PDF(Pubmed)
Abstract：
UNASSIGNED: The stereotype content model postulates that different groups evoke different emotions and reactions based on two dimensions: intention toward others (warmth) and competence.
UNASSIGNED: In this study, we used an experimental design and a qualitative approach to investigate how managerial strategies are selected and motivated when a subordinate makes a work task related error but belongs to a group that is stereotypical perceived differently in terms of warmth and competence (age groups with or without a medical condition). Thus 75 employees analyzed one of the five hypothetical cases and described the managerial strategy and motivation for usage.
UNASSIGNED: Data revealed that managerial strategies incorporate more active harm elements for younger employees in contrast with vulnerable groups (older employees with unspecified medical conditions, younger or older employees with a medical condition), who benefit from more active facilitation strategies. The strategy usage motivation is also different in the case of younger employees, the control group and the vulnerable groups.
UNASSIGNED: The study outcomes bring additional evidence to support the stereotype content model theory and the socioemotional selectivity theory, enriching applicability on organizational practice and human resources management.
UNASSIGNED: In this study, we used an experimental design and a qualitative approach to investigate how managerial strategies are selected and motivated when a subordinate makes a work task related error but belongs to a group that is stereotypical perceived differently in terms of warmth and competence (age groups with or without a medical condition). Thus 75 employees analyzed one of the five hypothetical cases and described the managerial strategy and motivation for usage.
UNASSIGNED: Data revealed that managerial strategies incorporate more active harm elements for younger employees in contrast with vulnerable groups (older employees with unspecified medical conditions, younger or older employees with a medical condition), who benefit from more active facilitation strategies. The strategy usage motivation is also different in the case of younger employees, the control group and the vulnerable groups.
UNASSIGNED: The study outcomes bring additional evidence to support the stereotype content model theory and the socioemotional selectivity theory, enriching applicability on organizational practice and human resources management.
摘要：
■刻板印象内容模型假设不同的群体基于两个维度唤起不同的情绪和反应：对他人的意图（温暖）和能力。
■在这项研究中，我们使用实验设计和定性方法来研究当下属犯了与工作任务相关的错误，但属于在温暖和能力方面（有或没有医疗条件的年龄组）不同的刻板印象时，如何选择和激励管理策略。因此，75名员工分析了五个假设案例之一，并描述了管理策略和使用动机。
■数据显示，与弱势群体（未指明医疗条件的老年员工相比，管理策略包含了对年轻员工更积极的伤害因素，有健康状况的年轻或年长员工)，他们受益于更积极的便利化战略。年轻员工的策略使用动机也不同，对照组和弱势群体。
■研究结果为支持刻板印象内容模型理论和社会情绪选择性理论提供了更多证据，丰富了组织实践和人力资源管理的适用性。
■在这项研究中，我们使用实验设计和定性方法来研究当下属犯了与工作任务相关的错误，但属于在温暖和能力方面（有或没有医疗条件的年龄组）不同的刻板印象时，如何选择和激励管理策略。因此，75名员工分析了五个假设案例之一，并描述了管理策略和使用动机。
■数据显示，与弱势群体（未指明医疗条件的老年员工相比，管理策略包含了对年轻员工更积极的伤害因素，有健康状况的年轻或年长员工)，他们受益于更积极的便利化战略。年轻员工的策略使用动机也不同，对照组和弱势群体。
■研究结果为支持刻板印象内容模型理论和社会情绪选择性理论提供了更多证据，丰富了组织实践和人力资源管理的适用性。
