Youngism: The content, causes, and consequences of prejudices toward younger adults.

Francioli, Stéphane; North, Michael S.

doi:10.1037/xge0001064

Cited by 27 publications

(21 citation statements)

References 80 publications

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“…Such focus, although undoubtedly important, led researchers to overlook the possibility that younger adults may also be target of stereotypes, prejudice, and discrimination due to their age (but see, e.g., Bratt et al, 2018 ; de Paula Couto et al, 2021 ). Aiming to fill this gap, a recent study by Francioli and North (2021) provided empirical evidence that not only older adults are target of age stereotypes and ageism, but that people also hold negative attitudes toward younger adults (i.e., youngism). Of most interest for our study, however, is that descriptive age stereotypes about older and younger people were found to be marked by distinct content, which was shown to depend on specific life stages (i.e., the content of age stereotypes change during the life span; Francioli and North, 2021 ).…”

Section: Introductionmentioning

confidence: 99%

“…Aiming to fill this gap, a recent study by Francioli and North (2021) provided empirical evidence that not only older adults are target of age stereotypes and ageism, but that people also hold negative attitudes toward younger adults (i.e., youngism). Of most interest for our study, however, is that descriptive age stereotypes about older and younger people were found to be marked by distinct content, which was shown to depend on specific life stages (i.e., the content of age stereotypes change during the life span; Francioli and North, 2021 ). With respect to youngism, the authors developed a model of young adult mixed stereotype content, which includes on the one hand beliefs about younger adults’ resourcefulness (i.e., younger adults are smart, ambitious, hip, and techie) and on the other hand, beliefs about younger adults’ ungratefulness (i.e., younger adults are coddled, disrespectful, rookie, and radically progressive).…”

Section: Introductionmentioning

confidence: 99%

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Age Specificity in Explicit and Implicit Endorsement of Prescriptive Age Stereotypes

2022

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In this study, we investigated explicit and implicit endorsement of prescriptive age stereotypes. To achieve that, we captured endorsement of a wide range of prescriptive expectations targeting both younger (younger adults are expected to be ambitious, eager to learn, unconventional, respectful) and older (older adults are expected to stay active, to be generous, dignified, and wise) people. Younger (n = 58, 50% female, Mage = 26.07 years, SD = 3.01) and older adults (n = 75, 44% female, Mage = 66.69 years, SD = 4.63) participated in the study. We assessed implicit endorsement of prescriptive age stereotypes with the Propositional Evaluation Paradigm (PEP) and used a direct measure to assess explicit endorsement. In general, we found strong support for age-specificity in both explicit and implicit endorsement of prescriptive age stereotypes: Sentences ascribing expectations for young/old to the respective age group (e.g., “young should be ambitious”; “old should be wise”) were endorsed much more strongly than sentences in which expectations for young/old were ascribed to the other age group (e.g., “old should be ambitious”; “young should be wise”). Age group differences in the endorsement of prescriptive age stereotypes were found. Compared to younger participants, older participants showed stronger endorsement for prescriptive beliefs targeting both younger and older targets. Explicit and implicit endorsement of prescriptive age stereotypes did not correlate with one another, thus revealing they might assess independent belief systems with different predictive potential.

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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Age Specificity in Explicit and Implicit Endorsement of Prescriptive Age Stereotypes

2022

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“…Western perspectives on age-based prejudice stemming from generational membership (“generationism”) primarily emphasize perceptions of “Boomers” (or, “Millennials,” when unpacking age-based prejudice targeting the young; Francioli and North, 2021 ). Most prominent in these approaches has been exploring prejudicial attitudes toward the American Boomer generation.…”

Section: Unpacking Cross-cultural Ageism As Gate -Ismmentioning

confidence: 99%

“…Complicating the picture further, there is reason to believe that the opposite pattern may be true when it comes to attitudes toward younger workers—that is, Easterners may be more harsh on junior workers who violate tenure expectations. As one concrete example, the current younger United States generation often faces resentment for perceptions of increased “job hopping” behaviors ( Francioli and North, 2021 ). It is unclear whether the same would be true in the Eastern context.…”

Section: Unpacking Cross-cultural Ageism As Gate -Ismmentioning

confidence: 99%

Chinese Versus United States Workplace Ageism as GATE-ism: Generation, Age, Tenure, Experience

North

2022

Front. Psychol.

