{"id":{"repo_id":"unt","oai_identifier":"info:ark/67531/metadc2537"},"canonical_url":"https://search.dev.ndltd.org/etd/unt/info:ark/67531/metadc2537","repository":{"repo_id":"unt","name":"University of North Texas","base_url":"https://digital.library.unt.edu/oai/"},"display":{"title":"Effects of a Simulation Game on Trainees' Knowledge and Attitudes About Age-related Changes in Learning and Work Behaviors of Older Workers","abstract":"This investigation was conducted in response to the need for effective diversity awareness programs to help employers create intergenerational-friendly work environments. An experimental pre- and post-test control group randomized block design was employed to answer two research questions about the effects of a simulation game on knowledge and attitudes about age-related changes in learning and work behaviors of older workers. Participants were assessed immediately prior to and following the treatment, followed by a third assessment 60 days later. Necessary measures were taken to control for threats to the study's internal validity. An applicant pool comprised of human resource management and development practitioners and senior undergraduate students enrolled in human resource management courses yielded a sample of 65 participants. Chapter one introduces the study. Chapter two provides a review and summary of relevant literature on ageism in the workplace, training older workers, and simulation games. Chapter three describes the procedures and methods used to answer the research questions. Chapter four presents the results of all analytic procedures related to the investigation. Chapter five provides the conclusions and recommendations based on the findings of this investigation. In this investigation, the treatment group did not score significantly higher on their knowledge of age-related changes in learning and work behaviors of older workers than the control group following treatment. The attitudinal change experienced by the treatment group did not differ significantly from the attitudinal change experienced by the control group. Recommendations for further research include the following: (a) the disordinal interactive effect of the control group's performance on the knowledge measure during the 60-day interval between post assessments warrants further investigation, (b) the statistically significant change in attitude that occurred within each group during the 60-day interval following treatment warrants further investigation, and (c) more reliable instruments need to be developed for measuring the effects of heightened awareness following diversity interventions.","abstract_html":"This investigation was conducted in response to the need for effective diversity awareness programs to help employers create intergenerational-friendly work environments. An experimental pre- and post-test control group randomized block design was employed to answer two research questions about the effects of a simulation game on knowledge and attitudes about age-related changes in learning and work behaviors of older workers. Participants were assessed immediately prior to and following the treatment, followed by a third assessment 60 days later. Necessary measures were taken to control for threats to the study's internal validity. An applicant pool comprised of human resource management and development practitioners and senior undergraduate students enrolled in human resource management courses yielded a sample of 65 participants. Chapter one introduces the study. Chapter two provides a review and summary of relevant literature on ageism in the workplace, training older workers, and simulation games. Chapter three describes the procedures and methods used to answer the research questions. Chapter four presents the results of all analytic procedures related to the investigation. Chapter five provides the conclusions and recommendations based on the findings of this investigation. In this investigation, the treatment group did not score significantly higher on their knowledge of age-related changes in learning and work behaviors of older workers than the control group following treatment. The attitudinal change experienced by the treatment group did not differ significantly from the attitudinal change experienced by the control group. Recommendations for further research include the following: (a) the disordinal interactive effect of the control group's performance on the knowledge measure during the 60-day interval between post assessments warrants further investigation, (b) the statistically significant change in attitude that occurred within each group during the 60-day interval following treatment warrants further investigation, and (c) more reliable instruments need to be developed for measuring the effects of heightened awareness following diversity interventions.","abstract_has_math":false,"creators":["Dunn, Suzanne"],"institution":"University of North Texas","degree_name":null,"degree_level":null,"degree_discipline":null,"degree_department":null,"school":null,"contributors":["Sarkees-Wircenski, Michelle","Allen, Jeff M.","Beyerlein, Michael","Schmacker, Randall","Ledgerwood, Donna"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2000,"date_issued":"2000-05","date_published":"2000-05","updated_at":"2026-07-24T05:34:52Z","subjects":["Diversity in the workplace -- Study and teaching.","Intergenerational relations -- Study and teaching.","Employees -- Training of.","Corporate culture.","diversity awareness programs","simulation game","older workers","human resource management","intergenerational diversity"],"languages":["English"],"rights":["Public","Copyright","Dunn, Suzanne","Copyright is held by the author, unless otherwise noted. All rights reserved."],"rights_urls":[],"identifier_entries":[{"key":"dc:identifier","label":"Identifier","values":["oclc: 47178548","untcat: b2300521","https://digital.library.unt.edu/ark:/67531/metadc2537/","ark: ark:/67531/metadc2537"],"render_values":[{"text":"oclc: 47178548","href":null,"code":true},{"text":"untcat: b2300521","href":null,"code":true},{"text":"https://digital.library.unt.edu/ark:/67531/metadc2537/","href":"https://digital.library.unt.edu/ark:/67531/metadc2537/","code":true},{"text":"ark: