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
| Identifer | oai:union.ndltd.org:DRESDEN/oai:qucosa:de:qucosa:75009 |
| Date | 14 June 2021 |
| Creators | Kleissner, Verena |
| Contributors | Jahn, Georg, Asbrock, Frank, Technische Universität Chemnitz |
| Source Sets | Hochschulschriftenserver (HSSS) der SLUB Dresden |
| Language | English |
| Detected Language | English |
| Type | info:eu-repo/semantics/publishedVersion, doc-type:doctoralThesis, info:eu-repo/semantics/doctoralThesis, doc-type:Text |
| Rights | info:eu-repo/semantics/openAccess |
| Relation | 10.1177/0164027519896189, 10.3389/fpsyg.2020.579155, 10.1111/jasp.12720 |
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