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Reeves MD, Fritzsche BA, Marcus J, Smith NA, Ng YL. “Beware the young doctor and the old barber”: Development and validation of a job age-type spectrum. JOURNAL OF VOCATIONAL BEHAVIOR 2021. [DOI: 10.1016/j.jvb.2021.103616] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
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de la Fuente-Núñez V, Cohn-Schwartz E, Roy S, Ayalon L. Scoping Review on Ageism against Younger Populations. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:3988. [PMID: 33920114 PMCID: PMC8069403 DOI: 10.3390/ijerph18083988] [Citation(s) in RCA: 12] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 02/23/2021] [Revised: 04/06/2021] [Accepted: 04/07/2021] [Indexed: 11/17/2022]
Abstract
Systematic efforts have been carried out to study ageism against older populations. Less is known about ageism against younger populations, including how it is defined, how it manifests, its effects, and how it can be addressed. A scoping review was conducted aimed at identifying available evidence on these topics. A comprehensive search strategy was used across thirteen databases, including PubMed, EMBASE, and CINAHL. Records were screened by two independent reviewers. Data extraction was done by one rater and independently reviewed by a second rater. Of the 9270 records identified, 263 were eligible for inclusion. Most of the evidence focused on the manifestation of ageism (86%), followed by a focus on the determinants of ageism (17%), available interventions to address ageism (9%), and the effects of ageism (5%). This study points to the inconsistent terminology used to describe ageism against younger populations and the relatively limited theoretical rationale that guides existing studies. It also highlights key research gaps and points to the strengths of existing research.
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Affiliation(s)
- Vânia de la Fuente-Núñez
- Demographic Change and Healthy Ageing Unit, Department of Social Determinants of Health, World Health Organization, 1202 Geneva, Switzerland
| | - Ella Cohn-Schwartz
- Department of Public Health, Ben-Gurion University of the Negev, Beer-Sheva 8410501, Israel;
| | - Senjooti Roy
- Louis and Gabi Weisfeld School of Social Work, Bar Ilan University, Ramat Gan 5290002, Israel; (S.R.); (L.A.)
| | - Liat Ayalon
- Louis and Gabi Weisfeld School of Social Work, Bar Ilan University, Ramat Gan 5290002, Israel; (S.R.); (L.A.)
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Cheung H, Goldberg CB, Konrad AM, Lindsey A, Nicolaides V, Yang Y. A meta-analytic review of gender composition influencing employees’ work outcomes: implications for human resource development. HUMAN RESOURCE DEVELOPMENT INTERNATIONAL 2020. [DOI: 10.1080/13678868.2020.1749493] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
Affiliation(s)
- HoKwan Cheung
- Department of Psychology, University at Albany - SUNY, Albany, NY, USA
| | | | - Alison M. Konrad
- Ivey School of Business, University of Western Ontario, London, ON, Canada
| | - Alex Lindsey
- Department of Management, University of Memphis, Memphis, TN, USA
| | | | - Yang Yang
- Rowan University, Glassboro, NJ, United States
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Evaluative implications of intersecting body weight and other social categories: The role of typicality. Body Image 2019; 31:19-23. [PMID: 31430601 DOI: 10.1016/j.bodyim.2019.08.004] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 07/28/2018] [Revised: 08/06/2019] [Accepted: 08/07/2019] [Indexed: 11/20/2022]
Abstract
Body weight is a critical dimension by which we evaluate others, with heavier individuals facing higher levels of stigma and discrimination compared to thinner individuals. Yet, the perception of body weight can be ambiguous, suggesting that stereotypic associations and heuristics influence which bodies are deemed as "typical" for a particular group or social category. Here, we investigate whether interdependent associations between body weight and social category dimensions (ethnicity, gender, age, and sex) affect the typicality ratings of a heavier body. Specifically, we hypothesize that heavier bodies labelled as Asian, feminine, younger, or female, compared to Black, White, masculine, older, or male, will be rated less typical and these typicality judgments will mediate social evaluations. Participants made typicality and social evaluative judgments about a wireframe body with a set BMI of 38, accompanied by one of sixteen category labels (e.g., Asian man). Our results show that typicality judgments broadly align with our hypotheses and mediate social evaluations of the heavier body. Overall, we showcase the interdependent nature of weight and other social categories, highlighting the role of typicality for social evaluations of heavier targets.
