The Influence of Rater and Ratee Age on Judgments of Work-Related Attributes

Gibson, Kevin J.; Zerbe, Wilfred J.; Franken, Robert E.

doi:10.1080/00223980.1993.9915561

Cited by 36 publications

(25 citation statements)

References 19 publications

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“…However, ageism can be directed toward younger workers as well, when they are perceived as more unstable, dishonest, likely to miss work and less experienced and trustworthy than their older counterparts (Britton & Thomas, ; Gibson, Zerbe, & Franken, ). Notwithstanding these prejudices, their effects are rarely recognized and little effort has been made to analyze them, probably because they are judged as less virulent and persistent than those pertaining to older workers.…”

Section: Introductionsupporting

confidence: 80%

When prejudice against you hurts others and me: The case of ageism at work

Paleari

Brambilla

Fincham

2019

J Applied Social Pyschol

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Ageism in the workplace has documented detrimental consequences for its victims, but its effects on those who hold ageist views are rarely investigated. A cross‐sectional study and a longitudinal study examined ageism toward both younger and older workers and its relation to intergroup contact, work behaviors, organizational identification, and the well‐being of prejudiced individuals. It was hypothesized that ageism would predict prejudiced individuals’ behaviors toward co‐workers, identification with their organization, and vitality at work, indirectly through intergroup anxiety and quality of intergroup contact. Overall, 647 employees aged 24–62 years provided data on the variables of interest. Both studies suggested that ageist views worsened the quality of intergroup contact, which in turn increased counterproductive behaviors toward co‐workers and decreased identification with the organization. Moreover, ageism marginally predicted vitality at work longitudinally through the mediation of quality of intergroup contact. No support emerged for the mediational role of intergroup anxiety. Theoretical explanations for these findings and their practical implications are discussed.

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Section: Introductionsupporting

confidence: 80%

When prejudice against you hurts others and me: The case of ageism at work

Paleari

Brambilla

Fincham

2019

J Applied Social Pyschol

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“…() found that people increase in actual emotional stability with age. This is similar to stereotyping research, which has found that older workers may be perceived more positively than their younger counterparts in terms of stability (e.g., Gibson et al., ; Rosen & Jerdee, ). Similarly, Wood and Roberts () found that people in older age roles were perceived as higher in the global emotional stability dimension, although individual facets were not examined.…”

Section: Facets Of Big Five Personalitysupporting

confidence: 83%

“…With an increased percentage of older people in the workforce, the nature of age stereotyping may be changing (e.g., Weiss & Maurer, ). In addition, because of these changes, younger workers may also face age stereotyping, such as the perception of being less stable (e.g., Gibson et al., ). Indeed, a more recent replication of early age‐bias studies by Rosen and Jerdee (, ) suggests that the age stereotypes may be decreasing or becoming more complex (Weiss & Maurer, ).…”

Section: Perceptions Of Younger and Older Workersmentioning

confidence: 99%

Perceptions of Older Versus Younger Workers in Terms of Big Five Facets, Proactive Personality, Cognitive Ability, and Job Performance

Truxillo

McCune

Bertolino

et al. 2012

J Applied Social Pyschol

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We examined whether older and younger workers are perceived differently in terms of job‐related individual differences and dimensions of job performance. Findings across 2 experimental studies indicated that older workers were perceived more positively in terms of crystallized intelligence and facets of conscientiousness, while younger workers were perceived more positively in terms of fluid intelligence and proactive personality. With regard to work performance, older workers were perceived more positively in terms of organizational citizenship behavior directed toward the organization. Similar perceptions were held by older and younger respondents. Results illustrate that job performance dimensions and work‐related individual differences may provide useful frameworks for understanding stereotypes regarding older and younger workers.

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“…However, Schein (2001) found evidence of sex typing of the management role using Chinese, Japanese, British, and German samples. Role congruity (Rojahn & Willemsen, 1994) and similarity effects (Gibson, Zerbe, & Franken, 1993;Lindeman & Sundvik, 1995) have received some support through empirical testing outside of the United States, suggesting that the two theoretical frameworks are most likely generalizable.…”

Section: Limitationsmentioning

confidence: 96%

13 When Group Identities Matter

Roberson

Galvin

Charles

2007

The Academy of Management Annals

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Performance appraisals are a critical part of organizational life, and bias in appraisals is consistently mentioned as a barrier to advancement for diverse workers. This chapter reviews the literature on rater bias in performance appraisals, defined as effects on performance ratings due to ratee category membership. We focus on the major theoretical frameworks (e.g., stereotype fit and relational demography) used in the study of bias, organizing the research findings by the four most commonly studied demographic categories: gender, race, age, and disability. The review allows better understanding of the gaps in our knowledge and identifies needed future research directions in this literature stream. We conclude the chapter with several concerns including a lack of empirical research testing propositions concerning the effect of organizational variables on bias.

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The Influence of Rater and Ratee Age on Judgments of Work-Related Attributes

Cited by 36 publications

References 19 publications

When prejudice against you hurts others and me: The case of ageism at work

When prejudice against you hurts others and me: The case of ageism at work

Perceptions of Older Versus Younger Workers in Terms of Big Five Facets, Proactive Personality, Cognitive Ability, and Job Performance

13 When Group Identities Matter

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