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- Buffers or boosters? The role of HRM practices in older workers’ experience of stereotype threatPublication . Oliveira, Eduardo André da Silva; Cabral-Cardoso, Carlos JoséBuilding on the social identity approach and the HRM literature, this two-wave cross-sectional study examined the effects of negative age-based metastereotypes on the age-based stereotype threat experience of older workers and on organizational disidentification. The moderator role of HRM practices in the relationship between negative age-based metastereotypes and age-based stereotype threat was also investigated. Older workers survey results (n = 469) from 14 manufacturing companies indicated that negative age-based metastereotypes correlate positively with stereotype threat. Moderation results showed that age-awareness HRM practices (training for older workers) reinforced age-based stereotype threat, whereas general HRM practices (recognition and respect) impaired it. The article suggests that the combination of age-based metastereotypes with a stereotype threat framework contributes to further understand older workers' beliefs and attitudes. It also indicates that to be effective, HRM practices should emphasize positive social identities older workers share with their colleagues, rather than giving older workers special treatment that may, after all, reinforce stigmatization.
- Stereotype threat and older worker’s attitudes: a mediation modelPublication . Oliveira, Eduardo; Cardoso, Carlos CabralPorpose - 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.
- Older workers’ representation and age-based stereotype threats in the workplacePublication . Oliveira, Eduardo; Cabral-Cardoso, CarlosPurpose 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 etastereotypes 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.