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Lowman GH, Harms PD, Mills MJ. The Influence of Job Candidates’ Physical Appearance on Interview Evaluations. JOURNAL OF PERSONNEL PSYCHOLOGY 2019. [DOI: 10.1027/1866-5888/a000223] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/23/2022]
Abstract
Abstract. The influence of a candidate’s physical appearance on interview evaluations is well documented. However, few models exist that explain how and why specific components of physical appearance influence interviewer perceptions. We address this discrepancy by identifying the primary components of appearance and integrating findings from the appearance literature to explain the relationship between candidate appearance and interview evaluations. We propose that interviewers compare traits inferred from a candidate’s physical appearance with traits associated with their prototype for the job position. Interviewers perceive a strong person-job fit when these traits align, which is indicated by a prototype match. By detailing this progression in the proposed conceptual model, this paper answers calls from recent research and provides new directions for future inquiry.
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Affiliation(s)
- Graham H. Lowman
- Michael A. Leven School of Management, Entrepreneurship and Hospitality, Coles College of Business, Kennesaw State University, Kennesaw, GA, USA
| | - Peter D. Harms
- Department of Management, Culverhouse College of Commerce, University of Alabama, Tuscaloosa, AL, USA
| | - Maura J. Mills
- Department of Management, Culverhouse College of Commerce, University of Alabama, Tuscaloosa, AL, USA
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Could the aging workforce reduce the agency penalty for female leaders? Re-examining the think manager–think male stereotype. JOURNAL OF MANAGEMENT & ORGANIZATION 2018. [DOI: 10.1017/jmo.2018.41] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
Abstract
AbstractOlder workers make up a substantial portion of today’s labor force. Yet little is known about the beliefs held by this age group. Our study offers some much needed insights into intersectionality around this group, by investigating how older workers’ perceptions of supervisors performing a gendered leadership behavior are impacted by a supervisors’ sex, age, and gendered attributes. The results show that these supervisors are perceived most favorably when they possess communal qualities and/or when they are depicted as being older than their direct reports. Our results also reveal that, when these supervisors are not perceived as communal, male but not female supervisors, experience a backlash. Within this context, young female leaders appear to be at an advantage when compared with young male leaders. This study advances the literature on the ‘think manager–think male’ stereotype and has the practical benefit of offering insights into leader-follower interactions in today’s aging workplace.
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Wong CM, Tetrick LE. Job Crafting: Older Workers' Mechanism for Maintaining Person-Job Fit. Front Psychol 2017; 8:1548. [PMID: 28943859 PMCID: PMC5596060 DOI: 10.3389/fpsyg.2017.01548] [Citation(s) in RCA: 30] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/30/2017] [Accepted: 08/25/2017] [Indexed: 11/13/2022] Open
Abstract
Aging at work is a dynamic process. As individuals age, their motives, abilities and values change as suggested by life-span development theories (Lang and Carstensen, 2002; Kanfer and Ackerman, 2004). Their growth and extrinsic motives weaken while intrinsic motives increase (Kooij et al., 2011), which may result in workers investing their resources in different areas accordingly. However, there is significant individual variability in aging trajectories (Hedge et al., 2006). In addition, the changing nature of work, the evolving job demands, as well as the available opportunities at work may no longer be suitable for older workers, increasing the likelihood of person-job misfit. The potential misfit may, in turn, impact how older workers perceive themselves on the job, which leads to conflicting work identities. With the traditional job redesign approach being a top-down process, it is often difficult for organizations to take individual needs and skills into consideration and tailor jobs for every employee (Berg et al., 2010). Therefore, job crafting, being an individualized process initiated by employees themselves, can be a particularly valuable mechanism for older workers to realign and enhance their demands-abilities and needs-supplies fit. Through job crafting, employees can exert personal agency and make changes to the task, social and cognitive aspects of their jobs with the goal of improving their work experience (Wrzesniewski and Dutton, 2001). Building on the Life Span Theory of Control (Heckhausen and Schulz, 1995), we posit that job crafting, particularly cognitive crafting, will be of increasing value as employees age. Through reframing how they think of their job and choosing to emphasize job features that are personally meaningful, older workers can optimize their resources to proactively redesign their jobs and maintain congruent, positive work identities.
