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• 1. [Article] Age Discrimination: Potential for Adverse Impact and Differential Prediction Related to Age

  The proportion of workers in their 50s, 60s, and 70s is larger than ever before. Current workforce trends indicate global increases in retirement ages and that many individuals are working until later ...

  Citation × Citation Citation Abstract Copy Title: Age Discrimination: Potential for Adverse Impact and Differential Prediction Related to Age Author: Fisher, Gwenith G., Truxillo, Donald M., Finkelstein, Lisa M., Wallace, Lauren E. Year: 2017 The proportion of workers in their 50s, 60s, and 70s is larger than ever before. Current workforce trends indicate global increases in retirement ages and that many individuals are working until later ages than in decades past, and older people are applying for jobs and at later ages. Research to date on age discrimination in selection has focused primarily on disparate treatment or intentional discrimination. However, based on accumulated knowledge about age-related changes in cognitive and physical abilities as well as changes in personality and work motivation across the life course, we suggest that more attention be paid to the possibility of age-based subgroup differences on selection procedures, manifested as adverse impact and differential prediction. We provide recommendations to guide future human resource management research and practice. Title: Age Discrimination: Potential for Adverse Impact and Differential Prediction Related to Age Author: Fisher, Gwenith G., Truxillo, Donald M., Finkelstein, Lisa M., Wallace, Lauren E. Year: 2017 The proportion of workers in their 50s, 60s, and 70s is larger than ever before. Current workforce trends indicate global increases in retirement ages and that many individuals are working until later ages than in decades past, and older people are applying for jobs and at later ages. Research to date on age discrimination in selection has focused primarily on disparate treatment or intentional discrimination. However, based on accumulated knowledge about age-related changes in cognitive and physical abilities as well as changes in personality and work motivation across the life course, we suggest that more attention be paid to the possibility of age-based subgroup differences on selection procedures, manifested as adverse impact and differential prediction. We provide recommendations to guide future human resource management research and practice. Close

• 2. [Article] Effects of Rater Conscientiousness on Evaluations of Task and Contextual Performance of Older and Younger Co-Workers

  The possibility for age discrimination and stereotypes to affect performance evaluations is rising. Although careful evaluations might be expected from conscientious raters, little is known about whether ...

  Citation × Citation Citation Abstract Copy Title: Effects of Rater Conscientiousness on Evaluations of Task and Contextual Performance of Older and Younger Co-Workers Author: Kmicinska, Malgorzata, Zaniboni, Sara, Truxillo, Donald M., Fraccaroli, Franco, Wang, Mo Year: 2016 The possibility for age discrimination and stereotypes to affect performance evaluations is rising. Although careful evaluations might be expected from conscientious raters, little is known about whether they might show more or less bias towards certain age groups. Therefore, in our study using a time-lagged design, we investigated the effects of rater conscientiousness on the performance evaluations of younger and older actual co-worker (N = 242). We found that raters who were more conscientious provided higher ratings for older workers than for younger workers on task performance and organizational citizenship behaviours. Specifically, we tested the model of mediated moderation, in which the relation between rater conscientiousness and ratee age predicts ratee-perceived conscientiousness, which in turn predicts performance ratings. The model was significant for older ratees, but not for younger ratees. We discuss our results in terms of the “similar to me” effects and implications for organizational practices. Title: Effects of Rater Conscientiousness on Evaluations of Task and Contextual Performance of Older and Younger Co-Workers Author: Kmicinska, Malgorzata, Zaniboni, Sara, Truxillo, Donald M., Fraccaroli, Franco, Wang, Mo Year: 2016 The possibility for age discrimination and stereotypes to affect performance evaluations is rising. Although careful evaluations might be expected from conscientious raters, little is known about whether they might show more or less bias towards certain age groups. Therefore, in our study using a time-lagged design, we investigated the effects of rater conscientiousness on the performance evaluations of younger and older actual co-worker (N = 242). We found that raters who were more conscientious provided higher ratings for older workers than for younger workers on task performance and organizational citizenship behaviours. Specifically, we tested the model of mediated moderation, in which the relation between rater conscientiousness and ratee age predicts ratee-perceived conscientiousness, which in turn predicts performance ratings. The model was significant for older ratees, but not for younger ratees. We discuss our results in terms of the “similar to me” effects and implications for organizational practices. Close

• 3. [Article] Relating Age, Decision Authority, Job Satisfaction, and Mental Health: A Study of Construction Workers

  Job autonomy is a critical job characteristic in the construction industry, with lower levels of autonomy compared to the general working population. Moreover, there is a paucity of work on individual ...

