Lisa M Finkelstein
Datos Biográficos
| ID | 4084336 |
|---|---|
| NOMBRE | Lisa M Finkelstein |
| NOMBRES | Lisa M |
| APELLIDO | Finkelstein |
| FIRMA | FINKELSTEIN L M |
| AFILIACIONES | Northern Illinois University |
| ORCID | 0000-0002-2903-7726 |
| VERIFICADO | Sí |
| TOTAL DE OBRAS | 20 |
| TOTAL DE CITAS | 57 |
| TOTAL COMO AUTOR | 20 |
| TOTAL COMO EDITOR | 0 |
| PRIMER AÑO DE PUBLICACIÓN | 1995 |
| AÑO MÁS RECIENTE DE PUBLICACIÓN | 2025 |
| ÍNDICE H | 5 |
Brave or brash? Exploring metastereotypes of voicers and nonvoicers in the workplace
Purpose While sex discrimination and race discrimination are prevalent in the workplace, a relatively low proportion of those who experience it choose to voice. This paper aims to investigate why individuals choose to voice or not voice discrimination by exploring the role of metastereotypes – beliefs about what others think about a group one belongs to – with respect to voicing or not voicing discrimination at work. Design/methodology/approach O…
Workplace Age Stereotypes Across Gender Groups and Gender Stereotypes Across Age Groups
Although the content of workplace age and gender stereotypes have been examined extensively, each is rarely considered in light of the other. This leaves us with limited knowledge of whether age stereotypes are similar across genders and whether gender stereotypes are consistent across the lifespan. In the present paper, the content of stereotypes at the intersection of age and gender is explored. Across two qualitative studies, 374 early-career …
Was that Zinger Supposed to Sting? The Interaction Between Humor Use and Abusive Supervision
We investigate how a leader's use of humor might change the perceptions of that leader's feedback, which then influences perceptions of leader-member exchange (LMX). Additionally, we explore how employee coping humor and situational attributions impact this relationship. A 2 (Leader Behavior: Abusive, Supportive) × 2 (Leader Humor: Present, Not Present) between-subjects experimental design was utilized ( N = 467). Participants read a vignette des…
Exploring midlife identity negotiations in the context of the gender career gap
The gender gaps in career outcomes (e.g., pay, promotion, leadership opportunities) observably widen during mid-career, yet research often neglects considerations of gendered age identities in explaining this disparity. The present paper addresses this through an integrative review of interdisciplinary literature and proposes a novel theoretical framework that combines midlife development and gender identity negotiations to better understand mid-…
Did they mean that? The effect of cyber incivility on older worker vitality, vigor, and turnover
Purpose Incivility can be used to target minority groups as a form of discrimination. This paper aimed to assess the extent to which older workers are particularly targeted by cyber incivility. Design/methodology/approach Study 1 used a cross-sectional design via an online crowdsourcing platform (N = 208). Study 2 (N = 227) employed a daily diary approach with an age diverse sample. Findings Age does not directly affect perceptions of cyber inciv…
Reactions from the Dark Side
Abusive supervision is a widely-studied phenomenon experienced by a multitude of workers across organizations and occupations. It has typically been conceptualized as a chronic phenomenon with negative outcomes. However, preliminary evidence indicates that conceptualizing abusive supervision as constant may not be accurate, and that its outcomes may vary temporally. This study uses a within-person approach to capture the dynamic nature of abusive…
Development and Initial Validation of a Word Fragment Completion Task to Measure Age Metastereotype Activation
Researchers have shown growing interest in the age metastereotyping process and its potential impact in organizations. Research calls have been made for new measurement tools to help advance this work. This paper presents five studies that were conducted to develop and provide initial validation evidence for a new word fragment completion test to assess age metastereotype activation in an indirect manner. We followed suggestions for best practice…
You’re Too Old for That! Ageism and Prescriptive Stereotypes in the Workplace
Using a vignette-based design, the current study addresses the question of what happens when a worker violates prescriptive age identity stereotypes (i.e., does not act in ways that align with cultural expectations for people in their age group). The study extends prior research by including a mixed adhering-violating condition, investigating the effects of prescriptive stereotype violation on the application of descriptive age stereotypes, and e…
Pandemic Ponderings on the Limited Lens of Our Age Stereotyping Research
In this commentary, I observe the assumption of privilege of many of the age stereotypes that emerged to characterize both older and younger age groups at the start of the COVID-19 pandemic. This leads to a reflection of how much extant age stereotype research may be limited by the typical centering of a white and a middle- or upper-class perspective.
