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Does Stereotype Activation Lead to E...

Zingg, Bryan P.

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Does Stereotype Activation Lead to Employment Discrimination toward Gays and Older Adults?

Record Type:	Electronic resources : Monograph/item
Title/Author:	Does Stereotype Activation Lead to Employment Discrimination toward Gays and Older Adults?/
Author:	Zingg, Bryan P.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2017,
Description:	110 p.
Notes:	Source: Dissertation Abstracts International, Volume: 78-08(E), Section: A.
Contained By:	Dissertation Abstracts International78-08A(E).
Subject:	Organization theory. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10258519
ISBN:	9781369627640

Does Stereotype Activation Lead to Employment Discrimination toward Gays and Older Adults?
Zingg, Bryan P.

Does Stereotype Activation Lead to Employment Discrimination toward Gays and Older Adults? - Ann Arbor : ProQuest Dissertations & Theses, 2017 - 110 p.

Source: Dissertation Abstracts International, Volume: 78-08(E), Section: A.

Thesis (Ed.D.)--Spalding University, 2017.

When it comes to the hiring process, human resource managers may give fleeting stock to underlying assumptions about applicants' resumes. Human resource managers may implicitly stereotype applicants based on myriad qualities, which could lead to employment discrimination. Two such qualities are sexual orientation and age. The purpose of the current study is to examine if stereotype activation leads to employment discrimination during the hiring process of gay males and older adults using archival data from a Research Interest Group. Participants in the study were undergraduate students from a small southeastern university who were given information about a fictitious applicant for a sales associate position in which they were to take the role of a hiring manager. It is hypothesized that participants will stereotype against older adult and gay male applicants who are applying for a sales associate position at either a hardware store or retail store. Second, participants will have the most positive attitudes toward the young straight male applicant compared to the other applicants. Third, participants will see the older gay male as least qualified and discriminate against him the most and view him more negatively. The results found that older applicants may be perceived as less helpful, efficient, likely to acquire necessary skills quickly, likely to be successful on the job, and likely to be hired compared to a younger applicant. It was also found that gay applicants might be seen as more committed to the position. As for the retail and hardware positions, the results found sexual orientation and age discrimination in regard to pay and working hours. These findings suggest that stereotypes may continue to hold for older adult and gay applicants.

ISBN: 9781369627640Subjects--Topical Terms:

2122787
Organization theory.

Does Stereotype Activation Lead to Employment Discrimination toward Gays and Older Adults?
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520 $a When it comes to the hiring process, human resource managers may give fleeting stock to underlying assumptions about applicants' resumes. Human resource managers may implicitly stereotype applicants based on myriad qualities, which could lead to employment discrimination. Two such qualities are sexual orientation and age. The purpose of the current study is to examine if stereotype activation leads to employment discrimination during the hiring process of gay males and older adults using archival data from a Research Interest Group. Participants in the study were undergraduate students from a small southeastern university who were given information about a fictitious applicant for a sales associate position in which they were to take the role of a hiring manager. It is hypothesized that participants will stereotype against older adult and gay male applicants who are applying for a sales associate position at either a hardware store or retail store. Second, participants will have the most positive attitudes toward the young straight male applicant compared to the other applicants. Third, participants will see the older gay male as least qualified and discriminate against him the most and view him more negatively. The results found that older applicants may be perceived as less helpful, efficient, likely to acquire necessary skills quickly, likely to be successful on the job, and likely to be hired compared to a younger applicant. It was also found that gay applicants might be seen as more committed to the position. As for the retail and hardware positions, the results found sexual orientation and age discrimination in regard to pay and working hours. These findings suggest that stereotypes may continue to hold for older adult and gay applicants.
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