College Students' Attitudes toward Workers' Competence and Age

Perry, James S.; Varney, Tempie L.

doi:10.2466/pr0.1978.42.3c.1319

Cited by 16 publications

(3 citation statements)

References 9 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…The difference in potential for development ratings between older and younger workers was also much less extreme under negative-information conditions than it was under no-information conditions. It should be mentioned that although several studies not included in the present meta-analysis lend some support to the job information hypothesis (Dedrick & Dobbins, 1991;Levin, 1988;Perry & Varney, 1978), Avolio and Barrett (1987) failed to find a significant interaction between job-relevant information and age of worker.…”

Section: Job Information Hypothesismentioning

confidence: 50%

Age discrimination in simulated employment contexts: An integrative analysis.

Finkelstein

Burke²,

Raju³

1995

Journal of Applied Psychology

367

265

View full text Add to dashboard Cite

In the area of age discrimination in simulated employment settings, the present study meta-analytically tested 4 primary hypotheses derived from the social psychological stereotyping literature, referred to as the in-group bias, job information, salience, and job stereotype hypotheses. In general, the results supported the in-group bias, job information, and salience hypotheses, in that younger raters tended to give less favorable ratings to older workers when they were not provided with job-relevant information about the workers and when they concurrently rated old and young workers. Future research, including the initiation of research on economic-based age stereotypes, as well as practice directions related to valuing age diversity in organizational stakeholder groups are discussed.With the imminent aging of the labor force (cf. Forteza & Prieto, 1994;Warr, 1994), attitudes and beliefs about the aging work population are of critical importance to the quality of work life. Although older workers are sometimes perceived as being slower, less creative, less flexible, more resistant to change, disinterested in training, and prone to illness and accidents (Doering, Rhodes, &

show abstract

Section: Job Information Hypothesismentioning

confidence: 50%

Age discrimination in simulated employment contexts: An integrative analysis.

Finkelstein

Burke²,

Raju³

1995

Journal of Applied Psychology

367

265

View full text Add to dashboard Cite

show abstract

“…Relatively few studies have explored the effects of age on salary and reward-related decisions (Andrisani and Daymont, 1983;Barnum, Liden and DiTomaso, 1995;Cleveland and Landy, 1983;Dedrick and Dobbins, 1991;Hitt and Barr, 1989;Perry and Varney, 1978;Singer and Sewell, 1989). In general, these studies provide limited evidence of bias as a function of age.…”

Section: Age Salary and Job Benefitsmentioning

confidence: 99%

Is There a Technology Age Gap? Associations Among Age, Skills, and Employment Outcomes

Perry

Simpson

NicDomhnaill

et al. 2003

Int J Selection Assessment

View full text Add to dashboard Cite

The current study used survey data collected by a top job search web site to explore the extent to which older (50-64 years), middle-aged (40-49 years), and younger (18-39 years) computer programmers reported different levels of human capital (e.g., job tenure) and specialized computer skills (e.g., number of programming languages). In addition, we explored the effect of age on annual salary and job benefits controlling for both traditional human capital factors and specialized computer skills. Although older computer programmers reported higher levels of most human capital factors, there were no differences in the ten specialized computer skills as a function of age. Results also indicated that age was negatively associated with both annual salary and job benefits levels even when human capital factors and specialized computer skills were statistically controlled. However, the variance accounted for by age was quite small.

show abstract

“…The facets of the openness to experience factor may be particularly important to examine as they are fairly theoretically disparate, which may lead to different perceptions of older and younger workers. For example, older workers may be perceived as lower in openness because their perceived lack of developmental potential (Rosen & Jerdee, 1976b), ability to catch on to new ideas (Perry & Varney, 1978), flexibility (Rosen & Jerdee, 1977), and creativity (Levin, 1988;Rosen & Jerdee, 1976a) may cause them to be perceived as less adventurous and imaginative. On the other hand, older workers may be rated higher in terms of some facets-such as intellect (e.g., interest in learning)-because of actual increases in crystallized intelligence (e.g., Kanfer & Ackerman, 2004), which is associated with learning, general knowledge, and vocabulary.…”

Section: Openness To Experiencementioning

confidence: 99%

Perceptions of Older Versus Younger Workers in Terms of Big Five Facets, Proactive Personality, Cognitive Ability, and Job Performance

Truxillo

McCune

Bertolino

et al. 2012

J Applied Social Pyschol

View full text Add to dashboard Cite

We examined whether older and younger workers are perceived differently in terms of job‐related individual differences and dimensions of job performance. Findings across 2 experimental studies indicated that older workers were perceived more positively in terms of crystallized intelligence and facets of conscientiousness, while younger workers were perceived more positively in terms of fluid intelligence and proactive personality. With regard to work performance, older workers were perceived more positively in terms of organizational citizenship behavior directed toward the organization. Similar perceptions were held by older and younger respondents. Results illustrate that job performance dimensions and work‐related individual differences may provide useful frameworks for understanding stereotypes regarding older and younger workers.

show abstract

College Students' Attitudes toward Workers' Competence and Age

Cited by 16 publications

References 9 publications

Age discrimination in simulated employment contexts: An integrative analysis.

Age discrimination in simulated employment contexts: An integrative analysis.

Is There a Technology Age Gap? Associations Among Age, Skills, and Employment Outcomes

Perceptions of Older Versus Younger Workers in Terms of Big Five Facets, Proactive Personality, Cognitive Ability, and Job Performance

Contact Info

Product

Resources

About