Taking a worker-centric approach, with evidence based on the experiences of working individuals, the current study examines the age-related stereotypes of jobs, the characteristics of age-stereotyped jobs, and the consequences of occupying them. In Study 1, we utilize samples of working adults from the US, Turkey, and Malaysia to establish validation evidence for a spectrum of 160 jobs (n = 123 raters per job). Study 1 findings indicate that entry-level jobs and jobs requiring manual labor or the use of technology are younger-typed, whereas senior level jobs and jobs requiring large investments in training or education are older-typed. The age-typing of jobs was found to be similar across countries for the vast majority of jobs. We then provide criterion validity evidence in Study 2, by testing the interactive effects of chronological age, job age-type, and sex on psychological age and perceived age and sex discrimination across samples of workers from these same three countries (n = 1469). Results upheld theoretical predictions based upon career timetables theory, prototype matching theory, and intersectional salience of ageism theory. The interactive effects of chronological age and job age-type were stronger for women than for men; the hypothesized patterns of effects were overall consistent for women but not for men.

本研究采用以工人为中心的方法，并以工作个体的经验为证据，研究了与年龄相关的工作刻板印象、年龄刻板印象工作的特征以及占据这些工作的后果。在研究 1 中，我们利用来自美国、土耳其和马来西亚的在职成年人样本为 160 份工作（n = 每份工作 123 名评估员）。研究 1 的结果表明，入门级工作和需要体力劳动或使用技术的工作属于年轻类型，而高级工作和需要大量培训或教育投资的工作属于老年人类型。发现绝大多数工作的年龄类型在不同国家是相似的。然后我们在研究 2 中提供了标准有效性证据，通过测试来自这三个国家的工人样本的实际年龄、工作年龄类型和性别对心理年龄和感知年龄和性别歧视的交互影响（n = 1469）。结果支持基于职业时间表理论、原型匹配理论和年龄歧视理论的交叉显着性的理论预测。实足年龄和工作年龄类型的交互作用对女性强于男性；假设的效应模式对女性而言总体上是一致的，但对男性而言则不然。