Table 1
Overview of companies and participants (N = 26).
| NUMBER OF PARTICIPANTS | ||
|---|---|---|
| Company | Finance | 12 |
| Office services | 6 | |
| Technology | 8 | |
| Gender | Female | 12 |
| Male | 14 | |
| Age | 50–55 years | 4 |
| 56–65 years | 20 | |
| > 65 years | 2 |
Table 2
Thematic structure, subthemes, central codes, and analytical concepts.
| CENTRAL CODES | SUBTHEME | THEME | ANALYTICAL CONCEPT |
|---|---|---|---|
| Unacknowledged loyalty, invisible contributions, taken-for-grantedness, diminishing recognition, relational imbalance | Diminishing recognition and perceived imbalance | Theme 1: ‘They take us for granted’ – Recognition and contribution | Retrospective Exchange Logic |
| Peripheral positioning, devalued expertise, lost voice, resignation, sidelining | Marginalization through exclusion and role shifts | Retrospective Exchange Logic | |
| Withdrawal of future investment, intergenerational comparison, succession planning, incentives to leave | Perceived loss of relevance and strategic investment | Retrospective Exchange Logic | |
| Shared expertise, collaborative outlook, valued across generations, future-oriented mindset | Future contributions and intergenerational respect | Theme 2: ‘We all have something to bring’ – Feeling valued and looking ahead | Prospective Exchange Logic |
| Felt appreciation, everyday acknowledgement, trust in leadership, staying visible, feeling included, resistance to pressure | Relational affirmation and resistance to pressure | Prospective Exchange Logic | |
| Willingness to change, staying current, confidence through competence, ongoing relevance, self-defined contribution | Adaptability and professional identity | Prospective Exchange Logic |