Graduation Semester and Year

2006

Language

English

Document Type

Dissertation

Degree Name

Doctor of Philosophy in Management

Department

Management

First Advisor

Myrtle P. Bell

Abstract

Over the past decade, much of the organizational literature has used age-associated stereotypes and the age context of jobs to explain the occurrence of age discrimination against older workers (e. g., Cleveland & Landy, 1983; Cleveland & Shore, 1992; Goldberg, Finkelstein, Perry & Konrad, 2004; Gordon, Rozelle & Baxter, 1988b; Rosen & Jerdee, 1976). However, legislation covering age discrimination and most of the management literature has overlooked the existence, significance, and effects of age discrimination against younger employees. Because previous age diversity research has overwhelmingly focused on older workers, younger workers are an important group about whom we know little. The declining ratio of younger workers entering the workforce, and the greater racial and ethnic diversity of younger workers make understanding perceptions of discrimination among younger workers an important contribution to understanding of age diversity in organizations. This study extends earlier works by utilizing the social dominance framework to explain bias and perceptions of age discrimination and its effects on younger, rather than older, employees. Further, the study investigates the existence and extent of age discrimination against younger workers and the relationships between age discrimination against younger employees and career progress outcomes (promotions, income, and management levels), job satisfaction, self-esteem, and intentions to quit. Recently, limited empirical research has found that younger workers are evaluated less favorably than older workers (e.g., Garstka, Hummert & Branscombe, 2005; Snape & Redman, 2003). Given the current variance of different generations interacting in the workplace, there is reason to believe that an age and power structure-social hierarchy may exist. The results of this study indicate that there are no significant differences between younger and older employees' perceptions of age discrimination. However, younger employees who perceive age discrimination to experience lower job satisfaction and intentions to quit, higher levels of stress, and lower self-esteem.

Disciplines

Business | Business Administration, Management, and Operations

Comments

Degree granted by The University of Texas at Arlington

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