Diese Doktorarbeit untersucht digitalen Altersdiskriminierung in Nutzerstudien mit älteren Erwachsenen. Sie erforscht, wie altersdiskriminierende Stereotype die Wahrnehmung der technologischen Kompetenz älterer Erwachsener, den Forschungsfokus und die Erfahrungen technikaffiner älterer Erwachsener in Studien beeinflussen. Die Forschung umfasst drei empirische Studien. Eine Online-Umfrage, die starke altersdiskriminierende Wahrnehmungen der technischen Kompetenz älterer Erwachsener offenbart, beeinflusst durch das Geschlecht der Teilnehmer. Eine systematische Literaturübersicht, die einen vorherrschenden Fokus auf gesundheitsbezogene Informationsbedürfnisse in der Forschung mit älteren Erwachsenen zeigt, was möglicherweise Stereotype verstärkt, und eine Interviewstudie mit älteren Erwachsenen über ihre Erfahrungen in Nutzerstudien, die minimale direkte Erfahrungen mit digitalem Altersdiskriminierung aufzeigen, aber den Einfluss negativer Stereotype auf die Beziehung zwischen Alter und Beziehung hervorheben. Basierend auf diesen Studien und dem theoretischen Hintergrund entwickelt die Autorin einen Framework, der die Herausforderungen der digitalen Altersdiskriminierung in Nutzerstudien adressiert. Der Framework dient als Grundlage für zukünftige Forschung zur Minimierung der Auswirkungen von digitaler Altersdiskriminierung. Basierend auf den Ergebnissen der Doktorarbeit sollte der Einfluss von digitalem Altersdiskriminierung in der Forschung kritischer betrachtet werden, um die Gleichsetzung von Gesundheit mit Defiziten zu vermeiden und ältere Erwachsene basierend auf Bedürfnissen und Erfahrungen statt auf des chronologischen Alters auszuwählen. Die Autorin fordert eine kritischere Untersuchung von digitalem Altersdiskriminierung in der Bibliotheks- und Informationswissenschaft, systematische Literaturübersichten, qualitative Ansätze und multidisziplinäre Partnerschaften, um das Alter verstärkt aus einer sozialen und kulturellen Perspektive zu betrachten. / This doctoral thesis explores digital ageism in user studies involving older adults. It investigates how ageist stereotypes affect perceptions of older adults' technological competence, research focus with this user groups, and experiences of tech-savvy older adults in studies. The research comprises three empirical studies. An online survey revealing strong ageist perceptions of older adults' technical competence, influenced by participants' gender. A systematic literature review showing a predominant focus on health-related information needs in research involving older adults, potentially perpetuating stereotypes and Interviews with older adults about their experiences in user studies, revealing minimal direct experiences of digital ageism but highlighting the influence of negative stereotypes on the relationship between age and relationship. Based on these studies and theoretical background, the thesis develops a framework addressing digital ageism challenges in user studies. These include social acceptance of digital ageism, its impact on research approaches, and influence on participant selection. The framework serves as a foundation for future research to minimize digital ageism's impact. The thesis emphasizes the need to recognize digital ageism as a distinct field and reevaluate chronological age as a defining factor in studies. It recommends acknowledging digital ageism's influence, avoiding equating health with deficits, and sampling older adults based on needs and experiences rather than age. The author calls for more critical exploration of digital ageism in Library and Information Science, systematic literature reviews, qualitative approaches, and multidisciplinary partnerships to approach age from social and cultural perspectives.

