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[{"key": "dc.contributor.advisor", "value": "von Bonsdorff, Monika", "language": "", "element": "contributor", "qualifier": "advisor", "schema": "dc"}, {"key": "dc.contributor.author", "value": "Liimatainen, Saara", "language": "", "element": "contributor", "qualifier": "author", "schema": "dc"}, {"key": "dc.date.accessioned", "value": "2023-08-03T05:56:54Z", "language": null, "element": "date", "qualifier": "accessioned", "schema": "dc"}, {"key": "dc.date.available", "value": "2023-08-03T05:56:54Z", "language": null, "element": "date", "qualifier": "available", "schema": "dc"}, {"key": "dc.date.issued", "value": "2023", "language": "", "element": "date", "qualifier": "issued", "schema": "dc"}, {"key": "dc.identifier.uri", "value": "https://jyx.jyu.fi/handle/123456789/88492", "language": null, "element": "identifier", "qualifier": "uri", "schema": "dc"}, {"key": "dc.description.abstract", "value": "V\u00e4est\u00f6n ik\u00e4\u00e4ntyminen on globaali trendi, joka korostaa organisaatioiden johdon t\u00e4rkeytt\u00e4 ik\u00e4\u00e4ntyvien ty\u00f6ntekij\u00f6iden ty\u00f6kyvyn ja -motivaation yll\u00e4pit\u00e4misess\u00e4. Ammatillinen min\u00e4pystyvyys on yhteydess\u00e4 moniin my\u00f6nteisiin organisatorisiin ja yksil\u00f6llisiin seurauksiin tehden siit\u00e4 t\u00e4rke\u00e4n tutkimusaiheen. Ik\u00e4\u00e4ntyviin ty\u00f6ntekij\u00f6ihin liitet\u00e4\u00e4n kuitenkin useita stereotypioita, joilla on havaittu olevan monia kielteisi\u00e4 vaikutuksia yksil\u00f6- ja organisaatiotasoilla. Ik\u00e4stereotypiat ovat laajasti tutkittu aihe, kun taas ik\u00e4metastereotypiat eli se, mit\u00e4 ik\u00e4\u00e4ntyv\u00e4t ty\u00f6ntekij\u00e4t uskovat muiden ajattelevan heist\u00e4, on harvemmin tutkittu n\u00e4k\u00f6kulma (Finkelstein, King & Voyles, 2015). T\u00e4m\u00e4 tutkimus tarkastelee positiivisten ja negatiivisten ik\u00e4metastereotypioiden yhteytt\u00e4 ik\u00e4\u00e4ntyvien ty\u00f6ntekij\u00f6iden ammatilliseen min\u00e4pystyvyyteen. Lis\u00e4ksi tutkitaan subjektiivisen i\u00e4n ja LMX:n roolia t\u00e4ss\u00e4 dynamiikassa. Ik\u00e4metastereotypioiden aktivointimalliin, itsekategorisoinnin teoriaan, stereotype embodiment- teoriaan sek\u00e4 LMX-teoriaan tukeutuen positiivisten ik\u00e4metastereotypioiden odotetaan olevan positiivisesti yhteydess\u00e4 ik\u00e4\u00e4ntyvien ty\u00f6ntekij\u00f6iden min\u00e4pystyvyyteen, kun taas negatiivisten ik\u00e4metastereotypioiden ja min\u00e4pystyvyyden yhteys on vastakkainen. Subjektiivisen i\u00e4n odotetaan vahvistavan n\u00e4it\u00e4 yhteyksi\u00e4, kun taas LMX:n odotetaan vahvistavan positiivista suhdetta ja heikent\u00e4v\u00e4n negatiivista suhdetta.\nTutkimus toteutettiin kyselytutkimuksena, ja aineisto ker\u00e4ttiin seurakunta-alalla toimivan suomalaisen kohdeorganisaation 50-vuotiailta ja sit\u00e4 vanhemmilta j\u00e4senilt\u00e4. Tulokset osoittivat negatiivisten ik\u00e4metastereotypioiden olevan negatiivisesti yhteydess\u00e4 ik\u00e4\u00e4ntyvien ty\u00f6ntekij\u00f6iden ammatillisen min\u00e4pystyvyyteen, kun taas positiivisilla metastereotypioilla yhteytt\u00e4 ei ollut. Korkeamman subjektiivisen i\u00e4n havaittiin olevan yhteydess\u00e4 heikompaan min\u00e4pystyvyyteen, mutta moderoivaa vaikutusta subjektiiviselta i\u00e4lt\u00e4 ei l\u00f6ytynyt. LMX ei ollut yhteydess\u00e4 ik\u00e4metastereotypioihin tai min\u00e4pystyvyyteen. Negatiivisten metastereotypioiden osalta tulokset ovat yhten\u00e4isi\u00e4 aiemman tutkimuksen kanssa, mutta tulosten voidaan n\u00e4hd\u00e4 kyseenalaistavan positiivisten stereotypioiden hy\u00f6dyllisyyden. Lis\u00e4ksi tulokset havainnollistavat subjektiivisen ik\u00e4\u00e4ntymisen merkityst\u00e4.", "language": "fi", "element": "description", "qualifier": "abstract", "schema": "dc"}, {"key": "dc.description.abstract", "value": "The global trend