The nature of job-related age stereotypes.

Rosen, Benson; Jerdee, Thomas H.

doi:10.1037/0021-9010.61.2.180

Cited by 222 publications

(119 citation statements)

References 4 publications

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“…The more these attributes trigger assumptions that the employee is competent and can be trusted, the more managers will be motivated to delegate tasks and make other role adjustments to improve work design. Consistent with this theorizing, evidence suggests that when managers hold the stereotype that a worker's value depreciates with age (depreciation beliefs) (Yeatts, Folts, & Knapp, 1999) they are more inclined to allocate tasks on the basis of employee age (Rosen & Jerdee, 1976) or to restrict opportunities for training on the basis of age, which then affects access to new work tasks (Finkelstein & Truxillo, 2013;Kooij, Jansen, Dikkers, & Lange, 2010).…”

Section: Demographicsmentioning

confidence: 97%

Work Design Influences: A Synthesis of Multilevel Factors that Affect the Design of Jobs

Parker

Broeck

Holman

2017

ANNALS

165

154

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High quality work design is a key determinant of employee well-being, positive work attitudes, and job/organizational performance. Yet many job incumbents continue to experience deskilled and demotivating work. We argue that there is a need to understand better where work designs come from. We review research that investigates the factors that influence work design, noting that this research is only a small fragment of the work design literature. The research base is also rather disparate, spanning distinct theoretical perspectives according to the level of analysis. To help integrate this literature, we use a framework that summarizes the direct and indirect ways in which work design is shaped by the higher-level external context (global/ international, national and occupational factors), the organizational context, the local work context (work group factors), and individual factors. We highlight two key indirect effects: first, factors affect formal decisionmaking processes via influencing managers' work design-related motivation, knowledge, skills, and abilities (KSAs), and opportunities; and second, factors shape informal and emergent work design processes via influencing employees' work design-related motivation, KSAs and opportunities. By reviewing the literature according to this framework, we set the stage for more comprehensive theoretical development and empirical studies on the factors that influence work design. 3Work Design Influences A Synthesis of Multi-Level Factors that Affect The Design of WorkWork design refers to "the content and organization of one's work tasks, activities, relationships, and responsibilities" (Parker, 2014, p. 662). When work is designed so that it has motivating characteristics like job autonomy and social support, as well as reasonable levels of job demands, multiple positive individual and organizational outcomes arise. A vast amount of research shows that work design affects work stress, job satisfaction, performance, absenteeism, accidents, team innovation, company financial revenue, and more (e.g. see the meta analysis by Humphrey, Nahrgang, & Morgeson, 2007).Yet, despite extensive evidence about the benefits of well-designed work, there are still many poorly designed jobs in both advanced and developing economies. For example, in Europe, Lorenz and Valeyre (2005) reported that one third of workers had jobs that were deskilled or that involved excessive demands. Significant technological and societal change is also affecting work and organizing, yet we know little about how this change might affect people's work design (Parker, 2014). Both of these forces -the continued prevalence of poor quality work designs and the vast change occurring in work -highlight the importance of having a comprehensive, evidence-based understanding of the forces that affect work design.Such an understanding is currently lacking. In most theory and research pertaining to the design of jobs, work design is modeled at the start of a causal chain leading to outcomes via intermediary pr...

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Section: Demographicsmentioning

confidence: 97%

Work Design Influences: A Synthesis of Multilevel Factors that Affect the Design of Jobs

Parker

Broeck

Holman

2017

ANNALS

165

154

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“…Les stéréotypes étudiés dans les différentes enquêtes concernent à la fois l'évolution de la santé physique et mentale du travailleur âgé et son insertion professionnelle. Certains stéréotypes sont bien présents dans les esprits et prégnants : les difficultés physiques (Rosen et Jerdee, 1976 ;Taylor et Walker, 1994 ;Hasell et Perrewe, Palonimi et Tikkanen, 2000 ;Mc Gregor, 2002), les difficultés cognitives ou mentales (Aaronson, 1966 ;Rosen et Jerdee, 1976 ;Taylor et Walker, 1994), la résistance au changement (Rosen et Jerdee, 1976 ;Taylor & Walker, 1994 ;Lyon et Pollard, 1997 ;Remery, Henkens, Schippers et Ekamper, 2003), les difficultés dans le rapport à la jeunesse (Taylor et Walker, 1994 ;Hassell et Perrewe, 1995) ainsi que les difficultés d'apprentissage (Rosen et Jerdee, 1977 ;Taylor et Walker, 1994) sont largement confirmés par les études.…”