The purpose of this study has been to explore the importance of internalized age stereotypes and age norms for older workers' self-image. By examining the use of norms and stereotypes when they talk about their working life and plan for life after retirement, the study aims to expand the understanding of self-image formation and the influence of internalized age stereotypes on retirement planning. The study was conducted using a qualitative method with semi-structured interviews. The theoretical framework guiding this research incorporates social identity theory and self-categorization theory to understand how self-image takes shape throughsocial interactions and societal structures. Concepts from social psychology underscore the importance of self-reflection in identity formation. Stereotype embodiment theory specifically focuses on the impact of ageist stereotypes. The results of our study show that internalized ageist beliefs influence the participants’ thoughts, feelings and behaviors. These beliefs affect their self-image and interpretation of the world around them. Self-image is continuously formed throughout life, not only at work or during leisure time. Our theoretical standpoint is confirmed by the empirical data, showing that how individuals perceive themselves is significantly influenced by how they are perceived by others. However, this varies with their basic self-esteem. The less significance age has for personal identity, the lower the susceptibility to societal ageist attitudes. Our study shows that age identification is stronger among women. The influence on an age-related self-image on retirement plans is relatively low. The plans are based on what the participants want and dream about – choices dictated by their personality, interests, feelings and values. Age is a part of the whole, without being decisive for post-retirement plans. However, the age-related aspect can be seen in the fact that several participants experience stress about not being able to accomplish everything they desire in life. This stress does not motivate continued work but rather encourages them to retire as soon as they have the opportunity from both a work and economic perspective.

No description available.

Thesis "Ethical Aspects of Senior Care" deals with the recent issue of an aging population from the point of view of psychological, health-social and value-existential changes of man. It emphasizes the importance of adhering to ethical principles in senior care and complements practical social work by a specific analysis of the most important aspects of aging. Thesis is divided into five elementary parts. The first part of the thesis describes everything related to old age, the second part deals with the care of seniors from the historical point of view to the present. The third part of the thesis deals with the needs and the related value orientation of seniors. The fourth part tries to find and explain some ethical aspects that accompany the man in senium (dignity, autonomy, ageism). The fifth and final section offers some options for solving ethical problems that can be helpful in mastering this difficult part of life.

Our position in the labour market is conditioned by a number of features (age, state of health, education, sex, ethnic origin) which define groups of people who are more endangered by a loss of job and predestined to be unemployed. Each of these groups has its specific problems or ``obstacles`` which prevent them from getting a job again. One of these groups includes people over fifty years of age. If an individual has problems to find a job at the beginning or in the middle of their carrier life, their chances of getting a job as they grow older are even smaller. Many people have to face the crisis of basic social securities. Situations when a person is, in a very short time, permanently separated from the results of their long-term efforts, from their social status, their colleagues and income are fairly frequent. The objective of the work was to define the obstacles which hinder unemployed people of over fifty years of age from finding a job, and to point out the issue of unemployment in this age group. The research was carried out in the Labour Bureau in České Budějovice and in the Labour Bureau in Strakonice. Methods of qualitative research were used, specifically a Questionnaire and an Analysis of the content of documents. The following hypotheses were determined: 1. The greatest obstacle preventing people older than fifty from finding a job is the lack of qualifications. 2. Along with an improvement of the situation in the labour market the number of unemployed people in this age category registered in the Labour Bureau decreases. The hypotheses were confirmed. The research showed that the greatest obstacle for these unemployed people are their qualifications which are insufficient and do not correspond with the current requirements of the labour market. It was also discovered that the number of people in the 50+ category increases or decreases depending on the general development of the unemployment rate. However, changes in the 50+ category are not very significant, and therefore, the ratio of applicants in the 50+ category keeps increasing as compared to the total number of job applicants. That is why the 50+ category rightly ranks among risky groups of unemployed people. In order to improve the chances of the 50+ workers in the labour market, it is necessary to improve their professional qualifications, eliminate age discrimination and modify working conditions in such a way to enable these people to find a job even in spite of various health restrictions. Elderly workers would have to change their opinion regarding retaining a job, their attitude to acquiring new skills and they would have to become more flexible to match the present labour market. The issue of unemployment of people over fifty years of age is and will be topical since it can be expected that the trend of ageing of the population and the increasingly dynamic features of the economy based on modern technologies, will make it increasingly difficult for such people to find a job.

