Workplace Ageism: Discovering Hidden Bias

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dc.contributor.authorMalinen, Sanna
dc.contributor.authorJohnston L
dc.date.accessioned2024-09-18T01:28:47Z
dc.date.available2024-09-18T01:28:47Z
dc.date.issued2013
dc.description.abstractBackground/Study Context: Research largely shows no performance differences between older and younger employees, or that older workers even outperform younger employees, yet negative attitudes towards older workers can underpin discrimination. Unfortunately, traditional "explicit" techniques for assessing attitudes (i.e., self-report measures) have serious drawbacks. Therefore, using an approach that is novel to organizational contexts, the authors supplemented explicit with implicit (indirect) measures of attitudes towards older workers, and examined the malleability of both. Methods: This research consists of two studies. The authors measured self-report (explicit) attitudes towards older and younger workers with a survey, and implicit attitudes with a reaction-time-based measure of implicit associations. In addition, to test whether attitudes were malleable, the authors measured attitudes before and after a mental imagery intervention, where the authors asked participants in the experimental group to imagine respected and valued older workers from their surroundings. Results: Negative, stable implicit attitudes towards older workers emerged in two studies. Conversely, explicit attitudes showed no age bias and were more susceptible to change intervention, such that attitudes became more positive towards older workers following the experimental manipulation. Conclusion: This research demonstrates the unconscious nature of bias against older workers, and highlights the utility of implicit attitude measures in the context of the workplace. In the current era of aging workforce and skill shortages, implicit measures may be necessary to illuminate hidden workplace ageism. © 2013 Taylor and Francis Group, LLC.
dc.identifier.citationMalinen S, Johnston L (2013). Workplace Ageism: Discovering Hidden Bias. Experimental Aging Research. 39(39). 445-465.
dc.identifier.doihttp://doi.org/10.1080/0361073X.2013.808111
dc.identifier.issn0361-073X
dc.identifier.issn1096-4657
dc.identifier.urihttps://hdl.handle.net/10092/107578
dc.languageeng
dc.publisherInforma UK Limited
dc.rightsAll rights reserved unless otherwise stated
dc.rights.urihttp://hdl.handle.net/10092/17651
dc.subjectHumans
dc.subjectData Collection
dc.subjectAttitude
dc.subjectAssociation
dc.subjectAdolescent
dc.subjectAdult
dc.subjectMiddle Aged
dc.subjectWorkplace
dc.subjectFemale
dc.subjectMale
dc.subjectYoung Adult
dc.subjectAgeism
dc.subjectImagery, Psychotherapy
dc.subject.anzsrc35 - Commerce, management, tourism and services::3505 - Human resources and industrial relations::350502 - Employment equity and diversity
dc.subject.anzsrc35 - Commerce, management, tourism and services::3505 - Human resources and industrial relations::350503 - Human resources management
dc.subject.anzsrc35 - Commerce, management, tourism and services::3505 - Human resources and industrial relations::350506 - Workforce planning
dc.subject.anzsrc52 - Psychology::5201 - Applied and developmental psychology::520104 - Industrial and organisational psychology (incl. human factors)
dc.subject.anzsrc44 - Human society::4410 - Sociology::441015 - Sociology of the life course
dc.titleWorkplace Ageism: Discovering Hidden Bias
dc.typeJournal Article
uc.collegeUC Business School
uc.departmentManagement, Marketing and Tourism
uc.departmentDeputy Vice-Chancellor - Research
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