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This paper uses the criteria for defining market segments by George Day to analyse older females as a market segment for well‐fitting clothing. This market can be identified by the physical characteristics of older females and their chronic dissatisfaction with ready‐to‐wear. The growing proportions of older consumers and their life expectancy render this market substantial and durable. Retail trade statistics and family expenditure surveys can be used to measure the market segment. Research pertaining to older females' behaviour towards clothing is limited; therefore, the distinctiveness of older females as a market segment for clothing is far from conclusive. Research implications include clothing expenditures and the behavioural dimension of older consumers.

The purpose of this paper is to investigate the effects of age and gender upon the level of job satisfaction of accounting professionals as well as examine if gender and age lead to differences in their perceptions of work‐related attributes such as advancement opportunities and relations with supervisors.

Questionnaires were mailed to 1,000 accounting professionals and 245 useable questionnaires were received (193 were returned due to incorrect address) resulting in a 30 percent response rate. The questionnaire was designed with a six‐point Likert scale to measure the respondent perceptions concerning 78 factors that may influence their level of job satisfaction. Factor analysis with a varimax rotation reduced the 78 factors down to nine factor groups. These factors or work‐related attributes became the nine independent variables for six regression models. The sample was subdivided based by age and gender differently for each of the six regression models. The dependent variable represented the level of job satisfaction perceived by the accounting professionals surveyed.

As a result of the six regression models, the six following factors or work‐related attributes are significant to age and/or gender: job fulfillment, treatment by peers and supervisors, promotion and advancement opportunities, supervisors, gender discrimination and employee relations with coworkers. The remaining three factors or work‐related attributes are not significant with age and/or gender: amount of compensation, fringe benefits provided and amount of workload required.

The sample includes alumni from a private university located in a large metropolitan area on the east coast of the USA, the results are not representative of all accounting professionals. Thus, our findings cannot be generalized to the larger population of American accounting professionals.

Employers can incorporate the findings of this study in their organizations to assist in improving the overall level of job satisfaction of their accounting professional employees, especially involving gender or age issues.

This study shows boards of directors and executive managers which specific work‐related attributes to improve for the purpose of increasing the retention rate and decreasing turnover rate of their accounting professionals in critical positions within those organizations.

The objective of the research reported here was to provide an opportunity to raise issues relevant to the ongoing debate on informal care of older people by exploring the attitudes of both men and women towards the care of dependent older people. The sample (n = 174) was drawn from age cohorts 20‐39 years (n = 90) and 40‐59 years (n = 84). The men and women who participated in the study were members of the general public. The self‐administered survey questionnaire was designed to examine attitudes towards the informal care of older people and to determine if men and women differ not only in attitude but also in their willingness to undertake certain aspects of care, and whether the age of the respondent was likely to be a defining factor. Statistical analysis was conducted using SPSS. The results established that an overwhelming majority of women demonstrated a greater willingness to provide care to a dependent older relative.

Built on the socioemotional selectivity theory, the purpose of this paper is to analyze elderly female consumers’ consumption of environmentally sustainable apparel (ESA) according to their time perspective (TP) (expansive vs limited) and different types of advertising appeals (emotional vs rational and positive vs negative emotional appeals).

The study conducted a survey and experiments with 154 US female consumers who were 65 years of age or older. Data were analyzed through regression and ANCOVA.

The results showed that older female adults with an expansive TP tended to consume ESA, with their fashion consciousness moderating the results. Rational and either positive or negative emotional advertisements with environmental messages were found to encourage the higher purchase intentions of elderly consumers more effectively than advertisements with no environmental messages.

Apparel retailers are recommended to consider the factor of TP when encouraging environmental consumption. Environmental messages containing rational information and eliciting positive and negative emotions are suggested to promote purchase intention toward ESA among elderly consumers.

This study addressed an under-studied segment in ESA consumption – elderly female consumers – built on the socioemotional selective theory, and confirmed that this group’s ESA consumption can be explained by their perspective on time. In addition, this study confirmed which advertising appeals would effectively encourage their ESA consumption, and provided theoretical explanations for these findings.

