Interpersonal work context as a possible buffer against age-related stereotyping
Bibliographic Data
| ID | 11201736 |
|---|---|
| Authors | Beatrice I J M Van Der Heijden (0000-0001-8672-5368, Radboud University Nijmegen, corresponding author) |
| Year | 2018 |
| Volume | 38 |
| Issue | 1 |
| Pages | 129-165 |
| Publication date | 2018-01-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Ageing and Society (JOURNAL) |
| Journal identifiers | ISSN: 0144-686X • E-ISSN: 1469-1779 |
| Publisher | Cambridge University Press (CUP) (PUBLISHER) |
| DOI | 10.1017/s0144686x16001148 |
| OpenAlex | W2548280835 |
| Language | EN |
| Citations received | 4 |
| References cited | 162 |
This study deals with the impact of relational demography upon occupational expertise ratings, and possible moderating effects of interpersonal work context factors. The results revealed support for a decrease in supervisor ratings of occupational expertise of their subordinates as an effect of directional age difference (status-incongruence: a situation wherein a supervisor is younger than his or her subordinate). Moreover, it appeared that transformational leadership style could not moderate this effect. Dyadic tenure appeared to strengthen the negative effect of status-incongruence, yet, only in the case of a longer duration of the relationship between employee and supervisor. Both theoretical and practical implications of these outcomes are discussed
Context (archaeology) · Developmental psychology · Interpersonal communication · Interpersonal relationship · Leadership style · Management · Supervisor · Transformational leadership · Work (physics) · Gender Diversity and Inequality · Higher Education and Employability · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology
On the Interactive Effects of Objective and Subjective Age on Work Outcomes for Men and Women
Impact of Job Demands and Resources on Nurses’ Burnout and Occupational Turnover Intention Towards an Age-Moderated Mediation Model for the Nursing Profession
Sustainable career indicators in public sector employment
Workplace youngism
Leadership and performance beyond expectations
Diversity in Work Teams
Handbook of Social Psychology
Advances In Experimental Social Psychology
The concept employability
Dual-Process Models in Social and Cognitive Psychology
The relationship of age to ten dimensions of job performance.
Transformational Leadership and Job Behaviors
Organizational Demography
Employability
Age Stereotypes in the Workplace
Older workers' motivation to continue to work: five meanings of age
Effects on Impression Management on Performance Ratings
The Social Scientific Study of Leadership
Self-Concordance at Work
Impact of highly and less job-related diversity on work group cohesion and performance
Attitudes toward older and younger adults
The Changing Nature of Careers
Age discrimination in simulated employment contexts
The two faces of transformational leadership
Alternatives to Difference Scores as Dependent Variables in the Study of Congruence in Organizational Research
The Impact of High-Performance Human Resource Practices on Employees’ Attitudes and Behaviors
The interplay of boundaryless and protean careers
Development of a Leader-Member Exchange
Self‐perceived employability
The Job Demands‐Resources model
The Demographic Dividend
Relational demography within groups
The attraction paradigm
Work Group Demography, Social Integration, and Turnover
Stereotypes
"Cautions in assessing spurious "moderator effects
Stereotype Threat in Organizations
Employee performance evaluations
Relationships of participative leadership with relational demography variables
Status inconsistency in organizations
A closer look at the effects of subordinate-supervisor age differences
The boundaryless career
A time‐lagged investigation of the impact of coworker behavior on the effects of demographic dissimilarity
Attitudes Toward Younger and Older Adults
The Process of Successful Ageing
Active ageing’
The attraction hypothesis
Age Stereotyping at Work
The Effects of Supervisor and Subordinate Age on Objective Performance and Subjective Performance Ratings
Age Stereotypes and Discriminatory Attitudes towards Older Workers
Demographic Differences and Reactions to Performance Feedback
When Both Similarities and Dissimilarities Matter
Familiarity can increase stereotyping
Ability evaluation through social comparison
A variance explanation paradox
The halo effect
The Cohort as a Concept in the Study of Social Change
The empirical case for two systems of reasoning
Transformational, transactional, and laissez-faire leadership styles
When small effects are impressive
"Assessing spurious "moderator effects
| Unique citing works | 4 |
|---|---|
| Citations per year | 0,57 |
| Citation span | 2019 - 2025 (7) |
| Citation velocity | recent |
| Highly cited | No |
| Citation types | Neutral: 4 |