study team or a site listed below; they decide who can take part.
The record lists no contact. Use the official record to reach the sponsor.
Questions about this trial
What is this clinical trial studying?
A study testing Psychoeducational Programme and Education Programme in people with Ageism and Job Satisfaction, run by University of Salamanca.
The full registered description is in the About this study section and the official record.
Who may be eligible to take part?
The sponsor lists 3 inclusion and 5 exclusion criteria. Eligibility is decided by the study team after screening, so read the full criteria and contact a listed site.
Is this clinical trial currently recruiting?
The record says: opening soon, as of the sponsor's last update on 19 Mar 2026. Status can change between updates, so confirm with the study contact before making plans.
What are the possible benefits and risks?
They depend on the study and the treatment, and no study can promise a benefit. The study team explains the known risks during informed consent, before anyone joins; the record itself does not list them.
Are results available for this study?
This study is still under way. Results are not available in the source record yet.
How can a doctor refer a patient or contact the research team?
The record lists no contact. The official record names the sponsor, who can be asked directly. AzTrials does not enrol participants or take referrals.
What does the primary outcome measure?
Attitudes toward older workers (time frame: Baseline; up to 24 weeks; 3 months follow up). It is what the study was designed to measure, not a finding.
Where can I read the original study information?
Does a listing mean the treatment is approved or proven to work?
No. A listing means the study is registered. It does not show that the treatment is safe, works, or is approved by a regulator.
How often is this information updated?
AzTrials copies changed records from ClinicalTrials.gov every night and reloads the whole registry every week. The sponsor last updated this record on 19 Mar 2026.