Section: Des Raisons Organisationnellesunclassified

Retraits anticipés du marché du travail : entre désir et nécessité

Burnay¹

2008

pistes

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“…A relationship exists between age stereotypes and decisions that negatively affect the likelihood that older workers will have access to training and development resources (Maurer, Andrews, & Weiss, 2003). In a study of simulated managerial decisions, Rosen and Jerdee (1976) found that older workers were viewed less favorably than younger workers in terms of their desirability for retraining opportunities, ease to change, and motivation to keep their skills updated. These negative stereotypes regarding the training of older workers may be manifested in two main ways.…”

Section: Trainingmentioning

confidence: 99%

“…The disparities between older and younger employees for training recommendations were expected to be more pronounced when age is conceptualized as chronological age as opposed to organizational age. The larger disparity in training recommendations for chronologically older and younger employees was anticipated because of the greater number of negative stereotypes associated with older individuals and the history of discrimination presented by Schmidt and Boland (1986) and Rosen and Jerdee (1976). Chronological age seems to be a stronger trigger for the stereotypes related to older adults and older workers.…”

Section: Trainingmentioning

confidence: 99%

“…Such findings for training probability ratings may reflect stereotypes related to older workers, but not in the originally anticipated manner. Rosen and Jerdee (1976) found that decision-makers tend to have concerns about older workers' desire for retraining opportunities, ease to change, and motivation to keep their skills updated. Due to raters' perceptions of older workers' trainability, raters may have felt that older workers would be more difficult to train, and therefore, older workers actually needed to be offered more training opportunities.…”

Section: Trainingmentioning

confidence: 99%

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Ageism in the Workplace: Examining the Influence of Age Conceptualization on the Advancement Opportunities of Older Workers

Averhart¹

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This study examined variables that may influence managers' perceptions of the need for and benefits of training and promoting older workers. Age conceptualization, worker gender, tender-mindedness, openness to values, and emotional intelligence were predicted to affect the relationship between worker age and the probability and perceived benefits of training and promoting older workers. Approximately 500 working professionals read one of four training and promotion vignettes and provided training probability ratings, training benefits ratings, promotion probability ratings, and promotion benefits ratings in order to test twenty-four hypotheses. Results provided evidence that both worker age and the way in which age was conceptualized affected the extent to which workers were recommended for training as well as the perceived benefits of training workers. It was also found that worker age and the way in which age was conceptualized affected the extent to which workers were recommended for promotions and the perceived benefits of doing so. Of the individual characteristics studied, openness to values was found to act as a moderator of the relationship between age vii conceptualization and the extent to which older workers were recommended for a promotion and the relationship between age conceptualization and the perceived benefits of promoting older workers. Findings from this study suggest that organizations that wish to protect older workers from discrimination should make decision-makers aware of the influence of age conceptualizations on the salience of older worker stereotypes. By being cognizant of individual raters' levels of the personality characteristics examined in this study, organizations can create decision-making teams that are not only representative in terms of demographic characteristics (i.e. race, gender, age, etc.) but also diverse in terms of personality composition. Additionally, organizations that wish to decrease discrimination against older workers should take care to create guidelines and procedures for training and promotion decisions that systematically reduce the opportunities for older worker stereotypes to influence outcomes.

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The nature of job-related age stereotypes.

Cited by 222 publications

References 4 publications

Work Design Influences: A Synthesis of Multilevel Factors that Affect the Design of Jobs

Work Design Influences: A Synthesis of Multilevel Factors that Affect the Design of Jobs

Retraits anticipés du marché du travail : entre désir et nécessité

Ageism in the Workplace: Examining the Influence of Age Conceptualization on the Advancement Opportunities of Older Workers

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