Dissertation template is attached.
In this current age, discrimination
is present in most sectors of hiring. Stereotype Content Model demonstrates the
dimensions of stereotypes and their discrimination. This research will hypothesise
men are being more likely hired over women and younger people are being more
likely hired over older people. The participants will be over 18, with previous
hiring experience, the data will be gathered via virtual platforms, redirecting
them to an online survey. The aim would be the same number of men and women,
younger and older, with a sample size of 128 participants. Hiring will be
measured with a Likert five-point scale, gender and age will be binary coded. This
research is an experimental cross-sectional two-by-two ANOVA study, where the
stereotype of gender and age will be examined in hiring, main effect and
interactions between gender and age.
The research outcomes aim to find evidence
for gender and age influence in hiring.
In this modern age there are
multiple challenges in the hiring system, age and gender can majorly affect
hiring decisions. It is becoming more difficult to get hired due to raising age
and gender stereotype influences in hiring decisions making, which leads to discrimination.
For
higher employment possibility, self-promotion can be useful to a good interview
outcome, which could help to achieve a successful hiring (Barrick et al., 2009;
Levashina et al., 2014), and it builds an effect of high competence (Amaral et
al., 2019).
However,
research shows that gender can amend recruiter responses in a higher level of
self-promotion and lower levels of modesty. It suggests that the reaction of an
interviewer partially depends on the behaviour of the candidates and the gender
stereotypical expectations (Rudman & Fairchild, 2004; Rudman, Moss-Racusin,
Phelan et al., 2012). Women might be more appealing while being interviewed if they
are warm, modest, caring. While men are expected to have self-oriented traits
like strength, ambitions (Eagli et at., 2002; Rudman, Moss-Racusin, Phelan et
al., 2012). “Thus, despite being acknowledged for their competence, female candidates
using high levels of self-promotion tend to be penalized socially, by appearing
less likeable, and economically, by being more readily excluded at hiring or
promotion” (Krings et
al., 2022, p. 363). “Each group is
associated with unique stereotypical expectations and in turn may influence
evaluations and behaviours” (Krings et al., 2022, p. 363).
“First, age discrimination is at
employment is widespread, showing that recruiters systematically perceive
candidates through the lenses of age stereotypes” (Krings et al., 2022, p. 363). As age and gender are both
automatically noticeable without any deeper knowledge, they are with race- the
basic social categories and have uniquely high level of chronic accessibility.
There are
field experiments that show higher levels of discrimination for women than for
men at the first steps of the hiring process (Carlsson & Eriksson, 2019;
Neumark et at., 2019). Martin et al., (2018) researched people reactions to
self-promotion in elder men and women. He found less polarized reactions
towards the elderly women displaying high levels of agency compared to elderly
men.
Based on Stereotype
Content Model (SCM) theory discusses the discriminatory behaviours. “Paternalistic
mixed stereotypes show up in race, age, dialect, and gender prejudice” (Fiske et al., 2002, p. 880). “Stereotypes can legitimize antipathy
towards out-groups” (Fiske et al., 2007, p. 81). Taking in account this theory, this research intends to investigate further the
existence of age and gender stereotype discrimination in the current hiring
system, by examining my hypothesis:
H1: Men are more likely
being hired than women.
H2: Younger people are more likely being hired
than older people.
be a quantitative, cross-sectional experimental research. For this research
first will run a two-way ANOVA in SPSS, testing to indicate if our model will fit
the data. Checking the data to examine if it met homogeneity assumption where the
best result would be non-significant, and the groups to not differ. In the
first independent variable at 2 levels will be used gender (male and female),
in the second independent variable at 2 levels will be used age (younger and
older). The dependent variable will be hiring. This research purpose is to
examine if the gender and age stereotype influences the hiring decision which
could lead to discrimination.
|
There will Participants will be recruited via social A software called G*Power is being used to |
|
|
As the Then the participants will be Hiring the dependent variable will In a question or statement, The resumes would consist of four |
|
|
A Participants have the right to withdraw |
|
YOUR DATA TREATMENT AND ANALYSIS |
|
|
The responses from Qualtrics will |
|
YOUR STUDY’S APPLICATIONS |
|
|
This study will investigate The research · · · · Also, what I would like to point out is do not Further research could help to avoid discrimination REFERENCES: Amaral, A., Powell, D. M., & Ho, J. Barrick, M. R., Shaffer, J. A., & Bouranta, N., Chitiris, L., & Paravantis, J. (2009). The Carlsson, M., & Eriksson, S. (2019). Age discrimination in hiring Cohen, J. (1977). Statistical power analysis for the Cronbach, L. J. (1951). Eagly, A. H., Wood, W., & Diekman, A. B. (2000). Social role theory Field, A. (2017b). Discovering statistics using IBM SPSS Statistics. Fiske, S. T., Cuddy, A. J. C., Glick, P., & Xu, J. (2002). A model Fiske, S. T., Cuddy, A. J. C., & Glick, P. (2007). Universal Jamieson, S. (2004). Likert scales: how to (ab)use them. Medical Krings, F., Manoharan, S., & De Oliveira, A. M. (2022). Backlash for Levashina, J., Hartwell, C. J., Morgeson, Martin, A. E., North, M. S., & Phillips, K. W. (2018). Neumark, D., Burn, I., & Button, P. (2019). Is It Harder for Older Poppleton, P. K., & Pilkington, G. W. (1964). A Comparison of Four Rudman, L. A., Moss‐Racusin, C. A., Glick, P., & Phelan, J. E.
Rudman, L. A., & |