scholarly journals Older workers’ representation and age-based stereotype threats in the workplace

2017 ◽  
Vol 32 (3) ◽  
pp. 254-268 ◽  
Author(s):  
Eduardo Oliveira ◽  
Carlos Cabral-Cardoso
Keyword(s):  
Stereotype Threat ◽  
Older Workers ◽  
Age Groups ◽  
Manufacturing Companies ◽  
Cross Sectional ◽  
Content Type ◽  
Moderation Effect ◽  
Age Diversity ◽  
Cross Sectional Design ◽  
The Relationship

Purpose The purpose of this paper is to examine the extent to which negative age-based metastereotypes mediate the relationship between the representation of older workers and two forms of stereotype threat in the workplace: own-reputation and group-reputation. Adopting a social identity perspective, this paper also explores whether age diversity beliefs moderate the relationship between negative age-based metastereotypes and stereotype threats. Design/methodology/approach A cross-sectional design was adopted with bootstrapped mediation and moderation analyses. The data were collected from 567 older workers working in 15 manufacturing companies. Findings The analyses provide support for partial mediation and for a moderation effect of age diversity beliefs in the relationship between negative age-based metastereotypes and own-reputation threat. The results hold while controlling for age, objective organizational age diversity, and organizational tenure. Research limitations/implications The limitations of this study include its cross-sectional nature and the need for further work regarding older workers’ metastereotypes about middle-aged workers. Practical implications For stereotype threat interventions to be effective they must identify beforehand the target and the source of the threat. Moreover, interventions should aim for the development of a sense of identity on the organization as it may pave the way for members of different age groups to build bonds and for intergenerational boundaries to be blurred. Originality/value This paper contributes to the literature by showing the importance of negative age-based metastereotypes in workplace age dynamics. It also provides further support for a multi-threat approach to the experience of age-based stereotype threats in the workplace.

scholarly journals Stereotype threat and older worker’s attitudes: a mediation model

2018 ◽  
Vol 47 (1) ◽  
pp. 187-205 ◽  
Author(s):  
Eduardo Oliveira ◽  
Carlos Cabral Cardoso
Keyword(s):  
Stereotype Threat ◽  
Older Workers ◽  
Structural Equation ◽  
Work Attitudes ◽  
Equation Modeling ◽  
Mediation Model ◽  
Cross Sectional ◽  
Content Type ◽  
Negative Work ◽  
The Relationship

Purpose Taking a social identity approach, the purpose of this paper is to examine the extent to which age-based stereotype threat mediates the relationships between older workers’ negative age-based metastereotypes and two negative work attitudes: organizational disidentification and work disengagement. Design/methodology/approach A two-wave cross-sectional design was adopted to collect data from 423 blue-collar older workers of the Portuguese manufacturing sector. Structural equation modeling was used to test the mediation model. Findings The analyses show that age-based stereotype threat partially mediates the relationship between negative age-based metastereotypes and negative work attitudes. Moreover, findings suggest that older workers respond to negative age-based metastereotypes through threat reactions, and undesirable work attitudes. Originality/value This paper contributes to the literature by showing the importance of negative age-based metastereotypes and age-based stereotype threat in workplace dynamics. It also provides evidence that age threats impair the relationship older workers keep with their organization and their work.

Employees’ eldercare demands, strain, and perceived support

2015 ◽  
Vol 30 (2) ◽  
pp. 183-198 ◽  
Author(s):  
Hannes Zacher ◽  
Heiko Schulz
Keyword(s):  
Design Methodology ◽  
Self Report ◽  
Perceived Support ◽  
Use Of Self ◽  
Cross Sectional ◽  
Content Type ◽  
Cross Sectional Design ◽  
The Relationship ◽  
Practical Implications ◽  
Employed Caregivers

Purpose – In many countries, both the number of older people in need of care and the number of employed caregivers of elderly relatives will increase over the next decades. The purpose of this paper is to examine the extent to which perceived organizational, supervisor, and coworker support for eldercare reduce employed caregivers’ strain and weaken the relationship between eldercare demands and strain. Design/methodology/approach – Survey data were collected from 100 employed caregivers from one organization. Findings – Results showed that eldercare demands were positively related to strain, and perceived organizational eldercare support (POES) was negatively related to strain. In addition, high POES weakened the relationship between eldercare demands and strain. Research limitations/implications – The cross-sectional design and use of self-report scales constitute limitations of the study. Practical implications – POES is a resource for employed caregivers, especially when their eldercare demands are high. Originality/value – This research highlights the relative importance of different forms of perceived support for reducing employed caregivers’ strain and weakening the relationship between eldercare demands and strain.

