Cort Rudolph
Biographic Data
| ID | 4394842 |
|---|---|
| NAME | Cort Rudolph |
| GIVEN NAMES | Cort |
| FAMILY NAME | Rudolph |
| SIGNATURE | RUDOLPH C |
| AFFILIATIONS | Saint Louis University |
| VERIFIED | No |
| TOTAL WORKS | 8 |
| TOTAL CITATIONS | 24 |
| WORKS AS AUTHOR | 2 |
| WORKS AS EDITOR | 6 |
| FIRST PUBLICATION YEAR | 2014 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 3 |
Trajectories of job resources and the timing of retirement
Job resources benefit and motivate workers and, therefore, facilitate longer working lives. Yet, little is known about how job resources develop over time and how, in turn, trajectories of job resources are associated with retirement timing. Accordingly, this study examines job resource trajectories of older workers and to what extent these trajectories are related to when people retire. Using data from the Survey of Health, Ageing and Retirement…
Old Enough to Perceive Things Differently? Detecting Measurement Invariance Across Age Groups Using Item-Focused Tree
The current study applies a new technique, item-focused tree (IFT), to investigate measurement invariance (MI) across age groups. MI is violated when differential item functioning (DIF) is detected. Compared to traditional DIF techniques, IFT does not require researchers to artificially split respondents into multiple groups when the covariate is continuous (e.g., age). Moreover, with IFT, researchers can examine DIF induced by multiple covariate…
Later Life Workplace Index
Research on measures for organizational practices targeted toward older employees has grown during the past decade. However, existing measures tend to capture the construct with unidimensional scales, use single-item operationalizations, or focus on specific domains. Thus, the Later Life Workplace Index (LLWI) was developed to serve as a multidimensional framework for measuring organizational practices for the aging workforce. The LLWI covers 9 d…
An Examination of the Predictive Validity of Subjective Age and Core Self-evaluations on Performance-Related Outcomes
The widely used single-item operationalization of subjective age “how old do you feel?” is unstable; yet, it is frequently used in longitudinal research. Based upon calls to investigate the psychometric properties of the multi-item (“Ages of Me”) operationalization of subjective age, we conducted a series of tests that evaluated the stability and incremental predictive validity of this construct. Using a 3-wave longitudinal design with a sample o…
Subjective Age at Work
Using a life-span theoretical perspective, the present study examined how subjective age relates to perceived control and motivational investment in the work domain. Data from the Midlife in the United States National Study of Health and Well-Being (MIDUS I, II, and III; 1995–2013; n = 2,395) were analyzed using parallel process growth curve modeling. Our analyses used a mediation framework and focused on how changes in subjective age relate to c…
Workplace Subjective Age Multidimensionality
Although less subjective age focused than other scholarly fields, organizational behavior (OB) faces a familiar challenge: comprehending an aging, increasingly age-diverse workforce, yet finding chronological age alone to be a limited predictor of key work outcomes (e.g., performance). A recent OB framework posits that going beyond chronological age necessitates disentangling distinct age-based constructs: perceived Generation (birth cohort), Age…
Political affiliation, collective self-esteem and perceived employability of immigrants
Distributive Justice for Others, Collective Angst, and Support for Exclusion of Immigrants
Harsh treatment of others can reflect an underlying motivation to view the world as fair and just and also a dispositional tendency to believe in justice. However, there is a critical need to refine and expand existing knowledge, not only to identify underlying psychological processes but also to better understand how justice may be implicated in support for exclusionary policies. Across two studies, we show that support for policies that restric…
Distributive Justice for Others, Collective Angst, and Support for Exclusion of Immigrants
Harsh treatment of others can reflect an underlying motivation to view the world as fair and just and also a dispositional tendency to believe in justice. However, there is a critical need to refine and expand existing knowledge, not only to identify underlying psychological processes but also to better understand how justice may be implicated in support for exclusionary policies. Across two studies, we show that support for policies that restric…
Trajectories of job resources and the timing of retirement
Job resources benefit and motivate workers and, therefore, facilitate longer working lives. Yet, little is known about how job resources develop over time and how, in turn, trajectories of job resources are associated with retirement timing. Accordingly, this study examines job resource trajectories of older workers and to what extent these trajectories are related to when people retire. Using data from the Survey of Health, Ageing and Retirement…
