Mona Weiss
Biographic Data
| ID | 6541399 |
|---|---|
| NAME | Mona Weiss |
| GIVEN NAMES | Mona |
| FAMILY NAME | Weiss |
| SIGNATURE | WEISS M |
| AFFILIATIONS | Berlin School of Economics and Law |
| ORCID | 0000-0003-2414-8336 |
| VERIFIED | Yes |
| TOTAL WORKS | 11 |
| TOTAL CITATIONS | 27 |
| AUTHOR COUNT | 11 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2012 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 3 |
Still Waters Run Deep: How Employee Silence Affects Instigated Workplace Incivility Over Time
Research has shown that employees who remain silent about important issues at work are likely to experience negative personal consequences (e.g., burnout, reduced job satisfaction). Less clear is whether silence, over time, could also lead to negative interpersonal consequences. Drawing on social identity theory, we propose that involuntary forms of silence (acquiescent and quiescent silence) lead to decreased organizational identification, which…
Oppressing leadership epistemologies: A case study of leadership education workshops at three universities
Debate and well-being in self-managed groups: The moderating role of divergent status perceptions
Research suggests that debate, that is, open discussion behavior in work groups, can affect group-level outcomes. Yet, little is known about how debate may affect group member well-being. Drawing from the literature on debate and open conflict norms, we hypothesize that debate and well-being are positively associated because differing views can be shared and discussed openly. Additionally, based on theories on status conflicts and diversity, we e…
Why and when does voice lead to increased job engagement? The role of perceived voice appreciation and emotional stability
Tough times at the top: Occupational status predicts changes in job satisfaction in times of crisis
How do individuals with a higher versus lower occupational status experience major, unexpected changes to their work life? The COVID-19 pandemic has disrupted most areas of work life and, thus, provides a unique opportunity to examine changes in work attitudes in response to a worldwide crisis. We predict that individuals with higher, but not with lower occupational status showed a decline in job satisfaction during the early stages of the COVID-…
All set in stone? How essentialist beliefs about aging affect older workers' motivation to continue working beyond retirement age
Although population aging requires that employees increasingly work beyond traditional retirement ages, negative age stereotypes often portray older workers as unwilling or unable to work longer. However, recent lifespan developmental research suggests that there are significant individual differences in how fixed versus malleable people perceive the aging process possibly affecting how they envision their occupational future. We develop and test…
Implications of Generational and Age Metastereotypes for Older Adults at Work: The Role of Agency, Stereotype Threat, and Job Search Self-efficacy
This study explored how age compared with generational metastereotypes (i.e., what people think other people believe about their age group/generation) affect older adults’ sense of agency and stereotype threat and, consequently, their job search self-efficacy. We conducted an experiment including N = 183 participants between 50 and 79 years of age, asking respondents to think about either age or generational metastereotypes. We then explored the …
Why People Feel Younger: Motivational and Social-Cognitive Mechanisms of the Subjective Age Bias and Its Implications for Work and Organizations
The term subjective age bias describes the phenomenon that from adolescence to old age most people feel significantly younger or older than their chronological age. Although recent advances in life-span development research demonstrate the fundamental role of subjective age bias for well-being, performance, and health, the underlying mechanisms are not well understood. By highlighting the motivational and social-cognitive mechanisms of the subjec…
Speaking up and moving up: How voice can enhance employees' social status
A central argument in the literature on employee voice is that speaking up at work carries image risk. Challenging this assumption, we propose that voice can in fact positively affect how employees are viewed by others, thereby enhancing their social status. Using theory on status attainment and the fundamental social perception dimensions of agency and communion, we suggest that employee voice will result in higher status evaluations by increasi…
Talkin’ ‘Bout Your Generation: The Impact of Applicant Age and Generation on Hiring-Related Perceptions and Outcomes
Two scenario-based studies were conducted to explore the relative impact of a job candidate's age compared to generational membership on hiring-related perceptions and outcomes. Study 1 used paper stimulus materials and manipulated whether a job candidate was described as 60 years old, a Baby Boomer, 29 years old, or a Gen-Y/Millennial. Graduate student participants evaluated the job candidates across a number of traits and assessed their suitabi…
The Aging Worker and Person–Environment Fit
Two perspectives have been used to understand the experiences of aging workers in the workplace: the age discrimination and diversity perspective, and the relational demography perspective. We suggest that these approaches are limited and that Person–Environment (P-E) fit theory provides a broader theoretical framework that is potentially more useful, even though it has not been applied to understanding the experiences of aging workers specifical…
Speaking up and moving up: How voice can enhance employees' social status
A central argument in the literature on employee voice is that speaking up at work carries image risk. Challenging this assumption, we propose that voice can in fact positively affect how employees are viewed by others, thereby enhancing their social status. Using theory on status attainment and the fundamental social perception dimensions of agency and communion, we suggest that employee voice will result in higher status evaluations by increasi…
Why People Feel Younger: Motivational and Social-Cognitive Mechanisms of the Subjective Age Bias and Its Implications for Work and Organizations
The term subjective age bias describes the phenomenon that from adolescence to old age most people feel significantly younger or older than their chronological age. Although recent advances in life-span development research demonstrate the fundamental role of subjective age bias for well-being, performance, and health, the underlying mechanisms are not well understood. By highlighting the motivational and social-cognitive mechanisms of the subjec…
Implications of Generational and Age Metastereotypes for Older Adults at Work: The Role of Agency, Stereotype Threat, and Job Search Self-efficacy
