Marilena Bertolino, Donald M. Truxillo and Franco Fraccaroli
This paper aimed to investigate how older and younger workers are perceived in terms of Big Five personality and task and contextual performance. Based on the intergroup bias…
Abstract
Purpose
This paper aimed to investigate how older and younger workers are perceived in terms of Big Five personality and task and contextual performance. Based on the intergroup bias phenomenon, the authors also examined whether respondent age would moderate these effects.
Design/methodology/approach
Participants (n=155) completed a paper survey in which they were randomly assigned to rate either a “typical” younger employee or a “typical” older employee. They filled out questionnaires containing measures of perceived personality factors and perceived job performance of an older or younger worker.
Findings
As predicted, older and younger workers were perceived differently in terms of certain Big Five personality factors and organizational citizenship behavior. These perceived differences generally reflected actual age-related differences on these variables. However, respondents' age moderated many of these effects, such that respondents' perceptions favored their own age group.
Research limitations/implications
These studies illustrate that dimensions such as perceived Big Five personality and job performance may be useful for examining workplace age stereotypes. They also illustrate that respondent age may affect these perceptions of older and younger workers.
Originality/value
This study goes beyond previous studies focused on the examination of general age bias. Indeed, this is the first study that examines perceptions of personality and performance dimensions of older and younger workers in a field setting. Such perceptions may have an impact on the decisions that managers make regarding older and younger workers (e.g. selection, promotions).
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Keywords
Sara Zaniboni, Franco Fraccaroli, Donald M. Truxillo, Marilena Bertolino and Talya N. Bauer
The purpose of this study is to validate, in an Italian sample, a multidimensional training motivation measure (T‐VIES‐it) based on expectancy (VIE) theory, and to examine the…
Abstract
Purpose
The purpose of this study is to validate, in an Italian sample, a multidimensional training motivation measure (T‐VIES‐it) based on expectancy (VIE) theory, and to examine the nomological network surrounding the construct.
Design/methodology/approach
Using a cross‐sectional design study, 258 public sector employees in Northeast Italy (participating in a range of employer‐sponsored training programs) filled out the T‐VIES‐it and questionnaires on goal orientation, job support for learning, and intention to transfer learning gained through training to the workplace. To validate the T‐VIES‐it and test its nomological network confirmatory factor analysis and structural equations models were used.
Findings
Results showed acceptable confirmatory factor analysis fit indices and psychometric properties of the T‐VIES‐it. Acceptable fit indexes were also found for the structural equations models tested. The modified model showed significant relations between learning goal orientation and the three dimensions of training motivation; and between the expectancy subscale and job support and intention to transfer.
Originality/value
The paper highlights that the T‐VIES‐it is a validated multidimensional assessment of training motivation, and the first its kind in Italian. The scale should provide value in training evaluations and in research related to training motivation.
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Sara Zaniboni, Donald M. Truxillo, Franco Fraccaroli, Elizabeth A. McCune and Marilena Bertolino
Although a substantial body of research has examined the effects of job characteristics on job attitudes, there is a paucity of work on individual difference moderators of these…
Abstract
Purpose
Although a substantial body of research has examined the effects of job characteristics on job attitudes, there is a paucity of work on individual difference moderators of these relationships. Based in selective optimization with compensation theory and socio-emotional selectivity theory, the purpose of this paper is to show that age moderated the relationship between task variety and two key job attitudes, job satisfaction and engagement.
Design/methodology/approach
Data were collected through self-report questionnaires (n=152), using a time-lagged design with two waves (two to three weeks between T 1 and T 2).
Findings
The authors found that task variety had a stronger relationship with job satisfaction and work engagement for younger workers compared to older workers.
Research limitations/implications
Although there was good age variance in the sample, it had fewer late-career workers and more workers who are in their early and mid-career.
Practical implications
To have workers of all ages satisfied and engaged at work, we need to understand which work characteristics are the best for them. For example, it may be a competitive gain for organizations to challenge younger workers with different tasks, and to challenge older workers in ways that utilize their experience.
Social implications
The study addresses a societal issue related to profound demographic changes in the age composition of the workforce, gaining a better knowledge of differences between workers of different ages to promote effective interventions and policies.
Originality/value
This is the first study to show that task variety differentially affects worker satisfaction and engagement depending on the age of the worker.