Stereotypical Inferences as Mediators of Age Discrimination: The Role of Competence and Warmth

Krings, Franciska; Sczesny, Sabine; Kluge, Annette

doi:10.1111/j.1467-8551.2010.00721.x

Cited by 129 publications

(123 citation statements)

References 36 publications

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“…Diekman and Hirnisey 2007;Krings et al 2011). Our study has taken a decidedly different perspective on that issue by focusing on the relation between views on ageing and perceived age discrimination.…”

Section: Resultsmentioning

confidence: 99%

Relations between views on ageing and perceived age discrimination: a domain-specific perspective

Voss

Wolff

Rothermund³

2016

Eur J Ageing

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This study investigates the relation between age stereotypes and perceived age discrimination. Existing evidence for such a relation is notoriously ambiguous with regard to its direction-age stereotypes can predict (perceived) discrimination, but experiencing discrimination may also change views on ageing-which is why we used a dataset with two waves to disentangle the direction of the associations. Considering research on the multi-dimensionality of views on ageing and perceived age discrimination, we addressed this question from a domain-and age group-specific perspective. Drawing on data from two measurement points of the German Ageing Survey (DEAS; t 1 : 2008, t 2 : 2011; age range at t 1 : 40-93 years, n = 6092 participants at t 1 ), we examined reciprocal relations between views on ageing and perceived age discrimination. Cross-lagged models revealed that domain-specific views on ageing predict subsequent changes in perceived discrimination in corresponding domains: Negative views on ageing regarding personal competence, physical decline, and social interactions were associated with increases in perceived discrimination in the domains of work, medical care, and social life, respectively. However, we did not find evidence for a reciprocal effect of perceived age discrimination on views on ageing. In sum, results indicate that negative views on ageing act as self-fulfilling prophecies by predisposing people to categorize other people's behaviour as age discrimination or to act themselves in a way that might elicit ageist behaviour in others.

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Section: Resultsmentioning

confidence: 99%

Relations between views on ageing and perceived age discrimination: a domain-specific perspective

Voss

Wolff

Rothermund³

2016

Eur J Ageing

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“…Numerous studies in personnel selection have highlighted stigmatization, biases, and employment discrimination based on a multitude of factors including: race, ethnicity, and immigrant or minority status (Brief et al 2000;Derous and Ryan 2012;Petersen and Krings 2009), gender (Cohen and Bunker 1975;Glick et al 1988;Ng and Wiesner 2007), age (Finkelstein et al 1995;Krings et al 2011), sexual preference (Hebl et al 2002), attractiveness (Tews et al 2009), or obesity (King et al 2014;Roehling 2002). Non-discrimination has been described as a moral obligation for organizations (Demuijnck 2009).…”

Section: Hiring Smokers: Legislation Practices and (The Lack Of) Rementioning

confidence: 98%

Smoking as a Job Killer: Reactions to Smokers in Personnel Selection

Roulin

Bhatnagar

2016

J Bus Ethics

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Decades of tobacco control initiatives have turned public opinion against cigarette smoking. Smokers, once considered glamorous, are now stigmatized in domains including the workplace. Extant literature lacks scrutiny of smoker stigmatization and devaluation within the job selection process, and mechanisms that lead to such outcomes. Using an experimental design, we empirically examine initial reactions to job applicants' smoking behaviors within two samples (N = 122 Canadian business students, and N = 143 online U.S. respondents with hiring experience). We show that initial impressions are significantly worse when job applicants smoke versus do not in a store-based context. Moreover, this effect occurs indirectly through perceived likelihood of engaging in counterproductive work behaviors (and to some extent negative emotions experienced), and is conditional upon respondents' own attitudes towards smoking (particularly within the U.S. sample). These relationships-similar for customer service and inventory management jobs-are indicative of potential biases within the hiring process. Implications of these findings, and the moral dilemmas they raise around the treatment of smokers, are discussed from the ethical perspective of human resource management.

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“…Numerous researches have been published as the numbers of information quickly rises, on the relationship between age and numerous magnitudes of studies includes age discrimination [2,4,5,24,[36][37][38], age stereotypes [37,39,40] and age-related psychological factors [38,[41][42][43] as well as the employability of older employees in the organizations [26,[44][45][46][47]. In the USA, Popkin et al [48] reviewed on the impacts of an aging workforce in transportation sector by adopting the sociotechnical systems model.…”

Section: Methodsmentioning

confidence: 99%

Managers Approaches on the Intention to Retain Older Employees in the Corporate Sectors in Libya

Salah¹,

Habtoor²

2016

Review Pub Administration Manag

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This study aim to achieve a better thoughtful of the Executives' disposition to explore the factors that influence the intention to Retain Older Employees in Corporate Sectors in Libya using Theory of paling behavior as a model. However, the study analyzed the intention of managers to absorb older employees in an organization through pragmatic behaviors and engagements. As a result, the study engaged the theory of planned behavior (TPB). It focused on the unwelcome stereotype attitude meted out to the older employees in a working situation. Quantitative method of research was implemented through a well prepared questionnaire which was used to collect data on the related research questions. Over-all 600 questionnaire was dispersed but 402 was reverted. Therefore, the data gathered from the returned 402 questionnaires was then analyzed by Correlation and regression analyses which revealed a number of significant relationships between the variables (behavioral belief and Intention), (normative belief and Intention). The results indicate that behavioral belief, significantly influenced the disposition of executives' to retain older employees (β=0.499, p<0.05), also, the normative belief significantly influenced the disposition of executives' to retain older employees (β=0.336, p<0.05). Contrarily, Control belief does not significantly influenced the disposition of Executives' to retain older employees in Libyan corporate sector (β=-0.012, p>0.05). The findings unambiguously contribute to the knowledge expansion of Executives' disposition to Retain Older Employees in Various Corporate Sectors.

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Stereotypical Inferences as Mediators of Age Discrimination: The Role of Competence and Warmth

Cited by 129 publications

References 36 publications

Relations between views on ageing and perceived age discrimination: a domain-specific perspective

Relations between views on ageing and perceived age discrimination: a domain-specific perspective

Smoking as a Job Killer: Reactions to Smokers in Personnel Selection

Managers Approaches on the Intention to Retain Older Employees in the Corporate Sectors in Libya

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