Assessing younger worker prescriptive stereotypes: the Workplace Ambivalent Youngism Scale (WAYS)

Susana Schmitz; Christin-Melanie Vauclair; Carla Sofia Esteves; David Leonard Patient; Miriam Rosa

doi:10.5465/AMPROC.2023.195bp

Assessing younger worker prescriptive stereotypes: the Workplace Ambivalent Youngism Scale (WAYS)

Susana Schmitz, Christin-Melanie Vauclair, Carla Sofia Esteves, David Leonard Patient, Miriam Rosa

Research output: Contribution to journal › Conference article › peer-review

Abstract

A measure assessing prescriptive age stereotypes towards younger workers, the Workplace Ambivalent Youngism Scale (WAYS), was developed and validated with 1,888 participants from U.S. and Portugal across four studies. Study 1 generated younger worker prescriptive stereotypes items. Study 2 explored the item pool factor structure. Study 3 validated the factor structure, examined convergent and divergent validity and tested for measurement invariance. The final scale has 25 items and eight first-order factors, subsumed under three second-order factors: humilitydeference, loyalty-belonging, and vitality-innovation, which show ambivalent expectations regarding younger workers. Study 4 tested the predictive power of WAYS with time-lagged data.

Original language	English
Journal	Academy of Management Annual Meeting Proceedings
Volume	2023
Issue number	1
DOIs	https://doi.org/10.5465/AMPROC.2023.195bp
Publication status	Published - 24 Jul 2023
Event	83rd Annual Meeting of the Academy of Management, AOM 2023 - Boston, United States Duration: 4 Aug 2023 → 8 Aug 2023

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10.5465/AMPROC.2023.195bp

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title = "Assessing younger worker prescriptive stereotypes: the Workplace Ambivalent Youngism Scale (WAYS)",

abstract = "A measure assessing prescriptive age stereotypes towards younger workers, the Workplace Ambivalent Youngism Scale (WAYS), was developed and validated with 1,888 participants from U.S. and Portugal across four studies. Study 1 generated younger worker prescriptive stereotypes items. Study 2 explored the item pool factor structure. Study 3 validated the factor structure, examined convergent and divergent validity and tested for measurement invariance. The final scale has 25 items and eight first-order factors, subsumed under three second-order factors: humilitydeference, loyalty-belonging, and vitality-innovation, which show ambivalent expectations regarding younger workers. Study 4 tested the predictive power of WAYS with time-lagged data.",

author = "Susana Schmitz and Christin-Melanie Vauclair and Esteves, {Carla Sofia} and Patient, {David Leonard} and Miriam Rosa",

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Assessing younger worker prescriptive stereotypes: the Workplace Ambivalent Youngism Scale (WAYS)

Abstract

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CUBE: Católica Lisbon Research Unit in Business and Economics

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Assessing younger worker prescriptive stereotypes: the Workplace Ambivalent Youngism Scale (WAYS)

Abstract

UN SDGs

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CUBE: Católica Lisbon Research Unit in Business and Economics

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