Americans harbor much less favorable explicit sentiments toward young adults than toward older adults.

Public and academic discourse on ageism focuses primarily on prejudices targeting older adults, implicitly assuming that this age group experiences the most age bias. We test this assumption in a large, preregistered study surveying Americans' explicit sentiments toward young, middle-aged, and older adults. Contrary to certain expectations about the scope and nature of ageism, responses from two crowdsourced online samples matched to the US adult population (N = 1,820) revealed that older adults garner the most favorable sentiments and young adults, the least favorable ones. This pattern held across a wide range of participant demographics and outcome variables, in both samples. Signaling derogation of young adults more than benign liking of older adults, participants high on SDO (i.e., a key antecedent of group prejudice) expressed even less favorable sentiments toward young adults-and more favorable ones toward older adults. In two follow-up, preregistered, forecasting surveys, lay participants (N = 500) were generally quite accurate at predicting these results; in contrast, social scientists (N = 241) underestimated how unfavorably respondents viewed young adults and how favorably they viewed older adults. In fact, the more expertise in ageism scientists had, the more biased their forecasts. In a rapidly aging world with exacerbated concerns over older adults' welfare, young adults also face increasing economic, social, political, and ecological hardship. Our findings highlight the need for policymakers and social scientists to broaden their understanding of age biases and develop theory and policies that ponder discriminations targeting all age groups.

Self-affirmation increases reemployment success for the unemployed.

Losing a job is one of life's most stressful events. Furthermore, maladaptive reactions to unemployment can trap people in a vicious cycle that derails their reemployment efforts. The current research tested whether a brief values-based self-affirmation intervention increases the odds of reemployment after a job loss and during unemployment, which presumably breaks this vicious cycle. Two field experiments, including one with a governmental employment agency, found that a 15-min self-affirmation exercise-i.e., reflecting on one's most important values-increased key employment-related outcomes after 4 wk, including the probability and speed of reemployment and the number of job offers. Because the ordeal of job loss and the probability of reemployment may be particularly challenging for individuals above the age of 50 y, we also explored whether the intervention was equally effective for those above and below 50 y of age. Demonstrating the generality of this effect, the efficacy of the intervention did not differ between individuals below and above the age of 50, and it was also effective for both recently unemployed and chronically unemployed individuals. Because self-affirmations have more typically been tested in educational contexts, the current research demonstrates the wide-ranging value of this intervention. By diminishing the vicious cycle of unemployment, the present studies show how a simple self-affirmation intervention can help individuals succeed in the labor market.

Pension Tension: Retirement Annuity Fosters Ageism Across Countries and Cultures.

Background and Objectives: Globally aging populations raise worldwide concerns about how an older population will be valued. Cross-culturally, many espouse that Eastern cultures revere their older adults more than Westerners, due to stronger collectivism and filial piety traditions. In contrast, this paper proposes a resource tension hypothesis, whereby rapid population aging causes pragmatic strain across all modernized societies, fostering ageism. Research Design and Methods: Three studies supported this resource tension hypothesis, focusing on the pragmatic role of public pensions-a fundamental resource inherently pitting older versus younger generations-in fostering ageism. Study 1 tested the relationship between nation-level public pension rate and attitudes toward older adults by using World Values Survey and European Social Survey data sets. Study 2 further explored this relationship via priming both the pension-based resource scarcity and the intergenerational competition over the public pension. Study 3 offered an intervention-future-self-thinking via a photo ager-on reducing intergenerational tensions under pension scarcity conditions. Results: Study 1 found a significant link between nation-level public pension rate and negative older adult attitudes across 39,700 World Values Survey, and 29,797 European Social Survey data points. Study 2 further supported the pension-ageism link via experimental methods. Participants who were reminded of the scarcity of pensions and intergenerational competition exhibited more negative attitudes toward older adults. Study 3 confirmed the effect of the future-self intervention on enhancing attitudes toward older adults even despite scarce pension resources. Discussion and Implications: The findings support a resource explanation in driving perceptions of older adults, implicate pensions as a key mechanism driving intergenerational attitudes, and identify future-self thinking as a critical intervention. The present studies open up new research pathways for understanding and accommodating the globally aging population.

Millennials Versus Boomers: An Asymmetric Pattern of Realistic and Symbolic Threats Drives Intergenerational Tensions in the United States.

Intergenerational conflict appears frequently in American public discourse, often framed as clashes between Millennials and Baby Boomers. Building on intergroup threat theory in an exploratory survey, a preregistered correlational study, and a preregistered intervention (N = 1,714), we find that (a) Millennials and Baby Boomers do express more animosity toward each other than toward other generations (Studies 1-3); (b) their animosity reflects asymmetric generational concerns: Baby Boomers primarily fear that Millennials threaten traditional American values (symbolic threat) while Millennials primarily fear that Baby Boomers's delayed transmission of power hampers their life prospects (realistic threat; Studies 2-3); (c) finally, an intervention challenging the entitativity of generational categories alleviates perceived threats and hostility for both generations (Study 3). These findings inform research on intergroup threat, provide a theoretically grounded framework to understand intergenerational relations, and put forward a strategy to increase harmony in aging societies.