A Daily Diary Study of Responses to Age Meta-stereotypes
An age meta-stereotype occurs when we activate the idea that another age group is holding a stereotype of our age group, but what happens after this occurs? We used experience sampling methodology to explore reactions to, and subsequent behaviors associated with, positive and negative age meta-stereotypes occurring over the course of a work week. One hundred eighty-five employees from various organizations across the United States responded to a …
Identity Management Strategies for Workers with Concealable Disabilities
Twenty‐eight currently or recently employed adults with concealable impairments from a community in the United States completed semi‐structured interviews to capture workers’ perceptions of their internal and social experiences that contribute to their identity management decisions. Disability identity management strategies included effortful behaviors, such as avoiding relevant situations and using specific language to describe impairments. Part…
Generations, Age, and the Space Between
Research and practice relating to generations and generational differences continues apace and yet numerous questions and inconsistencies in the literature and uncertainties in application remain. Accordingly, for this special issue, we present a set of papers that we believe advance understanding of the generations concept, address the state of the science about it, and provide practical recommendations for organizations and their workers. Two b…
Work–family conflict among members of full-time dual-earner couples
Based on cross-sectional data from the 2008 National Study of the Changing Workforce, this study investigates relationships between gender, age, and work-family conflict across 6 family life stages. Participants were 690 married/partnered employees who worked 35 or more hours a week. Results indicated a small but negative relationship between age and work-family conflict. Work-family conflict was also associated with family stage, with the least …
Age Metastereotyping and Cross-Age Workplace Interactions
This paper advances the argument that fully understanding the dynamics of an increasingly age-diverse workforce requires the consideration not only of age stereotypes, but also of the stereotypes that older, younger, and middle-aged workers believe that others hold about their group. The activation of these age metastereotypes plays a key, yet under explored, role in shaping age-diverse interpersonal interactions at work. A review of relevant soc…
Contemporary empirical advancements in the study of aging in the workplace
Job and industry fit
Using a sample of 232 MBA alumni, we tested the impact of respondent age, gender, and their interaction on career progress outcomes (managerial level, number of promotions, and salary) and whether age‐ and gender‐type of contexts moderated these relationships. Women's salaries did not increase much with age, whereas men's salaries showed a marked increase with age. We also found a gender × job gender‐type effect on salary, such that women earned …
Preferential Selection Independent of Race and Gender
On Average Deviation Indices for Estimating Interrater Agreement
In this investigation, the authors report the results of two studies designed to investigate the efficacy of two proposed indices of interrater agreement based on average deviations from the mean and from the median (ADM and ADMd , respectively). Using survey response data collected from 6,549 sales employees in 119 stores of a national retail company, Study 1 compared the results of six interrater agreement indices across four types of Likert-ty…
Age Stereotyping at Work
Using refinements of hypotheses by L. M. Finkelstein, M. J. Burke, and N. S. Raju (1995), the authors examined the effects of rater age, age salience, and job-relevant information on 324 managers' ratings of an older or a younger hypothetical applicant's interpersonal skills, economic worth, and likelihood of being interviewed. They hypothesized that age identity would interact with age salience to produce ingroup biases that would lead raters to…
Age discrimination in simulated employment contexts
In the area of age discrimination in simulated employment settings, the present study meta-analytically tested 4 primary hypotheses derived from the social psychological stereotyping literature, referred to as the in-group bias, job information, salience, and job stereotype hypotheses. In general, the results supported the in-group bias, job information, and salience hypotheses, in that younger raters tended to give less favorable ratings to olde…
Age Stereotyping at Work
Using refinements of hypotheses by L. M. Finkelstein, M. J. Burke, and N. S. Raju (1995), the authors examined the effects of rater age, age salience, and job-relevant information on 324 managers' ratings of an older or a younger hypothetical applicant's interpersonal skills, economic worth, and likelihood of being interviewed. They hypothesized that age identity would interact with age salience to produce ingroup biases that would lead raters to…
Identity Management Strategies for Workers with Concealable Disabilities
Twenty‐eight currently or recently employed adults with concealable impairments from a community in the United States completed semi‐structured interviews to capture workers’ perceptions of their internal and social experiences that contribute to their identity management decisions. Disability identity management strategies included effortful behaviors, such as avoiding relevant situations and using specific language to describe impairments. Part…
Job and industry fit
Using a sample of 232 MBA alumni, we tested the impact of respondent age, gender, and their interaction on career progress outcomes (managerial level, number of promotions, and salary) and whether age‐ and gender‐type of contexts moderated these relationships. Women's salaries did not increase much with age, whereas men's salaries showed a marked increase with age. We also found a gender × job gender‐type effect on salary, such that women earned …
Age Metastereotyping and Cross-Age Workplace Interactions
This paper advances the argument that fully understanding the dynamics of an increasingly age-diverse workforce requires the consideration not only of age stereotypes, but also of the stereotypes that older, younger, and middle-aged workers believe that others hold about their group. The activation of these age metastereotypes plays a key, yet under explored, role in shaping age-diverse interpersonal interactions at work. A review of relevant soc…
Contemporary empirical advancements in the study of aging in the workplace
Pandemic Ponderings on the Limited Lens of Our Age Stereotyping Research
In this commentary, I observe the assumption of privilege of many of the age stereotypes that emerged to characterize both older and younger age groups at the start of the COVID-19 pandemic. This leads to a reflection of how much extant age stereotype research may be limited by the typical centering of a white and a middle- or upper-class perspective.
