Gregory R Thrasher
Biographic Data
| ID | 4626153 |
|---|---|
| NAME | Gregory R Thrasher |
| GIVEN NAMES | Gregory R |
| FAMILY NAME | Thrasher |
| SIGNATURE | THRASHER G R |
| AFFILIATIONS | Oakland University |
| ORCID | 0000-0001-6739-1542 |
| VERIFIED | Yes |
| TOTAL WORKS | 10 |
| TOTAL CITATIONS | 14 |
| WORKS AS AUTHOR | 10 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2015 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 2 |
(In)Congruence in Claims and Grants and Multi-Domain Leader Identity
Research on leader identity construction has long highlighted an individual's internalization of a leadership schema into their own identity as an important predictor of leader development and leadership outcomes. At the core of this process is the idea that a leader identity is constructed via concurrent experiences associated with leader identity claims and perceived leader identity grants. Although empirical research has begun to investigate h…
Goal-Pursuit Tendencies and Retirement Planning
Existing studies regarding retirement planning have suggested that demographic variables, retirement-related characteristics, and work-related factors are closely associated with retirement planning. However, the importance of individual goal-pursuit tendencies within a multi-dimensional framework of retirement planning has been overlooked. As retirement planning is conceptualized as a multi-faceted and goal-directed behavior, the absence of thes…
Age-Aware Organizations and the Relationship Between Shift Work and Psychological Well-being Across the Lifespan
As the global workforce ages, it has become more important to understand how seemingly age-neutral HR practices can create unintended age-specific effects. For example, shift work—nominally an age-neutral HR practice—has been shown to have stronger negative effects on older workers’ physical and mental health. Although these effects are well established, how organizations can mitigate the age-specific effects of scheduling practices represents an…
Normative Team Age Prototypes
The concept of implicit organizational timetables suggests that leaders are expected to be older than their followers. However, increased age diversity in the workforce has led to situations in which this is not the case. Expanding on the core tenets of leader categorization theory, the present study establishes the concept of an age-prototypical team characterized by the age of the leader relative to their followers and explores how team age pro…
Modeling the Joint Effect of Leader and Follower Authenticity on Work and Non-Work Outcomes
Recent theoretical and empirical work has developed the concept of authenticity, both as it relates to leader authenticity and as it relates to authenticity in followers. The present study examines perceptions of employee authenticity and perceived leader authenticity and highlights the utility of jointly examining the congruence between the two to predict individual-level outcomes. The present study utilized Qualtrics Panels to recruit three wav…
Searching for the Effect of Age-Based Stereotypes on Personnel Decisions? Try Looking Through an Intersectional Lens
The long-standing notion that personnel decisions are influenced by age-based stereotypes implies that performance-based stigmas associated with age create a social inequality for older workers. However, evidence for the “real world” effects of age-based stereotypes on personnel decisions is lacking—which to some suggests the absence of these otherwise intuitive age-based inequalities. In this commentary, I counter this point and propose that und…
Older Workers With Disabilities
Research on persons with disabilities (PWD) has identified robust challenges faced by these individuals within the context of work. Although there are clear associations between disability status and employment outcomes, the literature on PWD suffers from two primary gaps: (1) there is currently little to no research on the comorbidity of disability characteristics and (2) the consideration of how disability status uniquely affects the ever-incre…
Getting Old at the Top
Leadership behaviors and the outcomes they foster have historically been central issues to organizational researchers and practitioners alike. Despite the continuing rise in the average age of the workforce, empirical research on leadership from a lifespan development perspective remains surprisingly rare. The current study applies socioemotional selectivity theory (SST) to address this gap in the literature in several ways. We test a holistic so…
Who is Aging Successfully at Work? A Latent Profile Analysis of Successful Agers and their Work Motives
Recent discussions surrounding successful aging at work have highlighted the importance of many factors both individual and contextual. The current study takes a person-centered approach to gain a deeper understanding of how these factors combine to characterize individuals who are more likely to age successfully at work. Through the application of latent profile analysis, based on various conceptualizations of age, we identify a main two-profile…