Aging Hispanic populations are expected to increase in the United States (U.S.) to 21.5 million by 2060 according to the National Council on Aging (NCA) (2014). Although actual estimates vary, Gates (2013) asserts that over one million Hispanics identify as gay or bisexual and their unique needs must be explored (Clover, 2006; Cohn & Taylor, 2010; Fenkl, 2014). Unfortunately, few studies examine aging Hispanic men who identify as gay or bisexual according to the National Hispanic Council on Aging (NHCOA) (2013). The objective of the current study was to extend the limited research on aging gay/bisexual men in the southeastern U.S. (e.g., Fenkl, 2014) by focusing on Hispanic gay/bisexual men in South Florida. The current study identifies social networks that serve to help this population’s health and well-being concerns related to aging. Findings from the 20 male participants in the current study provided evidence that there are unique health concerns associated with aging within this population. The current project has the potential to help health care providers, social service providers and policy makers, with an increased understanding of the special needs and challenges experienced by aging gay ethnic minorities in communities throughout the U.S.

This study aims to examine the views of care managers in eldercare, on the mental health of the elderly, and how the care managers work to promote this mental health among those they care for. Thus, the study has a salutogenic perspective in that it focuses on what leads to mental health, rather than mental illness. The study was conducted as a qualitative study and is based on eight semi-structured interviews, all held with care managers in eldercare. The results of the interviews were analyzed thematically and compared to earlier research and Aaron Antonovsky's theory of SOC (sense of coherence). It turns out that care managers within eldercare give a clear picture of what they think causes mental illness among those they care for, with concrete suggestions on how they would wish to work preventively to promote elderly mental health - results that align with the theory of SOC (sense of coherence).

När ett Coronavirus uppdagades i Kina fick det stor medial uppmärksamhet och den 11 mars 2020 klassade Världshälsoorganisationen virusspridningen som en pandemi. Förenta Nationerna slog i april 2020 larm om ett världsproblem som ökat kraftigt i samband med rekommendationerna till äldre personer i och med CoVid-19, nämligen åldersdiskriminering. Till följd av att mängden personer över 60 år ökar i hela världen och att världsbefolkningen år 2050 beräknas bestå av två miljarder människor 60 år och äldre, ställer det krav på världens länder att se till att ha en fungerande hälso- och sjukvård samt ett fungerande välfärdssystem.  Media besitter stor makt att genom den information som sprids påverka människors känslor och tankar, särskilt i oroliga tider. Syftet med denna uppsats är, att utifrån hur media skildrar rekommendationer i och med CoVid-19 för medborgare 70 år och äldre, undersöka om och i så fall hur medias diskurser präglas av ålderism. Vi har analyserat 29 stycken artiklar från Dagens Nyheter, Svenska Dagbladet, Aftonbladet och Expressen som vi hämtat från tidningarnas elektroniska upplaga under perioden 16–22 mars 2020. Vi har studerat publicerad forskning samt tillgodogjort oss relevant litteratur för studiens syfte. Teorin och metoden utgörs av en kritisk diskursanalys och Norman Faircloughs tredimensionella analysmodell där vi med hjälp av verktygen modalitet, transitivitet och interdiskursivitet analyserat vårt material.  