Seeing Eye-to-Eye: Do Intergroup Biases Operate Similarly for Younger and Older Adults?

Effects of Aging on the Neural Mechanisms Underlying the Recollection of Memories Encoded by Social Interactions With Persons in the Same and Different Age Groups

Memories related to ingroup members are remembered more accurately than those related to outgroup members. However, little is known about the age-dependent differences in neural mechanisms underlying the retrieval of memories shared with ingroup or outgroup members that are categorized by age-group membership. The present functional magnetic resonance imaging (fMRI) study investigated this issue. Healthy young and older adults participated in a 2-day experiment. On the first day outside fMRI, participants were presented with words by unfamiliar persons in movie clips and exchanged each word with persons belonging to the same age group (SAG) or different age group (DAG). On the second day during fMRI, participants were randomly presented with learned and new words one by one, and they judged whether each word had been encoded with either SAG or DAG members or neither. fMRI results demonstrated that an age-dependent decrease in successful retrieval activation of memories presented by DAG was identified in the anterior temporal lobe (ATL) and hippocampus, whereas with memories presented by SAG, an age-dependent decrease in activation was not found in any regions. In addition, an age-dependent decrease in functional connectivity was significant between the hippocampus/ATL and posterior superior temporal sulcus (pSTS) during the successful retrieval of memories encoded with the DAG people. The “other”-related mechanisms including the hippocampus, ATL, and pSTS with memories learned with the outgroup members could decrease in older adults, whereas with memories learned with the ingroup members, the “self”-related mechanisms could be relatively preserved in older adults.

Changes in Age Stereotypes in Adolescent and Older Participants of an Intergenerational Encounter Program

This intervention study explored the effects of a newly developed intergenerational encounter program on cross-generational age stereotyping (CGAS). Based on a biographical-narrative approach, participants (secondary school students and nursing home residents) were invited to share ideas about existential questions of life (e.g., about one's core experiences, future plans, and personal values). Therefore, the dyadic Life Story Interview (LSI) had been translated into a group format (the Life Story Encounter Program, LSEP), consisting of 10 90-min sessions. Analyses verified that LSEP participants of both generations showed more favorable CGAS immediately after, but also 3 months after the program end. Such change in CGAS was absent in a control group (no LSEP participation). The LSEP-driven short- and long-term effects on CGAS could be partially explained by two program benefits, the feeling of comfort with and the experience of learning from the other generation.

Promotion of Advance Care Planning Among Young Adults: A Pilot Study of Health Engagement Workshop Feasibility, Implementation, and Efficacy

OBJECTIVE

This pilot study set out to evaluate the feasibility and efficacy of an interactive, peer-led, health engagement workshop to improve confidence and comprehension related to advance care planning (ACP) among young adults. Secondarily, this study evaluated if such workshops could promote ACP related behavior changes within this population.

METHODS

This observational cohort study utilized a repeated measures, mixed-method design. Six hour-long, in-person workshops were conducted with undergraduate students during meetings of university student organizations. Participants were evaluated across 3 mixed-method surveys, evaluating confidence, knowledge, and behaviors related to ACP prior to participation, directly after, and during a 2-week follow-up.

RESULTS

Workshop participation improved the average participant confidence and knowledge related to ACP as well as encouraged some participants to engage in discussions related to end-of-life care with friends and family. Alongside the impact of the workshops on knowledge and confidence, participants positively evaluated the design of the workshops through collected qualitative feedback.

CONCLUSION

These results are encouraging in assessing this population's willingness to learn about end-of-life care planning. The tools developed and the corresponding results should be used for further exploration of engaging the young adult population in ACP to promote improved healthcare outcomes.

