Despite the availability, capability, and inclination of older workers to remain in the workforce, research indicates that older workers are generally perceived and evaluated less favorably than younger workers (cf., Kite, Stockdale, Whitley, &Johnson, 2005). However, little is known about what factors lead older workers to be perceived less favorably. Up until this point, research investigating attitudes towards older workers has been limited to traditional work contexts. However, telework is an increasingly popular alternative work context and may be more appropriate for older workers. Another possible factor relating to evaluations of older workers is knowledge about age-related changes in ability. For example, the task demands of a job may be particularly high in fluid ability or crystallized ability. The work context and task demands of a job may be two potential sources of influence regarding perceptions of older workers. In the current set of studies, I examined the impact of applicant age, work context (telework and office work), and task demands (fluid ability and crystallized ability) on participants ratings of younger and older job applicants. In Study 1, a total of 16 job descriptions were selected based on their suitability and dependency on: office work/crystallized ability, office work/fluid ability, telework/crystallized ability, telework/fluid ability. Hiring managers recognized the jobs that were suited to telework or office work, but did not distinguish when either fluid or crystallized ability was of primary importance to a particular job. In Study 2, participants rated either younger or older applicants for 4 jobs selected from Study 1. The results of Study 2 were compelling. Older applicants were rated as more qualified when the job was dependent on crystallized ability, as well as when the job took place in a telework context. However, there were no significant differences between older and younger applicants when the job was dependent on fluid ability, or when the job took place in an office work context. The current research is critical to understanding the influence of task demands and the work context on differences between evaluations of older and younger workers.

Emerging evidence suggests that people not only categorize themselves and others based on age but also in terms of their generational membership. This cross-cultural study compared attitudes and stereotypes toward age and generational groups across the life span in China, Germany, and the United States including 1,112 participants between 18 and 86 years of age. We asked younger, middle-aged, and older respondents to rate either six age groups (e.g., adolescents, young adults, middle-aged adults, young-old, older, and old-old adults) or six matching generational groups (e.g., Generation Z, Millennials, Generation X, Baby Boomer, Silent Generation, and Greatest Generation) on various characteristics (e.g., happy, competent, selfish). Consistent with our hypotheses, the results demonstrate that across all three countries older generations were perceived consistently more positive, whereas older age groups were perceived as less positive. These findings suggest that generations represent a source of positive regard and high social status in later life across different countries with different historical backgrounds and cultures.

No description available.

After South Africa had adopted a democratic government, the labour force was changed profoundly. With the emphasis on diversity, employees were faced with work teams comprising people from different ages, genders, positions, races etc. The opportunity was given to value and embrace diversity in organisations. On the other hand, opportunities for prejudice and discrimination were greater than ever before. Consequently, stereotyping is evident within these diverse workplaces. If not properly managed, stereotypes can have various negative effects on the organisation. The academic sector in South Africa has to be equipped to manage diversity and therefore stereotypes to ensure the effectiveness of these institutions. The challenge is that employers need to be aware of how to manage such issues. Stereotypes are therefore a significant topic for research, specifically within South Africa. The objective of this research study was to explore stereotypes as experienced by individuals employed in the South African academic environment. A qualitative research study, specifically within the social constructivism paradigm, was employed for this study. A combination of the phenomenological and hermeneutic approaches was employed to reach the objectives of this study. The researcher made use of a case study strategy. Only one single case was utilised in this research study, namely the academic environment. Employees at one higher education institution (and two campuses) (N = 30) participated in this research study. Data was collected by means of semi-structured interviews, where after thematic analysis was used to analyse the data. The results of this study indicated that individuals working in the academic environment in South Africa are consciously aware of the meaning of stereotypes. Most participants were able to illustrate a definition of or meaning for stereotypes. The themes that were mentioned by participants included assumptions, beliefs, categorisation, generalisation, judgement as well as perception. Participants also indicated that stereotypes originate from various sources. Participants reported that primary and secondary exposure, individual differences, subjective perception as well as the fact that stereotyping was part of human nature were possible explanations for the origin of stereotypes. Participants were well aware of the fact that stereotypes originate from both us and others. When being stereotyped, individuals react to stereotypes in different ways. Participants mentioned that they react on a behavioural, cognitive and emotional level. Participants were also asked questions pertaining to the stereotypes they experience. It was found that various stereotypes exist within the academic environment. These stereotypes are experienced on an out-group and in-group level. Stereotypes mentioned by participants included age, gender, nationality, occupation, sexual orientation, race and work-related stereotypes. There were also participants from the study population who stated that they neither experienced stereotypes on in-group nor out-group level. Recommendations with regard to future research and practice were made. / MCom (Human Resource Management), North-West University, Potchefstroom Campus, 2015

