The Technological Age: The Effects of Perceived Age in Technology Training

McCausland, Tracy C.; King, Eden B.; Bartholomew, Lindsey; Feyre, Rachel; Ahmad, Afra S.; Finkelstein, Lisa M.

doi:10.1007/s10869-014-9390-5

Cited by 12 publications

(7 citation statements)

References 60 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Nonetheless, our power analyses (G*power; Faul et al, 2007) revealed that we had sufficient power to detect small, medium, and large effect sizes (Cohen, 1977). Furthermore, our study is in line with extant research (e.g., 84 dyads in Brouer et al, 2016; 85 dyads in McCausland et al, 2015; 82 dyads in Mitchell et al, 2015; 87 dyads in Rice & Busby, 2022; 88 dyads in Wang & Highhouse, 2016; 89 dyads in Williamson et al, 2017).…”

Section: Discussionsupporting

confidence: 92%

The impact of hindrance appraisals on leader bottom-line mentality: Implications for leadership drawbacks and the amplification effect of leader neuroticism.

Rice¹,

Day²

2022

International Journal of Stress Management

View full text Add to dashboard Cite

The goal of our study is to extend the research on leader bottom-line mentality (BLM). Consistent with extant research, we position BLM as a dysfunctional attitude. Subsequently, we leverage the transactional model of stress theory to explain why leader hindrance appraisals trigger leader BLM. Our rationale is that hindrance appraisals prompt leaders to separate themselves mentally from others, disengage from organizational responsibilities, and focus on themselves. We argue this manifests in the adoption of BLMs. We further extend our model via BLM theorizing and explain the relationship between leader BLM and leadership drawbacks. Explicitly, we propose the adoption of BLM decreases leaders’ engagement of ethical leadership and increases leaders’ engagement of abusive supervision. We also argue that leaders relatively high in neuroticism react more negatively to hindrance appraisals with a heightened adoption of BLM. In summary, the findings from a multisource field study support our first-stage moderated–mediation conceptual model. We conclude by discussing implications, limitations, and future research.

show abstract

Section: Discussionsupporting

confidence: 92%

The impact of hindrance appraisals on leader bottom-line mentality: Implications for leadership drawbacks and the amplification effect of leader neuroticism.

Rice¹,

Day²

2022

International Journal of Stress Management

View full text Add to dashboard Cite

show abstract

“…Krings et al (2011) observe the discrimination of older candidates, even if the job required a trait in which they were judged high in, namely warmth-related qualities. This observation is further supported by a range of findings that point to complex relations between stereotypes and discrimination (e.g., Derous et al 2015;Frazer and Wiersma 2001;McCausland et al 2015;Powell and Butterfield 2002). Particularly, women's competence signals during hiring can result in less favorable future performance evaluations (Inesi and Cable 2015), as these signals threaten traditional gender hierarchy.…”

mentioning

confidence: 59%

Curbing Discriminating Human Resource Practices—A Microfounded Perspective

Kunz

Ludwig

2022

Schmalenbach J Bus Res

View full text Add to dashboard Cite

Discrimination constitutes a sticky phenomenon in corporations despite decades of anti-discrimination initiatives. We argue that this stickiness is related to the complex relations between various factors on the micro level in organizations, which determine and stabilize each other. Based on a systematic literature review comprising empirical studies on discrimination due to age, gender, race, and ethnicity/nationality, we find eight general mechanisms which can be further clustered into an economic, a behavioral, and a socio-structural domain. While mechanisms in the behavioral domain form the roots of discrimination, the economic and the socio-structural mechanisms stabilize each other as well as the behavioral ones. Thus, the analysis shows that the various building blocks on the micro level are entangled with each other and suggests a structured way by identifying a problem hierarchy to manage this complexity.

show abstract

“…On the other hand, in relation to satisfaction with the trainer, the positive evaluations point to the importance that she represented for the effective accomplishment of the training. According to McCausland et al 33 as well as trainers having expectations about training participants, these, in turn, have expectations about their coaches and their characteristics. According to Wood et al 34 , it is important that those responsible for training are sensitive and support older learners when they encounter challenges.…”

Section: Resultsmentioning

confidence: 99%

Analysis of a training program for older workers in the use of technology: difficulties and satisfaction

Raymundo

Castro

2019

Rev. bras. geriatr. gerontol.

View full text Add to dashboard Cite

Objective: To analyze the potential of individualized training in the use of technology in the work environment as well as the satisfaction of workers with such training. Method: A quantitative, descriptive, interventional and longitudinal study was performed. Workers aged 50 and over, who performed any type of work activity and who had difficulties using technology participated. The following instruments were used for data collection: a socioeconomic questionnaire, a questionnaire about the technology used in the work environment and difficulties with its use and a scale to evaluate user satisfaction with training. The training sessions used the Client-Centered Practice approach. The data were analyzed by means of descriptive statistics and compared using the McNemar test. Results: A total of 30 workers participated in the study (15 men and 15 women), who were aged between 50 and 75 years and had a mean age of 63.3 years (±7.89). The participants had the most difficulty using computers, cell phones, the internet, email and recording and playback devices. After the training, participants exhibited significantly less difficulty in using cell phones (p-value<0.01), computers (p-value<0.01), copiers (p-value=0.03), the internet (p-value=0.04), e-mail (p-value=0.02) and recording and playback devices (p-value=0.04). They were satisfied with the training program, the instructor and with their own performance. Conclusion: The results of the present study indicate the potential of individualized training focused on the needs and interests of older workers so that they can perform work activities involving technology with autonomy and independence.

show abstract

The Technological Age: The Effects of Perceived Age in Technology Training

Cited by 12 publications

References 60 publications

The impact of hindrance appraisals on leader bottom-line mentality: Implications for leadership drawbacks and the amplification effect of leader neuroticism.

The impact of hindrance appraisals on leader bottom-line mentality: Implications for leadership drawbacks and the amplification effect of leader neuroticism.

Curbing Discriminating Human Resource Practices—A Microfounded Perspective

Analysis of a training program for older workers in the use of technology: difficulties and satisfaction

Contact Info

Product

Resources

About