“Small” Effects, Big Problems

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dc.citation.firstpage368en_US
dc.citation.issueNumber4en_US
dc.citation.journalTitleWork, Aging and Retirementen_US
dc.citation.lastpage370en_US
dc.citation.volumeNumber8en_US
dc.contributor.authorDavenport, Meghan K.en_US
dc.contributor.authorRuffin, Makai A.en_US
dc.contributor.authorOxendahl, Timothy A.en_US
dc.contributor.authorMcSpedon, Megan R.en_US
dc.contributor.authorBeier, Margaret E.en_US
dc.date.accessioned2023-02-20T17:17:48Zen_US
dc.date.available2023-02-20T17:17:48Zen_US
dc.date.issued2022en_US
dc.description.abstractMurphy and DeNisi (2021) call on researchers to “examine the cumulative effects of biases in the evaluations of and decisions regarding older workers,” acknowledging that “even if age differences at any one point in time (e.g., this year’s salary raise) are small, consistent differences in the treatment of older vs. younger workers could lead to large cumulative effects” (Murphy and DeNisi, 2021, p. 4). In this commentary, we aim to (a) probe what should constitute a small effect in the context of age stereotypes at work and (b) argue that there is evidence that cumulative effects of even small age-related biases impact the lives of older workers.en_US
dc.identifier.citationDavenport, Meghan K., Ruffin, Makai A., Oxendahl, Timothy A., et al.. "“Small” Effects, Big Problems." <i>Work, Aging and Retirement,</i> 8, no. 4 (2022) Oxford University Press: 368-370. https://doi.org/10.1093/workar/waac012.en_US
dc.identifier.doihttps://doi.org/10.1093/workar/waac012en_US
dc.identifier.urihttps://hdl.handle.net/1911/114464en_US
dc.language.isoengen_US
dc.publisherOxford University Pressen_US
dc.rightsThis is an author's peer-reviewed final manuscript, as accepted by the publisher. The published article is copyrighted by Oxford University Press.en_US
dc.title“Small” Effects, Big Problemsen_US
dc.typeJournal articleen_US
dc.type.dcmiTexten_US
dc.type.publicationpost-printen_US
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