Age Stereotypes in the Workplace: Multidimensionality, Cross-cultural Applications, and Directions for Future Research

Posthuma, Richard A.; Guerrero, Laura

doi:10.4135/9781446269916.n14

Cited by 18 publications

(14 citation statements)

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“…A first step toward that goal is to determine the extent of ageist attitudes in the workplace. National data about job discrimination settlements provide a broad financial estimate of ageism, and experiments show how it affects individuals, but if an individual organization wants to eliminate ageism in its immediate environment, attention must be given to intergenerational dynamics within that organization or workplace (Lyons & Kuron, ; Posthuma & Campion, ; Posthuma & Guerrero, ). These dynamics, as perceived by the employees themselves, comprise an organization's psychological climate (Baltes, Zhdanova, & Parker, ), or in this case, intergenerational climate.…”

Section: Ageism In the Workplacementioning

confidence: 99%

The Workplace Intergenerational Climate Scale (WICS): A self‐report instrument measuring ageism in the workplace

King

Bryant

2016

J Organ Behavior

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Summary The Workplace Intergenerational Climate Scale (WICS) is designed to measure employees' attitudes and perceptions about workers of different ages in the workplace. In Study 1, an initial 18‐item measure was developed, reflecting five subscales: Intergenerational Contact, Workplace Intergenerational Retention, Positive Intergenerational Affect, Workplace Generational Inclusiveness, and Lack of Generational Stereotypes. Scores on the five WICS subscales were linked to workplace mentoring, opinions about older workers, and job satisfaction. In Study 2, the WICS items and subscales were further refined, and subscale relationships with similar constructs were explored via structural equation modeling. In Study 3, a more occupationally diverse sample was used to support criterion, incremental, discriminant, and external validity. Evidence supports the use of the WICS as a valid and reliable multidimensional measure of an organization's intergenerational climate. Copyright © 2016 John Wiley & Sons, Ltd.

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Section: Ageism In the Workplacementioning

confidence: 99%

The Workplace Intergenerational Climate Scale (WICS): A self‐report instrument measuring ageism in the workplace

King

Bryant

2016

J Organ Behavior

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“…For example: The effect of jobrelated health problems on age/performance relations suggests adapting management of workers physical, mental and social health should be a critical priority (Posthuma and Guerrero 2013; Naegele and Walker 2011); Offering older workers renewed stimulation at key points in their careers may help to maintain high levels of commitment and skills (Ng and Feldman 2008;Sturman 2003); Introducing flexible working-time arrangements to avoid demotivation and early exit from the workforce, especially for women (Posthuma and Guerrero 2013).…”

Section: Inclusive Hr Policies Begin At the Recruitment Stagementioning

confidence: 99%

“…Although the growth in older age groups in national populations around the globe has been well documented, little attention has been given to the policies that will extend opportunities for older workers (Böhm et al 2013;Posthuma and Guerrero 2013;Naegele and Walker 2011;Van Vianen et al 2011). According to a 2015 Mercer survey of employers in the UK and Europe, "the vast majority (87%) of the survey respondents have not checked whether their people managers are hiring workers who are older than themselves, and of the remaining 13% of those that do measure it, more than half found that managers do not hire people older than themselves" (Mercer 2015).…”

Section: Introductionmentioning

confidence: 99%

Inclusive Recruitment? Hiring Discrimination Against Older Workers

Drydakis

MacDonald

Bozani

et al. 2017

Shaping Inclusive Workplaces Through Social Dialogue

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in AbstractAddressing population ageing requires a rise in the activity rates of older workers. In this study, a field experiment for the period 2013-2015 in the UK, suggests that age discrimination persists at alarming levels. It shows that when two applicants engage in an identical job search, the older applicant would gain fewer invitations for interviews regardless of her/his experience or superiority for the appointment. The results also suggest that older applicants face higher occupational access constraints for blue-collar jobs than white-collar/pink-collar jobs, and that women face greater age discrimination than men. Worryingly, the outcomes suggest that older applicants gain poorer access to vacancies than younger applicants irrespective of written commitments to equal opportunities. The design of the study suggests that discrimination results from distaste for older applicants, which has not been eliminated by the introduction of anti-discrimination legislation. Eliminating ageism in recruitment requires organizations to adopt more inclusive HR policies at the earliest stages of the recruitment process. Social dialogue has a crucial role to play in shaping inclusive and discrimination free recruitment policies such that shared values and beliefs are not agediscriminatory but rather recognize the strengths and potential of workers from different age groups. JEL Code: C93; C9; J14; J1

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“…In terms of future research, there is a need to cross‐validate the results of this study beyond the European context to ‘facilitate a better understanding of the similarities and differences in age stereotypes across different countries and cultures’ (Posthuma and Guerrero, , p. 263). In line with past research (DeSantis and Durst, ) the effect evidenced of sector on job satisfaction suggests that future research should specifically model differences across sector and organization types.…”

Section: Discussionmentioning

confidence: 99%

The Moderating Effects of National Age Stereotyping on the Relationships between Job Satisfaction and its Determinants: A Study of Older Workers across 26 Countries

Shiu

Hassan

Parry

2015

British J of Management

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This research explores how national age stereotypes impact older workers' job‐related perceptions by examining probability based samples across 26 countries taken from the European Social Survey. Multilevel data analysis was undertaken. Results show that, at the individual level, both extrinsic rewards and intrinsic rewards directly impact older workers' job satisfaction. At the country level, significant variations are found in the relationships between job satisfaction and related rewards for older workers across the 26 countries. Society's stereotypical views towards older people explained some of these cross‐country variations. This study contributes to extant literature by explicating the process by which society's age stereotypes and the meta‐stereotypes held by older workers affect how these workers make sense and take meaning out of their job‐related circumstances leading to enhanced or diminished job satisfaction. Implications highlight the need for management to be vigilant in identifying and dealing with age stereotypes in the workplace. Furthermore, managers need to be more aware of the potential harmful consequences arising from negative meta‐stereotypes and should implement strategies to tackle workplace stereotypes that would lead to negative meta‐stereotypes held by older workers.

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Age Stereotypes in the Workplace: Multidimensionality, Cross-cultural Applications, and Directions for Future Research

Cited by 18 publications

References 0 publications

The Workplace Intergenerational Climate Scale (WICS): A self‐report instrument measuring ageism in the workplace

The Workplace Intergenerational Climate Scale (WICS): A self‐report instrument measuring ageism in the workplace

Inclusive Recruitment? Hiring Discrimination Against Older Workers

The Moderating Effects of National Age Stereotyping on the Relationships between Job Satisfaction and its Determinants: A Study of Older Workers across 26 Countries

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