Determinants of Ageism against Older Adults: A Systematic Review

Ageism is a widespread phenomenon and constitutes a significant threat to older people's well-being. Identifying the factors contributing to ageism is critical to inform policies that minimise its societal impact. In this systematic review, we gathered and summarised empirical studies exploring the key determinants of ageism against older people for a period of over forty years (1970-2017). A comprehensive search using fourteen databases identified all published records related to the umbrella concept of "ageism". Reviewers independently screened the final pool to identify all papers focusing on determinants, according to a predefined list of inclusion and exclusion criteria. All relevant information was extracted and summarised following a narrative synthesis approach. A total of 199 papers were included in this review. We identified a total of 14 determinants as robustly associated with ageism. Of these, 13 have an effect on other-directed ageism, and one on self-directed ageism. The quality of contact with older people and the positive or negative presentation of older people to others emerged as the most robust determinants of other-directed ageism; self-directed ageism is mostly determined by older adults' health status. Given the correlational nature of most studies included in this review, inferences on causality should be made cautiously.

Age-Stereotype Internalization and Dissociation: Contradictory Processes or Two Sides of the Same Coin?

There is overwhelming evidence that age stereotypes have systematic effects on older adults’ development. Regarding the direction of these effects, two seemingly opposing phenomena can be observed. On the one hand, it has been shown that older adults engage in self-stereotyping and assimilate their self-views and behavior to commonly held age stereotypes, a process described as stereotype internalization. On the other hand, there is considerable evidence for age-group dissociation, showing that when confronted with negative age stereotypes, older adults tend to distance and dissociate themselves from this negative stereotype. In addition to reviewing evidence for both processes and their respective adaptivity, we propose an integrated model of age-stereotype internalization and dissociation to explain when and why older adults internalize or dissociate from negative age stereotypes.

Intersectional Escape: Older Women Elude Agentic Prescriptions More Than Older Men

Both older individuals and women are proscribed from engaging in power-related behaviors, with women proscribed from behaving agentically and older individuals expected to cede desirable resources through "Succession." However, little is known about whether these overlapping agency prescriptions equally target men and women across the lifespan. In seven studies, we find that older men face the strongest prescriptions to behave less agentically and cede resources, whereas older women are comparatively spared. We show that agency prescriptions more strongly target older men, compared to older women (Studies 1a, 1b, 2) and their younger counterparts (Studies 3 and 4) and examine social and economic consequences for agentic behavior in political, economic, and academic domains. We also find that older men garner more extreme (i.e., polarized) reactions due to their greater perceived resource threat (Studies 4-6). We conclude by discussing theoretical implications for diversity research and practical considerations for accommodating the fast-aging population.

Own-age biases in adults’ and children’s joint attention: Biased face prioritization, but not gaze following!

Previous studies have reported own-age biases in younger and older adults in gaze following. We investigated own-age biases in social attentional processes between adults and children by focusing on two aspects of the joint attention process; the extent to which people attend towards an individual’s face, and the extent to which they fixate objects that are looked at by this person (i.e., gaze following). Participants viewed images that always contained a child and an adult who either looked towards each other or each looked at objects located to their side. Observers consistently, and rapidly fixated the actor’s faces, though the children were faster to fixate the child’s face than the adult’s faces, whilst the adults were faster to fixate on the adult’s face than the child’s face. The children also spent significantly more time fixating the child’s face than the adult’s face, and the opposite pattern of results was found for the adults. Whilst both adults and children prioritized objects when they were looked at by the actor, both groups showed equivalent levels of gaze following, and there was no own-age bias for gaze following. Our results show an own-age bias for prioritizing faces, but not gaze following.

Does age group identification differentially influence younger and older adults' intergenerational perceptions?

People's knowledge that they will change age groups over time likely makes relations between age groups function differently from relations between racial or gender groups. We tested this possibility by examining whether people's identification with their current age group influenced their responses to threats to the status of their current age group. We found that age group identification was a good predictor of responses to status threat, particularly among young adults. Specifically, young adults who were strongly identified with their age group showed patterns of bias typically found in strongly identified members of other groups, whereas older adults did not. These results provide further evidence that age groups function differently from other group memberships and that models of intergroup conflict need to be tested in groups for whom memberships change over time.