Personality and boredom at work: the mediating role of job crafting

2019 ◽  
Vol 24 (4) ◽  
pp. 315-330
Author(s):  
Bogdan Oprea ◽  
Dragos Iliescu ◽  
Vlad Burtăverde ◽  
Miruna Dumitrache
Keyword(s):  
Job Crafting ◽  
Negative Consequences ◽  
Cross Sectional ◽  
Content Type ◽  
Work Related ◽  
Mediating Role ◽  
Cross Sectional Design ◽  
The Individual ◽  
The Relationship

Purpose Boredom at work is associated with negative consequences, therefore it is important to investigate whether employees engage in job crafting behaviors that reduce boredom and what are the individual differences associated with these behaviors. The paper aims to discuss these issues. Design/methodology/approach A questionnaire study was designed to examine the mediating role of job crafting in the relationship between conscientiousness and emotional stability and boredom among 252 employees (Study 1) and in the relationship between Machiavellianism and psychopathy and boredom among 216 employees (Study 2). Findings The results showed that conscientiousness is negatively related to work-related boredom. This relationship is mediated by job crafting. Neuroticism and psychopathy are positively associated with boredom at work, but these relationships are not mediated by job crafting behaviors. Research limitations/implications The study was based on self-reported measures, which might raise questions of common-method bias, and the research samples contained mostly women and young employees, which raises questions about generalizability of our findings. At the same time, the cross-sectional design does not allow causal inferences. Practical implications Organizations can select employees based on their personality for jobs that predispose to boredom and give them enough autonomy to be able to craft them. Moreover, they can identify employees who need support to manage their boredom and include them in job crafting interventions. Originality/value Traditionally, boredom at work has been considered as resulting from characteristics of tasks and jobs. The findings indicate that some employees can make self-initiated changes to their work in order to reduce their boredom and possibly its negative consequences.

The impact of teaching-research conflict on job burnout among university teachers

2019 ◽  
Vol 31 (1) ◽  
pp. 76-90
Author(s):  
Yongzhan Li ◽  
Yongxin Li ◽  
Gloria Castaño
Keyword(s):  
Small Sample ◽  
Job Burnout ◽  
Personal Accomplishment ◽  
Cross Sectional ◽  
Content Type ◽  
University Teachers ◽  
Teaching Research ◽  
Cross Sectional Design ◽  
The Impact ◽  
The Relationship

Purpose To fill the previous research gap, focusing on two constructs, i.e. perceived supervisor support (PSS) and psychological capital (PsyCap), this study aims to explore the mechanism underlying the relationship between teaching–research conflict (TRC) and job burnout among university teachers using the lens of job demands–resources (JD-R) model. Design/methodology/approach First, theoretically grounded hypotheses linking teaching–research conflict, PSS and PsyCap to job burnout were formulated. Then, a cross-sectional design was used to test the theoretical model presented in this study. Findings The results showed that TRC was positively linked to emotional exhaustion (EE) and depersonalization (DP), but negatively linked to personal accomplishment; PSS moderated the effect of TRC on both EE and DP but did not act as a moderator in the relationship between TRC and personal accomplishment; and PsyCap moderated the effect of TRC on all the three dimensions of job burnout. Research limitations/implications Given that the data were collected from single-source, the study was vulnerable to the common method variance. Besides, the relative small sample size limits the representativeness of the sample. Moreover, the cross-sectional design cannot confirm causal relationship between variables. Despite these limitations, the findings of this research can potentially inform effective interventions aimed at reducing the effect of TRC on job burnout among university teachers. Originality/value Based on the JD-R model, PSS and PsyCap are used to explore the effect of TRC on job burnout for the first time.

The relationship between management’s commitment and effective safety and health committees in Malaysia

2017 ◽  
Vol 39 (2) ◽  
pp. 204-222 ◽  
Author(s):  
Ummu Kolsome Farouk
Keyword(s):  
Past Research ◽  
Active Management ◽  
Manufacturing Companies ◽  
Perceived Effectiveness ◽  
Cross Sectional ◽  
Content Type ◽  
Safety And Health ◽  
Management Commitment ◽  
Legislative Framework ◽  
The Relationship