of an aging society highlights the importance for management to maintain the abilities and motivation of older workers to continue working. Occupational self-efficacy of older workers has been connected to various favorable organizational and individual outcomes, making it an important research topic. However, older workers are often associated with a plethora of stereotypes, which have been shown to be related to various negative organizational outcomes. While the effects of age stereotypes are widely studied, age metastereotypes, i.e., what older workers think others to believe about them, is a perspective that is often overlooked (Finkelstein, King & Voyles, 2015). This study aims to explore how positive and negative age metastereotypes relate to the occupational self-efficacy of older workers. Additionally, the roles of subjective age and LMX in this dynamic are considered. Building on the age metastereotype activation model, self-categorization theory, stereotype embodiment theory and LMX theory it is hypothesized that positive age metastereotypes are positively related to occupational self-efficacy of older workers while negative age metastereotypes and self-efficacy is negatively related. A higher subjective age is expected to strengthen these relationships meanwhile LMX is expected to strengthen the positive relationship and weaken the negative relationship. \nThe study was conducted as a survey study and the data was collected from a target organization that operates in the religious organizations industry in Finland. The online questionnaire was sent to members of the target organization aged 50 or older. The results showed that negative age metastereotypes were negatively associated with occupational self-efficacy of older workers while association between positive metastereotypes and occupational self-efficacy was not found. Higher subjective age was associated with weaker occupational self-efficacy but did not moderate the relationship between metastereotypes and occupational self-efficacy. LMX was not found to be associated with age metastereotypes or occupational self-efficacy. These results offer support to the existing literature regarding negative stereotypes but question the usefulness of positive stereotypes in an organizational context. Moreover, the findings demonstrate the importance of subjective experiences of ageing at work.", "language": "en", "element": "description", "qualifier": "abstract", "schema": "dc"}, {"key": "dc.description.provenance", "value": "Submitted by Paivi Vuorio (paelvuor@jyu.fi) on 2023-08-03T05:56:54Z\nNo. of bitstreams: 0", "language": "en", "element": "description", "qualifier": "provenance", "schema": "dc"}, {"key": "dc.description.provenance", "value": "Made available in DSpace on 2023-08-03T05:56:54Z (GMT). No. of bitstreams: 0\n Previous issue date: 2023", "language": "en", "element": "description", "qualifier": "provenance", "schema": "dc"}, {"key": "dc.format.extent", "value": "72", "language": "", "element": "format", "qualifier": "extent", "schema": "dc"}, {"key": "dc.language.iso", "value": "eng", "language": null, "element": "language", "qualifier": "iso", "schema": "dc"}, {"key": "dc.rights", "value": "In Copyright", "language": null, "element": "rights", "qualifier": null, "schema": "dc"}, {"key": "dc.subject.other", "value": "age metastereotypes", "language": "", "element": "subject", "qualifier": "other", "schema": "dc"}, {"key": "dc.subject.other", "value": "occupational self-efficacy", "language": "", "element": "subject", "qualifier": "other", "schema": "dc"}, {"key": "dc.subject.other", "value": "subjective age", "language": "", "element": "subject", "qualifier": "other", "schema": "dc"}, {"key": "dc.subject.other", "value": "LMX", "language": "", "element": "subject", "qualifier": "other", "schema": "dc"}, {"key": "dc.title", "value": "Age-based