The secret power of criminal organizations: a social psychological approach
In: SpringerBriefs in psychology
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In: SpringerBriefs in psychology
In: European journal of work and organizational psychology: the official journal of The European Association of Work and Organizational Psychology, Band 31, Heft 4, S. 510-523
ISSN: 1464-0643
In: Journal of social issues: a journal of the Society for the Psychological Study of Social Issues, American Psychological Association, Band 72, Heft 1, S. 105-121
ISSN: 1540-4560
Across the world, people are required, or want, to work until an increasingly old age. But how might prospective employers view job applicants who have skills and qualities that they associate with older adults? This article draws on social role theory, age stereotypes and research on hiring biases, and reports three studies using age‐diverse North American participants. These studies reveal that: (1) positive older age stereotype characteristics are viewed less favorably as criteria for job hire, (2) even when the job role is low‐status, a younger stereotype profile tends to be preferred, and (3) an older stereotype profile is only considered hirable when the role is explicitly cast as subordinate to that of a candidate with a younger age profile. Implications for age‐positive selection procedures and ways to reduce the impact of implicit age biases are discussed.
In: Social issues and policy review: SIPR, Band 11, Heft 1, S. 195-231
ISSN: 1751-2409
The World Health Organization's (WHO) active aging framework recognizes that age barriers and ageism need to be removed in order to increase potential for active aging. However, there has been little empirical analysis of ways in which ageism and attitudes toward age impact on active aging. This article sets out the Risks of Ageism Model (RAM) to show how ageism and attitudes toward age can impact the six proposed determinants of active aging via three pathways; (1) stereotype embodiment, the process through which stereotypes are internalized and become self‐relevant, (2) stereotype threat, the perceived risk of conforming to negative stereotypes about one's group, and (3) age discrimination, unfair treatment based on age. Active aging policies are likely to be more successful if they attend to these three pathways when challenging ageism and negative attitudes toward age.
In: Work, aging and retirement, Band 8, Heft 4, S. 331-334
ISSN: 2054-4650