Purpose The purpose of this paper is to study the relationship between management’s commitment and effective occupational safety and health committees (OSHCs), which are a form of representative employee involvement in Malaysia. Design/methodology/approach Using data from a survey of 231 manufacturing companies in Malaysia, the study empirically examines both passive and active management commitment and its relationships with the perceived effectiveness of OSHCs. Findings Respondents to the survey, who were members of OSHCs, felt that both passive and active management commitments had significant, positive relationships with OSHCs’ perceived effectiveness, with active management commitment having a stronger relationship with the dependent variable – the effectiveness of OSHCs. All three variables were perceived to be at the medium level, with active management commitment recording the lowest mean value. Research limitations/implications The research is limited by the fact that it is cross-sectional. However, this allows its findings to be placed in the context of past research, underpinned by Malaysia’s manufacturing sector and legislative framework. Practical implications This paper provides suggestions for how the perceived effectiveness of OSHCs can be improved in the Malaysian context. Originality/value This study conceptualises management’s commitment in terms of passive and active commitment, given the context of the current legislative framework, and it addresses the relationships between both types of management commitment and the effectiveness of OSHCs, in the heretofore-unexamined Malaysian manufacturing context.

The moderating effect of motivations on the relationship between obtaining ISO 9001 certification and organizational performance

2015 ◽  
Vol 27 (5) ◽  
pp. 503-518 ◽  
Author(s):  
Changiz Valmohammadi ◽  
Mohsen Kalantari
Keyword(s):  
Organizational Performance ◽  
Structural Equation ◽  
Iso 9000 ◽  
Equation Model ◽  
Service Industries ◽  
Iso 9001 ◽  
Manufacturing Companies ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship

Purpose – The purpose of this paper is threefold, first to investigate if ISO 9001 certified companies in an Iranian province (Kermanshah) perform better than non-certified ISO 9001. Second, what is the main motivation of the manufacturing companies of Kermanshah province on obtaining ISO 9001 certification, i.e., internal or external motivations. And finally, if ISO 9001 certified companies with high scores of internal motivations, show better levels of performance in comparison with certified companies obtaining low scores of internal motivations. Design/methodology/approach – A survey questionnaire was distributed to the 350 companies with ISO 9000 certification, and a total of 287 usable responses were returned. Using a structural equation model, this study empirically examines the relationship between ISO 9000 implementation and firm performance, and the moderating role of firm motivation on organizational performance. Findings – The results demonstrate that ISO 9001 certified companies show better organizational performance than non-certified ISO 9001 companies and internal motivations play more important role on obtaining ISO 9001 certificate than external motivations. Also ISO 9001 certified companies with high scores of internal motivations show better levels of performance than those ISO 9001 certified companies with low scores of internal motivations. Research limitations/implications – The sample is restricted to only a single region and manufacturing, so it would be strongly recommended that data be gathered from various parts of Iran including both manufacturing and service industries. As in this study the data gathered were cross-sectional, it is recommended in order to gain deeper understanding of the cause-and-effect relationship among the variables data to be gathered longitudinally. Originality/value – This study represents a first attempt to construct a conceptual framework that integrates the motivations behind implementing ISO 9000 certification, and ISO 9000 performance in the context of Iran and gives a particular focus on the Iran manufacturing companies.

The impact of supervisor humor on newcomer adjustment

2016 ◽  
Vol 37 (4) ◽  
pp. 540-554 ◽  
Author(s):  
Panagiotis Gkorezis ◽  
Eugenia Petridou ◽  
Katerina Lioliou
Keyword(s):  
Design Methodology ◽  
Self Report ◽  
Hierarchical Regression ◽  
Cross Sectional ◽  
Content Type ◽  
Relational Identification ◽  
Cross Sectional Design ◽  
The Impact ◽  
The Relationship

Purpose – Substantial research has examined the pivotal role of supervisor positive humor in generating employee outcomes. To date, though, little is known about the relationship between supervisor humor and newcomers’ adjustment. The purpose of this paper is to contribute to this gap by examining the effect of supervisor positive humor on newcomers’ adjustment. In doing so, the authors highlighted relational identification with the supervisor as a mediating mechanism that explains the aforementioned association. Design/methodology/approach – Data were drawn from 117 newcomers. In order to collect the data the authors used the snowball method. Also, hierarchical regression analysis was conducted. Findings – The results demonstrated that supervisor positive humor affects employees’ relational identification with the supervisor which, in turn, positively relates to newcomers’ adjustment. Research limitations/implications – Data were collected using a cross-sectional design and, therefore, the authors cannot directly assess causality. Moreover, the authors used self-report measures which may strengthen the causal relationships. Originality/value – To the best of the knowledge, this is the first study that illustrates the role of supervisor humor in enhancing both newcomers’ relational identification and adjustment.

