Ageism in the workplace: A communication perspective.

By R. McCann, Howard Giles. 2002

217 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/dad45e37650fdaba4498fba12fbe522dc09daef9

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Citations in the corpus

Predicting employee engagement in an age‐diverse retail workforce (2011, background): “Perhaps the message for managers, rather than tooling up on new competencies for managing older workers, is to overcome damaging and pernicious perceptions that they are less energetic about the work and disinterested in learning (McCann & Giles, 2002).”
Older workers motivation to continue to work: five meanings of age: A conceptual review (2008, background): “Further, Hwalek, Firestone, and Hoffman (1982) have argued that the social pressure resulting from age norms is the strongest factor in the aging process and the decision to retire (see also McCann & Giles, 2002).”
The sociality of personal and collective nostalgia (2019, background): “Older adults are seen as incompetent (North & Fiske, 2015), and are discriminated against by employers (McCann & Giles, 2002) and medical professionals (Bowling, 2007) alike.”
Stereotyping Older Workers and Retirement: The Managers' Point of View* (2006, background): “One of the more pervasive beliefs in today’s workplace is that older workers should retire somewhere in their mid-fifties or early sixties (Joulain & Mullet, 2001; McCann & Giles, 2003; Van Dalen & Henkens, 2005).”
The dynamics of warmth and competence judgments, and their outcomes in organizations (2011, result): “In contrast, empirical studies have shown that older employees exhibit at least as much, and sometimes more, job competence than younger employees (McCann & Giles, 2002).”
Ageism in the Workplace: The Role of Psychosocial Factors in Predicting Job Satisfaction, Commitment, and Engagement (2016, background): “Ageism in the workplace in particular continues to be a worldwide problem (e.g., McCann & Giles, 2002).”
When a “worker” becomes an “older worker”: The effects of age‐related social identity on attitudes towards retirement and work (2008, background): “However, from the moment they are categorized as “older workers”, individuals become potential targets for prejudice and discrimination related to ageing (Duncan, 2001; McCann and Giles, 2002).”
A conceptual analysis of Ageism (2009, unknown): “McGowan, T.G. (1996). Ageism and Discrimination. In V.W. Marshall, T.R. Cole, A. Svanborg, E.J. Masoro, K.W. Schaie & J.E. Birren (Eds.), Encyclopedia of Gerontology: Age, Aging, and the Aged (pp. 71-80). San Diego: Academic Press. McHugh, K.E. (2003). Three faces of ageism: society, image and place”
Mind matters: cognitive and physical effects of aging self-stereotypes. (2003, unknown): “Similarly, even when younger workers have regular contact with older workers, they tend to cling to the inaccurate stereotype that older workers tend to be less productive than younger workers (Finkelstein, Burke, & Raju, 1995; McCann & Giles, 2002).”
Warmth and Competence As Universal Dimensions of Social Perception: The Stereotype Content Model and the BIAS Map (2008, background): “These stereotypes persist even though several studies show that older employees exhibit at least as much, and sometimes more, competence on the job compared to younger employees (McCann and Giles, 2002).”
This Old Stereotype: The Pervasiveness and Persistence of the Elderly Stereotype (2005, background): “Survey data indicate that a large number of unemployed older Americans would rather be working but are unable to find jobs (McCann & Giles, 2002).”
On the relationships among work characteristics and learning-related behavior: Does age matter? (2009, background): “…have argued that the social pressure resulting from age norms is the strongest factor in the aging process and the decision to retire (see also McCann & Giles, 2002), and therefore these psychosocial variables should be included in future studies on the relationships between work and…”