Chinese Versus United States Workplace Ageism as GATE-ism: Generation, Age, Tenure, Experience.

Ageism is a pan-cultural problem, and correspondingly, increased research attention worldwide has focused on how a person's age drives prejudice against them. Nevertheless, recent work argues that chronological age alone is a limited predictor of prejudice-particularly in the workplace, where age conflates intertwined elements (e.g., life stage and work experience), and across cultures, in which the nature of ageism can substantially differ. A recent organizational behavior (GATE) framework advocates for extending beyond numerical age alone, focusing instead on prejudice arising from workers' perceived Generation (birth cohort), Age (life stage), Tenure (time with organization), and Experience (accumulated skillset over time). In addition to clarifying the multifaceted nature of workplace ageism, GATE helps uncover potential cultural ageism differences. Using the United States and China as focal Western and Eastern prototypes, the current paper compares Eastern and Western cultures through a GATE Lens. Eastern and Western cultures adopt different perceptions of generations (e.g., United States "Boomers," versus Chinese "Cultural Revolution" generation), elder life stages (United States warm-but-incompetent older adults, versus Eastern pragmatic elder resource concerns), organizational tenure expectations (Western job-hopping, versus Eastern filial-piety-based loyalty), and desired experience levels (shaped different by higher Eastern frequency of mandatory retirement practices and family business ventures). Moreover, existing research offers clues for how workplace GATE-ism likely differs between cultures, but more research is needed. Future research should adopt a nuanced GATE conception of "age"-ism, toward enhanced ageism understanding and the ability to utilize a globally aging workforce.

Equality for (almost) all: Egalitarian advocacy predicts lower endorsement of sexism and racism, but not ageism.

Past research has assumed that social egalitarians reject group-based hierarchies and advocate for equal treatment of all groups. However, contrary to popular belief, we argue that egalitarian advocacy predicts greater likelihood to support "Succession"-based ageism, which prescribes that older adults step aside to free up coveted opportunities (e.g., by retiring). Although facing their own forms of discrimination, older individuals are perceived as blocking younger people, and other unrepresented groups, from opportunities-that in turn, motivates egalitarian advocates to actively discriminate against older adults. In 9 separate studies (N = 3,277), we demonstrate that egalitarian advocates endorse less prejudice toward, and show more support for, women and racial minorities, but harbor more prejudice toward (Studies 1 and 2), and show less advocacy for (Studies 3-6), older individuals. We demonstrate downstream consequences of this effect, such as support for, and resource allocation to, diversity initiatives (Studies 3-6). Further, we isolate perceived opportunity blocking as a critical mediator, demonstrating that egalitarian advocates believe that older individuals actively obstruct more deserving groups from receiving necessary resources and support to get ahead (Studies 4-6). Finally, we explore the intersectional nature of this effect (Study 7). Together this research suggests that when it comes to egalitarianism, equality for all may only mean equality for some. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Youngism: The content, causes, and consequences of prejudices toward younger adults.

Research on ageism has focused largely on perceptions of and biases targeting older adults, implicitly assuming that age-based stigma increases throughout the life span and that young adults benefit from favorable views relative to their older counterparts. In a series of eight studies (N = 2,323), we provide evidence to the contrary. We theorize that, in sharp contrast with ageism toward older adults, which revolves around fear and discomfort with the target's later life stage, youngism (i.e., ageism toward young adults) is primarily generationally focused, aiming at contemporaneous generations of young adults rather than young adults in general. Consistent with this theorizing, we find that today's young adults are ascribed a mixed stereotype content (Study 1a-1c), subject to harsher social judgments than both older age groups (Study 2) and recollections of former generations at the same age (Study 3a and 3b), and victim of discriminatory behaviors (Study 4 and 5). By comprehensively documenting cognitive, emotional, and behavioral evidence of youngism, the present work challenges the idea that ageism only reflects a plight of later-life aging. Instead, we show not only that ageism can target other age groups but also that the nature and content of ageism vary across the life span. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

What Goes Down When Advice Goes Up: Younger Advisers Underestimate Their Impact.