The Importance of Workplace Motives in Understanding Work–Family Issues for Older Workers
Journal Article The Importance of Workplace Motives in Understanding Work–Family Issues for Older Workers Get access Gregory R. Thrasher, Gregory R. Thrasher Department of Psychology, Wayne State University Search for other works by this author on: Oxford Academic Google Scholar Keith Zabel, Keith Zabel Department of Psychology, Wayne State University Search for other works by this author on: Oxford Academic Google Scholar Kevin Wynne, Kevin Wynn…
The Importance of Workplace Motives in Understanding Work–Family Issues for Older Workers
Journal Article The Importance of Workplace Motives in Understanding Work–Family Issues for Older Workers Get access Gregory R. Thrasher, Gregory R. Thrasher Department of Psychology, Wayne State University Search for other works by this author on: Oxford Academic Google Scholar Keith Zabel, Keith Zabel Department of Psychology, Wayne State University Search for other works by this author on: Oxford Academic Google Scholar Kevin Wynne, Kevin Wynn…
Normative Team Age Prototypes
The concept of implicit organizational timetables suggests that leaders are expected to be older than their followers. However, increased age diversity in the workforce has led to situations in which this is not the case. Expanding on the core tenets of leader categorization theory, the present study establishes the concept of an age-prototypical team characterized by the age of the leader relative to their followers and explores how team age pro…
Getting Old at the Top
Leadership behaviors and the outcomes they foster have historically been central issues to organizational researchers and practitioners alike. Despite the continuing rise in the average age of the workforce, empirical research on leadership from a lifespan development perspective remains surprisingly rare. The current study applies socioemotional selectivity theory (SST) to address this gap in the literature in several ways. We test a holistic so…
Who is Aging Successfully at Work? A Latent Profile Analysis of Successful Agers and their Work Motives
Recent discussions surrounding successful aging at work have highlighted the importance of many factors both individual and contextual. The current study takes a person-centered approach to gain a deeper understanding of how these factors combine to characterize individuals who are more likely to age successfully at work. Through the application of latent profile analysis, based on various conceptualizations of age, we identify a main two-profile…
(In)Congruence in Claims and Grants and Multi-Domain Leader Identity
Research on leader identity construction has long highlighted an individual's internalization of a leadership schema into their own identity as an important predictor of leader development and leadership outcomes. At the core of this process is the idea that a leader identity is constructed via concurrent experiences associated with leader identity claims and perceived leader identity grants. Although empirical research has begun to investigate h…
Searching for the Effect of Age-Based Stereotypes on Personnel Decisions? Try Looking Through an Intersectional Lens
The long-standing notion that personnel decisions are influenced by age-based stereotypes implies that performance-based stigmas associated with age create a social inequality for older workers. However, evidence for the “real world” effects of age-based stereotypes on personnel decisions is lacking—which to some suggests the absence of these otherwise intuitive age-based inequalities. In this commentary, I counter this point and propose that und…
Older Workers With Disabilities
Research on persons with disabilities (PWD) has identified robust challenges faced by these individuals within the context of work. Although there are clear associations between disability status and employment outcomes, the literature on PWD suffers from two primary gaps: (1) there is currently little to no research on the comorbidity of disability characteristics and (2) the consideration of how disability status uniquely affects the ever-incre…
The Importance of Workplace Motives in Understanding Work–Family Issues for Older Workers
Journal Article The Importance of Workplace Motives in Understanding Work–Family Issues for Older Workers Get access Gregory R. Thrasher, Gregory R. Thrasher Department of Psychology, Wayne State University Search for other works by this author on: Oxford Academic Google Scholar Keith Zabel, Keith Zabel Department of Psychology, Wayne State University Search for other works by this author on: Oxford Academic Google Scholar Kevin Wynne, Kevin Wynn…
Who is Aging Successfully at Work? A Latent Profile Analysis of Successful Agers and their Work Motives
