{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2026,4,13]],"date-time":"2026-04-13T20:00:44Z","timestamp":1776110444248,"version":"3.50.1"},"reference-count":50,"publisher":"Emerald","issue":"3","license":[{"start":{"date-parts":[[2017,4,10]],"date-time":"2017-04-10T00:00:00Z","timestamp":1491782400000},"content-version":"tdm","delay-in-days":0,"URL":"https:\/\/www.emerald.com\/insight\/site-policies"}],"content-domain":{"domain":[],"crossmark-restriction":false},"short-container-title":["JMP"],"published-print":{"date-parts":[[2017,4,10]]},"abstract":"<jats:sec>\n<jats:title content-type=\"abstract-subheading\">Purpose<\/jats:title>\n<jats:p>The purpose of this paper is to examine the extent to which negative age-based metastereotypes mediate the relationship between the representation of older workers and two forms of stereotype threat in the workplace: own-reputation and group-reputation. Adopting a social identity perspective, this paper also explores whether age diversity beliefs moderate the relationship between negative age-based metastereotypes and stereotype threats.<\/jats:p>\n<\/jats:sec>\n<jats:sec>\n<jats:title content-type=\"abstract-subheading\">Design\/methodology\/approach<\/jats:title>\n<jats:p>A cross-sectional design was adopted with bootstrapped mediation and moderation analyses. The data were collected from 567 older workers working in 15 manufacturing companies.<\/jats:p>\n<\/jats:sec>\n<jats:sec>\n<jats:title content-type=\"abstract-subheading\">Findings<\/jats:title>\n<jats:p>The analyses provide support for partial mediation and for a moderation effect of age diversity beliefs in the relationship between negative age-based metastereotypes and own-reputation threat. The results hold while controlling for age, objective organizational age diversity, and organizational tenure.<\/jats:p>\n<\/jats:sec>\n<jats:sec>\n<jats:title content-type=\"abstract-subheading\">Research limitations\/implications<\/jats:title>\n<jats:p>The limitations of this study include its cross-sectional nature and the need for further work regarding older workers\u2019 metastereotypes about middle-aged workers.<\/jats:p>\n<\/jats:sec>\n<jats:sec>\n<jats:title content-type=\"abstract-subheading\">Practical implications<\/jats:title>\n<jats:p>For stereotype threat interventions to be effective they must identify beforehand the target and the source of the threat. Moreover, interventions should aim for the development of a sense of identity on the organization as it may pave the way for members of different age groups to build bonds and for intergenerational boundaries to be blurred.<\/jats:p>\n<\/jats:sec>\n<jats:sec>\n<jats:title content-type=\"abstract-subheading\">Originality\/value<\/jats:title>\n<jats:p>This paper contributes to the literature by showing the importance of negative age-based metastereotypes in workplace age dynamics. It also provides further support for a multi-threat approach to the experience of age-based stereotype threats in the workplace.<\/jats:p>\n<\/jats:sec>","DOI":"10.1108\/jmp-03-2016-0085","type":"journal-article","created":{"date-parts":[[2017,5,4]],"date-time":"2017-05-04T06:24:20Z","timestamp":1493879060000},"page":"254-268","source":"Crossref","is-referenced-by-count":22,"title":["Older workers\u2019 representation and age-based stereotype threats in the workplace"],"prefix":"10.1108","volume":"32","author":[{"ORCID":"https:\/\/orcid.org\/0000-0001-9149-0348","authenticated-orcid":false,"given":"Eduardo","family":"Oliveira","sequence":"first","affiliation":[]},{"given":"Carlos","family":"Cabral-Cardoso","sequence":"additional","affiliation":[]}],"member":"140","reference":[{"issue":"3","key":"key2020120804255767200_ref001","doi-asserted-by":"crossref","first-page":"433","DOI":"10.1111\/iops.12175","article-title":"Against the deselection of the stereotype threat agenda","volume":"7","year":"2014","journal-title":"Industrial and Organizational Psychology"},{"key":"key2020120804255767200_ref002","volume-title":"Cross-Cultural Research Methods","year":"1973"},{"key":"key2020120804255767200_ref003","volume-title":"The Attraction Paradigm","year":"1971"},{"issue":"5","key":"key2020120804255767200_ref004","doi-asserted-by":"crossref","first-page":"770","DOI":"10.1037\/0022-3514.88.5.770","article-title":"Different emotional reactions to different groups: a sociofunctional threat-based approach to \u2018prejudice\u2019","volume":"88","year":"2005","journal-title":"Journal of Personality and Social Psychology"},{"issue":"6","key":"key2020120804255767200_ref005","doi-asserted-by":"crossref","first-page":"783","DOI":"10.1080\/09585192.2014.939101","article-title":"Job satisfaction in aging workforces: an analysis of the USA, Japan and Germany","volume":"26","year":"2015","journal-title":"The International Journal of Human Resource Management"},{"issue":"7\/8","key":"key2020120804255767200_ref006","doi-asserted-by":"crossref","first-page":"950","DOI":"10.1108\/JMP-06-2013-0181","article-title":"Managing knowledge exchange and identification in age diverse teams","volume":"28","year":"2013","journal-title":"Journal of Managerial Psychology"},{"key":"key2020120804255767200_ref007","volume-title":"Role of Governments and Social Partners in Keeping Older Workers in the Labour Market","author":"Eurofound","year":"2013"},{"key":"key2020120804255767200_ref008","volume-title":"The 2015 Ageing Report: Underlying Assumptions and Projection Methodologies","author":"European Commission","year":"2014"},{"key":"key2020120804255767200_ref009","unstructured":"Finkelstein, L. and Farrell, S. 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