After South Africa had adopted a democratic government, the labour force was changed profoundly. With the emphasis on diversity, employees were faced with work teams comprising people from different ages, genders, positions, races etc. The opportunity was given to value and embrace diversity in organisations. On the other hand, opportunities for prejudice and discrimination were greater than ever before. Consequently, stereotyping is evident within these diverse workplaces. If not properly managed, stereotypes can have various negative effects on the organisation. The academic sector in South Africa has to be equipped to manage diversity and therefore stereotypes to ensure the effectiveness of these institutions. The challenge is that employers need to be aware of how to manage such issues. Stereotypes are therefore a significant topic for research, specifically within South Africa. The objective of this research study was to explore stereotypes as experienced by individuals employed in the South African academic environment. A qualitative research study, specifically within the social constructivism paradigm, was employed for this study. A combination of the phenomenological and hermeneutic approaches was employed to reach the objectives of this study. The researcher made use of a case study strategy. Only one single case was utilised in this research study, namely the academic environment. Employees at one higher education institution (and two campuses) (N = 30) participated in this research study. Data was collected by means of semi-structured interviews, where after thematic analysis was used to analyse the data. The results of this study indicated that individuals working in the academic environment in South Africa are consciously aware of the meaning of stereotypes. Most participants were able to illustrate a definition of or meaning for stereotypes. The themes that were mentioned by participants included assumptions, beliefs, categorisation, generalisation, judgement as well as perception. Participants also indicated that stereotypes originate from various sources. Participants reported that primary and secondary exposure, individual differences, subjective perception as well as the fact that stereotyping was part of human nature were possible explanations for the origin of stereotypes. Participants were well aware of the fact that stereotypes originate from both us and others. When being stereotyped, individuals react to stereotypes in different ways. Participants mentioned that they react on a behavioural, cognitive and emotional level. Participants were also asked questions pertaining to the stereotypes they experience. It was found that various stereotypes exist within the academic environment. These stereotypes are experienced on an out-group and in-group level. Stereotypes mentioned by participants included age, gender, nationality, occupation, sexual orientation, race and work-related stereotypes. There were also participants from the study population who stated that they neither experienced stereotypes on in-group nor out-group level. Recommendations with regard to future research and practice were made. / MCom (Human Resource Management), North-West University, Potchefstroom Campus, 2015

Solicitud de envío manuscrito de artículo científico. / Vivimos en una sociedad donde la población adulta mayor está en crecimiento y los medios que consumimos son manejados por la publicidad. Ellos segmentan a los consumidores en base a sus necesidades, pero no a todos les llega de manera correcta la información, debido a que existe la presencia de estereotipos, que son reforzados en el consumidor mayor. Ocasionando que su presencia en el mercado sea escasa, especialmente en la mujer mayor porque no se le comunica sus anhelos y necesidades actuales, convirtiéndolas en una consumidora que no se identifica en la comunicación. El objetivo de este trabajo es analizar cómo la mujer mayor percibe la construcción de estereotipos de edad en el spot de televisión Migra con mamá de Entel. Es un estudio cualitativo compuesto por 15 mujeres adultas mayores de 60 a 65 años de edad que residen en los distritos de Lima Moderna. Los hallazgos mostraron que la mujer mayor no está identificada con los estereotipos de edad porque las muestran con problemas en su salud y físico, y además las relacionan con características maternales por ser mujeres. Estos estereotipos también son reforzados en la publicidad porque son mostrados negativamente, que no van acorde a la realidad de ellas. / We live in a society where the older adult population is growing and the media we consume is driven by advertising. They segment consumers based on their needs, but not all of them receive the information correctly, due to the presence of stereotypes, which are reinforced in the older consumer. Causing their presence in the market to be scarce, especially in older women because their current wishes and needs are not communicated to them, making them a consumer who does not identify themselves in communication. The objective of this work is to analyze how older women perceive the construction of age stereotypes in the television spot Migra con mama de Entel. It is a qualitative study composed of 15 adult women over 60 to 65 years of age who reside in the districts of Modern Lima. The findings showed that older women are not identified with age stereotypes because they show them with health and physical problems, and also relate them to maternal characteristics because they are women. These stereotypes are also reinforced in advertising because they are shown negatively, which are not consistent with their reality. / Tesis

