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.

Academic advising theory and research has documented the importance of advising for student well-being and important university outcomes. However, the effectiveness of academic advisors in improving such outcomes for management students with a mental illness has yet to be examined. In our study of 280 management students, we found that having a supportive academic faculty advisor was related to higher university satisfaction and lower quitting intentions through reduced burnout for students without a mental illness. These relations, however, did not hold for students with a mental illness, who experienced relatively high levels of burnout regardless of advising support perceptions. We then explored the relative importance of predictors of student mental well-being, and found that mental health self-efficacy was strongest predictor of mental well-being, followed by resilience, but that mental illness knowledge and perceived workload were not significantly related to mental well-being. Our results suggest that faculty advisors may be under-prepared to meet the needs of students with a mental illness, and we recommend that faculty advisors focus on gaining skills to improve student mental health self-efficacy and resilience.

Over the last 15 years, research on identity management, the strategic choices employees make to manage others’ impressions of their association with a stigmatized identity(ies) (Roberts, 2005), has grown exponentially. This research has contributed to a growing understanding of the crucial role of employment experiences for people with stigmatized identities (e.g., employees with disabilities, sexual minorities; Jones & King, 2014). The identity management literature is at a critical juncture, however, as employees with stigmatized identities are increasingly bringing new and more complex aspects of themselves to work (e.g., intersectional identities) that are not well understood in current research. As such, to aid scholars in ‘Broadening our Sight’ during the 80th Annual Academy of Management, we aim to spark developmental dialogue about the future of identity management research. Specifically, in this session we aim to have short insight- only presentations and a focus on discussion that will shed light on the future of identity management in the context of these new and more complex considerations around employees' identities. Employee Identity Management of Marginalized Identities: A Meta-Analytic Review Presenter: Liza Yasemin Barnes; U. of Colorado, Boulder Presenter: Sabrina DeeAnn Volpone; U. of Colorado, Boulder Presenter: Christina Noelle Lacerenza; U. of Colorado, Boulder Presenter: Brent John Lyons; Schulich School of Business Presenter: Ashlyn Fleming; U. of Colorado Boulder Managing Stigma While Wielding Power: Experiences of High-Ranking Leaders with Minority Identities Presenter: Kelly Gabriel; George Washington U. Shift or Lean? Advancing Identity Management by Considering Intersectionality Presenter: Shovna Crystal Tripathy; U. of Memphis Presenter: David F. Arena; U. of Texas At Arlington Presenter: Kristen Price Jones; U. of Memphis I’ve Got Your Six: The Importance of Coworkers for Women Veterans with Prior Military Sexual Trauma Presenter: Nicholas Anthony Smith; Portland State U. Presenter: Jacquelyn Brady; San Jose State U. Presenter: Leslie Hammer; Portland State U. Presenter: Kathleen Carlson; Oregon Health and Science U. and VA Portland Health Care System Presenter: Cynthia Mohr; Portland State U. Sexual Harassment in Customer Service: The ‘Logic of Tolerance’ Presenter: Liana Bernard; Portland State U. Presenter: Megan Korsak; Portland State Presenter: Larry R. Martinez; Portland State U. Presenter: Amanda Beikzadeh; Portland State U.

Decades of research have indicated that work and family are inextricably intertwined (e.g., Amstad, Meier, Fasel, Elfering, & Semmer, 2011). Despite numerous lessons learned from the robust work-life literature, there are surprisingly many neglected areas and questions left to be answered. Much of the work-life research fails to examine or account for theoretical paradigms as they apply to shifting workplace characteristics (e.g., globalization, team-based flat organizations, technology) and how this may be related to under-explored factors in the work-life sphere such as job overqualification and corresponding multi-level influences such as public policy (e.g., state law mandating paid family leave). The purpose of this symposium is to highlight work that utilizes novel theoretical lenses and advanced analytic approaches in order to further theoretical understanding of the dynamic interplay between work and non- work. Given that advancement in work-life theory can be achieved more readily by relying on multi-source, multi-level, and longitudinal or time-lagged data analyses, this symposium draws on two time-lagged studies, one examining the effects of the quality of home life relationships on work with consideration to job over qualification, and the other on the synergistic effects of bi-directional work-family enrichment on job outcomes that are increasingly relevant due to a shifting focus on team work in organizations (OCBs). Another study examines the multi-level influence of public policy on the link between work-life conflict and individual job and well-being outcomes. The final paper examines the within-person day level effects of family supportive supervision on job satisfaction via the effect it has on employee perceptions of supervisor responsiveness. The Link Between Overqualification and Family-to-Work Cross-Domain Effects Presenter: Nicholas Anthony Smith; Oregon Health & Science U. and Quinnipiac U. Presenter: Leslie Hammer; Portland State U. Presenter: Cynthia Mohr; Portland State U. Positive Spillover Between Family & Work: Impacts on Work Outcomes Through Job Affective Well-Being Presenter: Hyun Jung Lee; Washington State U. Vancouver Presenter: Tahira M. Probst; Washington State U. Vancouver National Work-Family Policies: Multilevel Effects on Employee Reactions to Work/Family Conflict Presenter: Erica Bettac; Washington State U. Vancouver Presenter: Tahira M. Probst; Washington State U. Vancouver Daily Supervisor Support for Work and Non-Work, Supervisor Responsiveness, and Job Satisfaction Presenter: Luke Mahoney; Portland State U. Presenter: Leslie Hammer; Portland State U. Presenter: Todd Bodner; Portland State U. Presenter: Cynthia Mohr; Portland State U.

Although the notion of archetypes have a long history in the psychological literature, the notion of prejudice archetypes for different categories of workers, based upon unique combinations of individuals’ tripartite of intergroup demography, including age, sex, and communal affiliation, is a new development. The current study aims to test the absence or presence of prejudice archetypes and further examine whether particular demographic categorical combinations will lead to different patterns of work outcomes for members of different age-related demographic subgroups. Across four studies (N = 963), including both lab and field studies, and including two distinct societal cultures, the US and Turkey, results found support for the notion that different demographic combinations result in different stereotype sets (i.e., archetypes). All of the posited archetypes found at least some support, excepting that of older white males, where results seemed most obfuscated (Studies 1 and 2). The interactive effects of age and sex were found to predict rater affective and evaluative responses; affective reactions were further found to mediate the moderated relations between age, sex, and work-related evaluations (Study 3). Finally, the joint effects of age and sex explained warmth self-stereotypes and sex discrimination, such that older men viewed older workers as warmer and reported less sex discrimination relative to older women and younger workers; younger average organizational age was also associated with less burnout (Study 4). Implications for theory and practice are discussed.