| dc.description.abstract | In this quasi-experimental online study self-group distancing behaviour among workers that are 55 years and older was investigated. This study is conceptually based on a study by Derks and colleagues (2011) who found that female leaders, especially those who do not highly identify with other women, react to the experience of gender bias in the workplace by distancing themselves from other women. In this study, these results are applied to another disadvantaged group in the workplace, namely older workers. Hence, in Hypothesis 1, it was investigated, whether just like female organisational leaders, older workers who do not strongly identify with their age group, would react to the experience of age-based stereotype threat by engaging in self-group distancing behaviour. Further, Hypothesis 2 predicted that self-group distancing behaviour would be an effective coping mechanism against the experience of stereotype threat, meaning that those individuals who show higher levels of self-group distancing behaviour would also report higher levels of work engagement and occupational self-efficacy, compared to those individuals who showed less self-group distancing behaviour. Lastly, Hypothesis 3 stated that whilst “low identifiers” were expected to react to the experience of stereotype threat by self-group distancing behaviour, “high identifiers” were expected to respond by increased positive attitudes towards affirmative action policies. Results showed that none of these hypotheses could be supported with statistically significant results. Possible explanations for these nonsignificant results are the low sample size of effectively 51 participants and the resulting power issues, as well as methodological limitations related to measuring self-group distancing behaviour. | |