Since the first democratic election in 1994, the South African labour force has undergone various changes. As a result, a number of laws were implemented, which helped ensure the diverse nature of the South African labour force. Within a diverse workforce, stereotypes are more likely to occur, which is also the focus of the present study. This study explored not only the meaning and origin of stereotypes but also the prevalent stereotypes and the manner in which employees experience these within the South African mining industry. A qualitative research design from a combined phenomenological and hermeneutic approach was used for the purpose of this study by following a case-study strategy. A combination of both purposive and convenience sampling was used and participants’ responses were obtained by making use of semi-structured interviews. The population consisted of participants (N = 15) from different departments within a particular organisation in the mining industry in South Africa. The representation of the population was diverse and included male, female, various age groups, and different racial groups. Interviews were transcribed and thematic analysis was used to analyse the data. Themes, sub-themes, and characteristics were extracted from the data and direct quotations of participants’ responses were analysed to support the findings. It was found that participants of this study are aware of and understand the meaning of stereotypes. Generalisation was the most prominent theme that was evident when asking participants about the meaning of stereotype. During the study it became clear that stereotypes exist within the mining industry and that individuals do entertain stereotypes of other individuals employed in this industry (out-groups), and also about themselves (in-group). The most prominent in-group stereotypes that individuals experienced are racially oriented. These stereotypes were experienced by White individuals, Black individuals and Coloured individuals, and it was mostly negative. The most prominent out-group stereotypes that individuals hold of others in their workplace were found to be occupational stereotypes. During the present study most stereotypes turned out to be negative in nature. Findings of this study also indicated that employees experience stereotypes on three levels, namely emotional, cognitive and behavioural. Participants of this study experienced stereotypes mostly on an emotional level. The study’s findings did show various origins of stereotypes and participants indicated that it originated mostly from secondary exposure. In these instances influences can be a result of factors such as affirmative action, apartheid, social interaction and upbringing. To conclude the study, recommendations were made for future research and practice in an industry with a diverse workforce. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2015

Since the first democratic election in 1994, the South African labour force has undergone various changes. As a result, a number of laws were implemented, which helped ensure the diverse nature of the South African labour force. Within a diverse workforce, stereotypes are more likely to occur, which is also the focus of the present study. This study explored not only the meaning and origin of stereotypes but also the prevalent stereotypes and the manner in which employees experience these within the South African mining industry. A qualitative research design from a combined phenomenological and hermeneutic approach was used for the purpose of this study by following a case-study strategy. A combination of both purposive and convenience sampling was used and participants’ responses were obtained by making use of semi-structured interviews. The population consisted of participants (N = 15) from different departments within a particular organisation in the mining industry in South Africa. The representation of the population was diverse and included male, female, various age groups, and different racial groups. Interviews were transcribed and thematic analysis was used to analyse the data. Themes, sub-themes, and characteristics were extracted from the data and direct quotations of participants’ responses were analysed to support the findings. It was found that participants of this study are aware of and understand the meaning of stereotypes. Generalisation was the most prominent theme that was evident when asking participants about the meaning of stereotype. During the study it became clear that stereotypes exist within the mining industry and that individuals do entertain stereotypes of other individuals employed in this industry (out-groups), and also about themselves (in-group). The most prominent in-group stereotypes that individuals experienced are racially oriented. These stereotypes were experienced by White individuals, Black individuals and Coloured individuals, and it was mostly negative. The most prominent out-group stereotypes that individuals hold of others in their workplace were found to be occupational stereotypes. During the present study most stereotypes turned out to be negative in nature. Findings of this study also indicated that employees experience stereotypes on three levels, namely emotional, cognitive and behavioural. Participants of this study experienced stereotypes mostly on an emotional level. The study’s findings did show various origins of stereotypes and participants indicated that it originated mostly from secondary exposure. In these instances influences can be a result of factors such as affirmative action, apartheid, social interaction and upbringing. To conclude the study, recommendations were made for future research and practice in an industry with a diverse workforce. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2015

Cette thèse étudie la perception de la marque vieille par les consommateurs selon une perspective anthropomorphique de la marque (perception et stéréotypes des personnes âgées). La marque perçue vieille est appréhendée en fonction des caractéristiques qui lui sont associées. Elle est multidimensionnelle et ambivalente (positive ou négative). Cinq études sont menées dans cette recherche. Une étude qualitative exploratoire (étude 1), nous conceptualisons et définissons la marque perçue vieillie, identifions ses dimensions, ses conséquences et ses modérateurs. Trois études quantitatives (études 2, 3 et 4), nous construisons un outil de mesure composé de quatre dimensions : expertise, déclin, intemporalité et entretien. Une étude quantitative (étude 5), nous testons un modèle intégrateur et les hypothèses de la recherche. Les dimensions de la marque perçue vieille ont des effets significatifs sur la nostalgie du consommateur, l’attachement à la marque et la confiance dans la marque. Ces relations sont modérées par l’orientation temporelle vers le passé et l’âge du consommateur, ainsi que le type de vieillissement de la marque (positif versus négatif) / This doctoral dissertation examines the perception of the old brand by consumers from an anthropomorphic perspective of the brand (perception and stereotypes of the elderly). The brand perceived as old is apprehended according to the characteristics associated with it. It is multidimensional and ambivalent (positive or negative). Five studies are conducted in this research. In study 1 which is an exploratory qualitative study (study 1), we conceptualized and defined brand perceived oldness, identified its dimensions, its consequences and moderators. Following that, three quantitative studies (studies 2, 3 and 4) were carried out in which we built a measurement scale consisting of four dimensions: expertise, decline, timelessness and maintenance. Finally, a quantitative study (study 5) was executed to test an integrative model and research hypothesis. The brand perceived oldness dimensions have significant effects on consumer’s nostalgia, brand attachment, and brand trust. These relationships are moderated by consumer’ temporal orientation towards the past and age, and by the type of brand oldness (positive versus negative)

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