ark:/67531/metadc2537","href":null,"code":true}]}]},"links":{"outbound_url":"https://doi.org/10.12794/metadc2537","outbound_label":"DOI","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Sarkees-Wircenski, Michelle","Allen, Jeff M.","Beyerlein, Michael","Schmacker, Randall","Ledgerwood, Donna"]},{"key":"dc:creator","label":"Author","values":["Dunn, Suzanne"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2000-05"]},{"key":"dc:publisher","label":"Institution","values":["University of North Texas"]},{"key":"dc:type","label":"Dc Type","values":["Thesis or Dissertation"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Diversity in the workplace -- Study and teaching.","Intergenerational relations -- Study and teaching.","Employees -- Training of.","Corporate culture.","diversity awareness programs","simulation game","older workers","human resource management","intergenerational diversity"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["English"]},{"key":"dc:rights","label":"Dc Rights","values":["Public","Copyright","Dunn, Suzanne","Copyright is held by the author, unless otherwise noted. 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Necessary measures were taken to control for threats to the study's internal validity. An applicant pool comprised of human resource management and development practitioners and senior undergraduate students enrolled in human resource management courses yielded a sample of 65 participants. Chapter one introduces the study. Chapter two provides a review and summary of relevant literature on ageism in the workplace, training older workers, and simulation games. Chapter three describes the procedures and methods used to answer the research questions. Chapter four presents the results of all analytic procedures related to the investigation. Chapter five provides the conclusions and recommendations based on the findings of this investigation. In this investigation, the treatment group did not score significantly higher on their knowledge of age-related changes in learning and work behaviors of older workers than the control group following treatment. The attitudinal change experienced by the treatment group did not differ significantly from the attitudinal change experienced by the control group. Recommendations for further research include the following: (a) the disordinal interactive effect of the control group's performance on the knowledge measure during the 60-day interval between post assessments warrants further investigation, (b) the statistically significant change in attitude that occurred within each group during the 60-day interval following treatment warrants further investigation, and (c) more reliable instruments need to be developed for measuring the effects of heightened awareness following diversity interventions."]},{"key":"dc:format","label":"Dc Format","values":["Text"]},{"key":"dc:title","label":"Title","values":["Effects of a Simulation Game on Trainees' Knowledge and Attitudes About Age-related Changes in Learning and Work Behaviors of Older Workers"]}]}],"canonical_facts":{"dc:contributor":["Sarkees-Wircenski, Michelle","Allen, Jeff M.","Beyerlein, Michael","Schmacker, Randall","Ledgerwood, Donna"],"dc:creator":["Dunn, Suzanne"],"dc:date":["2000-05"],"dc:description":["This investigation was conducted in response to the need for effective diversity awareness programs to help employers create intergenerational-friendly work environments. An experimental pre- and post-test control group randomized block design was employed to answer two research questions about the effects of a simulation game on knowledge and attitudes about age-related changes in learning and work behaviors of older workers. Participants were assessed immediately prior to and following the treatment, followed by a third assessment 60 days later. Necessary measures were taken to control for threats to the study's internal validity. An applicant pool comprised of human resource management and development practitioners and senior undergraduate students enrolled in human resource management courses yielded a sample of 65 participants. Chapter one introduces the study. Chapter two provides a review and summary of relevant literature on ageism in the workplace, training older workers, and simulation games. Chapter three describes the procedures and methods used to answer the research questions. Chapter four presents the results of all analytic procedures related to the investigation. Chapter five provides the conclusions and recommendations based on the findings of this investigation. In this investigation, the treatment group did not score significantly higher on their knowledge of age-related changes in learning and work behaviors of older workers than the control group following treatment. The attitudinal change experienced by the treatment group did not differ significantly from the attitudinal change experienced by the control group. Recommendations for further research include the following: (a) the disordinal interactive effect of the control group's performance on the knowledge measure during the 60-day interval between post assessments warrants further investigation, (b) the statistically significant change in attitude that occurred within each group during the 60-day interval following treatment warrants further investigation, and (c) more reliable instruments need to be developed for measuring the effects of heightened awareness following diversity interventions."],"dc:format":["Text"],"dc:identifier":["oclc: 47178548","untcat: b2300521","doi: 10.12794/metadc2537","https://digital.library.unt.edu/ark:/67531/metadc2537/","ark: ark:/67531/metadc2537"],"dc:language":["English"],"dc:publisher":["University of North Texas"],"dc:rights":["Public","Copyright","Dunn, Suzanne","Copyright is held by the author, unless otherwise noted. All rights reserved."],"dc:subject":["Diversity in the workplace -- Study and teaching.","Intergenerational relations -- Study and teaching.","Employees -- Training of.","Corporate culture.","diversity awareness programs","simulation game","older workers","human resource management","intergenerational diversity"],"dc:title":["Effects of a Simulation Game on Trainees' Knowledge and Attitudes About Age-related Changes in Learning and Work Behaviors of Older Workers"],"dc:type":["Thesis or Dissertation"]},"updated_at":"2026-07-24T05:34:52Z"}