年长和年轻的求职者对职位广告中的 metastereotypes 的关注
Aylin Koçak1, Nicolas Dirix2, Wouter Duyck2
1Department of Work, Organization and Society, Vocational and Personnel Psychology Lab, Ghent University, Ghent, Belgium.
PloS one
|October 30, 2024
概括
职位广告中的负面刻板印象减少了老年和年轻申请人的工作吸引力. 组织应该避免使用这种语言来吸引多元化的员工.
科学领域:
- 心理学 心理学 心理学
- 组织行为 组织行为
- 人力资源 人力资源 人力资源
背景情况:
- 社会身份理论和认知信息处理模型有助于理解求职者如何感知广告.
- 招聘广告中的刻板印象信息可能会影响潜在申请人的看法和决策,特别是在基于年龄的刻板印象方面.
研究的目的:
- 调查职位广告中消极刻板印象的人格要求对年长和年轻求职者的吸引力的影响.
- 检查注意力和对负面信息的记忆是否调解了 metastereotypes 和工作吸引力之间的关系.
主要方法:
- 两次眼睛追踪实验与老年和年轻求职者的不同组进行.
- 参与者内部分析评估了负面的 metastereotyped 人格特征对工作吸引力和信息处理的影响.
主要成果:
- 当招聘广告包含负面的元刻板印象时,年长和年轻的求职者对工作的吸引力都下降了.
- 越来越多的注意力集中在两个年龄组的招聘广告中的负面元刻板印象上.
- 与年轻的求职者相比,老年求职者更好地回忆起负面的元刻板印象.
结论:
- 职位广告中的负面元刻板印象会对不同年龄组的求职吸引力产生负面影响.
- 关注和回忆负面信息并不能调解元刻板印象对工作吸引力的影响.
- 组织应从招聘广告中省略负面的元刻板印象,以提高对更广泛的求职者吸引力.
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