Lisa Finkelstein

• PhD
• Professor (Full) at Northern Illinois University

AOM 2022 Conference, Kulkarni and Baldridge Symposium Submission (11361) Discussant Comments (Susanne Bruyère, Adrienne Colella) Rethinking Workplace Inclusion of Persons with Disabilities Through Multiple Levels and Lens Discussant Comments: Susanne M. Bruyère, Cornell University Adrienne Colella, Tulane University At a time when diversity, eq...

Using a vignette-based design, the current study addresses the question of what happens when a worker violates prescriptive age identity stereotypes (i.e., does not act in ways that align with cultural expectations for people in their age group). The study extends prior research by including a mixed adhering-violating condition, investigating the e...

Twenty‐eight currently or recently employed adults with concealable impairments from a community in the United States completed semi‐structured interviews to capture workers’ perceptions of their internal and social experiences that contribute to their identity management decisions. Disability identity management strategies included effortful behav...

We agree with Rotolo et al.’s (2018) assertion that talent management is a space where the academic–practice gap in industrial and organizational (I-O) psychology is quite cavernous and where the vulnerabilities to anti-I-O (AIO) are high. As researchers who began a journey a few years ago to explore the high potential (HiPo) identification process...

We propose an integrated model of leadership potential, the high potential designation process, and leader success that is intended to clarify the theoretical and practical relationships among these concepts. Drawing on research in the areas of social judgment and cognition, cognitive abilities, personality, leadership development, and motivation a...

This research extends the differentiated job demands–resource model by integrating the main propositions of the transactional theory of stress to examine how cognitive appraisal processes link employee perceptions of abusive supervision to engagement and exhaustion. Two studies were conducted using a broad sample of employees. Study 1 developed the...

The proportion of workers in their 50s, 60s, and 70s is larger than ever before. Current workforce trends indicate global increases in retirement ages and that many individuals are working until later ages than in decades past, and older people are applying for jobs and at later ages. Research to date on age discrimination in selection has focused...

Purpose – One of the main aspects of a mentoring relationship involves the expectations that mentees have of an ideal mentor. However, the traits that mentees envision in an ideal mentor are unclear. The purpose of this paper is to present series of studies examined mentees’ ideas about their ideal mentor’s physical characteristics and mentoring fu...

People are working longer, with the result that workplaces are becoming older and more age-diverse. For these reasons, workplace age discrimination is of increasing importance. In the present chapter, we describe a number of mechanisms that may explain age stereotyping and lead to workplace age discrimination in the areas of hiring, training, perfo...

Purpose – The purpose of this paper is to empirically investigate commonly recommended practices for formal mentoring programs (FMP). The authors examine how objective-setting, participating in organizational FMP events, and repeat participation in a FMP relates to how mentors and mentees perceive their relationship. Design/methodology/approach –...

Age biases could pose challenges to developing and maintaining a successful employment relationship. This chapter reviews theoretical and empirical work on age bias in the workplace (including stereotypes, affect, and discrimination) and utilizes examples of two very different older workers at one hypothetical organization to demonstrate the variou...

Stereotypes about generational differences in the workplace abound, and interventions for helping organizations and managers to deal with these supposed differences are increasing. In addition to popular press articles describing the differences and extolling the practices and strategies to deal with them, there are a growing number of researchers...

We investigated the explanatory relevance of the shifting standards model to the role of employee disability in two simulated organizational processes: (a) job performance appraisal and (b) resource allocation. Two experimental studies found evidence of the shifting standards effect—employees with and without a disability received similar ratings w...

Purpose The purpose of this study was to investigate if chronological age sparks negative expectancies thus initiating a self-fulfilling prophecy in technology training interactions. Design/Methodology/Approach Data were obtained from undergraduate students (age ≤ 30) paired in 85 trainer–trainee dyads and examined through the actor-partner inte...

Purpose – The purpose of this paper is to examine the influence of age-related stereotyping processes on younger workers’ mood, attitudes, and impression management behaviors at work. Design/methodology/approach – Using survey data from 281 younger workers, the hypothesized model was tested using structural equation modeling. Findings – As younge...

