Antecedents of subjective age biases among senior women

Guiot, Denis

doi:10.1002/mar.1043

Cited by 66 publications

(66 citation statements)

References 41 publications

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“…This observation is in line with researchers' theorizing that a younger relative subjective age can be seen "as a special case of self-enhancement, since to feel, look, and act young is generally considered to be something positive" (Teuscher, 2009, p. 23; see also Guiot, 2001). Studies have shown that such age-related self-enhancement may have benefits in terms of health, vitality, and productivity (Montepare, 2009;Stephan et al, 2012).…”

Section: Relative Subjective Age In Organizationssupporting

confidence: 80%

“…The subjective age was measured by asking each employee how old he or she feels independently of his or her real age (Caudroit, Stephan, Chalabaev, & Le Scanff, 2012;Westerhof, Barrett, & Steverink, 2003). For the subjective age measure, the chronological age was subtracted from the subjective age (i.e., Barnes-Farrell & Piotrowski, 1989;Guiot, 2001;Stephan et al, 2012). A negative value indicated that an employee felt younger compared with his or her chronological age, and a positive value indicated that an employee felt older compared with his or her chronological age.…”

Section: Methodsmentioning

confidence: 99%

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It matters how old you feel: Antecedents and performance consequences of average relative subjective age in organizations.

Kunze¹,

Raes²,

Bruch³

2015

Journal of Applied Psychology

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This article extends the conceptual knowledge of average relative subjective age in organizations by exploring organizational-level antecedents and consequences of employees, on average, feeling younger than their chronological age. We draw from the theories of selection-optimization-compensation and socioemotional selectivity to build a theoretical framework for relative subjective age in organizations. We hypothesize that companies in which employees, on average, perceive themselves to be younger than they actually are have a higher average individual goal accomplishment and, in turn, experience higher company performance. We further hypothesize that employees' average experience of high work-related meaning relates to a lower subjective age in organizations. In addition, we assess the role of environmental dynamism and age-inclusive human resource management as moderators in this theoretical model. Through empirically testing this model in a multisource dataset, including 107 companies with 15,164 participating employees, we received support for the hypothesized relationships. Our results contribute to current debates in the scientific literature on age and have important practical implications in light of the demographic changes faced by many companies. This research indicates to both researchers and practitioners that it is not employees' chronological age but their subjective age, a factor that can be influenced, which drives organizational performance outcomes.

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Section: Relative Subjective Age In Organizationssupporting

confidence: 80%

Section: Methodsmentioning

confidence: 99%

It matters how old you feel: Antecedents and performance consequences of average relative subjective age in organizations.

Kunze¹,

Raes²,

Bruch³

2015

Journal of Applied Psychology

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“…(34-36) Uotinen (1998)(34) in a comparison of North American and Finnish men and women found that North Americans identified with a more youthful age identity compared to the Finnish group. Guiot (2001) (36) and Barak (2001) (35) respectively found that the French and East Asians also identified with a more youthful age group. This was found to be consistent with the PRAP focus group findings.…”

Section: Discussionmentioning

confidence: 90%

Using Focus Groups to Adapt Ethnically Appropriate, Information-Seeking and Recruitment Messages for a Prostate Cancer Screening Program for Men at High Risk

Bryan

Wetmore-Arkader

Calvano

et al. 2008

Journal of the National Medical Association

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Purpose-To adapt ethnically appropriate radio and newspaper messages in order to increase information seeking and recruitment to a high risk Prostate Cancer Risk Assessment Program (PRAP) using input from focus groups.Methods-We conducted 4 gender-and ethnic specific-focus groups composed of up to 8 participants each. Group participants ranged in age from 35-69 and were either at risk for prostate cancer or were married to someone at risk. Participants evaluated both print and radio advertisements for a PRAP media recruitment campaign and their recommendations were used to adapt the advertisements.Results-"Trigger words", e.g., "research program" were found to be a particular issue for African American men who cited concerns about "experimentation", while the other groups cited concerns about time commitments and cost. In the print messages, familial themes garnered an overall favorable response, but Caucasian American (CAs) participants responded negatively to the use of photos of age appropriate models.Conclusion-Focus groups are useful in checking health professional assumptions about health messages prior to developing awareness or recruitment advertisements or materials. There was an implied preference for "younger" models among CAs. Radio and print messages were adapted using the focus group recommendations, i.e,. focusing on familial themes, adding race specific risk estimates, and using younger-than-target group models.

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“…The desired age of individuals during late adulthood tends to be more than eight years younger than their chronological age (Guiot 2001). This notion is in line with the theory of continuity (Atchley 1993), which states that seniors intend to conserve the same aptitudes and physical, mental or social capacities as when they were younger.…”

Section: Moderating Effect Of Actual Agementioning

confidence: 99%

“…Adults aged 21 to 84 Life events Guiot (2001) Examines the antecedents that influence a youthful bias of senior women towards a younger cognitive age.…”

Section: No Sample Theory Articlementioning

confidence: 99%

The self-concept life cycle and brand perceptions: An interdisciplinary perspective

González-Jiménez

2017

AMS Rev

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Consumer research has paid scant attention to the full spectrum of a consumer's self-concept life cycle and its subsequent impact on brand attitude. This article presents a conceptual framework that provides the foundation for future research on how the self-concept, across its full life cycle, impacts brand attitude. The article considers the development of the self-concept from childhood to late adulthood, and integrates findings from various disciplines into a comprehensive framework. The factors in the framework affecting the self-concept are global culture, life events, as well as cognitive and desired age. The article offers six propositions to guide future research and encourage more interdisciplinary work, as well as guiding the application of a broader perspective in terms of the self-concept's full life-span. Moreover, the article also presents methodological and managerial implications on how to use branding approaches that target specific consumer segments according to their self-concepts' life cycle.

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Antecedents of subjective age biases among senior women

Cited by 66 publications

References 41 publications

It matters how old you feel: Antecedents and performance consequences of average relative subjective age in organizations.

It matters how old you feel: Antecedents and performance consequences of average relative subjective age in organizations.

Using Focus Groups to Adapt Ethnically Appropriate, Information-Seeking and Recruitment Messages for a Prostate Cancer Screening Program for Men at High Risk

The self-concept life cycle and brand perceptions: An interdisciplinary perspective

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