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Journal of Business and Psychology
Erschienen in: Journal of Business and Psychology 4/2016

01.12.2016 | Original Paper

Development and Validation of the Workplace Age Discrimination Scale

verfasst von: Lisa A. Marchiondo, Ernest Gonzales, Shan Ran

Erschienen in: Journal of Business and Psychology | Ausgabe 4/2016

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Abstract

Purpose

Workplace age discrimination research is proliferating, but researchers lack a valid measure with which to capture targets’ discriminatory experiences. We developed a measure of perceived workplace age discrimination that assesses overt and covert forms of discrimination and then compared older, middle-aged, and younger workers’ experiences.

Design/Methodology

In Study 1, we developed the Workplace Age Discrimination Scale (WADS) based on older workers’ experiences using a deductive approach, a qualitative study, and two quantitative surveys. In Study 2, we validated the measure among young employees using a qualitative and two quantitative surveys. In Study 3, we tested the WADS among middle-aged workers and tested models of invariance between age groups.

Findings

Participants frequently endorsed covert discriminatory experiences, which the WADS reflects. The WADS contains convergent and discriminant validity, high reliability, and a unidimensional structure across age groups. It demonstrates criterion-related validity among older and younger workers but not middle-aged workers, given their low experiences of age discrimination. Age discrimination frequency follows a U-shaped pattern across age groups.

Implications

Researchers can use the WADS to identify long-term outcomes of age discrimination and to further compare workers’ discriminatory experiences. Practitioners and policymakers can use the measure to develop interventions to ameliorate workplace age discrimination and inform policymaking.

Originality/Value

The WADS is the first validated measure of targets’ perspectives of workplace age discrimination. Our results challenge assumptions that only older workers experience age discrimination (younger workers’ means were highest) and that age discrimination is usually overt in nature (it is often covert).
Vorheriger Artikel Organizational Conspiracy Beliefs: Implications for Leadership Styles and Employee Outcomes
Nächster Artikel Ability to Manage Resources in the Impression Management Process: The Mediating Effects of Resources on Job Performance

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Fußnoten
1
This information was assessed at the beginning and end of every survey.
 
2
We also conducted a PAF within each timeframe. In the 6-month and 1-year timeframes, three and four factors, respectively, with eigenvalues greater than one emerged although many items contained substantial dual loadings. In the 3-year timeframe, four factors emerged, although the last three factors each contained only several items, many of which had dual loadings. In the 5-year timeframe, two factors emerged, but the second factor contained two items, one of which had a relatively high dual loading. Importantly, only one factor emerged in every timeframe based on scree plots, which have been shown to be more accurate tests for determining numbers of factors, compared to eigenvalues (Floyd and Widaman 1995; Ford et al. 1986). Further, most of the final nine WADS items stemmed from the first factors across timeframes (and these final nine items produced one factor). Taken together, these results best support a unidimensional structure. More detailed information about the exploratory factor structures by timeframe can be obtained by contacting the first author.
 
3
More detailed information about the hierarchical regressions can be obtained by contacting the first author.
 
4
More information about the relative weight analyses can be obtained by contacting the first author.
 
5
We supplemented all model comparisons with differences in CFI. Invariance hypotheses should typically not be rejected when CFI change values are -.01 or less, they should be viewed with caution when values are −.01 to −.02, and they should be rejected when values are greater than −.02 (Vandenberg and Lance 2001).
 
6
Goodness of fit indices can be obtained by contacting the first author.
 
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Metadaten
Titel
Development and Validation of the Workplace Age Discrimination Scale
verfasst von
Lisa A. Marchiondo
Ernest Gonzales
Shan Ran
Publikationsdatum
01.12.2016
Verlag
Springer US
Erschienen in
Journal of Business and Psychology / Ausgabe 4/2016
Print ISSN: 0889-3268
Elektronische ISSN: 1573-353X
DOI
https://doi.org/10.1007/s10869-015-9425-6

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