Common wisdom suggests that older is wiser. Consequently, people rarely give advice to older individuals-even when they are relatively more expert-leading to missed learning opportunities. Across six studies (N = 3,445), we explore the psychology of advisers when they are younger (reverse advising), the same age (peer advising), or older (traditional advising) than their advisees. Study 1 shows that advisers avoid reverse-advising interactions because they perceive that their relative youth makes them less effective. However, when compared to advisees' actual perceptions, reverse advisers are misguided, as they underestimate their effectiveness when giving general life advice (Study 2a-2b) as well as tactical advice (Studies 3-4). This misperception is in part driven by advisers' beliefs about their own competence and others' receptivity. Finally, we demonstrate an intervention that mitigates advisers' misguided beliefs (Study 5). Contrary to advisers' own perceptions and popular belief, these findings illustrate that being relatively young can also mean being an impactful adviser.

Intersectional Escape: Older Women Elude Agentic Prescriptions More Than Older Men.

Both older individuals and women are proscribed from engaging in power-related behaviors, with women proscribed from behaving agentically and older individuals expected to cede desirable resources through "Succession." However, little is known about whether these overlapping agency prescriptions equally target men and women across the lifespan. In seven studies, we find that older men face the strongest prescriptions to behave less agentically and cede resources, whereas older women are comparatively spared. We show that agency prescriptions more strongly target older men, compared to older women (Studies 1a, 1b, 2) and their younger counterparts (Studies 3 and 4) and examine social and economic consequences for agentic behavior in political, economic, and academic domains. We also find that older men garner more extreme (i.e., polarized) reactions due to their greater perceived resource threat (Studies 4-6). We conclude by discussing theoretical implications for diversity research and practical considerations for accommodating the fast-aging population.

Resource Scarcity and Prescriptive Attitudes Generate Subtle, Intergenerational Older-Worker Exclusion.

Prior work describes specific, prescriptive resource tensions between generations, comprising active Succession, passive Consumption, and symbolic Identity (SCI; North & Fiske, 2013a, 2013b). The current paper focuses on how these domains potentially drive intergenerational exclusion in work-related networking and training spheres. Studies 1a-1c-each focusing on a different SCI domain-manipulated perceived resource availability between generations, then introduced a professional networking opportunity. Across studies, scarcity reduced the likelihood of young participants' networking engagement with older workers who violated SCI resource expectations. Study 2 impelled participants to allocate scarce training resources among three similarly qualified but different-aged employees (younger, middle-aged, and older). Older workers received the lowest such investment, particularly among younger participants-an effect driven by Succession beliefs, per mediation analyses. Overall, the findings emphasize resource tensions in driving older workers' subtle exclusion by younger generations; minimizing such tensions will be critical for aging, increasingly intergenerational workplaces.

Modern Attitudes Toward Older Adults in the Aging World: A Cross-Cultural Meta-Analysis.

Prevailing beliefs suggest that Eastern cultures hold older adults in higher esteem than Western cultures do, due to stronger collectivist traditions of filial piety. However, in modern, industrialized societies, the strain presented by dramatic rises in population aging potentially threatens traditional cultural expectations. Addressing these competing hypotheses, a literature search located 37 eligible papers, comprising samples from 23 countries and 21,093 total participants, directly comparing Easterners and Westerners (as classified per U.N. conventions) in their attitudes toward aging and the aged. Contradicting conventional wisdom, a random-effects meta-analysis on these articles found such evaluations to be more negative in the East overall (standardized mean difference = -0.31). High heterogeneity in study comparisons suggested the presence of moderators; indeed, geographical region emerged as a significant moderating factor, with the strongest levels of senior derogation emerging in East Asia (compared with South and Southeast Asia) and non-Anglophone Europe (compared with North American and Anglophone Western regions). At the country level, multiple-moderator meta-regression analysis confirmed recent rises in population aging to significantly predict negative elder attitudes, controlling for industrialization per se over the same time period. Unexpectedly, these analyses also found that cultural individualism significantly predicted relative positivity-suggesting that, for generating elder respect within rapidly aging societies, collectivist traditions may backfire. The findings suggest the importance of demographic challenges in shaping modern attitudes toward elders-presenting considerations for future research in ageism, cross-cultural psychology, and even economic development, as societies across the globe accommodate unprecedented numbers of older citizens.

Automated prediction of preferences using facial expressions.

We introduce a computer vision problem from social cognition, namely, the automated detection of attitudes from a person's spontaneous facial expressions. To illustrate the challenges, we introduce two simple algorithms designed to predict observers' preferences between images (e.g., of celebrities) based on covert videos of the observers' faces. The two algorithms are almost as accurate as human judges performing the same task but nonetheless far from perfect. Our approach is to locate facial landmarks, then predict preference on the basis of their temporal dynamics. The database contains 768 videos involving four different kinds of preferences. We make it publically available.

A prescriptive intergenerational-tension ageism scale: succession, identity, and consumption (SIC).