Recent discussions surrounding successful aging at work have highlighted the importance of many factors both individual and contextual. The current study takes a person-centered approach to gain a deeper understanding of how these factors combine to characterize individuals who are more likely to age successfully at work. Through the application of latent profile analysis, based on various conceptualizations of age, we identify a main two-profile…
Getting Old at the Top
Leadership behaviors and the outcomes they foster have historically been central issues to organizational researchers and practitioners alike. Despite the continuing rise in the average age of the workforce, empirical research on leadership from a lifespan development perspective remains surprisingly rare. The current study applies socioemotional selectivity theory (SST) to address this gap in the literature in several ways. We test a holistic so…
Older Workers With Disabilities
Research on persons with disabilities (PWD) has identified robust challenges faced by these individuals within the context of work. Although there are clear associations between disability status and employment outcomes, the literature on PWD suffers from two primary gaps: (1) there is currently little to no research on the comorbidity of disability characteristics and (2) the consideration of how disability status uniquely affects the ever-incre…
Modeling the Joint Effect of Leader and Follower Authenticity on Work and Non-Work Outcomes
Recent theoretical and empirical work has developed the concept of authenticity, both as it relates to leader authenticity and as it relates to authenticity in followers. The present study examines perceptions of employee authenticity and perceived leader authenticity and highlights the utility of jointly examining the congruence between the two to predict individual-level outcomes. The present study utilized Qualtrics Panels to recruit three wav…
Searching for the Effect of Age-Based Stereotypes on Personnel Decisions? Try Looking Through an Intersectional Lens
The long-standing notion that personnel decisions are influenced by age-based stereotypes implies that performance-based stigmas associated with age create a social inequality for older workers. However, evidence for the “real world” effects of age-based stereotypes on personnel decisions is lacking—which to some suggests the absence of these otherwise intuitive age-based inequalities. In this commentary, I counter this point and propose that und…
Normative Team Age Prototypes
The concept of implicit organizational timetables suggests that leaders are expected to be older than their followers. However, increased age diversity in the workforce has led to situations in which this is not the case. Expanding on the core tenets of leader categorization theory, the present study establishes the concept of an age-prototypical team characterized by the age of the leader relative to their followers and explores how team age pro…
Goal-Pursuit Tendencies and Retirement Planning
Existing studies regarding retirement planning have suggested that demographic variables, retirement-related characteristics, and work-related factors are closely associated with retirement planning. However, the importance of individual goal-pursuit tendencies within a multi-dimensional framework of retirement planning has been overlooked. As retirement planning is conceptualized as a multi-faceted and goal-directed behavior, the absence of thes…
Age-Aware Organizations and the Relationship Between Shift Work and Psychological Well-being Across the Lifespan
As the global workforce ages, it has become more important to understand how seemingly age-neutral HR practices can create unintended age-specific effects. For example, shift work—nominally an age-neutral HR practice—has been shown to have stronger negative effects on older workers’ physical and mental health. Although these effects are well established, how organizations can mitigate the age-specific effects of scheduling practices represents an…
(In)Congruence in Claims and Grants and Multi-Domain Leader Identity
Research on leader identity construction has long highlighted an individual's internalization of a leadership schema into their own identity as an important predictor of leader development and leadership outcomes. At the core of this process is the idea that a leader identity is constructed via concurrent experiences associated with leader identity claims and perceived leader identity grants. Although empirical research has begun to investigate h…
Psychology (10 works) · Social Psychology (7 works) · Retirement, Disability, and Employment (6 works) · Work-Family Balance Challenges (5 works) · Computer Science (4 works) · Employment and Welfare Studies (4 works) · Gender Diversity and Inequality (4 works) · Perception (4 works) · Sociology (4 works) · Engineering (3 works)