也可以看出歧视的经历也是一种压力。因此，不同研究报告称，员工的工作满意度和组织承诺受到歧视感的影响，同时也增加了工作紧张程度。此外，可以说，认为社会认同可以基于年龄，因为它可能是一个显着的个人特征（Kimmel 1988）。此外，个人可能会预期会有否定的回应，因为一个人倾向于重新评估他们与组织成员以及组织成员之间的关系。 Gutek在1996年进行的一项研究表明，在性别歧视方面，认为那些觉得自己的性别成员处于不利地位并可能从组织身上或情感上被撤回的人。
Sometimes the employers see the replacement of the older workers with the younger ones as a cost saving method which decreases wages and avoids pension payouts. In addition, on the job training and promotion could be reserved for the younger workforce and health benefits payouts could be held in check and could be reserved for the younger employees who are regarded as more worthy, cheaper and a more feasible long term investment.
It is also as a stressor that the experience of discrimination could be seen. Hence, it has been reported in various studies that the job satisfaction of employees and organizational commitment is impacted by the perceived discrimination and at the same time it also increases the level of work tension. Moreover, it could be said that the perceived social identify could be based on the age as it might be a salient personal feature (Kimmel 1988). Moreover, a negative response might be anticipated by an individual because a person tends to reassess the relationship they hold with the members of the organization and also with the organization. In one of the studies conducted by Gutek in the year 1996 suggested in reference to sex discrimination that individuals who feel that members of their sex are disadvantaged and might be withdrawn physically or emotionally from the organization.
In workplace, discrimination on the basis of age is as much part of the stratification procedure as the ones relating to gender, race and class. Thus, it might be very surprising to many that the stratification literature from the past rarely deals with the problems which is related to age discrimination and ageism.