Generations, Age, and the Space Between
Research and practice relating to generations and generational differences continues apace and yet numerous questions and inconsistencies in the literature and uncertainties in application remain. Accordingly, for this special issue, we present a set of papers that we believe advance understanding of the generations concept, address the state of the science about it, and provide practical recommendations for organizations and their workers. Two b…
Exploring midlife identity negotiations in the context of the gender career gap
The gender gaps in career outcomes (e.g., pay, promotion, leadership opportunities) observably widen during mid-career, yet research often neglects considerations of gendered age identities in explaining this disparity. The present paper addresses this through an integrative review of interdisciplinary literature and proposes a novel theoretical framework that combines midlife development and gender identity negotiations to better understand mid-…
You’re Too Old for That! Ageism and Prescriptive Stereotypes in the Workplace
Using a vignette-based design, the current study addresses the question of what happens when a worker violates prescriptive age identity stereotypes (i.e., does not act in ways that align with cultural expectations for people in their age group). The study extends prior research by including a mixed adhering-violating condition, investigating the effects of prescriptive stereotype violation on the application of descriptive age stereotypes, and e…
Age discrimination in simulated employment contexts
In the area of age discrimination in simulated employment settings, the present study meta-analytically tested 4 primary hypotheses derived from the social psychological stereotyping literature, referred to as the in-group bias, job information, salience, and job stereotype hypotheses. In general, the results supported the in-group bias, job information, and salience hypotheses, in that younger raters tended to give less favorable ratings to olde…
Age Stereotyping at Work
Using refinements of hypotheses by L. M. Finkelstein, M. J. Burke, and N. S. Raju (1995), the authors examined the effects of rater age, age salience, and job-relevant information on 324 managers' ratings of an older or a younger hypothetical applicant's interpersonal skills, economic worth, and likelihood of being interviewed. They hypothesized that age identity would interact with age salience to produce ingroup biases that would lead raters to…
On Average Deviation Indices for Estimating Interrater Agreement
In this investigation, the authors report the results of two studies designed to investigate the efficacy of two proposed indices of interrater agreement based on average deviations from the mean and from the median (ADM and ADMd , respectively). Using survey response data collected from 6,549 sales employees in 119 stores of a national retail company, Study 1 compared the results of six interrater agreement indices across four types of Likert-ty…
Preferential Selection Independent of Race and Gender
Job and industry fit
Using a sample of 232 MBA alumni, we tested the impact of respondent age, gender, and their interaction on career progress outcomes (managerial level, number of promotions, and salary) and whether age‐ and gender‐type of contexts moderated these relationships. Women's salaries did not increase much with age, whereas men's salaries showed a marked increase with age. We also found a gender × job gender‐type effect on salary, such that women earned …
Contemporary empirical advancements in the study of aging in the workplace
Work–family conflict among members of full-time dual-earner couples
Based on cross-sectional data from the 2008 National Study of the Changing Workforce, this study investigates relationships between gender, age, and work-family conflict across 6 family life stages. Participants were 690 married/partnered employees who worked 35 or more hours a week. Results indicated a small but negative relationship between age and work-family conflict. Work-family conflict was also associated with family stage, with the least …
Age Metastereotyping and Cross-Age Workplace Interactions
This paper advances the argument that fully understanding the dynamics of an increasingly age-diverse workforce requires the consideration not only of age stereotypes, but also of the stereotypes that older, younger, and middle-aged workers believe that others hold about their group. The activation of these age metastereotypes plays a key, yet under explored, role in shaping age-diverse interpersonal interactions at work. A review of relevant soc…
Generations, Age, and the Space Between
Research and practice relating to generations and generational differences continues apace and yet numerous questions and inconsistencies in the literature and uncertainties in application remain. Accordingly, for this special issue, we present a set of papers that we believe advance understanding of the generations concept, address the state of the science about it, and provide practical recommendations for organizations and their workers. Two b…
A Daily Diary Study of Responses to Age Meta-stereotypes
An age meta-stereotype occurs when we activate the idea that another age group is holding a stereotype of our age group, but what happens after this occurs? We used experience sampling methodology to explore reactions to, and subsequent behaviors associated with, positive and negative age meta-stereotypes occurring over the course of a work week. One hundred eighty-five employees from various organizations across the United States responded to a …
Identity Management Strategies for Workers with Concealable Disabilities
Twenty‐eight currently or recently employed adults with concealable impairments from a community in the United States completed semi‐structured interviews to capture workers’ perceptions of their internal and social experiences that contribute to their identity management decisions. Disability identity management strategies included effortful behaviors, such as avoiding relevant situations and using specific language to describe impairments. Part…
Pandemic Ponderings on the Limited Lens of Our Age Stereotyping Research
In this commentary, I observe the assumption of privilege of many of the age stereotypes that emerged to characterize both older and younger age groups at the start of the COVID-19 pandemic. This leads to a reflection of how much extant age stereotype research may be limited by the typical centering of a white and a middle- or upper-class perspective.