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Affiliation(s)
- Carol M. Wong
- Department of Psychology, George Mason University, FairfaxVA, United States
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Derous E, Decoster J. Implicit Age Cues in Resumes: Subtle Effects on Hiring Discrimination. Front Psychol 2017; 8:1321. [PMID: 28848463 PMCID: PMC5554369 DOI: 10.3389/fpsyg.2017.01321] [Citation(s) in RCA: 20] [Impact Index Per Article: 2.9] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/29/2017] [Accepted: 07/18/2017] [Indexed: 11/29/2022] Open
Abstract
Anonymous resume screening, as assumed, does not dissuade age discriminatory effects. Building on job market signaling theory, this study investigated whether older applicants may benefit from concealing explicitly mentioned age signals on their resumes (date of birth) or whether more implicit/subtle age cues on resumes (older-sounding names/old-fashioned extracurricular activities) may lower older applicants’ hirability ratings. An experimental study among 610 HR professionals using a mixed factorial design showed hiring discrimination of older applicants based on implicit age cues in resumes. This effect was more pronounced for older raters. Concealing one’s date of birth led to overall lower ratings. Study findings add to the limited knowledge on the effects of implicit age cues on hiring discrimination in resume screening and the usefulness of anonymous resume screening in the context of age. Implications for research and practice are discussed.
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Affiliation(s)
- Eva Derous
- Department of Personnel Management, Work, and Organizational Psychology, Faculty of Psychology and Educational Sciences, Ghent UniversityGhent, Belgium
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Abstract
Four studies tested the prototype-matching model that people use the prototype of a good relationship to evaluate the quality of concrete relationships. In Study 1, distance from the consensual prototype of participants’ descriptions of the features of their relationship strongly predicted relationship quality, and this prediction was significantly stronger for distance from central (vs. peripheral) features. Study 2 replicated these results and also found no significant advantage for predicting relationship quality using a relationship’s distance from idiosyncratically weighted (vs. consensually weighted) centrality of prototype features. Study 3 experimentally manipulated a described relation-ship’s distance from the prototype and found that distance from central features affected relationship evaluations more than distance from peripheral or intermediate features. Study 4 experimentally manipulated the prototype of relationship quality itself and found that correlations of relationship quality with matches with the prototype were more strongly influenced by those features that were increased in their importance.
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Who is your ideal mentor? An exploratory study of mentor prototypes. CAREER DEVELOPMENT INTERNATIONAL 2016. [DOI: 10.1108/cdi-08-2014-0116] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
– One of the main aspects of a mentoring relationship involves the expectations that mentees have of an ideal mentor. However, the traits that mentees envision in an ideal mentor are unclear. The purpose of this paper is to present series of studies examined mentees’ ideas about their ideal mentor’s physical characteristics and mentoring functions. The authors also examined gender and racial (white/nonwhite) differences in ideal mentor preferences.
Design/methodology/approach
– The two studies examined what mentees envision when they picture their ideal mentor, and whether the ideal mentor prototypes varied by participants’ ethnicity and gender. Study 2 further examined mentees’ ideal mentor characteristics in a forced choice ranking scale and the ideal mentor scale (Rose, 2003).
