Abstract : A study is reported of the variations in organizational commitment and job satisfaction, as related to subsequent turnover in a sample of recently-employed psychiatric technician trainees. A longitudinal study was made across a 10 1/2 month period, with attitude measures collected at four points in time. For this sample, job satisfaction measures appeared better able to differentiate future stayers from leavers in the earliest phase of the study. With the passage of time, organizational commitment measures proved to be a better predictor of turnover, and job satisfaction failed to predict turnover. The findings are discussed in the light of other related studies, and possible explanations are examined. (Modified author abstract)

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Organizational Commitment, Job Satisfaction and Turnover Among Psychiatric Technicians. Technical Report No. 16.

Benevolent and hostile sexism differentially predicted by facets of right-wing authoritarianism and social dominance orientation

The antecedent role of a collaborative vs. a controlling corporate culture on firm-wide integrated marketing communication and brand performance

Intersectionality is a theoretical framework that investigates how interlocking systems of power and oppression at the societal level influence the lived experiences of historically and socially marginalized groups. Currently, there are no consistent or widely adopted quantitative methods to investigate research questions informed by intersectionality theory. The objective of this systematic review is to describe the current landscape of quantitative methods used to assess intersectionality and to provide recommendations on analytic best practices for future research. We searched PubMed, EMBASE, and the Web of Science in December 2019 to identify studies using analytic quantitative intersectionality approaches published up to December 2019 (PROSPERO CRD42020162686). To be included in the study, articles had to: (1) be empirical research, (2) use a quantitative statistical method, (3) be published in English, and (4) incorporate intersectionality. Our initial search yielded 1889 articles. After screening by title/abstract, methods, and full text review, our final analytic sample included 153 papers. Eight unique classes of quantitative methods were identified, with the majority of studies employing regression with an interaction term. We additionally identified several methods which appear to be at odds with the key tenets of intersectionality. As quantitative intersectionality continues to expand, careful attention is needed to avoid the dilution of the core tenets. Specifically, emphasis on social power is needed as methods continue to be adopted and developed. Additionally, clear explanation of the selection of statistical approaches is needed and, when using regression with interaction terms, researchers should opt for use of the additive scale. Finally, use of methods that are potentially at odds with the tenets of intersectionality should be avoided.

An investigation of quantitative methods for assessing intersectionality in health research: A systematic review

Stereotype threat occurs when people feel concerned about the possibility of confirming, or being negatively judged by, a negative stereotype. This review highlights the applied implications of this phenomenon for older adults. In clinical settings, older adults often feel that their physicians have negative expectations about their abilities because of their age. These feelings of age-based stereotype threat can increase older adults’ subjective cognitive complaints and impair their performance on mental status examinations. Other research has shown that stereotype threat also adversely affects older adults’ physical performance, motor learning, and driving performance. In workplace settings, older adults who experience stereotype threat also report lower job satisfaction, poorer work-related mental health, and greater intentions to resign or retire. Overall, this review provides evidence that the situational phenomenon of stereotype threat can affect older adults’ performance in a variety of applied settings, and this can contribute to age differences in performance.

The Applied Implications of Age-Based Stereotype Threat for Older Adults

Previous studies have shown that the presence of age-based stereotypes in the workplace is often associated with lower levels of work engagement and adjustment among older employees. This study examines possible mediators and moderators of this relationship using data from a sample of 2,348 older (age > 50) employees at the Italian national rail company. We test a model in which the effects of age-based stereotype threat on organizational involvement, future time perspective and psychological well-being are mediated by work-age identity integration (how much individuals see their age and organizational identities as compatible and blended). Secondly, we explored whether these effects are moderated by gender and job status. Results indicate that age-based stereotypes are associated with negative outcomes for employees’ work and personal adjustment, and that these relationships are partially mediated by variations in work-age identity integration.

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Age-based stereotype threat and negative outcomes in the workplace: Exploring the role of identity integration

The social development of right-wing authoritarianism : The interaction between parental autonomy support and societal threat to safety

Over the past decades, employment rates of older workers in most Western countries have rapidly increased. Hence, there is a growing interest in identifying the organizational dimensions that might impact the psychosocial adjustment of workers aged over 50 years. This study focuses on perceived organizational support (POS) and identity‐related measures (identification and authenticity) as key organizational components for workers at this stage of life. Furthermore, in the relationships discussed, we explore the moderating role of perceived age discrimination. In an ample sample of older workers (N = 4,563, aged 50–66 years), a moderated mediational model was tested where older workers' involvement was associated to POS. In the model, this relationship was mediated by organizational identification and authenticity, and the association between POS, identity‐related measures, and involvement was moderated by age‐based discrimination. Results showed that POS is associated with organizational involvement via organizational identification and authenticity and that high level of age discrimination decreased the positive association between POS, organizational identification, authenticity, and involvement.

/pdf/the-right-place-for-me-a-moderated-mediation-model-to-50sucfmm4f.pdf

Fabio Paderi

Papers

Age-based stereotype threat and negative outcomes in the workplace: Exploring the role of identity integration

The social development of right-wing authoritarianism : The interaction between parental autonomy support and societal threat to safety

The right place for me: A moderated mediation model to explain the involvement of employees aged over 50 years