Global ETD Search

1	The cost of discrimination job age-type and legal outcomes Smith, Nicholas 01 January 2012 (has links) The older population is growing rapidly and businesses must prepare for changes in their workforce. Cases of age discrimination have also become more common. Older workers are being forced out of their jobs at a faster rate than any other age group. As a result, older workers commonly take jobs in different careers, where they compete with younger workers who have similar relevant experience and are valued for their youth. Both prototype matching theory and career timetables theory state that people hold stereotypes of the job in addition to stereotypes of people. In laboratory research, a mismatch between the age of the worker and the age-type of the job has led to lower evaluations, lower job suitability ratings, and other indicators of discrimination. The purpose of this thesis is to assess whether the construct of age-type is related to discrimination in real-world legal cases. Real life instances of discrimination were attained from a 15-year sample of 388 age discrimination jury verdicts and settlements. Each job in the sample of cases was rated to determine age-type, perceived proportion of older and younger workers in the job, and importance of stereotypically older worker features to the job. Results showed that all forms of age stereotypes, both general and specific, were related to the frequency of cases in jobs associated with older or younger stereotypes. Specifically, older workers were more likely to have age discrimination cases go to trial in younger age-typed jobs. However, these variables did not help to predict formal outcomes of the cases (win vs. loss). Among the cases that did win, cases in older age-typed jobs won significantly more money than in younger age-typed jobs. Psychology
2	The Challenges Of Young-typed Jobs And How Older Workers Adapt Reeves, Michael 01 January 2013 (has links) This study sought to explore the challenges faced by older workers who do not fit the age-type of their jobs and how older workers adapt to overcome those challenges. Specifically, I surveyed a national sample of 227 workers 50 years of age and older, in a wide variety of jobs, on measures of perceived age discrimination and adaptation behaviors. I found that fit, as determined by career timetables theory, but not prototype matching theory, successfully predicted perceived age discrimination. Specifically, more age discrimination was perceived when fewer older workers occupied a job. Additionally, multiple regression analysis showed that career timetables theory, prototype matching theory, and measures of perceived discrimination interacted to predict adaptation behaviors. That is, older workers made more efforts appear younger at work when they perceived age discrimination in jobs occupied by fewer older workers and older women expressed greater desires to appear younger at work when they perceived age discrimination in jobs viewed as more appropriate for younger workers. Although older workers made a wide variety of efforts to appear younger at work, from changing the way they dressed to undergoing surgical procedures, the adaptation efforts believed to be the most effective against age discrimination were more oriented toward enhancing job performance than one’s appearance. It is especially troubling that greater perceived age discrimination was found in young-typed jobs (than in old-typed jobs) given that the number of older workers occupying young-typed jobs is expected to rapidly grow in the near future and perceived discrimination is associated with mental and physical consequences for older adults. Understanding effective adaptations to age discrimination is a valuable first step in helping older workers overcome the iv disadvantages they may face in the workplace, especially when they occupy young-typed jobs. Implications for theory and research are discussed Age discrimination discrimination ageism age type age type stereotypes age stereotypes prototype matching prototyping career timetables cosmetic surgery older workers older worker job stereotypes job type adaptation adaptations hiding age age concealment concealing age old type old typed young type young typed Industrial and Organizational Psychology Psychology

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The cost of discrimination job age-type and legal outcomes

The Challenges Of Young-typed Jobs And How Older Workers Adapt