I materialet noterade vi tre diskursteman relaterat till människor som är 70 år och äldre gällande Folkhälsomyndighetens rekommendationer i och med CoVid-19. Den ena diskursen framställer ett “vi och dem”, den andra beskriver personer 70 år och äldre som en belastning för sjukvården och i den tredje diskursen framställs “de äldre” som lydiga eller egoister, vilket synliggörs i mediala reaktioner och motreaktioner. Med hjälp av begreppet ålderism som ramverk för analysen har vi kunnat urskilja att diskursen i media innehåller ålderistiska framställningar av “de äldre”. I socialt arbete kan stereotypa framställningar medföra att insatser fördelas ojämlikt och människor 70 år och äldre riskerar att ses som en homogen grupp. / When a coronavirus was discovered in China it got a great media attention, and on March 11, 2020 the World Health Organization classified the virus as a pendemic. In April, 2020 the United Nations raised an alarm about a world problem that has been seen to increase sharply in line with the recommendations from Folkhälsomyndigheten regarding older people and CoVid-19 – age discrimination, also known as ageism. As the number of people over the age of 60 increases worldwide, and the world population is estimated to consist of two billion people of 60 years and older in 2050, it requires the countries of the world to ensure that they have a functioning healthcare and welfare system.  The media has great power to influence people's feelings and thoughts through the information disseminated, especially in troubled times. The purpose of this essay is to, based on how the media portrays the recommendations of CoVid-19 for citizens 70 years and older, investigate whether and if so, how media discourses are characterized by ageism. We have analyzed 29 articles from Dagens Nyheter, Svenska Dagbladet, Aftonbladet and Expressen which we retrieved from the newspaper’s electronical edition during the period 16th-22nd of March 2020. We have studied previous reserach and relevant literature for the purpose of the study. The theory and method are a critical discourse analysis and Norman Fairclough’s three-dimensional analysis model, where we with the help of the tools modality, trasitivity and interdiscursivity analyzed our material.  In the material we noted three themes of discourse related to people 70 years and older in the articles about the recommendations of CoVid-19. One discourse presents a “we and them”, the second describes people 70 years and older as a burden on healthcare and in the third discourse the elderly are portrayed as obedient or selfish, which is made visible in medial reactions and counter-reactions. With the help of the concept of ageism as a framework for the analysis we were able to discern that the discourse in media contains age discriminating portrayals of the elderly. In the social work, stereotypical representations can mean that efforts distribute unequally and people 70 years and older are at risk of being seen as a homogeneous group.

The aim of this study was to highlight and analyze how the understanding of elder abuse is phrased, enunciated and socially constructed by unit managers and care personnel in elderly care. Despite being globally recognized as a social problem, elder abuse is an under-researched field. The data collection consists of eight qualitative and semistructured interviews with unit manager and care personnel in swedish elderly care. The study has been analyzed by applying a theoretical framework consisting of social constructivism, ageism and role concepts. The results of the study shows that unit manager and care personnel has the tools and ambition to notice and perceive elder abuse. The results also shows that the lack of an coherent definition of elder abuse has an influence in how the phenomenon is constructed by care personnel.

