Keywords

Age discrimination, discrimination, ageism, age type, age type, stereotypes, age stereotypes, prototype matching, prototyping, career timetables, cosmetic surgery, older workers, older worker, job stereotypes, job type, adaptation, adaptations, hiding age, age concealment, concealing age, old type, old typed, young type, young typed

Abstract

This study sought to explore the challenges faced by older workers who do not fit the age-type of their jobs and how older workers adapt to overcome those challenges. Specifically, I surveyed a national sample of 227 workers 50 years of age and older, in a wide variety of jobs, on measures of perceived age discrimination and adaptation behaviors. I found that fit, as determined by career timetables theory, but not prototype matching theory, successfully predicted perceived age discrimination. Specifically, more age discrimination was perceived when fewer older workers occupied a job. Additionally, multiple regression analysis showed that career timetables theory, prototype matching theory, and measures of perceived discrimination interacted to predict adaptation behaviors. That is, older workers made more efforts appear younger at work when they perceived age discrimination in jobs occupied by fewer older workers and older women expressed greater desires to appear younger at work when they perceived age discrimination in jobs viewed as more appropriate for younger workers. Although older workers made a wide variety of efforts to appear younger at work, from changing the way they dressed to undergoing surgical procedures, the adaptation efforts believed to be the most effective against age discrimination were more oriented toward enhancing job performance than one’s appearance. It is especially troubling that greater perceived age discrimination was found in young-typed jobs (than in old-typed jobs) given that the number of older workers occupying young-typed jobs is expected to rapidly grow in the near future and perceived discrimination is associated with mental and physical consequences for older adults. Understanding effective adaptations to age discrimination is a valuable first step in helping older workers overcome the iv disadvantages they may face in the workplace, especially when they occupy young-typed jobs. Implications for theory and research are discussed

Notes

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Graduation Date

2013

Semester

Fall

Advisor

Fritzsche, Barbara

Degree

Doctor of Philosophy (Ph.D.)

College

College of Sciences

Department

Psychology

Degree Program

Psychology; Industrial and Organizational

Format

application/pdf

Identifier

CFE0005050

URL

http://purl.fcla.edu/fcla/etd/CFE0005050

Language

English

Release Date

12-15-2016

Length of Campus-only Access

3 years

Access Status

Doctoral Dissertation (Open Access)

Subjects

Dissertations, Academic -- Sciences, Sciences -- Dissertations, Academic

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