Younger workers’ metastereotypes, workplace mood, attitudes, and behaviors

Abstract

If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -The purpose of this paper is to examine the influence of age-related stereotyping processes on younger workers' mood, attitudes, and impression management behaviors at work. Design/methodology/approach -Using survey data from 281 younger workers, the hypothesized model was tested using structural equation modeling. Findings -As younger workers are more self-conscious about being age stereotyped, they are less likely to be satisfied with older co-workers, which is partly explained by negative mood associated with that metastereotype consciousness. Also, chronological age, age-group identification, and age prejudice, were critical influences on the emergence of metastereotype consciousness. Research limitations/implications -Unexpected findings point to: experiences of younger workers which may not follow the same patterns found with older groups and unique operation of age as a dynamic social category that may not parallel findings regarding other social categories. Practical implications -There is clearly potential for younger workers to be concerned they are viewed "stereotypically" and this metastereotype consciousness influences how they feel, think, and behave at work. Organizations should be aware of the potential antecedents and consequences, as well as the nature of metastereotypic perceptions, to better facilitate positive and productive interactions across age groups at work. Originality/value -This research contributes to an understanding of younger workers' experiences at work, highlights the role of mood in the operation of metastereotypes on attitudes and behaviors in age-diverse contexts, and improves our understanding of social biases and inequality associated with age-based groups.

Please Don’t Look at Me That Way. An Empirical Study Into the Effects of Age-Based (Meta-)Stereotyping on Employability Enhancement Among Older Supermarket Workers

“…First, our descriptive analyses (presented in Table 1) showed that older age group members perceive less negative stereotyping in their organization regarding older workers’ productivity and reliability (but not regarding personal adaptability) than the younger age group members. Possibly, the younger age groups perceive more negative age-based stereotyping because they are dissimilar to their older co-workers, for example as regards their physical appearance and values/interests (Ryan et al, 2015). In a related vein, older workers may experience less negative age-based stereotyping about themselves (i.e., meta-stereotypes) as they can more easily distance themselves from negative age stereotyping (e.g., “I am not that old”) (ibid.…”

“…When older workers perceive that their age group is negatively stereotyped, they may experience anxiety or anger (King et al, 2008), which in turn may influence their work outcomes (Ryan et al, 2015). In such situations, older workers may find it difficult to hold positive views about themselves, possibly affecting their self-perceived employability.…”

A Phase Model of Intergenerational Learning in Organizations

“…This notion can impede bidirectional learning processes, because younger employees may feel that when they raise their voices or share their knowledge, it is not appreciated (Tempest, 2003). In such an environment, younger workers are at risk of continuously asking themselves whether others are judging them based on stereotypes (Ryan, King, & Finkelstein, 2015). These beliefs about stereotypes that outgroup members hold against themselves are also referred to as "metastereotypes" (Vorauer, Main, & O'Connell, 1998) and can disrupt interpersonal interactions (King, Kaplan, & Zaccaro, 2008).…”

Lay theories and ageist attitudes at work: Essentialist beliefs about cognitive aging, fixed mindsets, and cyclical perception of time are linked to ageist attitudes toward older workers

“…The age bands used in this study to define younger (18-30 years) and older workers (50+ years) were based on existing research (Finkelstein et al, 2013;North & Fiske, 2016;Ryan et al, 2015).…”