Age and Gender Stereotypes: New Challenges in a Changing Workplace and Workforce

By S. DeArmond, Mary G. Tye, Peter Y. Chen, Autumn D. Krauss, D. A. Rogers, E. Sintek. 2006

109 citations recorded by the source corpus.

Subfields: Demography, Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/6e4dbd5287b151933a84c41a27519fdf65599af1

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Citations in the corpus

Islamic Work Ethic, innovative work behaviour, and adaptive performance: the mediating mechanism and an interacting effect (2017, methodology): “Leader respondents completed the six-item, adaptive performance questionnaire developed by Pulakos et al. (2000) which had been employed in prior organizational research (DeArmond et al., 2006; Han & Williams, 2008).”
(In)validating Stereotypes About Older Workers Influences Their Intentions to Retire Early and to Learn and Develop (2010, unknown): “Research on stereotypes about older individuals in the workplace has supported mixed content of age-related stereotypes (Chiu, Chan, Snape, & Redman, 2001; DeArmond et al., 2006; Finkelstein & Farrell, 2007; McCann & Giles, 2002; Shore & Goldberg, 2005).”
Diversity in organizations: Where are we now and where are we going? (2009, background): “The predominant theoretical models are older worker stereotypes (DeArmond et al., 2006; Maurer & Rafuse, 2001), social identity and relational demography (Ostroff, Atwater, & Feinberg, 2004), age discrimination (Perry, Simpson, NicDomhnaill, & Siegel, 2003), career timetables (Perry, Kulik, & Zhou,…”
Age discrimination in the workplace: Identifying as a late-career worker and its relationship with engagement and intended retirement age (2014, background): “Characterized by negative attitudes and behaviors toward an individual solely based on chronological age (Greenberg, Schimel, & Martens, 2002), workplace age discrimination stems from stereotypes of older workers being mentally and physically in decline, less adaptable, unwilling to be trained, and ”