Findings
– When asked to describe their ideal mentor’s appearance, participants provided detailed descriptions of the ideal mentor’s features. They also emphasized mentoring characteristics and behaviors, such as guidance. Participants’ preferences for their ideal mentor’s gender and race varied by the question format (open-ended description vs scale).When asked to envision their ideal mentor (Study 2), participants emphasized guidance, interpersonal warmth, and ethical integrity. Other mentoring characteristics and behaviors emerged in the content coding framework. Prototypes of the ideal mentors varied based on ethnicity and gender, but also on how the question was presented.
Originality/value
– These findings suggest that the ideal mentor prototype involves guidance, understanding, and role modeling ethical values. Like other organizational roles (i.e. leaders), awareness of these traits informs how employees view mentors and what they expect from mentoring relationships. Facilitators of mentoring programs can consider the ideal mentor prototype during the matching process and the initial stages of the mentoring relationship.
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Goldberg CB, Perry EL, Finkelstein LM, Shull A. Antecedents and outcomes of targeting older applicants in recruitment. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2013. [DOI: 10.1080/1359432x.2012.746315] [Citation(s) in RCA: 7] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
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Bal AC, Reiss AEB, Rudolph CW, Baltes BB. Examining positive and negative perceptions of older workers: a meta-analysis. J Gerontol B Psychol Sci Soc Sci 2011; 66:687-98. [PMID: 21719634 DOI: 10.1093/geronb/gbr056] [Citation(s) in RCA: 129] [Impact Index Per Article: 9.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022] Open
Abstract
OBJECTIVE This article presents an updated meta-analysis of field and laboratory studies that examine the influence of age on a number of evaluative workplace outcomes (advancement, selection, general evaluations, interpersonal skills, and reliability). Method. A random effects meta-analytic procedure was used. RESULTS In line with the perspective that perceptions of older workers are multidimensional, the observed meta-analytic correlations indicate that age has medium-sized negative effects on majority of the outcomes investigated (r(advancement) = -.21, r(selection) = -.30, r(general evaluations) = -.24, and r(interpersonal skills) = -.23, and a medium-sized positive effect on perceptions of reliability (r(reliability) = .31). Additionally, evidence of moderation by study design for the selection outcome is presented, such that within-subjects designs elicit stronger effects of age than between-subjects designs. Discussion. The present study demonstrates that it is likely that older workers are not viewed entirely negatively or entirely positively in the workplace; rather, the perceptions of older workers are more are varied, and even positive in some cases.
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Affiliation(s)
- Anne C Bal
- Department of Psychology, Wayne State University, Detroit, Michigan, USA
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Wheeler AR, Buckley MR, Halbesleben JR, Brouer RL, Ferris GR. “The Elusive Criterion of Fit” Revisited: Toward an Integrative Theory of Multidimensional Fit. RESEARCH IN PERSONNEL AND HUMAN RESOURCES MANAGEMENT 2005. [DOI: 10.1016/s0742-7301(05)24007-0] [Citation(s) in RCA: 45] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/21/2023]
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Eby LT, Allen TD, Noble CL, Lockwood AL. Perceptions of Singles and Single Parents: A Laboratory Experiment1. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2004. [DOI: 10.1111/j.1559-1816.2004.tb02009.x] [Citation(s) in RCA: 13] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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Perry EL, Finkelstein LM. Toward a broader view of age discrimination in employment-related decisions: a joint consideration of organizational factors and cognitive processes. HUMAN RESOURCE MANAGEMENT REVIEW 1999. [DOI: 10.1016/s1053-4822(99)00010-8] [Citation(s) in RCA: 47] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
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Perry EL, Bourhis AC. A Closer Look at the Role of Applicant Age in Selection Decisions. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 1998. [DOI: 10.1111/j.1559-1816.1998.tb01340.x] [Citation(s) in RCA: 36] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
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