You’re Too Old for That! Ageism and Prescriptive Stereotypes in the Workplace
Using a vignette-based design, the current study addresses the question of what happens when a worker violates prescriptive age identity stereotypes (i.e., does not act in ways that align with cultural expectations for people in their age group). The study extends prior research by including a mixed adhering-violating condition, investigating the effects of prescriptive stereotype violation on the application of descriptive age stereotypes, and e…
Development and Initial Validation of a Word Fragment Completion Task to Measure Age Metastereotype Activation
Researchers have shown growing interest in the age metastereotyping process and its potential impact in organizations. Research calls have been made for new measurement tools to help advance this work. This paper presents five studies that were conducted to develop and provide initial validation evidence for a new word fragment completion test to assess age metastereotype activation in an indirect manner. We followed suggestions for best practice…
Reactions from the Dark Side
Abusive supervision is a widely-studied phenomenon experienced by a multitude of workers across organizations and occupations. It has typically been conceptualized as a chronic phenomenon with negative outcomes. However, preliminary evidence indicates that conceptualizing abusive supervision as constant may not be accurate, and that its outcomes may vary temporally. This study uses a within-person approach to capture the dynamic nature of abusive…
Brave or brash? Exploring metastereotypes of voicers and nonvoicers in the workplace
Purpose While sex discrimination and race discrimination are prevalent in the workplace, a relatively low proportion of those who experience it choose to voice. This paper aims to investigate why individuals choose to voice or not voice discrimination by exploring the role of metastereotypes – beliefs about what others think about a group one belongs to – with respect to voicing or not voicing discrimination at work. Design/methodology/approach O…
Workplace Age Stereotypes Across Gender Groups and Gender Stereotypes Across Age Groups
Although the content of workplace age and gender stereotypes have been examined extensively, each is rarely considered in light of the other. This leaves us with limited knowledge of whether age stereotypes are similar across genders and whether gender stereotypes are consistent across the lifespan. In the present paper, the content of stereotypes at the intersection of age and gender is explored. Across two qualitative studies, 374 early-career …
Was that Zinger Supposed to Sting? The Interaction Between Humor Use and Abusive Supervision
We investigate how a leader's use of humor might change the perceptions of that leader's feedback, which then influences perceptions of leader-member exchange (LMX). Additionally, we explore how employee coping humor and situational attributions impact this relationship. A 2 (Leader Behavior: Abusive, Supportive) × 2 (Leader Humor: Present, Not Present) between-subjects experimental design was utilized ( N = 467). Participants read a vignette des…
Exploring midlife identity negotiations in the context of the gender career gap
The gender gaps in career outcomes (e.g., pay, promotion, leadership opportunities) observably widen during mid-career, yet research often neglects considerations of gendered age identities in explaining this disparity. The present paper addresses this through an integrative review of interdisciplinary literature and proposes a novel theoretical framework that combines midlife development and gender identity negotiations to better understand mid-…
Did they mean that? The effect of cyber incivility on older worker vitality, vigor, and turnover
Purpose Incivility can be used to target minority groups as a form of discrimination. This paper aimed to assess the extent to which older workers are particularly targeted by cyber incivility. Design/methodology/approach Study 1 used a cross-sectional design via an online crowdsourcing platform (N = 208). Study 2 (N = 227) employed a daily diary approach with an age diverse sample. Findings Age does not directly affect perceptions of cyber inciv…
Psychology (19 obras) · Retirement, Disability, and Employment (11 obras) · Social Psychology (10 obras) · Social Psychology (9 obras) · Sociology (9 obras) · Political science (7 obras) · Aging and Gerontology Research (6 obras) · Gender Diversity and Inequality (6 obras) · Medicine (6 obras) · Work-Family Balance Challenges (6 obras)