In this study we aim to analyze the combined effect of age-based and gender stereotype threat on work identity processes (and in particular on authenticity and organizational identification) and on work performance (self-rating performance). The research utilizes an ample sample of over fifty-year-old workers from diverse organizations in Italy. Using a person-centered approach four clusters of workers were identified: low in both age-based and gender stereotype threat (N = 4,689), high in gender and low in age-based stereotype threat (N = 1,735), high in age-based and low in gender stereotype threat (N = 2,013) and high in both gender and age-based stereotype threat (N = 758). Gender was significantly associated with these clusters and women were more frequently present in those groups with high gender stereotype threat. ANOVA results show that workers in the last two clusters score significantly lower in authenticity, organizational identification and self-rate performance. All in all, if ageism is undoubtedly problematic for older workers’ identity processes, ageism and gender-stereotypes represent a double risk for women over fifty in the workplace. The analysis of the results can be beneficial both for the theoretical advancement and for the practical insights offered in the organizational and management field, where new policies of HR management can be elaborated, in order to value and to improve the workers experience.

Manzi, C., Sorgente, A., Reverberi, E., Tagliabue, S., Gorli, M., Double Jeopardy-Analyzing the Combined Effect of Age and Gender Stereotype Threat on Older Workers, <<FRONTIERS IN PSYCHOLOGY>>, 2021; 11 (11): 3719-3721. [doi:10.3389/fpsyg.2020.606690] [http://hdl.handle.net/10807/167163]

Double Jeopardy-Analyzing the Combined Effect of Age and Gender Stereotype Threat on Older Workers

Manzi;Claudia; Sorgente;Angela; Reverberi;Eleonora; Tagliabue;Semira; Gorli
2021

Abstract

In this study we aim to analyze the combined effect of age-based and gender stereotype threat on work identity processes (and in particular on authenticity and organizational identification) and on work performance (self-rating performance). The research utilizes an ample sample of over fifty-year-old workers from diverse organizations in Italy. Using a person-centered approach four clusters of workers were identified: low in both age-based and gender stereotype threat (N = 4,689), high in gender and low in age-based stereotype threat (N = 1,735), high in age-based and low in gender stereotype threat (N = 2,013) and high in both gender and age-based stereotype threat (N = 758). Gender was significantly associated with these clusters and women were more frequently present in those groups with high gender stereotype threat. ANOVA results show that workers in the last two clusters score significantly lower in authenticity, organizational identification and self-rate performance. All in all, if ageism is undoubtedly problematic for older workers’ identity processes, ageism and gender-stereotypes represent a double risk for women over fifty in the workplace. The analysis of the results can be beneficial both for the theoretical advancement and for the practical insights offered in the organizational and management field, where new policies of HR management can be elaborated, in order to value and to improve the workers experience.
Inglese
Manzi, C., Sorgente, A., Reverberi, E., Tagliabue, S., Gorli, M., Double Jeopardy-Analyzing the Combined Effect of Age and Gender Stereotype Threat on Older Workers, <<FRONTIERS IN PSYCHOLOGY>>, 2021; 11 (11): 3719-3721. [doi:10.3389/fpsyg.2020.606690] [http://hdl.handle.net/10807/167163]
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