AGE STEREOTYPES AND OLDER WORKERS' ADAPTABILITY, EFFECTIVENESS, AND GENERATIVITY

Abstract

ABSTRACT Given the increased presence and need for older workers in the workforce, it is important that managers and younger workers objectively judge older workers. University business school alumni completed a survey eliciting self-ratings and assessing respondents’ stereotypes of older workers. Included were perceptions of adaptability, effectiveness, and desire for generativity (developing the next generation). Self-rated adaptability decreased as respondent age increased. Self-rated effectiveness did not vary with respondent age. Desire for generativity increased with age. As the age of the respondent increased, ratings of older workers’ generativity, adaptability, and effectiveness increased. On all scales younger respondents (under 50) rated themselves higher than they rated older workers, while older respondents did so on adaptability and effectiveness, but not on generativity. Older workers’ generativity motivation is a valuable resource, but we found it to be underestimated by younger workers and by managers. Implications of negative age stereotypes for work-related practices (e.g., hiring, retention, and job design) are discussed. Keywords Older Workers, Age Stereotypes, Generativity