{"id":30933,"date":"2024-08-11T11:29:58","date_gmt":"2024-08-11T11:29:58","guid":{"rendered":"https:\/\/www.writemyessays.app\/blog\/questions\/dissertation-in-business-psychology-modern-age-discrimination-in-hiring-does-age-and-gender-stereotype-influences-hiring-decisions\/"},"modified":"2024-08-11T11:29:58","modified_gmt":"2024-08-11T11:29:58","slug":"dissertation-in-business-psychology-modern-age-discrimination-in-hiring-does-age-and-gender-stereotype-influences-hiring-decisions","status":"publish","type":"questions","link":"https:\/\/www.writemyessays.app\/blog\/questions\/dissertation-in-business-psychology-modern-age-discrimination-in-hiring-does-age-and-gender-stereotype-influences-hiring-decisions\/","title":{"rendered":"Dissertation in Business Psychology: Modern Age discrimination in hiring: Does age and gender stereotype influences hiring decisions?"},"content":{"rendered":"

Dissertation template is attached. <\/p>\n

Proposal is below, and references also:<\/div>\n
<\/div>\n
\n

In this current age, discrimination
\nis present in most sectors of hiring. Stereotype Content Model demonstrates the
\ndimensions of stereotypes and their discrimination. This research will hypothesise
\nmen are being more likely hired over women and younger people are being more
\nlikely hired over older people. The participants will be over 18, with previous
\nhiring experience, the data will be gathered via virtual platforms, redirecting
\nthem to an online survey. The aim would be the same number of men and women,
\nyounger and older, with a sample size of 128 participants. Hiring will be
\nmeasured with a Likert five-point scale, gender and age will be binary coded. This
\nresearch is an experimental cross-sectional two-by-two ANOVA study, where the
\nstereotype of gender and age will be examined in hiring, main effect and
\ninteractions between gender and age.<\/span><\/p>\n

  <\/span>The research outcomes aim to find evidence
\nfor gender and age influence in hiring.<\/span><\/div>\n

<\/p>\n

       <\/span><\/span>In this modern age there are
\nmultiple challenges in the hiring system, age and gender can majorly affect
\nhiring decisions. It is becoming more difficult to get hired due to raising age
\nand gender stereotype influences in hiring decisions making, which leads to discrimination.
\n<\/span><\/p>\n

      <\/span>For
\nhigher employment possibility, self-promotion can be useful to a good interview
\noutcome, which could help to achieve a successful hiring (Barrick et al., 2009;
\nLevashina et al., 2014), and it builds an effect of high competence (Amaral et
\nal., 2019). <\/span><\/p>\n

     <\/span>However,
\nresearch shows that gender can amend recruiter responses in a higher level of
\nself-promotion and lower levels of modesty. It suggests that the reaction of an
\ninterviewer partially depends on the behaviour of the candidates and the gender
\nstereotypical expectations (Rudman & Fairchild, 2004; Rudman, Moss-Racusin,
\nPhelan et al., 2012). Women might be more appealing while being interviewed if they
\nare warm, modest, caring. While men are expected to have self-oriented traits
\nlike strength, ambitions (Eagli et at., 2002; Rudman, Moss-Racusin, Phelan et
\nal., 2012). <\/span>\u201cThus, despite being acknowledged for their competence, female candidates
\nusing high levels of self-promotion tend to be penalized socially, by appearing
\nless likeable, and economically, by being more readily excluded at hiring or
\npromotion\u201d <\/span>(Krings et
\nal., 2022, p. 363). \u201cEach group is
\nassociated with unique stereotypical expectations and in turn may influence
\nevaluations and behaviours\u201d <\/span>(Krings et al., 2022, p. 363).<\/span><\/span><\/p>\n

     <\/span>\u201cFirst, age discrimination is at
\nemployment is widespread, showing that recruiters systematically perceive
\ncandidates through the lenses of age stereotypes\u201d <\/span>(Krings et al., 2022, p. 363)<\/span>. As age and gender are both
\nautomatically noticeable without any deeper knowledge, they are with race- the
\nbasic social categories and have uniquely high level of chronic accessibility.<\/span><\/p>\n

     <\/span>There are
\nfield experiments that show higher levels of discrimination for women than for
\nmen at the first steps of the hiring process (Carlsson & Eriksson, 2019;
\nNeumark et at., 2019). Martin et al., (2018) researched people reactions to
\nself-promotion in elder men and women. He found less polarized reactions
\ntowards the elderly women displaying high levels of agency compared to elderly
\nmen.<\/span><\/p>\n

