rdf-syntax-grammar
mods:
  schema location: http://www.loc.gov/mods/v3 http://www.loc.gov/standards/mods/v3/mods-3-2.xsd
  title info:
    non sort: An
    title: investigation of age influences in the performance appraisal process
  name:
    name part: Chachere, Joseph Gregory.
    role:
      role term: creator
  name:
    name part: Youngblood, Stuart A.
    role:
      role term: degree supervisor.
  name:
    name part: Ferris, Gerald R.
    role:
      role term: degree committee member.
  name:
    name part: Woodman, Richard W.
    role:
      role term: degree committee member.
  name:
    name part: Worchel, Stephen
    role:
      role term: degree committee member.
  name:
    name part: Texas A & M University
    role:
      role term: degree granting institution.
  type of resource: text
  genre: bibliography
  genre: Academic theses
  origin info:
    place:
      place term: xx
    date issued: 1989
    issuance: monographic
  language:
    language term: eng
  physical description:
    form: print
    extent: x, 166 leaves : illustrations ; 29 cm
  abstract: Age discrimination in employment settings is a problem of growing concern. As the American workforce grows older, the potential for discrimination Increases. Age discrimination, as it occurs in the performance appraisal process, is of particular concern because the results of the performance appraisal process, specifically, the performance ratings, often serve as major inputs into many other employment decisions affecting the subordinate. The overall objective of this research was to investigate some of the cognitive processing issues that are related to age-linked biases in work organizations. Literature in the areas of performance appraisal, perception, age, stereotyping, and causal attributions was reviewed and a conceptual model of the process by which supervisor perceptions of subordinate age can affect subjective evaluations of subordinate performance and causal attributions ascribed by the supervisor was developed and tested. Specifically, the model suggests: (1) when the age of the Job Incumbent Is not the same as the age of the person to typically occupy the position, lower performance ratings result; and (2) when subordinate performance differs from that which is expected by the supervisor, causal attributions ascribed by the supervisor will be more unstable and external than when performance is in line with what was expected. A laboratory experiment was conducted to examine the relationships proposed in the model. Contrary to predictions, there were no statistically significant differences between older and younger employees in young-typed, old-typed, and age-neutral Jobs, although the results were in the predicted directions. Additionally, none of the predictions regarding causal attributions were supported. Alternative explanations for the study results are explored. Further, implications of the study results are discussed.
  note: Typescript (photocopy).
  note: Vita.
  note: "Major subject: Management."
  note: Ph. D. Texas A & M University 1989
  note: Includes bibliographical references.
  subject:
    topic: Age discrimination in employment
  subject:
    topic: Employees
    topic: Rating of
  subject:
    topic: Major management
  identifier: http://gateway.proquest.com/openurl
  identifier: http://proxy.library.tamu.edu/login
  related item:
    location:
      url: http://proxy.library.tamu.edu/login
  related item:
    location:
      url: http://gateway.proquest.com/openurl
  record info:
    record content source: TXA
    record creation date: 900726
    record change date: 20200904152434.0
    record identifier: in00000919080
    language of cataloging:
      language term: eng