Due to demographic changes (longevity, falling birth rates) the workforce is aging and therefore, more and more workers will potentially experience ageism (i.e., discrimination based on age) at work; however, ageism is not limited to older workers and can concern workers of any age. This dissertation deals with attitudes and stereotypes fostering ageism and demonstrates the strong presence of work-related ageist attitudes and stereotypes in a series of three studies. In the first study, work-related age stereotypes were differentiated by dimensions (performance, adaptability, reliability, and warmth) and studied within an age-diverse sample of nurses. Older nurses were evaluated more positively on reliability, warmth, and competence, and younger nurses were evaluated more positively on performance and adaptability. In-group favoritism was observed for all age groups confirming social identity theory. Contact quality was the strongest potential predictor of age stereotypes, leading to the recommendation of fostering good contact between workers of different ages. Extending the explicit measurement in the first study, the second study applied both explicit and implicit measures (Implicit Association Test, IAT) to study age attitudes and age stereotypes at the workplace and their variability across three groups: students, workers, and older adults. The attribute stimulus material in the IAT was manipulated such that cross-category associations arose. Regardless of group and manipulation of the stimulus material, older workers were always evaluated more negatively according to the IAT results, thereby supporting the stereotype embodiment theory. The explicit measures of general age preferences showed no clear age preferences. However, despite slight in-group biases, more differentiated explicit measures of work-related age stereotypes revealed clear age stereotypes in all samples that were similar to the first study: younger workers were favored in terms of adaptability and performance; older workers were favored in terms of competence, reliability, and warmth. By solely looking at the explicit age attitudes, age stereotypes in the workplace would have been trivialized, thus, it is important to apply explicit and implicit measures for studies in the field of ageism. The third study examined the influence of explicit and implicit age cues in job applications on hypothetical hiring decisions. Discriminatory behavior was observed being triggered by both explicit and implicit age cues. Older applicants were less likely to be hired, as were applicants with an implicit old profile compared to an implicit age-neutral or young profile. An anti-discrimination prompt led to a reduction of the age bias, which is encouraging for human resources trainings. This dissertation shows that age stereotypes in the workplace are still highly prevalent. Explicit and implicit measures should be combined when conducting research on ageism to gain a comprehensive picture. By raising awareness to ageism, discriminatory behavior can be reduced.:Acknowledgements 5 Abstract 6 Zusammenfassung 8 List of Tables 10 List of Figures 11 1. Synopsis 12 1.1 Introduction 12 1.2 Definition of Workplace-Ageism 13 1.3 Age Stereotypes in the Workplace 14 1.4 Workplace Inequalities 17 1.5 Negative Effects of Ageism in the Workplace 18 1.6 Fighting Ageism 21 1.7 Legal Regulations 24 1.8 Theories on Age Stereotype Formation 26 1.8.1 Social Identity Theory 28 1.8.2 Stereotype Embodiment Theory 29 1.8.3 Mere Exposure Effect 29 1.9 Research Objectives 30 2. Dimensions of Work-Related Age Stereotypes and In-Group Favoritism 34 2.1 Abstract 35 2.2 Introduction 36 2.2.1 Ageism and Age Stereotypes at Work 36 2.2.2 Age Stereotypes About Older and Younger Workers 37 2.2.3 In-Group Favoritism, Effects of Social Contact, and Self-Perception of Aging 41 2.3 Method 43 2.3.1 Participants 43 2.3.2 Measures 43 2.4 Results 45 2.4.1 Analyses of Age Stereotypes and Dimensions (Hypotheses 1 and 2) 48 2.4.2 Correlates of Age Stereotypes (Hypothesis 3) 51 2.5 Discussion 56 3. Implicit and Explicit Measurement of Work-Related Age Attitudes and Age Stereotypes 62 3.1 Abstract 63 3.2 Introduction 64 3.3 Theoretical Background 66 3.3.1 Explicitly Measured Age Stereotypes in the Workplace 66 3.3.2 Implicitly Measured Age Stereotypes in the Workplace 69 3.3.3 The Implicit Association Test 70 3.3.4 Age IAT and Correlation With Explicit Attitudes 74 3.3.5 The Present