   <\/span>Based on Stereotype
\nContent Model (SCM) theory discusses the discriminatory behaviours. <\/span>\u201cPaternalistic
\nmixed stereotypes show up in race, age, dialect, and gender prejudice\u201d <\/span>(Fiske et al., 2002, p. 880). \u201cStereotypes can legitimize antipathy
\ntowards out-groups\u201d <\/span>(Fiske et al., 2007, p. 81). Taking <\/span><\/span>in account this theory, this research intends to investigate further the
\nexistence of age and gender stereotype discrimination in the current hiring
\nsystem, by examining my hypothesis: <\/span><\/p>\n

H1:<\/span> Men are more likely
\nbeing hired than women.<\/span><\/p>\n

H2: Younger people are more likely being hired
\nthan older people.<\/span>
<\/span><\/div>\n


<\/span><\/span><\/div>\n
  <\/span><\/span>This paper is going to
\nbe a quantitative, cross-sectional experimental research. For this research
\nfirst will run a two-way ANOVA in SPSS, testing to indicate if our model will fit
\nthe data. Checking the data to examine if it met homogeneity assumption where the
\nbest result would be non-significant, and the groups to not differ. In the
\nfirst independent variable at 2 levels will be used gender (male and female),
\nin the second independent variable at 2 levels will be used age (younger and
\nolder). The dependent variable will be hiring. This research purpose is to
\nexamine if the gender and age stereotype influences the hiring decision which
\ncould lead to discrimination.<\/span>
<\/span><\/span><\/div>\n

<\/span><\/span><\/span><\/div>\n
<\/p>\n\n\n\n\n\n
\n <\/td>\n\n

  <\/span><\/span>There will
\n be a Likert scale-based questionnaire for employed and unemployed
\n participants above age of 18. The number of the participants would be a
\n paired number as the aim is to have the same number of male and female
\n participants.<\/span><\/p>\n

  <\/span>Participants will be recruited via social
\n platforms with a virtual link to a professional platform called Qualtrics.<\/span><\/p>\n

  <\/span>A software called G*Power is being used to
\n calculate a priori analysis for the sufficient sample size. The effect size
\n is medium 0.25, basis of error probability .05 and the power 0.<\/span>80 (Cohen, 1977)<\/span>. The calculation suggested a sample size of 128
\n participants.<\/span><\/span><\/p>\n<\/td>\n<\/tr>\n

\n

<\/p>\n<\/td>\n

\n

As the
\n research is an experimental study, for participants will be shown curriculum Vitale resumes hiring
\n related question. In the research will be used Likert scale because \u201c<\/span>Cronbach (1951)
\n invented a measure that is like creating two sets of items in every way
\n possible and computing the correlation coefficient for each split\u201d (Field
\n 2017, p. 821). Also measures of validity for binary variable as gender and
\n age.<\/span><\/span><\/p>\n

Then the participants will be
\n asked on a two-scale item demographic questions as gender and age.
\n Participants will answer the gender and age coded with binary variables (male=0,
\n female=1) and (younger=0, older=1), as it is a simple form that names two distinct
\n type <\/span>(Field, 2017<\/span>). <\/span><\/p>\n

  <\/span>         <\/span>Hiring the dependent variable will
\n be measured with a five-point Likert scale as a single item. The Journal of <\/span>Bouranta,
\n Chitiris, and Paravantis (2009) supported that 5-point rating scales are increase
\n response rate and less confusing (Bouranta et al., 2009). The first point will
\n be 1 = very unlikely and finishing with 5 = very likely.<\/p>\n

In a question or statement,
\n Likert scale is commonly used to measure attitude by a range of responses (Jamieson,
\n 2004)<\/span><\/b><\/span>. Likert
\n scale score by adding responses in each category was found in average to output
\n a higher reliability coefficient (Poppleton & Pilkington, 1964).<\/p>\n

          <\/span>The resumes would consist of four
\n resumes, first a younger female, secondly an older female, thirdly a younger
\n male and fourth will be an older male.<\/p>\n<\/td>\n<\/tr>\n

\n

<\/p>\n<\/td>\n

\n

  <\/span><\/span><\/b>A
\n virtual link will be created for the participants which will redirect them to
\n a questionnaire, which need to be filled anonymously. The questionnaire will
\n be made by using Qualtrics platform. Before the participants can go ahead
\n with the questionnaire there will be a consent form, which will include information
\n about the study, the purpose and confidentiality. If consent form will not be
\n accepted, participants would not be able to go further with the questionnaire.
\n If consent form has been agreed to, there will be a criterion to be accepted
\n which is participant must be above of age 18 and to have earlier interview
\n and hiring experience. The questionnaire will take approximately 15 minutes
\n to fill. After the survey has been completed the data will be imported into
\n SPSS.<\/span><\/p>\n

