NDLI: Too Old to Train or Reprimand: The Role of Intergroup Attribution Bias in Evaluating Older Workers

Content Provider	Springer Nature Link
Author	Cox, Cody B. Beier, Margaret E.
Copyright Year	2013
Abstract	The purpose of this study was to explore the role rater and target age play in the evaluations of poorly performing workers. Intergroup attribution theory suggests that rater age predicts the attributions made for the poor performance of older workers.In this study, 203 supervisors in various industries completed measures of causal attribution and evaluations for a poorly performing hypothetical subordinate.Compared to the poor performance of younger targets, the poor performance of older targets was more likely to be attributed to external and controllable causes by older raters and more likely to be attributed to stable causes by younger raters. These attributions predicted willingness to punish and likelihood to provide training.Our findings were partially supported by intergroup attribution theory and suggest that this theory may be useful in understanding how older workers’ performance is evaluated.This is one of the first studies to utilize intergroup attribution theory among supervisors in exploring how older workers are evaluated in the workplace and to demonstrate that the theory predicts how older workers’ poor performance will be attributed. Our study provides evidence that when evaluating a poorly performing older target, older raters will be more inclined to attribute this performance to controllable causes and thus be more punitive than younger raters. Further, we provide some evidence that raters will be more punitive and less willing to provide training when evaluating poorly performing targets to whom they are similar.
Starting Page	61
Ending Page	70
Page Count	10
File Format	PDF
ISSN	08893268
Journal	Journal of Business and Psychology
Volume Number	29
Issue Number	1
e-ISSN	1573353X
Language	English
Publisher	Springer US
Publisher Date	2013-04-02
Publisher Place	Boston
Access Restriction	One Nation One Subscription (ONOS)
Subject Keyword	Age discrimination Performance evaluation Attribution theory Bias Industrial, Organisational and Economic Psychology Community and Environmental Psychology Personality and Social Psychology Business/Management Science Social Sciences
Content Type	Text
Resource Type	Article
Subject	Business and International Management Applied Psychology

Sl.	Authority	Responsibilities	Communication Details
1	Ministry of Education (GoI), Department of Higher Education	Sanctioning Authority	https://www.education.gov.in/ict-initiatives
2	Indian Institute of Technology Kharagpur	Host Institute of the Project: The host institute of the project is responsible for providing infrastructure support and hosting the project	https://www.iitkgp.ac.in
3	National Digital Library of India Office, Indian Institute of Technology Kharagpur	The administrative and infrastructural headquarters of the project	Dr. B. Sutradhar bsutra@ndl.gov.in
4	Project PI / Joint PI	Principal Investigator and Joint Principal Investigators of the project	Dr. B. Sutradhar bsutra@ndl.gov.in Prof. Saswat Chakrabarti will be added soon
5	Website/Portal (Helpdesk)	Queries regarding NDLI and its services	support@ndl.gov.in
6	Contents and Copyright Issues	Queries related to content curation and copyright issues	content@ndl.gov.in
7	National Digital Library of India Club (NDLI Club)	Queries related to NDLI Club formation, support, user awareness program, seminar/symposium, collaboration, social media, promotion, and outreach	clubsupport@ndl.gov.in
8	Digital Preservation Centre (DPC)	Assistance with digitizing and archiving copyright-free printed books	dpc@ndl.gov.in
9	IDR Setup or Support	Queries related to establishment and support of Institutional Digital Repository (IDR) and IDR workshops	idr@ndl.gov.in

Development and Validation of the Workplace Age Discrimination Scale

The Moderating Role of Intergroup Contact in Race Composition, Perceived Similarity, and Applicant Attraction Relationships

Asymmetric cognitive learning mechanisms underlying the persistence of intergroup bias

The Technological Age: The Effects of Perceived Age in Technology Training

Avoiding Bias in Publication Bias Research: The Value of “Null” Findings

Too Close for Comfort? Investigating the Nature and Functioning of Work and Non-work Role Segmentation Preferences

Proactive Personality at Work: Seeing More to Do and Doing More?

Regional Intergroup Bias

The Value of a Smile: Does Emotional Performance Matter More in Familiar or Unfamiliar Exchanges?

Too Old to Train or Reprimand: The Role of Intergroup Attribution Bias in Evaluating Older Workers

Similar Documents

Development and Validation of the Workplace Age Discrimination Scale

The Moderating Role of Intergroup Contact in Race Composition, Perceived Similarity, and Applicant Attraction Relationships

Asymmetric cognitive learning mechanisms underlying the persistence of intergroup bias

The Technological Age: The Effects of Perceived Age in Technology Training

Avoiding Bias in Publication Bias Research: The Value of “Null” Findings

Too Close for Comfort? Investigating the Nature and Functioning of Work and Non-work Role Segmentation Preferences

Proactive Personality at Work: Seeing More to Do and Doing More?

Regional Intergroup Bias

The Value of a Smile: Does Emotional Performance Matter More in Familiar or Unfamiliar Exchanges?

Too Old to Train or Reprimand: The Role of Intergroup Attribution Bias in Evaluating Older Workers