Stereotype threat and older worker’s attitudes: a mediation model

Oliveira, Eduardo André da Silva; Cardoso, Carlos

doi:10.1108/pr-11-2016-0306

Cited by 18 publications

(11 citation statements)

References 78 publications

(157 reference statements)

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“…First, affective commitment, or its absence, can explain employees' diminished efforts to help their colleagues in the presence of heavily politicized organizational climates. Other factors could explain this connection too, such as employees' beliefs about organizational unfairness (Liu and Berry, 2013), person–organization misfit (Boon and Biron, 2016) or work disengagement (Oliveira and Cabral Cardoso, 2018). In a related sense, we propose several reasons employees might grow less affectively committed to their organization (e.g.…”

Section: Discussionmentioning

confidence: 99%

Overcoming organizational politics with tenacity and passion for work: benefits for helping behaviors

Clercq

Shu

2022

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PurposeThis study unpacks the relationship between employees' perceptions of organizational politics and their helping behavior, by explicating a mediating role of employees' affective commitment and moderating roles of their tenacity and passion for work.Design/methodology/approachQuantitative survey data were collected from 476 employees, through Amazon Mechanical Turk.FindingsBeliefs that the organizational climate is predicated on self-serving behaviors diminish helping behaviors, and this effect arises because employees become less emotionally attached to their organization. This mediating role of affective commitment is less salient to the extent that employees persevere in the face of challenges and feel passionate about working hard.Practical implicationsFor human resource managers, this study pinpoints a lack of positive organization-oriented energy as a key mechanism by which perceptions about a negative political climate steer employees away from assisting organizational colleagues on a voluntary basis. They can contain this mechanism by ensuring that employees are equipped with energy-boosting personal resources.Originality/valueThis study addresses employees' highly salient emotional reactions to organizational politics and pinpoints the critical function of affective commitment for explaining the escalation of perceived organizational politics into diminished helping behavior. It also identifies buffering effects linked to two pertinent personal resources.

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Section: Discussionmentioning

confidence: 99%

Overcoming organizational politics with tenacity and passion for work: benefits for helping behaviors

Clercq

Shu

2022

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“…These measures were included within these studies to confirm the existence of ABST and link it to any resulting performance deficits. Other research has similarly used self-reporting to examine perceived stereotype threat within the workplace ( Kulik et al, 2016 ; Phibbs and Hooker, 2017 ; Oliveira and Cabral-Cardoso, 2018 ; Manzi et al, 2019 ; von Hippel et al, 2019 ). These studies tend to measure the perceived experience of threat—e.g.…”

Section: Studymentioning

confidence: 99%

“…Beyond ‘performance’ outcomes, a documented consequence of stereotype threat is described as ‘disidentification’ or ‘disengagement’, characterized by lower intentions to engage in a stereotyped task/domain ( Davies et al, 2005 ). Indicative of disidentification, a growing body of research has shown that ‘older’ or ‘mature’ workers (usually categorized as aged 45/50+ and mean age of mid-50s) who perceive more negative age-based stereotyping in the workplace are also more likely to hold negative work attitudes and show greater disengagement with their work ( Kulik et al, 2016 ; Oliveira and Cabral-Cardoso, 2018 ; Manzi et al, 2019 ; von Hippel et al, 2019 ). In addition, one study found that making age stereotypes salient reduced older people’s subjective assessment of their own hearing ability ( Barber and Lee, 2016 ).…”

Section: Introductionmentioning

confidence: 99%

Understanding Perceived Age-Based Judgement as a Precursor to Age-Based Stereotype Threat in Everyday Settings

2021

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Test conditions eliciting negative stereotypes of aging among older adults can prompt age-based stereotype threat (ABST), which results in worse performance on cognitive and memory tests. Much of this research explores ABST as a phenomenon that impacts the performance of older adults. Little is known about the experience of ABST beyond performance settings and how it manifests in everyday contexts across different age groups. Gaps also remain in understanding the wider impacts of ABST, such as effects on task motivation and engagement. The current research addresses this by exploring the contexts in which age-based judgement, a theorized precursor to ABST, occurs across a wide age range of participants. The two studies in this paper present mixed-methods survey data for a total of 282 respondents aged 18–84 years. Study 1 presents a thematic analysis of open-ended responses to identify the stereotypes and settings that underpin perceived age-based judgement. The settings and stereotypes identified are discussed in relation to which contexts lend themselves to adverse ABST effects. Study 2 then asked respondents to rate the extent to which they experience threat-based concern within 12 contexts identified from Study 1. Results indicate differences in threat-based concerns between young, middle-aged and older adults for physical activity, driving, using public transport, using technology, in leadership and relating to the COVID-19 pandemic. The studies provide a foundation for future research to investigate (1) the motivational and behavioural consequences of threat-based concerns for younger adults’ driving and leadership, and in the context of the pandemic; (2) cues to ‘old’ age stereotypes and threat-based concerns among late middle-aged adults within the workplace; (3) the role of broad stereotypes of ‘incompetence’ and being ‘past-it’ on middle-aged and older adults’ engagement with technology and physical activity and (4) potential ABST effects resulting from stereotypes of older people as a burden and a problem in the context of a national crisis. Overall, this research extends our understanding of ABST by identifying further contexts and age groups that could be impacted by a wider range of ABST effects.

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“…As a fairly novel concept in the research of alarming workplace behaviors, workplace ostracism is passive aggression which may refer to giving the silent treatment to particular individuals. While the repercussions of ostracism have been studied by a tenfold to underline its alarming psychological distress and workplace deviance (Robinson et al, 2013;Oliveira & Cardoso, 2018), the facets against which this concept has been tested against are quite limited.…”

Section: Workplace Ostracismmentioning

confidence: 99%

“…d Generational diversity, as a constituent of various cohorts, has also been an abode for unspoken subjective norms indulged on its cohorts, as evidenced by the Social Identity Theory's social self (Oliveira & Cardoso, 2018). This is extrapolated by the congruence of the part of an individual an employee in this scenario which is a reflection of his or her membership in a social group age cohorts in this situation which they work to salvage (Tajfel, 1982).…”

Section: Generational Diversity and Workplace Ostracismmentioning

confidence: 99%

Clash of Generations: Assessing the Impact of Generational Diversity in a Workforce

Tanveer¹,

Hassan²,

Shah³

et al. 2020

Int. j. bus. econ. aff.

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This study aims at investigating the generational diversity at work place and how perceived generational differences formulate to actual differences between age cohorts which leads to a higher likelihood of dangerous workplace conflict, ostracism, and decreased will power caused by a difference in mentality, values, and work approaches relative to age distinctions. This study adopted a survey design and gathered data from organizations having work-force diversity; data was gathered from respondents belonging to Gen X Y and Z. Both individual level as well as group level data was obtained and analyzed for this study. The findings of this study highlight that generational diversity within the workplace has i) insignificant relationship with workplace conflict, ii) a positive relationship with ostracism and iii) a negative relationship with willpower. Moreover, the findings suggest that power in the workplace plays no role in the relationship between generational diversity and outcomes. This study has expanded the divided body of existing knowledge with respect to workplace conflict.

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Stereotype threat and older worker’s attitudes: a mediation model

Cited by 18 publications

References 78 publications

Overcoming organizational politics with tenacity and passion for work: benefits for helping behaviors

Overcoming organizational politics with tenacity and passion for work: benefits for helping behaviors

Understanding Perceived Age-Based Judgement as a Precursor to Age-Based Stereotype Threat in Everyday Settings

Clash of Generations: Assessing the Impact of Generational Diversity in a Workforce

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