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The Effect of Context on the Silver Ceiling: A Role Congruity Perspective on Prejudiced Responses

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dc.contributor.author Diekman, Amanda B. en_US
dc.contributor.author Hirnisey, Leigh en_US
dc.date.accessioned 2010-07-01T15:40:59Z en_US
dc.date.accessioned 2013-07-10T15:08:30Z
dc.date.available 2010-07-01T15:40:59Z en_US
dc.date.available 2013-07-10T15:08:30Z
dc.date.issued 2010-07-01T15:40:59Z en_US
dc.identifier.uri
dc.identifier.uri http://hdl.handle.net/2374.MIA/4397 en_US
dc.description.abstract Three studies examined role incongruity as a source of age bias in hiring decisions. Building upon previous research demonstrating contextual variation in prejudice, we predicted that prejudiced responses emerge particularly in contexts where group stereotypes misalign with the requirements of social roles. Findings indicate that (a) older workers are particularly penalized in occupational contexts that are quickly changing; (b) older workers are perceived as less adaptable than younger workers; and (c) the tendency to prefer younger than older workers more for a dynamic than a stable company is mediated by perceptions of adaptability. Finally, adaptability perceptions better predicted hiring bias than did global evaluations of older people and levels of contact with older people. These experiments provide initial evidence that perceived fit to roles is a determinant of contextual variation in prejudiced responses. en
dc.subject ageism en
dc.subject stereotypes en
dc.subject prejudice en
dc.subject discrimination en
dc.subject social roles en
dc.title The Effect of Context on the Silver Ceiling: A Role Congruity Perspective on Prejudiced Responses en
dc.type Text en_US
dc.contributor.email en
dc.date.published 2007 en_US


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