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AGEIST PERCEPTIONS IN PERSONNEL SELECTION DECISIONS: A PREJUDICE-REDUCTION INTERVENTION
Title
AGEIST PERCEPTIONS IN PERSONNEL SELECTION DECISIONS: A PREJUDICE-REDUCTION INTERVENTION.
Creator
Marcus, Justin, Fritzsche, Barbara, University of Central Florida
Abstract / Description
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.
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Date Issued
2010
Identifier
CFE0003324, ucf:48450
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0003324
Getting The Work Out of Workouts: Evaluating the Effectiveness and Outcomes of a Physical Exercise Motivational Intervention For Older Workers
Title
Getting The Work Out of Workouts: Evaluating the Effectiveness and Outcomes of a Physical Exercise Motivational Intervention For Older Workers.
Creator
Sholar-Fetherlin, Brandon, Fritzsche, Barbara, Smither, Janan, Wang, Wei, Fragala, Maren, University of Central Florida
Abstract / Description
To mitigate their estimated $300 billion in annual health-related losses, many companies have instituted workplace wellness initiatives designed to promote physical activity among their employees, improving the overall health of their workforce. Though middle-aged and older workers may potentially enjoy the greatest physical, stress and cognitive benefits from regular exercise, workplace wellness programs have been less successful in attracting such employees. This study developed and tested...
Show moreTo mitigate their estimated $300 billion in annual health-related losses, many companies have instituted workplace wellness initiatives designed to promote physical activity among their employees, improving the overall health of their workforce. Though middle-aged and older workers may potentially enjoy the greatest physical, stress and cognitive benefits from regular exercise, workplace wellness programs have been less successful in attracting such employees. This study developed and tested a 6-week exercise motivation intervention designed to meet the needs of sedentary, older working adults and to determine what non-physical benefits might result from increased levels of physical exercise. The intervention, based primarily on Self-Determination Theory, included feedback on individually-made, realistic, process-specific exercise goals that and provided guidance from knowledgeable exercise professionals in addition to support group of socially-similar individuals to aid in coping and adherence. The intervention was built and delivered entirely online to fit better with the sample's considerable time demands. The motivational intervention was delivered to a sample of 30 mostly-older working adults and was successful in significantly improving activity levels and overall affect while decreasing stress. No significant differences were detected in measures of personal resources, work engagement, work effort and task performance. The implications and recommendations for future research are discussed.
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Date Issued
2017
Identifier
CFE0006660, ucf:51235
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0006660
The Challenges of Young-Typed Jobs and How Older Workers Adapt
Title
The Challenges of Young-Typed Jobs and How Older Workers Adapt.
Creator
Reeves, Michael, Fritzsche, Barbara, Dipboye, Robert, Matusitz, Jonathan, University of Central Florida
Abstract / Description
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.
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Date Issued
2013
Identifier
CFE0005050, ucf:49947
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0005050