metastereotypes and occupational self-efficacy : LMX and subjective age as moderators", "language": "", "element": "title", "qualifier": null, "schema": "dc"}, {"key": "dc.type", "value": "master thesis", "language": null, "element": "type", "qualifier": null, "schema": "dc"}, {"key": "dc.identifier.urn", "value": "URN:NBN:fi:jyu-202308034607", "language": "", "element": "identifier", "qualifier": "urn", "schema": "dc"}, {"key": "dc.type.ontasot", "value": "Master\u2019s thesis", "language": "en", "element": "type", "qualifier": "ontasot", "schema": "dc"}, {"key": "dc.type.ontasot", "value": "Pro gradu -tutkielma", "language": "fi", "element": "type", "qualifier": "ontasot", "schema": "dc"}, {"key": "dc.contributor.faculty", "value": "Jyv\u00e4skyl\u00e4 University School of Business and Economics", "language": "en", "element": "contributor", "qualifier": "faculty", "schema": "dc"}, {"key": "dc.contributor.faculty", "value": "Jyv\u00e4skyl\u00e4n yliopiston kauppakorkeakoulu", "language": "fi", "element": "contributor", "qualifier": "faculty", "schema": "dc"}, {"key": "dc.contributor.department", "value": "Taloustieteet", "language": "fi", "element": "contributor", "qualifier": "department", "schema": "dc"}, {"key": "dc.contributor.department", "value": "Business and Economics", "language": "en", "element": "contributor", "qualifier": "department", "schema": "dc"}, {"key": "dc.contributor.organization", "value": "Jyv\u00e4skyl\u00e4n yliopisto", "language": "fi", "element": "contributor", "qualifier": "organization", "schema": "dc"}, {"key": "dc.contributor.organization", "value": "University of Jyv\u00e4skyl\u00e4", "language": "en", "element": "contributor", "qualifier": "organization", "schema": "dc"}, {"key": "dc.subject.discipline", "value": "Johtaminen", "language": "fi", "element": "subject", "qualifier": "discipline", "schema": "dc"}, {"key": "dc.subject.discipline", "value": "Management and Leadership", "language": "en", "element": "subject", "qualifier": "discipline", "schema": "dc"}, {"key": "yvv.contractresearch.funding", "value": "0", "language": "", "element": "contractresearch", "qualifier": "funding", "schema": "yvv"}, {"key": "dc.type.coar", "value": "http://purl.org/coar/resource_type/c_bdcc", "language": null, "element": "type", "qualifier": "coar", "schema": "dc"}, {"key": "dc.rights.copyright", "value": "\u00a9 The Author(s)", "language": null, "element": "rights", "qualifier": "copyright", "schema": "dc"}, {"key": "dc.rights.accesslevel", "value": "openAccess", "language": null, "element": "rights", "qualifier": "accesslevel", "schema": "dc"}, {"key": "dc.type.publication", "value": "masterThesis", "language": null, "element": "type", "qualifier": "publication", "schema": "dc"}, {"key": "dc.subject.oppiainekoodi", "value": "20424", "language": "", "element": "subject", "qualifier": "oppiainekoodi", "schema": "dc"}, {"key": "dc.subject.yso", "value": "min\u00e4pystyvyys", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "ik\u00e4\u00e4ntyminen", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "ik\u00e4\u00e4ntyv\u00e4t ty\u00f6ntekij\u00e4t", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "ik\u00e4", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "ik\u00e4johtaminen", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "self-efficacy", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "ageing", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "ageing employees", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "age", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "age management", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.rights.url", "value": "https://rightsstatements.org/page/InC/1.0/", "language": null, "element": "rights", "qualifier": "url", "schema": "dc"}]
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