Show simple item record

dc.contributor.authorDiekman, Amanda B.en_US
dc.contributor.authorHirnisey, Leighen_US
dc.date.accessioned2010-07-01T15:40:59Zen_US
dc.date.accessioned2013-07-10T15:08:30Z
dc.date.available2010-07-01T15:40:59Zen_US
dc.date.available2013-07-10T15:08:30Z
dc.date.issued2010-07-01T15:40:59Zen_US
dc.identifier.uri
dc.identifier.urihttp://hdl.handle.net/2374.MIA/4397en_US
dc.description.abstractThree 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.subjectageismen
dc.subjectstereotypesen
dc.subjectprejudiceen
dc.subjectdiscriminationen
dc.subjectsocial rolesen
dc.titleThe Effect of Context on the Silver Ceiling: A Role Congruity Perspective on Prejudiced Responsesen
dc.typeTexten_US
dc.contributor.emailen
dc.date.published2007en_US


Files in this item

Thumbnail

This item appears in the following Collection(s)

Show simple item record