 <\/span>Participants have the right to withdraw
\n their responses any time before the deadline and for any other query contact
\n details are provided.<\/span><\/span><\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

 <\/span><\/b><\/p>\n\n\n\n\n
\n

YOUR DATA TREATMENT AND ANALYSIS<\/span><\/b><\/p>\n<\/td>\n

\n <\/td>\n<\/tr>\n
\n

  <\/span><\/span>The responses from Qualtrics will
\n be imported into a software called IBM SPSS for analysing the collected data.
\n Initially, a two-way ANOVA test will be run which is a two-by-two between-subjects
\n design. The significance effect will be looked at, then examining Levene`s
\n test to see if the variances of homogeneity assumption was met and a
\n descriptive statistic to check the participants equality. Also, examination
\n will be done on main effect of gender, age and the interaction between the
\n effects hired. Using two-way ANOVA to test these hypotheses: men likely being
\n hired over women and younger people more likely being hired over older people.
\n Looking at the comparison for women, showing younger over older and older
\n over younger being more likely hired. With the latter examination it will be
\n visible how age and gender stereotype is influencing hiring decisions between
\n varied age and gender types via Pairwise comparisons. Also, it will be
\n visible which one has more positive or negative outcome in the hiring
\n decision and others being discriminated because of stereotypes. <\/span><\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

 <\/span><\/b><\/p>\n\n\n\n\n
\n

YOUR STUDY\u2019S APPLICATIONS<\/span><\/b><\/p>\n<\/td>\n

\n

<\/p>\n<\/td>\n<\/tr>\n

\n

  <\/span><\/span>This study <\/span>will investigate
\n Stereotype Content Model <\/span>(Fiske et al., 2007b) view on gender and age.<\/span> <\/span><\/p>\n

 <\/span><\/span>The research
\n <\/span>could help<\/span>:<\/span><\/p>\n

\u00b7        
\n <\/span><\/span><\/span>organisations to anticipate, consign and to minimize workplace challenges<\/span><\/p>\n

\u00b7        
\n <\/span><\/span><\/span>to find a productive and motivated workforce, independent by
\n stereotypes, which would stay at the company permanently <\/span><\/p>\n

\u00b7        
\n <\/span><\/span><\/span>to lead the business to success the most effective way<\/span><\/p>\n

\u00b7        
\n <\/span><\/span><\/span>to build a diverse working environment<\/span><\/p>\n

Also, what I would like to point out is do not
\n judge the book of its cover. <\/span><\/span><\/p>\n

Further research could help to avoid discrimination
\n at hiring decision influenced by gender and age stereotypes.<\/span><\/span><\/p>\n


<\/span><\/p>\n

REFERENCES:<\/span><\/p>\n


<\/span><\/p>\n

Amaral, A., Powell, D. M., & Ho, J.
\n(2019b). Why does impression management positively influence interview ratings?
\nThe mediating role of competence and warmth. International Journal of
\nSelection and Assessment<\/i>, 27<\/i>(4), 315\u2013327. https:\/\/doi.org\/10.1111\/ijsa.12260<\/a><\/p>\n

Barrick, M. R., Shaffer, J. A., &
\nDeGrassi, S. W. (2009). What you see may not be what you get: Relationships
\namong self-presentation tactics and ratings of interview and job performance. Journal
\nof Applied Psychology<\/i>, 94<\/i>(6), 1394\u20131411. https:\/\/doi.org\/10.1037\/a0016532<\/a><\/p>\n

Bouranta, N., Chitiris, L., & Paravantis, J. (2009). The
\nrelationship between internal and external service quality. International
\nJournal of Contemporary Hospitality Management, 21<\/i>(3), 275-293.<\/span><\/p>\n

Carlsson, M., & Eriksson, S. (2019). Age discrimination in hiring
\ndecisions: Evidence from a field experiment in the labor market. Labour
\nEconomics<\/i>, 59<\/i>, 173\u2013183. <\/span>https:\/\/doi.org\/10.1016\/j.labeco.2019.03.002<\/a><\/p>\n

Cohen, J. (1977). <\/span>Statistical power analysis for the
\nbehavioral sciences<\/span><\/i>. Elsevier Science & Technology.<\/span><\/p>\n

Cronbach, L. J. (1951).
\nCoefficient alpha and the internal structure of tests. Psychometrika, 16, 297\u2013334.<\/span><\/p>\n

Eagly, A. H., Wood, W., & Diekman, A. B. (2000). Social role theory
\nof sex differences and similarities: A current appraisal. In T. Eckes, & H.
\nM. Trauntner (Eds.), The developmental social psychology of gender (pp.
\n123-174). Lawrence Erlbaum Associates Publishers. <\/span><\/p>\n

