Age stereotypes towards younger and older colleagues in registered nurses and supervisors in a university hospital: A generic qualitative study.
age stereotypes
nurses
older employees
qualitative approaches
supervisors
younger employees
Journal
Journal of advanced nursing
ISSN: 1365-2648
Titre abrégé: J Adv Nurs
Pays: England
ID NLM: 7609811
Informations de publication
Date de publication:
Feb 2022
Feb 2022
Historique:
revised:
29
07
2021
received:
20
04
2021
accepted:
05
08
2021
pubmed:
22
8
2021
medline:
19
1
2022
entrez:
21
8
2021
Statut:
ppublish
Résumé
This study aimed to identify and compare age stereotypes of registered nurses and supervisors in clinical inpatient settings. Generic qualitative study using half-standardized interviews. Nineteen face-to-face interviews and five focus groups (N = 50) were conducted with nurses of varying levels at a hospital of maximum medical care in Germany between August and November 2018 and were subjected to structured qualitative content analysis. Reflecting the ageing process and cooperation in mixed-age teams, nursing staff and supervisors defined similar age stereotypes towards older and younger nurses reminiscent of common generational labels 'Baby Boomers' and Generations X. Their evaluation created an inconsistent and contradictory pattern differing to the respective work context and goals. Age stereotypes were described as both potentially beneficial and detrimental for the individual and the cooperation in the team. If a successfully implemented diversity management focuses age stereotypes, negative assumptions can be reduced and cooperation in mixed-age teams can be considered beneficial. Diversity management as measures against age stereotypes and for mutual acceptance and understanding should include staff from various hierarchical levels of the inpatient setting.
Types de publication
Journal Article
Langues
eng
Sous-ensembles de citation
IM
Pagination
471-485Subventions
Organisme : German Federal Ministry of Education and Research (BMBF)
ID : 01GL1752D
Informations de copyright
© 2021 The Authors. Journal of Advanced Nursing published by John Wiley & Sons Ltd.
Références
Allport, G. W. (1954). The nature of prejudice. Addison-Wesley.
Apostolidis, B. M., & Polifroni, E. C. (2006). Nurse work satisfaction and generational differences. JONA: The Journal of Nursing Administration, 36, 506-509. https://doi.org/10.1097/00005110-200611000-00003
Avolio, B. J., & Barrett, G. V. (1987). Effects of age stereotyping in a simulated interview. Psychology and Aging, 2, 56-63. https://doi.org/10.1037/0882-7974.2.1.56
Campbell, S., Greenwood, M., Prior, S., Shearer, T., Walkem, K., Young, S., Bywaters, D., & Walker, K. (2020). Purposive sampling: Complex or simple? Research case examples. Journal of Research in Nursing, 25, 652-661. https://doi.org/10.1177/1744987120927206
Casad, B. J., & Bryant, W. J. (2016). Addressing stereotype threat is critical to diversity and inclusion in organizational psychology. Frontiers in Psychology, 7, 8. https://doi.org/10.3389/fpsyg.2016.00008
Coyne, I. T. (1997). Sampling in qualitative research. Purposeful and theoretical sampling; merging or clear boundaries? Journal of Advanced Nursing, 26, 623-630.
Desmette, D., & Gaillard, M. (2008). When a “worker” becomes an “older worker”. Career Development International, 168-175. https://doi.org/10.1108/13620430810860567
Etikan, I., Musa, S. A., & Alkassim, R. S. (2016). Comparison of convenience sampling and purposive sampling. American Journal of Theoretical and Applied Statistics, 5, 1-4. https://doi.org/10.11648/j.ajtas.20160501.11
Finkelstein, L. M., King, E. B., & Voyles, E. C. (2015). Age metastereotyping and cross-age workplace interactions: A meta view of age stereotypes at work. Work, Aging and Retirement, 1, 26-40. https://doi.org/10.1093/workar/wau002
Flinkman, M., & Salanterä, S. (2015). Early career experiences and perceptions-A qualitative exploration of the turnover of young registered nurses and intention to leave the nursing profession in finland. Journal of Nursing Management, 23, 1050-1057. https://doi.org/10.1111/jonm.12251
Fusch, P. I., & Ness, L. R. (2015). Are we there yet? Data saturation in qualitative research. The Qualitative Report, 20, 1408-1416.
