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- Title
- MATRIARCHS AND SWEETHEARTS AND REBELS, OH MY! ARCHETYPES AS AN APPROACH TO MULTIPLE GROUP MEMBERSHIP.
- Creator
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Gebben, Alissa, Fritzsche, Barbara, University of Central Florida
- Abstract / Description
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The purpose of this thesis was to examine a potential cognitive mechanism for simultaneous processing of age, race, and gender schemas. Marcus and Fritzsche (2014) propose that the outcome of the tripartite relationship of age, race, and sex are associated with archetypes, and that these archetypes categorize different intersections uniquely. To facilitate this, age groups selected were "old" and "young", race groups selected were "Black" and "White", and sex/gender groups selected were ...
Show moreThe purpose of this thesis was to examine a potential cognitive mechanism for simultaneous processing of age, race, and gender schemas. Marcus and Fritzsche (2014) propose that the outcome of the tripartite relationship of age, race, and sex are associated with archetypes, and that these archetypes categorize different intersections uniquely. To facilitate this, age groups selected were "old" and "young", race groups selected were "Black" and "White", and sex/gender groups selected were "female" and "male". Several photographs representing each intersection were selected from LinkedIn for use in the pilot study, which were rated via a survey measuring the target's stereotype, and the items included were chosen with the intent of selecting archetypal pictures for the main study that were the relatively equivalent across several dimensions. The main study used the selected photographs to address perceptions of participants (n=84) regarding adjectives used to represent each of the eight archetype conditions. Results suggest partial support for the proposed archetype theory, but the study faced limitations with respects to the photographs used in the main study. Inconsistencies with the literature suggest that the archetypes may been measured improperly, were conceived incorrectly, or do not exist. However, this study serves as a step towards understanding the complex relationship between a person's age, race, and sex.
Show less - Date Issued
- 2015
- Identifier
- CFH0004869, ucf:45434
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFH0004869
- Title
- Age-Typing Across Occupations: When, Where, and Why Occupational Age-Typing Exists.
- Creator
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Reeves, Michael, Fritzsche, Barbara, Dipboye, Robert, Smither, Janan, Matusitz, Jonahan, University of Central Florida
- Abstract / Description
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The present study sought to determine the direction and degree to which occupations representative of all major occupational categories are viewed as age-typed (i.e., more appropriate for older or younger workers). The 60 occupations examined were the 12 most common and familiar occupations in each of five occupational categories used by the U.S. Census Bureau. I randomly assigned 365 participants to one of three survey conditions. Participants rated the feature centrality, proportional...
Show moreThe present study sought to determine the direction and degree to which occupations representative of all major occupational categories are viewed as age-typed (i.e., more appropriate for older or younger workers). The 60 occupations examined were the 12 most common and familiar occupations in each of five occupational categories used by the U.S. Census Bureau. I randomly assigned 365 participants to one of three survey conditions. Participants rated the feature centrality, proportional representation, normative age, and optimal performance age of 20 of the 60 occupations and the age-type of 20 different occupations. Results showed that participants reliably rated the occupations on a continuum from highly young-typed to highly old-typed. Occupations viewed as most appropriate for older workers included psychologists (clinical), bus drivers, and librarians, whereas those viewed as most appropriate for younger workers included recreation and fitness workers, bartenders, and hosts/hostesses. Interestingly, despite commonly held stereotypes that older workers are less competent than younger workers (Kite, Stockdale, Whitley, (&) Johnson, 2005), old-typed occupations were viewed as requiring higher competence than those viewed as young-typed. Additionally, roughly three times as many workers are needed to fill the most young-typed jobs compared to the most old-typed jobs (U.S. Census Bureau, 2000). Both of these findings suggest problems for an increasingly aging workforce (Administration of Aging, 2010). I also found that perceived proportional representation accounted for 79% of the variance in predicting the age-type of occupations. This suggests that people rely on general impressions of current worker ages, which supports career timetables theory's approach to the formation of occupational age-type. Implications for theory and research are discussed.
Show less - Date Issued
- 2011
- Identifier
- CFE0004156, ucf:49046
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0004156
- Title
- AGEIST PERCEPTIONS IN PERSONNEL SELECTION DECISIONS: A PREJUDICE-REDUCTION INTERVENTION.
- Creator
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Marcus, Justin, Fritzsche, Barbara, University of Central Florida
- Abstract / Description
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The purpose of the current study was to examine whether older job applicants are discriminated against relative to younger job applicants when changing careers, and to investigate whether an intervention designed to reduce stereotyping and prejudice could alleviate such unfair discrimination, if it was found. A between-subjects laboratory experiment with three factors was conducted, including age (young vs. old job applicant), career-transition type (within- vs. between-career transition),...
Show moreThe purpose of the current study was to examine whether older job applicants are discriminated against relative to younger job applicants when changing careers, and to investigate whether an intervention designed to reduce stereotyping and prejudice could alleviate such unfair discrimination, if it was found. A between-subjects laboratory experiment with three factors was conducted, including age (young vs. old job applicant), career-transition type (within- vs. between-career transition), and a dual-identity based recategorization intervention (control vs. intervention), totaling 8 experimental conditions. Data were collected and analyzed from 157 undergraduate student participants. Participants were informed that they would be evaluating the viability of using video-resumes as a potential organizational selection tool, and were randomly assigned to watch a video-resume depicting a White male job applicant applying for the job of mechanical engineer. The job applicant was either younger or older and was either making a career change that was more similar to his previous career (i.e., naval architect) or less similar to his previous career (i.e., chiropractor). In the intervention conditions, the job applicant emphasized his age and the fact that he graduated from UCF; in the control conditions, he only emphasized his age and his educational background from a generic university. An actor in his early twenties played the role of the job applicant. Make-up was applied to age his face, and computer software was used to age his voice. After viewing the video-resumes, participants judged his suitability for hire, competence, warmth, loyalty, and suitability for training. A Multivariate Analysis of Covariance (MANCOVA) was conducted and a significant 3-way interaction was found between age, career-transition type, and intervention on both ratings of suitability for hire and on competence ratings. Counter to theory, the older job applicant was negatively impacted relative to the younger applicant when attempting to build a common ingroup identity with the younger decision-maker. These findings were discussed within the context of theories on attribution and impression management, and discussed relative to prior research utilizing the dual-identity based recategorization intervention method. Implications for older workers making career transitions are discussed.
Show less - Date Issued
- 2010
- Identifier
- CFE0003324, ucf:48450
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0003324
- Title
- The Challenges of Young-Typed Jobs and How Older Workers Adapt.
- Creator
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Reeves, Michael, Fritzsche, Barbara, Dipboye, Robert, Matusitz, Jonathan, University of Central Florida
- Abstract / Description
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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....
Show moreThis 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 disadvantages they may face in the workplace, especially when they occupy young-typed jobs. Implications for theory and research are discussed.
Show less - Date Issued
- 2013
- Identifier
- CFE0005050, ucf:49947
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0005050