Study 74 3.4 Study 1A – Students 76 3.4.1 Method 76 3.4.2 Results 79 3.4.3 Discussion 83 3.5 Study 1B – Older Adults 84 3.5.1 Method 84 3.5.2 Results 84 3.5.3 Discussion 85 3.6 Study 1C – Active Workers and Semantic Influences in the IAT 86 3.6.1 Method 86 3.6.2 Results 87 3.6.3 Discussion 88 3.7 Overall Calculation 89 3.7.1 IAT 90 3.7.2 Explicit Measures 91 3.7.3 Implicit-Explicit Correlations 94 3.7.4 Discussion 94 3.8 General Discussion 94 3.8.1 Practical Implications 99 3.8.2 Limitations and Future Directions 100 3.8.3 Conclusion 100 4. Implicit and Explicit Age Cues Influence the Evaluation of Job Applications 102 4.1 Abstract 103 4.2 Introduction 104 4.2.1 Explicit Age Cues 105 4.2.2 Implicit Age Cues 107 4.2.3 Interventions for Reducing Age Discrimination in Evaluation Job Applications 109 4.2.4 The Present Study 110 4.3 Study 1 – Implicit Age Cues and Different Hiring Goals 111 4.3.1 Method 111 4.3.2 Results 115 4.3.3 Discussion 117 4.4 Study 2 – Implicit and Explicit Age Information 119 4.4.1 Method 119 4.4.2 Results 120 4.4.3 Discussion 123 4.5 Study 3 – Anti-Discrimination Prompting 124 4.5.1 Method 124 4.5.2 Results 125 4.5.3 Discussion 131 4.6 General Discussion 132 4.6.1 Limitations 136 4.6.2 Implications 137 4.6.3 Conclusion 138 5. General Discussion 139 5.1 Summary of Empirical Findings and Discussion 139 5.2 Limitations 143 5.3 Contributions, Practical Implications, and Future Directions 145 5.4 Conclusion 149 References 151 Appendix 171 Curriculum Vitae 173 List of Publications 175 Declaration 176 / Vor dem Hintergrund des demografischen Wandels (Langlebigkeit, sinkende Geburtenraten) und der verbundenen Alterung der Arbeitskräfte, ist das Thema der Altersdiskriminierung am Arbeitsplatz von höchster Relevanz. Durch die Veränderung der Altersstrukturen sind potentiell immer mehr Arbeitskräfte von Altersdiskriminierung betroffen, wobei keine Beschränkung auf eine bestimmte Altersgruppe besteht. Die vorliegende Dissertation widmet sich den Einstellungen und Stereotypen die zu Altersdiskriminierung am Arbeitsplatz beitragen und demonstriert die Präsenz von negativen, arbeitsplatzbezogenen Alterseinstellungen und Altersstereotypen in drei Studien. In der ersten Studie erfolgte eine Differenzierung von arbeitsplatzbezogenen Altersstereotypen nach Dimensionen (Performanz, Anpassungsfähigkeit, Zuverlässigkeit, Wärme). Pflegekräfte schätzten ältere Arbeitskräfte als zuverlässiger, wärmer und kompetenter, und jüngere Arbeitskräfte als leistungs- und anpassungsfähiger ein. Entsprechend der sozialen Identitätstheorie favorisierten alle Altersgruppen ihre eigene Gruppe. Kontaktqualität war der stärkste potentielle Prädiktor für Altersstereotype. Indem ArbeitgeberInnen guten Austausch zwischen MitarbeiterInnen unterschiedlichen Alters fördern, kann negativen Altersstereotypen vorgebeugt werden. In Ergänzung zur expliziten Messung der ersten Studie, erfolgte in der zweiten Studie zusätzlich die implizite Erhebung von Alterseinstellungen mittels eines impliziten Assoziationstests in drei Stichproben (Studenten, Arbeitskräfte, ältere Erwachsene). Das Stimulusmaterial des impliziten Assoziationstests wurde so manipuliert, dass kategorienübergreifende Assoziationen auftraten. Unabhängig von der Stichprobe und der Manipulation des Stimulusmaterials wurden ältere Arbeitskräfte in Übereinstimmung mit der Stereotype Embodiment Theorie im impliziten Assoziationstest stets negativer evaluiert. Während die globale Messung der Alterspräferenz keine Bevorzugung einer Altersgruppe ergab, zeigte die differenzierte explizite Messung das gleiche Bild wie in der ersten Studie: Ältere Arbeitskräfte wurden in Bezug auf Kompetenz, Zuverlässigkeit und Wärme favorisiert, während jüngere Arbeitskräfte im Hinblick auf Performanz und Anpassungsfähigkeit besser bewertet wurden. Da die reine explizite Messung zu einem verzerrten Bild, im Sinne einer Trivialisierung, der arbeitsplatzbezogenen Alterseinstellungen und Altersstereotype geführt