Ambivalent Bias at Work
Managers' Perceptions of Older Workers across Organizational Contexts
Datos Bibliográficos
| ID | 2374744 |
|---|---|
| Autores | Hila Axelrad (0000-0002-2152-6488, Reichman University, autor de correspondencia), A Kalev (0000-0003-4684-6872, Tel Aviv University, autor de correspondencia), N Lewin-Epstein (0000-0002-7679-7154, Tel Aviv University) |
| Año | 2024 |
| Volumen | 38 |
| Número | 4 |
| Páginas | 1148-1171 |
| Fecha de publicación | 2024-08-01 |
| Peer Reviewed | Sí |
| Open Access | Sí |
| Tipo | ARTICLE |
| Revista | Work Employment and Society (JOURNAL) |
| Identificadores de la revista | ISSN: 0950-0170 • E-ISSN: 1469-8722 |
| Editorial | SAGE Publications Inc (PUBLISHER) |
| DOI | 10.1177/09500170231175790 |
| OpenAlex | W4386605404 |
| Idioma | EN |
| Citas recibidas | 7 |
| Referencias citadas | 67 |
Managerial bias is a major source of workplace inequality and a central target of employer diversity efforts, yet we know little about the content of stereotypes and where they prevail. Stereotypes can be ambivalent, mixing negative and positive dimensions. Ambivalent stereotypes can rationalize discriminatory decision-making but they may also be more amenable to change. This article examines the prevalence of wholly negative and ambivalent age-based stereotypes across organizational contexts. Data on 551 managers reveals, first, that the modal manager holds ambivalent stereotypes about older workers, with positive perceptions of their personal attributes and negative perceptions regarding their employability. Second, both negative and ambivalent stereotypes are common in the presence of a labour union. Their prevalence declines, however, in different contexts: ambivalent stereotypes decline with increased intergroup contact and negative stereotypes decline when accountability triggers are implmented. Implications for research on work, organizations, older workers, and diversity management are discussed
Ambivalence · Diversity (politics · Employability · Perception · Sociology · Employment and Welfare Studies · Gender Diversity and Inequality · Psychology · Retirement, Disability, and Employment · Social Psychology
Work, Ageing, and Retirement
Sense-making and managers
Age management for older worker research evolution and trends
Development and validation of the short form of the Later Life Workplace Index
Aging as a teacher
Are we there yet? Diversity management officers’ journey to strategic partnership
Young is Fun
Relational Inequalities
Evaluating Six Common Stereotypes About Older Workers with Meta‐Analytical Data
Inclusion and Diversity in Work Groups
Accounting for the Gap
Implicit Social Cognition
Economy and Society
Marxism and class theory
Exchange and Power in Social Life
Stereotype Content
Durable Inequality
Stereotype content model across cultures
Measurement Theory and Applications for the Social Sciences
Disentangling the Meanings of Diversity and Inclusion in Organizations
Workplace Age Discrimination and Social-psychological Well-being
Examining Positive and Negative Perceptions of Older Workers
Work, Aging, and Retirement in Europe
Organizational Practices for the Aging Workforce
Reducing Age Bias and Turnover Intentions by Enhancing Intergenerational Contact Quality in the Workplace
Different Shades of Discriminatory Effects of Age Stereotypes in the Workplace
Social Structure Shapes Cultural Stereotypes and Emotions
Accountability
Age management in the workplace
The freezing and unfreezing of lay-inferences
Responses to Other-Imposed Pro-Black Pressure
Too old to work, or too young to retire? The pervasiveness of age norms in Western Europe
The Proximate Causes of Employment Discrimination
A meta-analytic test of intergroup contact theory
A model of (often mixed) stereotype content
Managing Ambivalent Prejudices
Interaction and the Conservation of Gender Inequality
You Can't Always Get What You Need
How You Downsize Is Who You Downsize
Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies
Walking the Talk? What Employers Say Versus What They Do
How American Adults Obtain Work Skills
Lasting Effects? Referrals and Career Mobility of Demographic Groups in Organizations
Length of Service and Promotions in Union and Nonunion Work Groups
Age Discrimination, Social Closure and Employment
The Gender and Race Composition of Jobs and the Male/Female, White/Black Pay Gaps
Flexibility and Fairness
Negotiating Gendered Ageing
How Skill Requirements Affect the Likelihood of Recruitment of Older Workers in Poland
Pointless Diversity Training
Rusty, invisible and threatening
Ageing, skills and participation in work-related training in Britain
Exploratory Factor Analysis
Centering Age Inequality
White Supervisor and Subordinate Beliefs about Black/White Inequality
Cracking the Glass Cages? Restructuring and Ascriptive Inequality at Work
Getting a Job
| Obras citantes distintas | 7 |
|---|---|
| Citas por año | 7 |
| Intervalo de citas | 2025 - 2026 (2) |
| Velocidad de citación | current |
| Altamente citado | No |
| Tipos de cita | Neutras: 6 |