Copyright 1992 by the American Psychological Association, Inc. 002I-9010/92/S3.00
Self- and Supervisory Perspectives on board and Work Attitudes and Performance
Jeanette N. Cleveland Colorado couch University Department of Man development and W T. Beebe Institute of Personnel and Employment Relations Georgia State University
Lynn McFarlane Shore
Person- and context-oriented definitions of come on were used to predict three sets of perish outcomes: cogitation 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 fountainhead as self- and supervisors perceptions of the employees relative age (i.e., compared with the employees spiel 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 take away 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.
In the year 2000, the labor market go forth be characterized by a scarcity of workers, skill deficiencies, and demographic diversity. One such diversity is the increasing percentage of honest-to-goodness employees within the United States (Department of Labor, 1988; McLaughlin, 1989; Rosen & Jerdee, 1988). Human resource managers have recognized the importance of potentially unfair practices and decisions involving older employees. Applied researchers increasingly have investigated the relationships among worker age and important work processes and outcomes, including work attitudes (Rhodes, 1983), employee performance (Waldman & Avolio, 1986), and employee...If you want to get a full essay, order it on our website: Orderessay
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