Can I work with older workers if I hold stereotypes regarding their competence? The consequences for stereotype holders
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| Title: | Can I work with older workers if I hold stereotypes regarding their competence? The consequences for stereotype holders |
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| Authors: | Bellotti, Lara, Zaniboni, Sara, Balducci, Cristian, Toderi, Stefano |
| Source: | Canadian Journal of Behavioural Science / Revue canadienne des sciences du comportement. 57:1-12 |
| Publisher Information: | American Psychological Association (APA), 2025. |
| Publication Year: | 2025 |
| Subject Terms: | age stereotypes, age-diverse workforce, social categorization, social capital, stereotypes lies a l'age, main-d'oe uvre diversifiee en fonction de l'age, categorisation sociale, capital social |
| Description: | The ageing workforce and increasing workplace age diversity have directed research attention to the consequences of age-related stereotypes. Prior research has mainly focused on the effects for the target of these stereotypes (e.g., older workers). Using the social identity approach and social capital theories as a framework, we suggest that holding negative age-related stereotypes (i.e., about older workers’ competence) is negatively associated with individual (i.e., positive job-related affective well-being), group-related (i.e., work group involvement and group relations), and organizational-related outcomes (i.e., perceived organizational climate) for younger and middle-aged employees. In addition, we expect this relationship to be mediated by ineffective work interactions, which captures a decrease in younger/middle-aged workers’ frequency and appreciation of task-oriented interactions with their older coworkers. Our hypotheses were tested with a time-lagged design involving 104 participants between 23 and 49 years old (M = 35.62, SD = 6.75). The findings supported our hypotheses. We conclude by discussing theoretical implications and practical recommendations. |
| Document Type: | Article |
| File Description: | application/pdf |
| Language: | English |
| ISSN: | 1879-2669 0008-400X |
| DOI: | 10.1037/cbs0000396 |
| Access URL: | https://psycnet.apa.org/doiLanding?doi=10.1037/cbs0000396 https://hdl.handle.net/11564/857537 https://doi.org/10.1037/cbs0000396 https://psycnet.apa.org/doiLanding?doi=10.1037/cbs0000396 https://doi.org/10.1037/cbs0000396 https://hdl.handle.net/11585/960026 |
| Accession Number: | edsair.doi.dedup.....142581a4d8fa3b9ca230fa1901b8f5c9 |
| Database: | OpenAIRE |
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Nájsť tento článok vo Web of Science | Abstract: | The ageing workforce and increasing workplace age diversity have directed research attention to the consequences of age-related stereotypes. Prior research has mainly focused on the effects for the target of these stereotypes (e.g., older workers). Using the social identity approach and social capital theories as a framework, we suggest that holding negative age-related stereotypes (i.e., about older workers’ competence) is negatively associated with individual (i.e., positive job-related affective well-being), group-related (i.e., work group involvement and group relations), and organizational-related outcomes (i.e., perceived organizational climate) for younger and middle-aged employees. In addition, we expect this relationship to be mediated by ineffective work interactions, which captures a decrease in younger/middle-aged workers’ frequency and appreciation of task-oriented interactions with their older coworkers. Our hypotheses were tested with a time-lagged design involving 104 participants between 23 and 49 years old (M = 35.62, SD = 6.75). The findings supported our hypotheses. We conclude by discussing theoretical implications and practical recommendations. |
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| ISSN: | 18792669 0008400X |
| DOI: | 10.1037/cbs0000396 |