This study explored how age compared with generational metastereotypes (i.e., what people think other people believe about their age group/generation) affect older adults’ sense of agency and stereotype threat and, consequently, their job search self-efficacy. We conducted an experiment including N = 183 participants between 50 and 79 years of age, asking respondents to think about either age or generational metastereotypes. We then explored the …
Talkin’ ‘Bout Your Generation: The Impact of Applicant Age and Generation on Hiring-Related Perceptions and Outcomes
Two scenario-based studies were conducted to explore the relative impact of a job candidate's age compared to generational membership on hiring-related perceptions and outcomes. Study 1 used paper stimulus materials and manipulated whether a job candidate was described as 60 years old, a Baby Boomer, 29 years old, or a Gen-Y/Millennial. Graduate student participants evaluated the job candidates across a number of traits and assessed their suitabi…
All set in stone? How essentialist beliefs about aging affect older workers' motivation to continue working beyond retirement age
Although population aging requires that employees increasingly work beyond traditional retirement ages, negative age stereotypes often portray older workers as unwilling or unable to work longer. However, recent lifespan developmental research suggests that there are significant individual differences in how fixed versus malleable people perceive the aging process possibly affecting how they envision their occupational future. We develop and test…
The Aging Worker and Person–Environment Fit
Two perspectives have been used to understand the experiences of aging workers in the workplace: the age discrimination and diversity perspective, and the relational demography perspective. We suggest that these approaches are limited and that Person–Environment (P-E) fit theory provides a broader theoretical framework that is potentially more useful, even though it has not been applied to understanding the experiences of aging workers specifical…
Talkin’ ‘Bout Your Generation: The Impact of Applicant Age and Generation on Hiring-Related Perceptions and Outcomes
Two scenario-based studies were conducted to explore the relative impact of a job candidate's age compared to generational membership on hiring-related perceptions and outcomes. Study 1 used paper stimulus materials and manipulated whether a job candidate was described as 60 years old, a Baby Boomer, 29 years old, or a Gen-Y/Millennial. Graduate student participants evaluated the job candidates across a number of traits and assessed their suitabi…
Speaking up and moving up: How voice can enhance employees' social status
A central argument in the literature on employee voice is that speaking up at work carries image risk. Challenging this assumption, we propose that voice can in fact positively affect how employees are viewed by others, thereby enhancing their social status. Using theory on status attainment and the fundamental social perception dimensions of agency and communion, we suggest that employee voice will result in higher status evaluations by increasi…
Implications of Generational and Age Metastereotypes for Older Adults at Work: The Role of Agency, Stereotype Threat, and Job Search Self-efficacy
This study explored how age compared with generational metastereotypes (i.e., what people think other people believe about their age group/generation) affect older adults’ sense of agency and stereotype threat and, consequently, their job search self-efficacy. We conducted an experiment including N = 183 participants between 50 and 79 years of age, asking respondents to think about either age or generational metastereotypes. We then explored the …
Why People Feel Younger: Motivational and Social-Cognitive Mechanisms of the Subjective Age Bias and Its Implications for Work and Organizations
The term subjective age bias describes the phenomenon that from adolescence to old age most people feel significantly younger or older than their chronological age. Although recent advances in life-span development research demonstrate the fundamental role of subjective age bias for well-being, performance, and health, the underlying mechanisms are not well understood. By highlighting the motivational and social-cognitive mechanisms of the subjec…
Why and when does voice lead to increased job engagement? The role of perceived voice appreciation and emotional stability
Tough times at the top: Occupational status predicts changes in job satisfaction in times of crisis
How do individuals with a higher versus lower occupational status experience major, unexpected changes to their work life? The COVID-19 pandemic has disrupted most areas of work life and, thus, provides a unique opportunity to examine changes in work attitudes in response to a worldwide crisis. We predict that individuals with higher, but not with lower occupational status showed a decline in job satisfaction during the early stages of the COVID-…
All set in stone? How essentialist beliefs about aging affect older workers' motivation to continue working beyond retirement age
Although population aging requires that employees increasingly work beyond traditional retirement ages, negative age stereotypes often portray older workers as unwilling or unable to work longer. However, recent lifespan developmental research suggests that there are significant individual differences in how fixed versus malleable people perceive the aging process possibly affecting how they envision their occupational future. We develop and test…
Debate and well-being in self-managed groups: The moderating role of divergent status perceptions
Research suggests that debate, that is, open discussion behavior in work groups, can affect group-level outcomes. Yet, little is known about how debate may affect group member well-being. Drawing from the literature on debate and open conflict norms, we hypothesize that debate and well-being are positively associated because differing views can be shared and discussed openly. Additionally, based on theories on status conflicts and diversity, we e…
Still Waters Run Deep: How Employee Silence Affects Instigated Workplace Incivility Over Time
Research has shown that employees who remain silent about important issues at work are likely to experience negative personal consequences (e.g., burnout, reduced job satisfaction). Less clear is whether silence, over time, could also lead to negative interpersonal consequences. Drawing on social identity theory, we propose that involuntary forms of silence (acquiescent and quiescent silence) lead to decreased organizational identification, which…
Oppressing leadership epistemologies: A case study of leadership education workshops at three universities
Psychology (10 works) · Social Psychology (7 works) · Sociology (7 works) · Job Satisfaction and Organizational Behavior (5 works) · Social Psychology (5 works) · Job satisfaction (4 works) · Medicine (4 works) · Perception (4 works) · Retirement, Disability, and Employment (4 works) · Affect (linguistics (3 works)