Age Stereotypes in the Workplace: Common Stereotypes, Moderators, and Future Research Directions†

By Richard A. Posthuma, M. Campion. 2009

1,012 citations recorded by the source corpus.

Subfields: Demography, Neuropsychology and Physiological Psychology, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/e918eabe81ee11257e68502518c82fda256c1b31

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Citations in the corpus

Work design for different generational cohorts : Determining common and idiosyncratic job characteristics (2014, background): “Smola and Sutton, 2002; Giancola, 2006; Lawler, 2011), while empirical findings related to generational differences are still rare and non-conclusive (e.g. Cennamo and Gardner, 2008; Dries et al., 2008; Macky et al., 2008; Twenge and Campbell, 2008; Posthuma and Campion, 2009; Deal et al., 2010; Hof”
Idiosyncratic Deals and Organizational Commitment. (2010, background): “Historically, older workers face some barriers to entry and adverse treatment on the job (Posthuma & Campion, 2009; Weiss & Maurer, 2004) which affect not only how older workers are viewed by colleagues, but also how older workers view themselves.”
Service employees and self-verification: The roles of occupational stigma consciousness and core self-evaluations (2014, background): “An individual’s gender, race (1 = Caucasian; 0 = Minority), and age are attributes that may be stigmatized by the public or in the workplace (Berdahl and Moore, 2006; Posthuma and Campion, 2009) and could contribute to participants’ perceptions that their jobs are stigmatized.”
Gone Fishing: I–O Psychologists' Missed Opportunities to Understand Marginalized Employees' Experiences With Discrimination (2013, background): “Despite the fact that many of the stereotypes are not true (particularly those related to job performance; for a review, see Posthuma & Campion, 2009), these stereotypes may impact older workers’ willingness to participate in training by reducing their self-efficacy in this domain (Maurer, 2001).”
The Risks of Ageism Model: How Ageism and Negative Attitudes toward Age Can Be a Barrier to Active Aging (2017, background): “Age stereotypes that tend to favor younger workers are particularly prevalent in certain industries, such as finance, insurance, advertising, retail, and information technology/computing (Posthuma & Campion, 2008).”
Goals and motivation related to work in later adulthood: An organizing framework (2013, background): “…at work document the influence of work-unit age norms, social support, and negative age-stereotyping on older worker motivation and performance (Posthuma & Campion, 2009), there are few studies examining the functional equivalents of such factors (e.g., socio-cultural norms; age bias in…”
Motivating Employees to Work Beyond Retirement: A Multi‐Level Study of the Role of I‐Deals and Unit Climate (2012, background): “Many employers may have the stereotypical view that older workers are looking forward to retirement, while in fact many older workers would be willing to work after retirement (Greller and Stroh, 2004; Posthuma and Campion, 2009).”