To resolve the problem of ageist attitudes in organizational contexts, the psychological processes that contribute to their endorsement must be investigated. We suggest that lay theories of aging (essentialist beliefs about cognitive aging, EBCA), fixed versus growth mindsets, and lay theories of time (LTT, perceptions of time as change versus. repetition) represent a set of beliefs linked to ageist attitudes toward older workers. We also propose that relationships between these beliefs and ageism are mediated by stereotypical perceptions of older workers. In a pilot study, we constructed a measure of ageist attitudes toward older workers (AATOW). In the main study, we surveyed 166 younger workers (18–30 years old, employed full‐time), measuring EBCA, mindsets, LTT, age‐related stereotypes, and AATOW. The results demonstrated that there were significant relationships between EBCA, fixed mindset, LTT, and ageist attitudes. The relationships between EBCA and ageism, and mindsets and ageism were mediated by perceptions of older workers as not adaptable, while the relationship between LTT and ageism was not mediated by age‐related stereotypes. Implications for organizational efforts to nurture an age‐inclusive intergenerational workforce are discussed.

中文翻译：

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奠定理论和工作中的老年主义态度：关于认知衰老，固定思维方式和对时间的周期性感知的本质主义信念与老年工人对老年主义的态度有关

为了解决组织环境中的年龄主义态度问题，必须调查有助于其认同的心理过程。我们建议衰老的外在理论（关于认知衰老的本质主义信念，EBCA），固定与增长的心态以及时间的外在理论（LTT，时间对变化与重复的感知）代表了一组与衰老主义对老年人态度相关的信念工人。我们还提出，这些观念与年龄歧视之间的关系是由对老年工人的陈规定型观念所调解的。在一项试点研究中，我们构建了对老年工人的老年主义态度的量度（AATOW）。在主要研究中，我们对166名年轻工人（18至30岁，全职工作）进行了调查，测量了EBCA，心态，LTT，与年龄相关的刻板印象和AATOW。结果表明，EBCA，固定心态，LTT和年龄态度之间存在显着关系。EBCA与年龄歧视之间的关系，以及思维方式和年龄歧视是由对老年工人的不适应感所介导的，而LTT与年龄歧视之间的关系则不是由与年龄相关的刻板印象所介导的。讨论了组织努力培育年龄相称的跨代劳动力的意义。