We introduce a novel ageism scale, focusing on prescriptive beliefs concerning potential intergenerational tensions: active, envied resource succession, symbolic identity avoidance, and passive, shared-resource consumption (SIC). Four studies (2,010 total participants) were used to develop the scale. Exploratory factor analysis formed an initial 20-item, 3-factor solution (Study 1). The scale converges appropriately with other prejudice measures and diverges from other social control measures (Study 2). It diverges from antiyouth ageism (Study 3). The Study 4 experiment yielded both predictive and divergent validity apropos another ageism measure. Structural equation modeling confirmed model fit across all studies. Per an intergenerational-tension focus, younger people consistently scored the highest. As generational equity issues intensify, the scale provides a contemporary tool for current and future ageism research.

Act your (old) age: prescriptive, ageist biases over succession, consumption, and identity.

Perspectives on ageism have focused on descriptive stereotypes concerning what older people allegedly are. By contrast, we introduce prescriptive stereotypes that attempt to control how older people should be: encouraging active Succession of envied resources, preventing passive Consumption of shared resources, and avoidance of symbolic, ingroup identity resources. Six studies test these domains, utilizing vignette experiments and simulated behavioral interactions. Across studies, younger (compared with middle-aged and older) raters most resented elder violators of prescriptive stereotypes. Moreover, these younger participants were most polarized toward older targets (compared with middle-aged and younger analogues)--rewarding elders most for prescription adherences and punishing them most for violations. Taken together, these findings offer a novel approach to ageist prescriptions, which disproportionately target older people, are most endorsed by younger people, and suggest how elders shift from receiving the default prejudice of pity to either prescriptive resentment or reward.

Subtyping Ageism: Policy Issues in Succession and Consumption.

Ageism research tends to lump "older people" together as one group, as do policy matters that conceptualize everyone over-65 as "senior." This approach is problematic primarily because it often fails to represent accurately a rapidly growing, diverse, and healthy older population. In light of this, we review the ageism literature, emphasizing the importance of distinguishing between the still-active "young-old" and the potentially more impaired "old-old" (Neugarten, 1974). We argue that ageism theory has disproportionately focused on the old-old and differentiate the forms of age discrimination that apparently target each elder subgroup. In particular, we highlight the young-old's plights predominantly in the workplace and tensions concerning succession of desirable resources; by contrast, old-old predicaments likely center on consumption of shared resources outside of the workplace. For both social psychological researchers and policymakers, accurately subtyping ageism will help society best accommodate a burgeoning, diverse older population.

An inconvenienced youth? Ageism and its potential intergenerational roots.

Age is the only social category identifying subgroups that everyone may eventually join. Despite this and despite the well-known growth of the older population, age-based prejudice remains an understudied topic in social psychology. This article systematically reviews the literature on ageism, highlighting extant research on its consequences and theoretical perspectives on its causes. We then identify a crucial gap in the literature, potential intergenerational tensions, speculating how a growing-older population-and society's efforts to accommodate it-might stoke intergenerational fires, particularly among the younger generation. Presenting both sides of this incipient issue, we review relevant empirical work that introduces reasons for both optimism and pessimism concerning intergenerational relations within an aging society. We conclude by suggesting future avenues for ageism research, emphasizing the importance of understanding forthcoming intergenerational dynamics for the benefit of the field and broader society.

Site of infection rather than vancomycin MIC predicts vancomycin treatment failure in methicillin-resistant Staphylococcus aureus bacteraemia.

BACKGROUND: Therapeutic use of vancomycin is characterized by decreased susceptibilities and increasing reports of clinical failures. Few studies have examined the clinical outcomes of patients with methicillin-resistant Staphylococcus aureus (MRSA) bacteraemia treated with vancomycin. The primary objective was to compare clinical outcomes of patients with MRSA bacteraemia treated according to standard of care practices. METHODS: Patients were included if: (i) admitted to University of New Mexico Hospital between 2002 and 2009; (ii) ≥18 years of age; (iii) had one blood culture positive for MRSA; and (iv) received vancomycin. Clinical outcomes were defined as cure, failure (relapse of infection 30 days after completion of therapy, death or change in therapy) or unevaluable. Patient demographics, source of bacteraemia, treatment regimen, and microbiological characteristics were determined. RESULTS: Two hundred patients with MRSA bacteraemia were included. Sixty-one patients were unevaluable, leaving 139 patients for the final analysis. Seventy-two (51.8%) patients were cured and 67 (48.2%) experienced vancomycin failure. Vancomycin MIC(90) was 2 mg/L for both groups by Etest. Patients with endocarditis (P = 0.02) or pneumonia (P = 0.02) were more likely to fail therapy. Panton-Valentine leucocidin, loss of agr functionality and strain type were not predictors of outcomes in this study. CONCLUSIONS: High failure rates were observed in patients with MRSA bacteraemia treated with vancomycin, despite high vancomycin troughs and low rates of nephrotoxicity. Predictors of vancomycin failure included endocarditis and pneumonia. In these situations, vancomycin provides suboptimal therapy.