  Citation × Citation Citation Abstract Copy Title: Relating Age, Decision Authority, Job Satisfaction, and Mental Health: A Study of Construction Workers Author: Zaniboni, Sara, Truxillo, Donald M., Rineer, Jennifer R., Bodner, Todd E. Year: 2016 Job autonomy is a critical job characteristic in the construction industry, with lower levels of autonomy compared to the general working population. Moreover, there is a paucity of work on individual difference moderators, such as age, considering the effect of job autonomy in important outcomes, such as job satisfaction and mental health. The purpose of the present study was to test a model of moderated-mediation, in which the interaction between decision authority (i.e., a type of autonomy) and age affects job satisfaction, which in turn affects mental health. The model tested is significant, and as expected, decision authority increased the satisfaction of older construction workers more than their younger colleagues, which in turn increased their mental health. We discuss our results in terms of selective optimization and compensation theory and implications for organizational practices. Title: Relating Age, Decision Authority, Job Satisfaction, and Mental Health: A Study of Construction Workers Author: Zaniboni, Sara, Truxillo, Donald M., Rineer, Jennifer R., Bodner, Todd E. Year: 2016 Job autonomy is a critical job characteristic in the construction industry, with lower levels of autonomy compared to the general working population. Moreover, there is a paucity of work on individual difference moderators, such as age, considering the effect of job autonomy in important outcomes, such as job satisfaction and mental health. The purpose of the present study was to test a model of moderated-mediation, in which the interaction between decision authority (i.e., a type of autonomy) and age affects job satisfaction, which in turn affects mental health. The model tested is significant, and as expected, decision authority increased the satisfaction of older construction workers more than their younger colleagues, which in turn increased their mental health. We discuss our results in terms of selective optimization and compensation theory and implications for organizational practices. Close

• 4. [Article] Individual and Contextual Variables Enhance Transfer for a Workplace Eco-Driving Intervention

  The adoption of energy efficient driving styles and practices, eco-driving, has been recognized in the literature as an option for reducing vehicle energy consumption. Prior eco-driving research has looked ...

  Citation × Citation Citation Abstract Copy Title: Individual and Contextual Variables Enhance Transfer for a Workplace Eco-Driving Intervention Author: Mansfield, Layla R., Guros, Frankie, Truxillo, Donald M., MacArthur, John Year: 2016 The adoption of energy efficient driving styles and practices, eco-driving, has been recognized in the literature as an option for reducing vehicle energy consumption. Prior eco-driving research has looked at the effectiveness of various eco-driving programs. However, the characteristics of the individuals participating in fleet eco-driving programs and the role of the supervisor as an advocate for eco-driving practices have remained relatively unexamined. An eco-driving intervention intended to increase eco-driving behaviors in a work organization was conducted with fleet drivers in three public organizations. Drawing from the workplace training literature, we hypothesized that employee eco-driving behaviors will increase after the implementation of an eco-driving intervention, but that these behaviors will be dependent on the participant's pre-intervention motivation and support from their supervisor for implementing eco-driving practices. Survey data were collected pre- and post-intervention from 51 fleet drivers (average age 45.3 and 33% female), and results indicate that the eco-driving intervention was effective when either high levels of pre-intervention motivation or supervisor support were present. Title: Individual and Contextual Variables Enhance Transfer for a Workplace Eco-Driving Intervention Author: Mansfield, Layla R., Guros, Frankie, Truxillo, Donald M., MacArthur, John Year: 2016 The adoption of energy efficient driving styles and practices, eco-driving, has been recognized in the literature as an option for reducing vehicle energy consumption. Prior eco-driving research has looked at the effectiveness of various eco-driving programs. However, the characteristics of the individuals participating in fleet eco-driving programs and the role of the supervisor as an advocate for eco-driving practices have remained relatively unexamined. An eco-driving intervention intended to increase eco-driving behaviors in a work organization was conducted with fleet drivers in three public organizations. Drawing from the workplace training literature, we hypothesized that employee eco-driving behaviors will increase after the implementation of an eco-driving intervention, but that these behaviors will be dependent on the participant's pre-intervention motivation and support from their supervisor for implementing eco-driving practices. Survey data were collected pre- and post-intervention from 51 fleet drivers (average age 45.3 and 33% female), and results indicate that the eco-driving intervention was effective when either high levels of pre-intervention motivation or supervisor support were present. Close