Gringart, E., Helmes, E., & Speelman, C. P. (2005). Exploring attitudes toward older workers among Australian employers: An empirical study. Journal of Aging & Social Policy, 17, 85-103. https://doi.org/10.1300/J031v17n03_05
Guba, E. G. (1981). Criteria for assessing the trustworthiness of naturalistic inquiries. Ectj, 29, 75-91. https://doi.org/10.1007/BF02766777
Harris, K., Krygsman, S., Waschenko, J., & Laliberte Rudman, D. (2017). Ageism and the older worker: A scoping review. The Gerontologist, 58, e1-e14. https://doi.org/10.1093/geront/gnw194
Harrison, D. A., & Klein, K. J. (2007). What's the difference? Diversity constructs as separation, variety, or disparity in organizations. Academy of Management Review, 32, 1199-1228. https://doi.org/10.5465/amr.2007.26586096
Hendricks, J. M., & Cope, V. C. (2013). Generational diversity: What nurse managers need to know. Journal of Advanced Nursing, 69, 717-725. https://doi.org/10.1111/j.1365-2648.2012.06079.x
Huber, P., & Schubert, H. J. (2019). Attitudes about work engagement of different generations-a cross-sectional study with nurses and supervisors. Journal of Nursing Management, 27, 1341-1350. https://doi.org/10.1111/jonm.12805
Jorgensen, B. (2003). Baby boomers, generation x and generation y? Policy implications for defence forces in the modern era. Foresight, 41-49. https://doi.org/10.1108/14636680310494753
Kerzman, H., Van Dijk, D., Siman-Tov, M., Friedman, S., & Goldberg, S. (2020). Professional characteristics and work attitudes of hospital nurses who leave compared with those who stay. Journal of Nursing Management, 28, 1364-1371. https://doi.org/10.1111/jonm.13090
Kitzinger, J. (1994). The methodology of focus groups: The importance of interaction between research participants. Sociology of Health & Illness, 16, 103-121. https://doi.org/10.1111/1467-9566.ep11347023
Kleissner, V., & Jahn, G. (2020a). Dimensions of work-related age stereotypes and in-group favoritism. Research on Aging, 42, 126-136. https://doi.org/10.1177/0164027519896189
Kleissner, V., & Jahn, G. (2020b). Implicit and explicit measurement of work-related age attitudes and age stereotypes. Frontiers in Psychology, 11, 2689-2705. https://doi.org/10.3389/fpsyg.2020.579155
Kumar, R., & Srivastava, U. R. (2018). Ageing workforce: Negative age stereotypes and their impact on older workers. International Journal of Research in Social Sciences, 8, 302-312.
Kunze, F., Boehm, S., & Bruch, H. (2013). Organizational performance consequences of age diversity: Inspecting the role of diversity-friendly HR policies and top Managers’ negative age stereotypes. Journal of Management Studies, 50, 413-442. https://doi.org/10.1111/joms.12016.
Kyngäs, H., Mikkonen, K., & Kääriäinen, M. (2019). The application of content analysis in nursing science research. Springer.
Liebermann, S. C., Wegge, J., Jungmann, F., & Schmidt, K. H. (2013). Age diversity and individual team member health: The moderating role of age and age stereotypes. Journal of Occupational and Organizational Psychology, 86, 184-202. https://doi.org/10.1111/joop.12016
Lincoln, Y. S., & Guba, E. G. (1985). Naturalistic inquiry (Vol. 75). Sage.
Lincoln, Y. S., & Guba, E. G. (1986). But is it rigorous? Trustworthiness and authenticity in naturalistic evaluation. New Directions for Program Evaluation, 1986, 73-84. https://doi.org/10.1002/ev.1427.
Mayring, P. (2004). Qualitative content analysis. A Companion to Qualitative Research, 1, 159-176.
Meyer, B. (2017). Team diversity. The Wiley Blackwell Handbook of the Psychology of Team Working and Collaborative Processes, 151-175.
Mulfinger, N., Sander, A., Stuber, F., Brinster, R., Junne, F., Limprecht, R., Jarczok, M. N., Seifried-Dübon, T., Rieger, M. A., Zipfel, S., Peters, M., Stiawa, M., Maatouk, I., Helaß, M., Nikendei, C., Rothermund, E., Hander, N., Ziegenhain, U., Gulde, M., … Gündel, H. (2019). Cluster-randomised trial evaluating a complex intervention to improve mental health and well-being of employees working in hospital-a protocol for the seegen trial. BMC Public Health, 19, 1694-1710. https://doi.org/10.1186/s12889-019-7909-4.
Nelson, T. D. (2005). Ageism: Prejudice against our feared future self. Journal of Social Issues, 61, 207-221. https://doi.org/10.1111/j.1540-4560.2005.00402.x
Ng, T. W., & Feldman, D. C. (2012). Evaluating six common stereotypes about older workers with meta-analytical data. Personnel Psychology, 65, 821-858. https://doi.org/10.1111/peps.12003
Percy, W. H., Kostere, K., & Kostere, S. (2015). Generic qualitative research in psychology. The Qualitative Report, 20, 76-85.
Perry, E. L., Hanvongse, A., & Casoinic, D. (2013). Making a case for the existence of generational stereotypes: A literature review and exploratory study. The SAGE Handbook of Aging, Work and Society, 416-442.