Based on cross-sectional data from the 2008 National Study of the Changing Workforce, this study investigates relationships between gender, age, and work-family conflict across 6 family life stages. Participants were 690 married/partnered employees who worked 35 or more hours a week. Results indicated a small but negative relationship between age a...

Workers with invisible disabilities encounter unique challenges compared to workers with other concealable identities and even workers with visible disabilities. These challenges occur not only in the decisions of whether to disclose the invisible disability in the workplace but also in the detection and acceptance of having a disability to disclos...

Generations represent only one way of conceptualizing age. Based upon 3 dimensions, age can be conceptualized in at least 140 different ways.

This paper advances the argument that fully understanding the dynamics of an increasingly age-diverse workforce requires the consideration not only of age stereotypes, but also of the stereotypes that older, younger, and middle-aged workers believe that others hold about their group. The activation of these age metastereotypes plays a key, yet unde...

Inspired by Rynes and Barber's and Avery and McKay's theoretical work, we examined factors that influence organizations’ decision to target older applicants and the influence of this decision on other recruiting strategies. Our study of two samples of HR professionals provides mixed support for these theoretical frameworks. Incumbent age and an org...

By examining the psychological determinants of employability, Hogan, Chamorro-Premuzic, and Kaiser's (2013) model of employability provides a framework for exploring the hurdles that applicants with stigmatizing conditions must overcome in selection contexts. Specifically, the most qualified applicants not only must be willing and able to do the jo...

We agree with Ruggs and colleagues (2013) that age discrimination has been studied less in industrial and organizational (I–O) psychology in comparison to gender and race. We can, in fact, recall a number of articles on either age discrimination or age diversity that state that very fact in their introductory paragraphs. Age was for many years rele...

We examined the impact of attractiveness on employment termination decisions. After viewing a file that contained a poor performance review and a badge with a photograph of an extremely attractive, moderately attractive, or unattractive employee, 178 participants were asked if they would terminate the employee, rated how much they liked the employe...

Increasing age diversity in the workforce points to the need to understand the dynamics of interpersonal relations across age groups. An important element of these interactions involves interpersonal perceptions, including both what an individual believes about members of other age groups (stereotypes) and what individuals believe other age groups...

Research was conducted to test ideas derived from Wanberg, Welsh, and Hezlett’s (2003) dynamic process model of formal mentoring to examine (1) the role of respect and communication in mentorship relationship satisfaction, and (2) whether the age of the mentor or the prote´ge´ would impact those relationship qualities. The sample was comprised of 1...

The purpose of this study was to examine the relationship between employees' diversity climate perceptions and various job attitudes. Data were collected from 1,126 employees across five different organizations; analyses revealed that perceptions of an affirming diversity climate were positively related to organizational commitment, individual empo...

Purpose Research was conducted to determine whether and why the perceived motive (traditional or self-serving) underlying an employee’s organizational citizenship behavior (OCB) affects coworkers’ justice perceptions of the rewards distributed in response to the OCB. Design/Methodology/Approach In Study 1, 228 participants read a vignette in which...

Purpose The purpose of this paper is to establish whether positive or negative relationships exist between boundaryless and protean career attitudes (respectively) and organizational commitment and whether such relationships can be moderated by development opportunities. Design/methodology/approach Surveys from 212 part‐time MBAs were analyzed usi...

This book presents an evidence-based best practice approach to the design, development, and operation of formal mentoring programs within organizations. It includes practical tools and resources that organizations can use such as training exercises, sample employee development plans, and mentoring contracts. Case studies from organizations with suc...