The purpose of this paper is to examine the interactive effects of gender and age on evaluations of job applicants. Given the double jeopardy hypothesis, the authors might anticipate that older women would be denigrated most in hiring evaluations. However, given expectations of normative gender behavior, the authors might anticipate that older men would be penalized most for not already having stable employment. This study aims to examine which hypothesis best describes selection biases based on age and gender.

Stimuli depicting male and female job applicants at the various ages were developed. The stimuli were standardized by collecting facial photos of older White men and women at ages 20, 40, and 60, and morphing these faces onto standardized bodies using Adobe Photoshop. Participants viewed six stimuli, one from each age by gender combination, and made evaluations across job relevant dimensions.

Results showed an interaction between age and gender, such that older male applicants were evaluated more negatively than older female and younger male applicants. These findings support for the violation of gender normative behavior hypothesis.

This study has implications for organizational leaders who can use this information to provide training for selection officers concerning biases against older workers and how to avoid them.

Original, novel stimuli are used in an experimental design to examine the effects of age in employment in a standardized manner which controls for extraneous variables such as attractiveness across age.

The study examines whether age intersects with gender and race during the initial stage of the hiring process and affects access to vacancies outcomes and wage sorting.

In order to answer the research question, the study collects data from four simultaneous field experiments in England. The study compares the labour market outcomes of younger White British men with those of older White British men and women, and with those of older Black British men and women. The study concentrates on low-skilled vacancies in hospitality and sales in the private sector.

The results of this study indicate that older White British men and women, as well as older Black British men and women, experience occupational access constraints and are sorted into lower-paid jobs than younger White British men. The level of age discrimination is found to be higher for Black British men and women. In addition, Black British women experience the highest level of age discrimination. These patterns may well be in line with prejudices against racial minority groups and stereotypical sexist beliefs that the physical strengths and job performance of women decline earlier than those do for men.

If prejudices against older individuals are present, then anti-discrimination legislation may be the appropriate response, especially for racial minorities and women. Eliminating age discrimination in selection requires firms to adopt inclusive human resources (HR) policies at the earliest stages of the recruitment process.

This research presents for the first-time comparisons of access to vacancies and wage sorting between younger male racial majorities and older male racial majorities, older female racial majorities, older male racial minorities, and older female racial minorities. In addition, the driven mechanism of the assigned differences is explored. Because the study has attempted to minimise the negative employer stereotypes vis-à-vis older employees, with respect to the employees' motivation, productivity, and health, such prejudices against older individuals may be considered taste-based discrimination.

This study set out to explore employees' experience and understandings of gender and age in higher education to identify if women in higher education experienced the double jeopardy of gendered ageism. Further the role of physical attractiveness and appearance in higher education is explored.

Rich data were afforded by the qualitative method of in‐depth interviewing of 48 employees in a matched by gender, age grouping and academic status design. The recorded transcripts were subject to content and interpretative phenomenological analyses.

This study supports previous findings in different workplace settings that women, both academics and non‐academics, experience the double jeopardy of being discriminated against on the grounds of their age and gender in a way that men do not experience. Emergent themes are women: question they experience age discrimination as any perceived discrimination may be gender related and not only age‐related (uncertainty); are socialised to tolerate acceptable levels (tolerance); grow to love the perpetrators (identify with the status quo). Physical attractiveness and appearance are seen as relevant to the workplace in higher education. Non‐academics see academics as being career driven by their lack of attractiveness and or poor appearance. Male academics perceive women academics as unattractive and dressing down in appearance. Young female academics play down their “looks”, i.e. attractiveness and appearance so the effect is minimal (minimisation) as they perceive these be a disadvantage in their careers. Male academics do not report such considerations. “Lookism” thus presents a further prejudice that female academics experience beyond gendered ageism.

One experienced interviewer was used to enhance consistency of interviewing but there may be concerns about possible interviewer effects and the generalisability of the findings within higher education.

Having identified and elucidated “lookism” as a concern for female academics, its extent and sequalae in higher education may be addressed.

This is the first study to show female academics experience the triple jeopardy of gendered ageism and how they look i.e.“lookism”.

