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Ageism and experience bias in employ...

Williams, Dustin Grant.

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Ageism and experience bias in employment interviews.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Ageism and experience bias in employment interviews./
作者:	Williams, Dustin Grant.
面頁冊數:	125 p.
附註:	Source: Dissertation Abstracts International, Volume: 76-02(E), Section: B.
Contained By:	Dissertation Abstracts International76-02B(E).
標題:	Occupational psychology. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3640958
ISBN:	9781321267242

Ageism and experience bias in employment interviews.
Williams, Dustin Grant.

Ageism and experience bias in employment interviews. - 125 p.

Source: Dissertation Abstracts International, Volume: 76-02(E), Section: B.

Thesis (Ph.D.)--The University of North Dakota, 2014.

This item must not be sold to any third party vendors.

The present study explored the effects of employment interviewee's age and work experience on hiring manager's recommendations to hire. It was hypothesized that interviewees who were older and therefore had more work experience would receive significantly fewer recommendations to be hired than interviewees with less experience and therefore younger. Furthermore, it was proposed that hiring managers with higher ageist attitudes, as measured by the Fraboni Scale of Ageism, would be less likely to recommend older interviewees with extensive years of work experience be hired than younger interviewees with less work experience. The population was comprised of employment hiring manager from hiring personal from a broad range of companies' sizes. Of the 360 returned surveys, 201 were fully completed and useable. The hypotheses of the study were supported. Participants gave more recommendations for hire to younger, less experienced interviewees than to older, more experienced interviewees. Participants also rated younger and less experienced applicants more favorably on a variety of candidate characteristics. In addition, the higher a participant scored on the modified Fraboni Scale of Ageism, the less positively they rated an older more experienced interviewee.

ISBN: 9781321267242Subjects--Topical Terms:

2122852
Occupational psychology.

Ageism and experience bias in employment interviews.
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502 $a Thesis (Ph.D.)--The University of North Dakota, 2014.
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520 $a The present study explored the effects of employment interviewee's age and work experience on hiring manager's recommendations to hire. It was hypothesized that interviewees who were older and therefore had more work experience would receive significantly fewer recommendations to be hired than interviewees with less experience and therefore younger. Furthermore, it was proposed that hiring managers with higher ageist attitudes, as measured by the Fraboni Scale of Ageism, would be less likely to recommend older interviewees with extensive years of work experience be hired than younger interviewees with less work experience. The population was comprised of employment hiring manager from hiring personal from a broad range of companies' sizes. Of the 360 returned surveys, 201 were fully completed and useable. The hypotheses of the study were supported. Participants gave more recommendations for hire to younger, less experienced interviewees than to older, more experienced interviewees. Participants also rated younger and less experienced applicants more favorably on a variety of candidate characteristics. In addition, the higher a participant scored on the modified Fraboni Scale of Ageism, the less positively they rated an older more experienced interviewee.
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