- Title
- Age-based stereotype threat and work outcomes: stress appraisals and rumination as mediators
- Creator
- von Hippel, Courtney; Kalokerinos, Elise K.; Haanterä, Katri; Zacher, Hannes
- Relation
- Psychology and Aging Vol. 34, Issue 1, p. 68-84
- Publisher Link
- http://dx.doi.org/10.1037/pag0000308
- Publisher
- American Psychological Association (APA)
- Resource Type
- journal article
- Date
- 2019
- Description
- Both older and younger employees experience age-based stereotype threat in the workplace, but only older employees appear to be vulnerable to disengagement as a consequence. The present study examines 2 mechanisms that might explain this age difference: (a) stress appraisals of challenge and hindrance and (b) rumination. Using a weekly diary study design over 5 weeks, 280 employees across the life span (aged between 18 and 66 years), completed 1,288 weekly surveys. Work outcomes examined were job satisfaction, job engagement, affective organizational commitment, workplace well-being, and intentions to quit. Results showed that while both older and younger employees experienced age-based stereotype threat, it was uniquely problematic for older employees. Furthermore, challenge appraisals mediated the relationships between age-based stereotype threat and job engagement, commitment, and intentions to quit among older, but not younger, employees. Rumination mediated the relationships between age-based stereotype threat and job satisfaction, commitment, well-being, and intentions to quit among older, but not younger, employees. These findings suggest that stereotype threat might be detrimental to work outcomes because older employees are less likely to appraise stereotype threat as a challenge, and more likely to ruminate when they experience stereotype threat. (PsycINFO Database Record (c) 2019 APA, all rights reserved).
- Subject
- life span; workplace; rumination; stereotype
- Identifier
- http://hdl.handle.net/1959.13/1414516
- Identifier
- uon:36759
- Identifier
- ISSN:0882-7974
- Language
- eng
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