Changes in physiology associated with ageing mean increased concern for the safety of older drivers and the risk they may pose on other road users. The risk of older drivers is distorted by their fragility; they are more likely to be injured or die in road collisions compared to a younger person. Older drivers are, overall, safe drivers who pose similar risks to other road users as middle-aged drivers, but who are at risk themselves because of their fragility. The fragility is greater in older females than older men; females over the age of 80 are nine times more likely to die from their injuries compared to 40–49-year old females, while men are at least five times more likely. Older drivers are overrepresented in collisions at junctions that have no formal traffic control and underrepresented in crashes that involve excess speed. While it is not possible to put traffic signals in every junction, it is suggested consideration be given to mini roundabouts or three-way stop-sign junctions (as found in United States and South Africa). There is no evidence that stringent testing for licence renewal has advantages in reducing older driver risk. Assessments at specialist centres, such as mobility assessment centres, are a more effective way to pick up drivers who are no longer safe to drive.

Modern prejudice was examined as a potential predictor of overestimating proportions of minority employees in gender-typed occupations. Strength of conjunction error was considered as an indicator of distorted perceptions of these proportions. Furthermore, the purpose of this paper is to investigate whether the association between modern prejudice and strength of conjunction error was weaker for gender-untypical than for gender-typical targets.

Modern prejudice was considered as a predictor of overestimations of black female employees in Study 1 (n=183) and black female older employees in Study 2 (n=409). Data were collected using internet-mediated questionnaires.

In Study 1, modern racism, but not modern sexism, was associated with greater strength of conjunction error when respondents were presented with gender-typical targets. In Study 2, using a sample scoring higher on modern prejudice than in Study 1, modern racism, but not modern sexism and modern ageism, was associated with greater strength of conjunction error, irrespective of target occupation. Furthermore, there was an unexpected association between lower sexism and greater strength of conjunction error for gender-typical targets, but not for gender-untypical targets.

The findings lend support to the ethnic-prominence hypothesis in that modern racism, but not modern sexism or modern ageism, was associated with greater strength of conjunction error. Furthermore, empirical evidence suggests that target non-prototypicality can dilute the effect of modern prejudice on strength of conjunction error.

This is one of the rare studies examining attitudes and conjunction error in a work-relevant context, thereby bridging the gap between social cognition and applied psychology.

The purpose of this paper is to explore the quality of social relationships of older Filipino church members by determining their perceptions of support and non-support in their social network.

A qualitative research approach with semi-structured interviews was utilized. A purposive sample of six Filipino older adults (ages 60-89) were invited and agreed to participate in the study.

The themes found in the study confirmed the types of support outlined in social convoy theory. Several unique nuances in the types of support and non-support between the interactions of older adult Filipinos with people very close to them, somewhat close to them, and merely acquainted with them were identified. The themes of support include instrumental support, emotional care, social connectedness, and companionship during engagement in activities. Themes characterising lack of support include disrespect and lack of understanding, constraining one’s actions, helplessness in responding to the other’s needs, non-dependability and non-reliability, difficulty in maintaining social connections, making it difficult to play a desired or expected role.

The study’s limitations are the small sample size, the quality of support explored only through nominating two members of each level of closeness in the older adults’ social convoy, sample size adequacy to reach data saturation, and the lack of data on support reciprocity that may influence the respondents’ perceptions of support and non-support.

The findings of the paper point to possible interventions to improve social support for the older population. The road map for those interested in developing interventions should also put some emphasis on older adults’ needs in their continued societal engagement. Interventions may involve facilitating role transitions and providing social support systems attuned to the needs of the elderly.

The authors speculate that this lack of support experienced by the older adults relates to the loss of societal roles, especially as this relates to their identity, meaning, and changes in social interactions within their communities. It is therefore important that interventions be planned to provide structures for older adults’ transitions in their re-engagement in society and into the work-force, thereby reducing this sense of role ambiguity and providing them with more positive identities in their communities.

The results suggest another form of support distinct from the emotional and instrumental support elaborated in previous work. This support is identified as companionship from within the social network that allows older adults to sustain engagement in meaningful activities. The study’s results further suggest a lack of clarity in societal roles, i.e. a sense of role ambiguity, which older adults may experience in the transitioning from adulthood to later adulthood.