Self- and supervisory perspective on age and work attitudes and performance
Article Abstract:
Person- and context-oriented definitions of age were used to predict three sets of work outcomes: work attitudes, performance ratings, and reports of developmental practices. The five age measures included employee chronological age, employee subjective age (i.e., self-perceptions of age), and social age (i.e., others' perceptions of age), as well as self- and supervisors' perceptions of the employee's relative age (i.e., compared with employee's work group). The study assessed (a) the relationships among the age measures, (b) the additive relationships among the age measures that predicted work outcomes, and (c) the interactive relationships among the age measures that predicted work outcomes. Each prediction received some support except for (b). Furthermore, many of the age-work-outcome relationships were replicated in the managerial sample. Implications for the use of alternative age measures are discussed. (Reprinted by permission of the publisher.)
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1992
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Sex-based promotion decisions and interactional fairness: investigating the influence of managerial accounts
Article Abstract:
The purpose of Experiment 1 was to examine the relative effect of 2 types of managerial accounts - a causal account, in which the decision maker minimizes personal responsibility, and an ideological account, in which the decision maker assumes responsibility and provides a justification - on White male observers' perceptions of interactional fairness following a sex-based promotion decision. Results showed that, compared with either the causal account or a control condition, men perceived significantly more interactional fairness in the ideological account condition. In Experiment 2, the justification and responsibility dimensions that were intentionally confounded in the ideological account in Experiment 1 were separated. Results showed that providing an adequate justification was both necessary and sufficient to influence perceptions of interactional fairness. (Reprinted by permission of the publisher.)
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1996
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Perceptions of promotion fairness and promotion candidates' qualifications
Article Abstract:
A sample of 336 undergraduate students (168 women and 168 men) read summaries of ficticious court cases prompted by 1 of 4 possible promotion decisions in 1 of 3 different jobs or occupations. Subjects assessed the fairness of the promotion decision and the qualifications of the promoted and nonpromoted employees. Women and men perceived promotion of a member of the opposite sex instead of a member of their own sex as significantly less fair than any of the other three possible promotion decisions (opposite sex instead of opposite sex, same sex instead of same sex, or same sex instead of opposite sex). Perceptions of promotion candidates' qualifications, however, were not influenced by sex, job sex type (masculine vs. sex neutral), or promotion decision or by any interactions of these variables. (Reprinted by permission of the publisher.)
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1993
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