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Publication
A influência das características implícas de idade no recrumento e a imutabilidade associada aos trabalhadores mais velhos
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Abstract(s)
O envelhecimento populacional tem sido um dos grandes desafios da atualidade, sabendo
que as pessoas são coagidas a trabalhar até mais tarde motivadas na sua essência por
questões financeiras. Tendo vindo a ser documentada a discriminação contra os
trabalhadores mais velhos em processos de recrutamento, achou-se importante analisar
como as características estereotípicas de uma faixa etária influenciam a contratação de
um colaborador com uma idade mais avançada dependentemente das características da
função. Tendo como base a preferência implícita por jovens em relação aos mais velhos
e também que a juventude é associada a maiores níveis de competência, espera-se que os
jovens sejam julgados como mais adequados à contratação. No entanto, espera-se também
que os trabalhadores mais velhos podem ser avaliados de forma mais positiva se as
características da função forem consistentes com o estereotipo de idoso. Para testar estas
hipóteses, realizou-se um estudo com um total de 140 participantes, todas eles de
nacionalidade portuguesa, onde foi pedido que julgassem a adequação da contratação de
um candidato a uma vaga, sendo distribuídos num total de 6 condições que variavam em
Perfil do Trabalhador (trabalhador mais velhos vs. trabalhador jovem) e em Informações
de Idade do candidato (perfil sem informação de idade vs. perfil com 25 anos vs. perfil
com 56 anos). Os resultados foram de encontro as hipóteses colocadas e discute-se ainda
as implicações para o mundo do trabalho e os possíveis enviesamentos do estudo
ABSTRACT: The aging population has been one of the great challenges of today, knowing that people are coerced to work until later in life motivated in essence by financial issues. As discrimination against older workers in recruitment processes has been documented, it was felt important to analyze how stereotypical characteristics of an age group influence the hiring of an older employee depending on the characteristics of the job. Based on the implicit preference for young over older people and also that youth is associated with higher levels of competence, it is expected that young people will be judged as more suitable for hiring. However, it is also expected that older workers may be judged more positively if the job characteristics are consistent with the elderly stereotype. To test these hypotheses, we conducted a study with a total of 140 participants, all of them of Portuguese nationality, where they were asked to judge the appropriateness of hiring a candidate for a vacancy and were given a total of 6 conditions that varied in Employee Profile (older vs. younger worker) and Candidate Age Information (profile with no age information vs. 25 years old vs. 56 years old profile). The results were in line with the hypotheses and the implications for the world of work and possible biases of the study are discussed.
ABSTRACT: The aging population has been one of the great challenges of today, knowing that people are coerced to work until later in life motivated in essence by financial issues. As discrimination against older workers in recruitment processes has been documented, it was felt important to analyze how stereotypical characteristics of an age group influence the hiring of an older employee depending on the characteristics of the job. Based on the implicit preference for young over older people and also that youth is associated with higher levels of competence, it is expected that young people will be judged as more suitable for hiring. However, it is also expected that older workers may be judged more positively if the job characteristics are consistent with the elderly stereotype. To test these hypotheses, we conducted a study with a total of 140 participants, all of them of Portuguese nationality, where they were asked to judge the appropriateness of hiring a candidate for a vacancy and were given a total of 6 conditions that varied in Employee Profile (older vs. younger worker) and Candidate Age Information (profile with no age information vs. 25 years old vs. 56 years old profile). The results were in line with the hypotheses and the implications for the world of work and possible biases of the study are discussed.
Description
Dissertação de Mestrado
apresentada no Ispa – Instituto Universitário para
obtenção do grau de Mestre na especialidade de
Psicologia Social e das Organizações.
Keywords
Estereótipos Idade Trabalhador mais velho Seleção de pessoal Discriminação Imutabilidade Fixidez Stereotyping Age Older worker Personnel selection Discrimination Immutability Fixity