Vinsamlegast notið þetta auðkenni þegar þið vitnið til verksins eða tengið í það: http://hdl.handle.net/1946/35472
Ageism is found in many areas of society including the hiring process in the labor market. Not only are younger workers evaluated higher and more positively than older workers, there is also evidence that recruiters have negative intentions towards hiring older workers. This study examined whether older applicants are evaluated differently than younger applicants and whether recruiters have negative intentions towards hiring older workers. This study also explored various traits about the recruiters and whether these traits define the ones that show more or less intention to hire older applicants. Our aim was to assess these features with a framed field study that has recruiters with hiring experience as participants. Participants were randomly assigned to evaluate a single applicant, either young male/female applicant or old male/female applicant. Our results showed that recruiters show less intention to hire older applicants compared to younger applicants. The results also showed that older applicants are evaluated lower on physical fitness, health and attractiveness compared with younger applicants. Furthermore, older applicants received a different evaluation on Warmth and Competence than other previous researches have shown. Lastly, young and less experienced recruiters showed less intention to hire older applicants, whereas more experience recruiters and older recruiters showed no difference in intention to hire older and younger applicants. This study contributed to the current literature on age discrimination by using a framed field experiment with participants that represent the target population. These results also have important information for companies and institutions that they can use for better employment practices.
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