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WHOM WOULD YOU HIRE? AGEISM IN ORGANIZATIONAL CONTEXTS
People want to work at older ages, yet ageism and discrimination remain a barrier. Using theories of prejudice, social role theory, and conceptual models of age diversity in organisational contexts, we explore age-bias in hiring practices (Study 1) and how to reduce it (Study 2). Study 1 (N=150) inv...
Autores principales: | , , |
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Formato: | Online Artículo Texto |
Lenguaje: | English |
Publicado: |
Oxford University Press
2019
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Materias: | |
Acceso en línea: | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6841417/ http://dx.doi.org/10.1093/geroni/igz038.2112 |
Sumario: | People want to work at older ages, yet ageism and discrimination remain a barrier. Using theories of prejudice, social role theory, and conceptual models of age diversity in organisational contexts, we explore age-bias in hiring practices (Study 1) and how to reduce it (Study 2). Study 1 (N=150) investigated pro-youth bias in hiring practices and how this manifests depending on job/occupation. Study 2 (N=150) investigated whether pro-youth bias is reduced by manipulating organisational culture. In both studies, participants were given a fictional organisation, a job ad, and two applicants’ profiles manipulated to represent men one each in their 30s and 50s. Study 1 supported the social role theory hypothesis: people match candidates to the age profile of the job. In the age-neutral job occupation participants chose equally between candidates. Study 2 supported the hypothesis that pro-youth bias can be mitigated when age-diverse nature of the organisational culture is made salient. |
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