scholarly journals Older workers: stereotypes and occupational self-efficacy

2016 ◽  
Vol 31 (7) ◽  
pp. 1152-1166 ◽  
Author(s):  
Rita Chiesa ◽  
Stefano Toderi ◽  
Paola Dordoni ◽  
Kene Henkens ◽  
Elena Maria Fiabane ◽  
...  
Keyword(s):  
Older Workers ◽  
Self Efficacy ◽  
Age Groups ◽  
Three Dimensional ◽  
Dimensional Structure ◽  
Age Stereotypes ◽  
Content Type ◽  
Moderator Role ◽  
The Relationship ◽  
Organizational Age

Purpose The purpose of this paper is to explore the relationship between organizational age stereotypes and occupational self-efficacy. First, the authors intend to test the measurement invariance of Henkens’s (2005) age stereotypes scale across two age group, respectively, under 50 and 50 years and older. Then, the moderator role of age groups in the relationship between age stereotypes and occupational self-efficacy is investigated. Design/methodology/approach The survey involved a large sample of 4,667 Italian bank sector’s employees. Findings The results show the invariance of the three dimensional structure of organizational stereotypes towards older workers scale: productivity, reliability and adaptability. Furthermore, the moderation is confirmed: the relationship between organizational age stereotypes and occupational self-efficacy is significant only for older respondents. Research limitations/implications Future studies should aim to replicate the findings with longitudinal designs. Practical implications The study suggests the importance to emphasize the positive characteristics of older workers and to reduce the presence of negative age stereotypes in the workplace, especially in order to foster the occupational self-efficacy of older workers. Originality/value The findings are especially relevant in view of the lack of evidence about the relationship between age stereotypes and occupational self-efficacy.

scholarly journals Entrepreneurs’ optimism, cognitive style and persistence

2016 ◽  
Vol 22 (1) ◽  
pp. 84-108 ◽  
Author(s):  
Samuel Adomako ◽  
Albert Danso ◽  
Moshfique Uddin ◽  
John Ofori Damoah
Keyword(s):  
Cognitive Style ◽  
Longitudinal Design ◽  
Moderating Effects ◽  
Causal Inferences ◽  
Cross Sectional ◽  
Policy Makers ◽  
Content Type ◽  
Cross Sectional Design ◽  
Entrepreneurial Decision ◽  
The Relationship

Purpose – The purpose of this paper is to examine the moderating effects of cognitive style dimensions on the relationship between entrepreneurs’ optimism and persistence. Design/methodology/approach – This theoretically derived research model is empirically validated using survey data from 198 small and medium-sized enterprises in Ghana. Findings – The study’s empirical findings are that the relationship between entrepreneurs’ optimism and entrepreneurial persistence is enhanced at higher levels of cognitive planning and creating styles. Somewhat interestingly, cognitive knowing style negatively moderates the relationship between optimism and entrepreneurial persistence. Research limitations/implications – The cross-sectional design of the study does not permit causal inferences to be made regarding the variables examined. Future studies may use longitudinal design to examine the causal links of the variables. Practical implications – The results of this paper can assist entrepreneurs and policy-makers in understanding the dynamics and processes involved in entrepreneurial decision making. The understanding of this issue can promote the development and maintenance of entrepreneurial ventures. Originality/value – The paper has a strong theoretical value as it relies on cognitive explanations of human behaviour, and seeks to advance the theoretical field by demonstrating the value of cognitive style within the domain of entrepreneurship.

Age and job-specific skill obsolescence: the moderating effects of human resource practices

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Lin-Yang Yue ◽  
Wei-de Huang
Keyword(s):  
Regression Models ◽  
Knowledge Workers ◽  
Moderating Effects ◽  
Cross Sectional ◽  
Content Type ◽  
Hr Practices ◽  
Workforce Aging ◽  
Specific Skill ◽  
Cross Sectional Design ◽  
The Relationship

PurposeThis paper aims to examine the J-shaped relationship between age and job-specific skill obsolescence (JSSO), and the differential moderating effects of development and maintenance HR practices on this relationship.Design/methodology/approachRegression models of survey data obtained from a sample of 722 Chinese knowledge workers were used to test the hypotheses.FindingsThe results show that among women age and JSSO are J-shaped related and the relationship weakens under high development HR practices; while among men the J-shaped age-JSSO relation is significant only under low maintenance HR practices.Research limitations/implicationsThis research is subject to the cross-sectional design, and the sample is restricted to knowledge workers.Originality/valueThis study advances previous studies that hold a linear (positive or negative) age-JSSO relationship by theorizing and testing a J-shaped one. The differentiated moderating effects of two bundles of HR practices proved improves our knowledge about how to use HR practices appropriately to sustain employee work competency in the context of workforce aging.

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