*2.2. Instruments*

*The Satisfaction with Life Scale (SWLS)* [37] is a five-item scale used to measure one's satisfaction with life. The scale uses a seven-point Likert scale, with1="*strongly disagree*" and 7 = "*strongly agree"*. Examples of items include "*In most ways, my life is close to my ideal*", and "*The conditions of my life are excellent*". The Cronbach α for the scale in the present study was 0.90.

*The Workplace Age Discrimination Scale (WADS)* [38] is a 26-item scale used to assess the prevalence of age discrimination experienced by workers; however, it was modified to a 23-item scale for this study to make the items more relevant to the intended participants (faculty members). The three removed items were not relevant for the university sample in this study because they pertained to promotions, salaries, and responsibilities that are specified by Union Policies. A five-point Likert scale (1 = "*never"*,5="*very often"*) was used to assess discrimination frequency. Higher scores on the scale reflect a higher prevalence of age discrimination experienced by workers. Examples of items include *"I have been passed over for a work role/task due to my age",* and *"My contributions are not valued as much due to my age".* The Cronbach α for the scale in the present study was 0.96.

*The Workplace Intergenerational Climate Scale (WICS)* [31] is a 20-item scale to evaluate the relationship between younger and older co-workers. The original scale contained five subscales with four items each: lack of generational stereotypes, positive intergenerational affect, intergenerational contact, workplace generational inclusiveness, and workplace intergenerational retention. However, for this study, only the *Positive Intergenerational Affect* and the *Workplace Generational Inclusiveness* subscales, with four items each, were included. The participants rated each of the items on a four-point Likert scale (1 = "*strongly disagree",* 4 = *"strongly agree"*). The Positive Intergenerational Affect items include: "*I feel comfortable when co-workers outside my generation try to make conversation with me", "I enjoy interacting with co-workers that are outside may generation", "My coworkers outside my generation are interesting and unique individuals", and "People work best when they work with others of different ages".* The

Workplace Generational Inclusiveness items include: *"I believe that my work environment is a healthy one for all ages", "Workers of all ages are respected in my workplace", "I am able to communicate effectively with workers of different generations", and "Working with co-workers from different generations enhances the quality of my work life".* Higher scores on the scale indicate more positive intergenerational feelings and perceptions of more inclusiveness of all age groups in the workplace. The Cronbach's α for the PIA and WGS subscales were 0.78 and 0.80, respectively. The Cronbach's α for the sum of two scales (Workplace Intergenerational Climate) in the present study was 0.85.

*The Negative Aging Meta-Stereotypes scale* [39] is a seven-item scale designed to measure how people believe other people will stereotype them because of age. However, only four items were used in this study because they were most relevant in a university setting. The items were rated on a five-point Likert scale (1 = "*totally agree*" to 5 = "*totally disagree"*). The scale was reverse-scored so that higher scores reflect higher beliefs in the prevalence of negative aging stereotypes. The items included were "*I believe the majority of my colleagues think that performance declines with age", "I believe the majority of my colleagues believe that older co-workers resist change", I believe the majority of my colleagues believe that older co-workers are not interested in learning new skills", and "I believe the majority of my colleagues feel negative about older workers".* The Cronbach α for the scale in the present study was 0.85.

*The Job Engagement Scale* [32] is an 18-item scale used to measure three dimensions of job engagement, with six items each: physical, emotional, and cognitive engagement. Items are rated on a seven-point Likert scale (1 = "*Strongly Disagree"* to 7 = "*Strongly Agree"*). The *Physical Engagement* subscale includes such items as "I work with intensity on my job" and "I exert my full effort to my job". The *Emotional Engagement* subscale includes such items as "I am enthusiastic in my job", and "I feel energetic at my job". The *Cognitive Engagement* subscale included such items as "At work, my mind is focused on my job", and "At work, I pay a lot of attention to my job". On these scales, higher scores reflect higher engagement. The Cronbach's α for the three subscales Physical, Emotional, and Cognitive Engagement were 0.93, 93, and 0.94, respectively. The reliability of the Job Engagement total score of the three subscales was 0.96.

*Demographic Variables***.** Participants were also asked to respond to demographic questions about their sex (male, female), job category (staff, administrator, and instructional faculty), age (to the nearest year), education (high school diploma or equivalent, some college but no degree, an associate degree in college—2 years, Bachelor's degree in college— 4 years, Master's degree, doctoral degree, professional degree (MD, JD)), and ethnicity (White Caucasian—Non Hispanic, African American/Black, Hispanic or Latino, Asian, Middle-Eastern, and more than one ethnicity). All questions allowed the option "decline to answer".