hätte, wird die kombinierte Anwendung von expliziten und impliziten Maßen für Studien im Bereich der Altersdiskriminierung empfohlen. Die dritte Studie untersuchte den Einfluss von expliziten und impliziten Altershinweisen in Bewerbungen auf die Einstellungswahrscheinlichkeit in einem hypothetischen Bewerbungsverfahren. Explizite und implizite Altershinweise führten zu diskriminierendem Verhalten. Die StudienteilnehmerInnen waren weniger bereit, ältere BewerberInnen und BewerberInnen mit einem implizit alten Profil im Vergleich zu einem altersneutralen oder jungen Profil hypothetisch einzustellen. Ein Anti-Diskriminierungshinweis führte zu einer deutlichen Reduktion der Altersdiskriminierung, was vor allem für den Personalbereich von Bedeutung ist. Die Dissertation demonstriert die hohe Prävalenz von Altersstereotypen am Arbeitsplatz. Zur umfassenden Erfassung von Alterseinstellungen und Altersstereotypen sollten explizite und implizite Messmethoden kombiniert werden. Bewusstseinsbildung kann altersdiskriminierendes Verhalten reduzieren.:Acknowledgements 5 Abstract 6 Zusammenfassung 8 List of Tables 10 List of Figures 11 1. Synopsis 12 1.1 Introduction 12 1.2 Definition of Workplace-Ageism 13 1.3 Age Stereotypes in the Workplace 14 1.4 Workplace Inequalities 17 1.5 Negative Effects of Ageism in the Workplace 18 1.6 Fighting Ageism 21 1.7 Legal Regulations 24 1.8 Theories on Age Stereotype Formation 26 1.8.1 Social Identity Theory 28 1.8.2 Stereotype Embodiment Theory 29 1.8.3 Mere Exposure Effect 29 1.9 Research Objectives 30 2. Dimensions of Work-Related Age Stereotypes and In-Group Favoritism 34 2.1 Abstract 35 2.2 Introduction 36 2.2.1 Ageism and Age Stereotypes at Work 36 2.2.2 Age Stereotypes About Older and Younger Workers 37 2.2.3 In-Group Favoritism, Effects of Social Contact, and Self-Perception of Aging 41 2.3 Method 43 2.3.1 Participants 43 2.3.2 Measures 43 2.4 Results 45 2.4.1 Analyses of Age Stereotypes and Dimensions (Hypotheses 1 and 2) 48 2.4.2 Correlates of Age Stereotypes (Hypothesis 3) 51 2.5 Discussion 56 3. Implicit and Explicit Measurement of Work-Related Age Attitudes and Age Stereotypes 62 3.1 Abstract 63 3.2 Introduction 64 3.3 Theoretical Background 66 3.3.1 Explicitly Measured Age Stereotypes in the Workplace 66 3.3.2 Implicitly Measured Age Stereotypes in the Workplace 69 3.3.3 The Implicit Association Test 70 3.3.4 Age IAT and Correlation With Explicit Attitudes 74 3.3.5 The Present Study 74 3.4 Study 1A – Students 76 3.4.1 Method 76 3.4.2 Results 79 3.4.3 Discussion 83 3.5 Study 1B – Older Adults 84 3.5.1 Method 84 3.5.2 Results 84 3.5.3 Discussion 85 3.6 Study 1C – Active Workers and Semantic Influences in the IAT 86 3.6.1 Method 86 3.6.2 Results 87 3.6.3 Discussion 88 3.7 Overall Calculation 89 3.7.1 IAT 90 3.7.2 Explicit Measures 91 3.7.3 Implicit-Explicit Correlations 94 3.7.4 Discussion 94 3.8 General Discussion 94 3.8.1 Practical Implications 99 3.8.2 Limitations and Future Directions 100 3.8.3 Conclusion 100 4. Implicit and Explicit Age Cues Influence the Evaluation of Job Applications 102 4.1 Abstract 103 4.2 Introduction 104 4.2.1 Explicit Age Cues 105 4.2.2 Implicit Age Cues 107 4.2.3 Interventions for Reducing Age Discrimination in Evaluation Job Applications 109 4.2.4 The Present Study 110 4.3 Study 1 – Implicit Age Cues and Different Hiring Goals 111 4.3.1 Method 111 4.3.2 Results 115 4.3.3 Discussion 117 4.4 Study 2 – Implicit and Explicit Age Information 119 4.4.1 Method 119 4.4.2 Results 120 4.4.3 Discussion 123 4.5 Study 3 – Anti-Discrimination Prompting 124 4.5.1 Method 124 4.5.2 Results 125 4.5.3 Discussion 131 4.6 General Discussion 132 4.6.1 Limitations 136 4.6.2 Implications 137 4.6.3 Conclusion 138 5. General Discussion 139 5.1 Summary of Empirical Findings and Discussion 139 5.2 Limitations 143 5.3 Contributions, Practical Implications, and Future Directions 145 5.4 Conclusion 149 References 151 Appendix 171 Curriculum Vitae 173 List of Publications 175 Declaration 176