Workplace Subjective Age Multidimensionality
Although less subjective age focused than other scholarly fields, organizational behavior (OB) faces a familiar challenge: comprehending an aging, increasingly age-diverse workforce, yet finding chronological age alone to be a limited predictor of key work outcomes (e.g., performance). A recent OB framework posits that going beyond chronological age necessitates disentangling distinct age-based constructs: perceived Generation (birth cohort), Age…
Political affiliation, collective self-esteem and perceived employability of immigrants
Later Life Workplace Index
Research on measures for organizational practices targeted toward older employees has grown during the past decade. However, existing measures tend to capture the construct with unidimensional scales, use single-item operationalizations, or focus on specific domains. Thus, the Later Life Workplace Index (LLWI) was developed to serve as a multidimensional framework for measuring organizational practices for the aging workforce. The LLWI covers 9 d…
Political affiliation, collective self-esteem and perceived employability of immigrants
Distributive Justice for Others, Collective Angst, and Support for Exclusion of Immigrants
Harsh treatment of others can reflect an underlying motivation to view the world as fair and just and also a dispositional tendency to believe in justice. However, there is a critical need to refine and expand existing knowledge, not only to identify underlying psychological processes but also to better understand how justice may be implicated in support for exclusionary policies. Across two studies, we show that support for policies that restric…
Subjective Age at Work
Using a life-span theoretical perspective, the present study examined how subjective age relates to perceived control and motivational investment in the work domain. Data from the Midlife in the United States National Study of Health and Well-Being (MIDUS I, II, and III; 1995–2013; n = 2,395) were analyzed using parallel process growth curve modeling. Our analyses used a mediation framework and focused on how changes in subjective age relate to c…
Workplace Subjective Age Multidimensionality
Although less subjective age focused than other scholarly fields, organizational behavior (OB) faces a familiar challenge: comprehending an aging, increasingly age-diverse workforce, yet finding chronological age alone to be a limited predictor of key work outcomes (e.g., performance). A recent OB framework posits that going beyond chronological age necessitates disentangling distinct age-based constructs: perceived Generation (birth cohort), Age…
Later Life Workplace Index
Research on measures for organizational practices targeted toward older employees has grown during the past decade. However, existing measures tend to capture the construct with unidimensional scales, use single-item operationalizations, or focus on specific domains. Thus, the Later Life Workplace Index (LLWI) was developed to serve as a multidimensional framework for measuring organizational practices for the aging workforce. The LLWI covers 9 d…
An Examination of the Predictive Validity of Subjective Age and Core Self-evaluations on Performance-Related Outcomes
The widely used single-item operationalization of subjective age “how old do you feel?” is unstable; yet, it is frequently used in longitudinal research. Based upon calls to investigate the psychometric properties of the multi-item (“Ages of Me”) operationalization of subjective age, we conducted a series of tests that evaluated the stability and incremental predictive validity of this construct. Using a 3-wave longitudinal design with a sample o…
Old Enough to Perceive Things Differently? Detecting Measurement Invariance Across Age Groups Using Item-Focused Tree
The current study applies a new technique, item-focused tree (IFT), to investigate measurement invariance (MI) across age groups. MI is violated when differential item functioning (DIF) is detected. Compared to traditional DIF techniques, IFT does not require researchers to artificially split respondents into multiple groups when the covariate is continuous (e.g., age). Moreover, with IFT, researchers can examine DIF induced by multiple covariate…
Trajectories of job resources and the timing of retirement
Job resources benefit and motivate workers and, therefore, facilitate longer working lives. Yet, little is known about how job resources develop over time and how, in turn, trajectories of job resources are associated with retirement timing. Accordingly, this study examines job resource trajectories of older workers and to what extent these trajectories are related to when people retire. Using data from the Survey of Health, Ageing and Retirement…
Psychology (8 works) · Social Psychology (7 works) · Retirement, Disability, and Employment (6 works) · Computer Science (4 works) · Developmental psychology (4 works) · Economics (3 works) · Political science (3 works) · Psychometrics (3 works) · Aging and Gerontology Research (2 works) · Construct validity (2 works)