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Ageism is a pan-cultural problem, and correspondingly, increased research attention worldwide has focused on how a person’s age drives prejudice against them. Nevertheless, recent work argues that chronological age alone is a limited predictor of prejudice—particularly in the workplace, where age conflates intertwined elements (e.g., life stage and work experience), and across cultures, in which the nature of ageism can substantially differ. A recent organizational behavior (GATE) framework advocates for extending beyond numerical age alone, focusing instead on prejudice arising from workers’ perceived Generation (birth cohort), Age (life stage), Tenure (time with organization), and Experience (accumulated skillset over time). In addition to clarifying the multifaceted nature of workplace ageism, GATE helps uncover potential cultural ageism differences. Using the United States and China as focal Western and Eastern prototypes, the current paper compares Eastern and Western cultures through a GATE Lens. Eastern and Western cultures adopt different perceptions of generations (e.g., United States “Boomers,” versus Chinese “Cultural Revolution” generation), elder life stages (United States warm-but-incompetent older adults, versus Eastern pragmatic elder resource concerns), organizational tenure expectations (Western job-hopping, versus Eastern filial-piety-based loyalty), and desired experience levels (shaped different by higher Eastern frequency of mandatory retirement practices and family business ventures). Moreover, existing research offers clues for how workplace GATE-ism likely differs between cultures, but more research is needed. Future research should adopt a nuanced GATE conception of “age”-ism, toward enhanced ageism understanding and the ability to utilize a globally aging workforce.

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“…Levy & Macdonald, 2016). Ageism exists toward groups across the age continuum, such as young adults who face negative stereotypes (entitled, reckless, spoiled, unqualified, unreliable, and unstable) and discrimination in employment, housing, and everyday life (also referred to as youngism; Ayalon, 2013; Bratt et al., 2018; Chasteen et al., 2020; Francioli & North, 2021; WHO, 2021). A focus on the important social issues of ageism toward the full range of age groups is beyond the scope of this article.…”

Section: Introductionmentioning

confidence: 99%

The worldwide ageism crisis

Levy

Lytle

Macdonald

2022

Journal of Social Issues

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Ageism is a worldwide crisis. The COVID‐19 pandemic exacerbated ageism toward older adults with hate speech, intergenerational resentment, and human rights violations. This article provides an overview of the interdisciplinary and international theoretical and applied research literature in three subareas: intergenerational attitudes and relations, psychological and physical effects of ageism on older adults, and reducing ageism. Cross‐cutting themes are the need to (1) consider positive (including seemingly “positive”) and negative views, treatment, and experiences of older adults, (2) expand the study of diverse populations including by age and country as well as intersectionality of ageism and other isms (e.g., ableism, classism, heterosexism, racism, sexism), (3) expand the study of the wide‐ranging manifestations of ageism at multiple levels of analysis including greater attention to human rights and new indicators of ageism, and (4) expand the circle of interdisciplinary and international collaborations within and across communities worldwide with all stakeholders and policymakers. Ageism and other isms are intertwined with and multiplied by population aging and other societal issues such as pandemics and climate crises. This article aims to further sound the alarm for the urgent need for age‐friendly societies and addressing ageism through basic research, preventive measures, and intervention efforts.

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Youngism: The content, causes, and consequences of prejudices toward younger adults.

Cited by 27 publications

References 80 publications

Age Specificity in Explicit and Implicit Endorsement of Prescriptive Age Stereotypes

Age Specificity in Explicit and Implicit Endorsement of Prescriptive Age Stereotypes

Chinese Versus United States Workplace Ageism as GATE-ism: Generation, Age, Tenure, Experience

The worldwide ageism crisis

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