Posthuma, R. A., & Campion, M. A. (2009). Age stereotypes in the workplace: Common stereotypes, moderators, and future research directions. Journal of Management, 35, 158-188. https://doi.org/10.1177/0149206308318617
Raymer, M., Reed, M., Spiegel, M., & Purvanova, R. K. (2017). An examination of generational stereotypes as a path towards reverse ageism. The Psychologist-Manager Journal, 20, 148-175. https://doi.org/10.1037/mgr0000057
Roberson, L., & Kulik, C. T. (2007). Stereotype threat at work. Academy of Management Perspectives, 21, 24-40. https://doi.org/10.5465/amp.2007.25356510
Schloegel, U., Stegmann, S., Maedche, A., & Van Dick, R. (2016). Reducing age stereotypes in software development: The effects of awareness-and cooperation-based diversity interventions. Journal of Systems and Software, 121, 1-15. https://doi.org/10.1016/j.jss.2016.07.041
Schmader, T., Johns, M., & Forbes, C. (2008). An integrated process model of stereotype threat effects on performance. Psychological Review, 115, 336-356. https://doi.org/10.1037/0033-295X.115.2.336
Snape, E., & Redman, T. (2003). Too old or too young? The impact of perceived age discrimination. Human Resource Management Journal, 13, 78-89. https://doi.org/10.1111/j.1748-8583.2003.tb00085.x
Stevanin, S., Palese, A., Bressan, V., Vehviläinen-Julkunen, K., & Kvist, T. (2018). Workplace-related generational characteristics of nurses: A mixed-method systematic review. Journal of Advanced Nursing, 74, 1245-1263. https://doi.org/10.1111/jan.13538
Teclaw, R., Osatuke, K., Fishman, J., Moore, S. C., & Dyrenforth, S. (2014). Employee age and tenure within organizations: Relationship to workplace satisfaction and workplace climate perceptions. The Health Care Manager, 33, 4-19. https://doi.org/10.1097/01.HCM.0000440616.31891.2d
Turner, J. C., Hogg, M. A., Oakes, P. J., Reicher, S. D., & Wetherell, M. S. (1987). Rediscovering the social group: A self-categorization theory. Basil Blackwell.
Turner, J. C., & Tajfel, H. (1986). The social identity theory of intergroup behavior. Psychology of Intergroup Relations, 5, 7-24.
Van Knippenberg, D., & Schippers, M. C. (2007). Work group diversity. Annual Review of Psychology, 58, 515-541. https://doi.org/10.1146/annurev.psych.58.110405.085546
Velando-Soriano, A., Ortega-Campos, E., Gómez-Urquiza, J. L., Ramírez-Baena, L., De La Fuente, E. I., & Cañadas-De La Fuente, G. A. (2020). Impact of social support in preventing burnout syndrome in nurses: A systematic review. Japan Journal of Nursing Science, 17, 1-10. https://doi.org/10.1111/jjns.12269
VERBI. (2017). Maxqda analytics pro 2018 [computer software]. Verbi Berlin.
Wakim, N. (2014). Occupational stressors, stress perception levels, and coping styles of medical surgical rns: A generational perspective. The Journal of Nursing Administration|JONA, 44, 632-639. https://doi.org/10.1097/NNA.0000000000000140
Walker, L., Clendon, J., & Willis, J. (2018). Why older nurses leave the profession. Kai Tiaki Nursing Research, 9, 5-11.
Weber, J., Angerer, P., & Müller, A. (2019). Individual consequences of age stereotypes on older workers. Zeitschrift für Gerontologie und Geriatrie, 1-18. https://doi.org/10.1007/s00391-019-01506-6
Weber, J., Tzivian, L., Müller, A., & Angerer, P. (2020). Country-specific differences of age stereotypes towards older hospital staff and their association with self-efficacy, work ability and mental well-being. Journal of Advanced Nursing, 76, 1614-1626. https://doi.org/10.1111/jan.14380
Wegge, J., Jungmann, F., Liebermann, S., Shemla, M., Ries, B. C., Diestel, S., & Schmidt, K. H. (2012). What makes age diverse teams effective? Results from a six-year research program. Work, 41(Suppl 1), 5145-5151. https://doi.org/10.3233/WOR-2012-0084-5145
World Health Organization. (2017). Health workforce and labor market dynamics in OECD high-income countries: A synthesis of recent analyses and simulations of future supply and requirements (9241512288).
Yeung, D. Y., Zhou, X., & Chong, S. (2021). Perceived age discrimination in the workplace: The mediating roles of job resources and demands. Journal of Managerial Psychology, 36, 505-519. https://doi.org/10.1108/JMP-04-2020-0185
Zajonc, R. B. (1968). Attitudinal effects of mere exposure. Journal of Personality and Social Psychology, 9, 1-27. https://doi.org/10.1037/h0025848