The Case for Training and Supporting Research EvidenceDeveloping Training Objectives Potential Training TopicsTraining DeliveryPost-Training Support and Evaluation

Needs AssessmentOrganizational Support for the ProgramSetting Program Objectives Integration with Other HR Systems and ProcessesProgram Administration

General Participation GuidelinesProtégé SelectionMentor RecruitmentMentor Selection

Confidentiality StandardsStating, Sharing, and Negotiating Expectations for the RelationshipMeeting Frequency and Mode of ContactRelationship DurationGuiding Protégé Career DevelopmentPlanned Activities

Overview of Approaches to the Match ProcessInput into MatchingMatching CharacteristicsSpecific Suggestions

MonitoringProgram EvaluationWhat to MeasureHow to MeasureWhom to MeasureTiming of the EvaluationEvaluation Design

This chapter contains section titled:

Although researchers have documented multiple antecedent and outcome correlates of the self-awareness construct, relatively little work has focused on placing the construct within a nomological network. Using item response theory (IRT) analyses of differential item functioning (DIF), the authors compared the relationships between observed and laten...

We investigated the impact of job candidate weight (average or overweight) on several job-related ratings following a videotaped mock interview. In ad-dition to weight, we manipulated the race of the applicant, level of job qual-ifications, and type of job (e.g., public or private contact). We also measured the effect of rater race and negative aff...

Using a sample of 232 MBA alumni, we tested the impact of respondent age, gender, and their interaction on career progress outcomes (managerial level, number of promotions, and salary) and whether age- and gender-type of contexts moderated these relationships. Women's salaries did not increase much with age, whereas men's salaries showed a marked i...

This study examined the role of both age and age diversity in mentorships using quantitative and qualitative methodology. Based on data from nonfaculty employees of a large university, it found that the absolute age of the protégé in mentorships influenced career mentoring provided, characteristics of the mentorship, and perceptions of mutual learn...

Content analyses were used to explore alternative sources and functions of developmental support other than mentoring among non-faculty university employees. Results revealed the majority of participants reported having an alternative source of developmental support outside of a mentoring relationship, that the developmental functions provided by t...

We investigated the role of age as a predictor of newcomer socialization behaviors, and documented relationships between specific strategies and subsequent role-relevant outcomes. Academic and retail newcomer populations were each surveyed over three time periods. A negative relationship was found between age and covert forms of information seeking...

The current study investigated the effects of an experimentally imposed program of preferential selection on beneficiary self-evaluations and newcomer information-seeking behavior. One hundred-twenty undergraduates were randomly assigned to a classification condition (in which they were informed that they tended to think in either an “analytical” o...

Two studies were conducted as an initial test of the temporal and contextual stability of the Generation Identification Scale (GIS; Finkelstein, Gonnerman, & Johnson, presented at the Fourteenth Annual Meeting of the Society for Industrial and Organization Psychology, Atlanta, Georgia, April 29-May 2 1999). In the first study, we found that both th...

This study is an investigation of the moderating role of subordinate authoritarianism in the relationship between cross-level (i.e., supervisor and subordinate) extrarole (i.e., outside of work) activities and job satisfaction and organizational citizenship behaviors. Low authoritarian subordinates reported greater job satisfaction than high author...

This study explored the content of 324 managers' written statements justifying their ratings of a hypothetical older or younger job applicant's interpersonal skills, economic worth, and likelihood of being interviewed for an upper level clerical position. Age-related concerns were more often elicited in rating the older applicant than the younger a...

We propose that organizational factors (structure, values, and technology) influence raters' decision making processes which, in turn, can result in age discrimination in employment-related decisions. Specifically, organizational factors may influence (a) the extent to which jobs become age-typed, (b) the extent to which a worker's age is salient a...

In this investigation, the authors report the results of two studies designed to investigate the efficacy of two proposed indices of interrater agreement based on average deviations from the mean and from the median (ADM and ADMd, respectively). Using survey response data collected from 6,549 sales employees in 119 stores of a national retail compa...

Using refinements of hypotheses by L. M. Finkelstein, M. J. Burke, and N. S. Raju (1995), the authors examined the effects of rater age, age salience, and job-relevant information on 324 managers' ratings of an older or a younger hypothetical applicant's interpersonal skills, economic worth, and likelihood of being interviewed. They hypothesized th...

In the area of age discrimination in simulated employment settings, the present study meta-analytically tested 4 primary hypotheses derived from the social psychological stereotyping literature, referred to as the in-group bias, job information, salience, and job stereotype hypotheses. In general, the results supported the in-group bias, job inform...