A generational comparison of social networking site use: the influence of age and social identity

An online survey (N=256) compared social networking site (SNS) use among younger (millennial: 18-29) and older (baby-boomer: 41-64) subscribers focusing on the influence of collective self-esteem and group identity on motives for SNS use. Younger participants reported higher positive collective self-esteem, social networking site use for peer communication, and social compensation. Regardless of age, participants reporting high collective self-esteem and group identity were more likely to use social networking sites for peer communication and social identity gratifications, while those reporting negative collective self-esteem were more likely to use social networking sites for social compensation. The theoretical implications of the strong relationship between social identity gratifications and social compensation are discussed.

Supervisor-subordinate age dissimilarity and performance ratings: the buffering effects of supervisory relationship and practice

Using 394 pairs of employees and their immediate supervisors working in the Information and Communication Technology (ICT) sector in three northern European countries, this study examined the effect of workplace moderators on the link between relational demography and supervisor ratings of performance. Directional age differences between superior and subordinate (i.e., status incongruence caused when the supervisor is older or younger than his/her subordinate) and non-directional age differences were used as predictors of supervisor ratings of occupational expertise. The quality of the supervisor-subordinate relationship and the existence of positive age-related supervisory practices were examined as moderators of this relationship. The results provide no support for a relationship between directional age differences and age-related stereotyping by supervisors in ratings of performance, neither for the effects of age-related supervisory practices. However, high quality supervisor-subordinate relationships did moderate the effects of age dissimilarity on supervisory ratings. The implications of these findings for performance appraisal methodologies and recommendations for further research are discussed.

Expectations about memory change across the life span are impacted by aging stereotypes

This study examined whether expectations about memory change with age vary for different personality types. Four adjectives from each of M. L. Hummert, T. A. Garstka, J. L. Shaner, and S. Strahm's (1994) age-stereotype trait sets were selected to create 11 adjective clusters varying in both valence (positive vs. negative) and relevance to memory functioning. There were 373 participants in 3 age groups who rated the memory abilities of target adults, defined by the adjective clusters, across the adult life span. Consistent with past studies, participants believed in age-related memory decline. However, participants rated target adults with positive personality traits as having better memory ability and less age-related memory decline than target adults with negative personality traits. This effect was larger when the traits were relevant to memory than when they were not. Finally, older participants were more strongly influenced by both the valence and the relevance of the personality descriptions than younger participants.

Konsequenzen des demographischen Wandels für das Management von Humanressourcen

Zusammenfassung. Unternehmen stehen zukünftig weniger jüngere Arbeitnehmer zur Verfügung und sie müssen mehr ältere Arbeitnehmer (50plus) beschäftigen. Auf die hiermit verknüpften Risiken und Chancen sind viele Organisationen kaum vorbereitet. Nach einem einleitenden Blick auf die bekannten Fakten zum demographischen Wandel und das in Deutschland bisher zumeist ignorierte Problem der Altersdiskriminierung im Beruf werden die aktuellen Erkenntnisse zu Leistungs- und Lernpotenzialen Älterer zusammengefasst. Diese Analysen zeigen, dass die aktuell sehr geringe Erwerbsquote älterer Mitarbeiter in Deutschland mehrere Ursachen hat und keinesfalls allein auf unvermeidliche, altersbedingte Einbußen in der Leitungsfähigkeit zurückgeführt werden darf. Das Personalmanagement ist daher aufgefordert, der Diskriminierung älterer Personen in Organisationen entgegen zu wirken und mehr Anreize für ihre langfristige Beschäftigung zu schaffen. Im Anschluss werden weitere Strategien erörtert, die zur Erhaltung der Innovations- und Leistungsfähigkeit und zur besseren Nutzung der Potenziale älterer Mitarbeiter beitragen können. Besondere Aufmerksamkeit wird den Erkenntnissen zur Altersheterogenität in Teams geschenkt. Darüber hinaus werden die Weiterbildung, die Führung und die altersdifferenzierte Arbeitsgestaltung als Handlungsfelder erörtert, welche für das Personalmanagement älter werdender Belegschaften von großer Bedeutung sind.