Field, A. (2017b). Discovering statistics using IBM SPSS Statistics<\/i>.
\nSAGE.<\/span><\/p>\n

Fiske, S. T., Cuddy, A. J. C., Glick, P., & Xu, J. (2002). A model
\nof (often mixed) stereotype content: Competence and warmth respectively follow
\nfrom perceived status and competition. Journal of Personality and Social
\nPsychology<\/i>, 82<\/i>(6), 878\u2013902. <\/span>https:\/\/doi.org\/10.1037\/0022-3514.82.6.878<\/a><\/p>\n

Fiske, S. T., Cuddy, A. J. C., & Glick, P. (2007). Universal
\ndimensions of social cognition: warmth and competence. Trends in Cognitive
\nSciences<\/i>, 11<\/i>(2), 77\u201383. <\/span>https:\/\/doi.org\/10.1016\/j.tics.2006.11.005<\/a><\/p>\n

Jamieson, S. (2004). Likert scales: how to (ab)use them. Medical
\nEducation<\/i>, 38<\/i>(12), 1217\u20131218. <\/span>https:\/\/doi.org\/10.1111\/j.1365-2929.2004.02012.x<\/a><\/p>\n

Krings, F., Manoharan, S., & De Oliveira, A. M. (2022). Backlash for
\nhigh self\u2010promotion at hiring depends on candidates\u2019 gender and age. International
\nJournal of Selection and Assessment<\/i>, 31<\/i>(3), 361\u2013375<\/span>. https:\/\/doi.org\/10.1111\/ijsa.12410<\/a><\/p>\n

Levashina, J., Hartwell, C. J., Morgeson,
\nF. P., & Campion, M. A. (2013b). The Structured Employment Interview:
\nNarrative and Quantitative review of the research literature. Personnel
\nPsychology<\/i>, 67<\/i>(1), 241\u2013293. https:\/\/doi.org\/10.1111\/peps.12052<\/a><\/p>\n

Martin, A. E., North, M. S., & Phillips, K. W. (2018).
\nIntersectional escape: older women elude agentic prescriptions more than older
\nmen. Personality and Social Psychology Bulletin<\/i>, 45<\/i>(3), 342\u2013359. <\/span>https:\/\/doi.org\/10.1177\/0146167218784895<\/a><\/p>\n

Neumark, D., Burn, I., & Button, P. (2019). Is It Harder for Older
\nWorkers to Find Jobs? New and Improved Evidence from a Field Experiment. Journal
\nof Political Economy<\/i>, 127<\/i>(2), 922\u2013970. <\/span>https:\/\/doi.org\/10.1086\/701029<\/a><\/p>\n

Poppleton, P. K., & Pilkington, G. W. (1964). A Comparison of Four
\nMethods of Scoring an Attitude Scale in Relation to its Reliability and
\nValidity. The British Journal of Social and Clinical Psychology<\/i>, 3<\/i>(1),
\n36\u201339.<\/span> https:\/\/doi.org\/10.1111\/j.2044-8260.1964.tb00402.x<\/a><\/p>\n

Rudman, L. A., Moss\u2010Racusin, C. A., Glick, P., & Phelan, J. E.
\n(2012). Reactions to vanguards. In Advances in Experimental Social
\nPsychology<\/i> (pp. 167\u2013227). <\/span>https:\/\/doi.org\/10.1016\/b978-0-12-394286-9.00004-4<\/a><\/p>\n

<\/p>\n

Rudman, L. A., &
\nFairchild, K. (2004b). Reactions to Counterstereotypic Behavior: The role of
\nbacklash in cultural stereotype maintenance. Journal of Personality and
\nSocial Psychology<\/i>, 87<\/i>(2), 157\u2013176<\/span>. https:\/\/doi.org\/10.1037\/0022-3514.87.2.157<\/a><\/span>
<\/span><\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

<\/span><\/span><\/span><\/div>\n","protected":false},"excerpt":{"rendered":"

Dissertation template is attached.  Proposal is below, and references also: 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 […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"closed","template":"","meta":[],"disciplines":[7],"paper_types":[],"tagged":[],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/questions\/30933"}],"collection":[{"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/questions"}],"about":[{"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/types\/questions"}],"author":[{"embeddable":true,"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/comments?post=30933"}],"version-history":[{"count":0,"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/questions\/30933\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/media?parent=30933"}],"wp:term":[{"taxonomy":"disciplines","embeddable":true,"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/disciplines?post=30933"},{"taxonomy":"paper_types","embeddable":true,"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/paper_types?post=30933"},{"taxonomy":"tagged","embeddable":true,"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/tagged?post=30933"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}