Employers' age-related norms, stereotypes and ageist preferences in employment.

Autor/in	Mulders, Jaap Oude
Titel	Employers' age-related norms, stereotypes and ageist preferences in employment. Gefälligkeitsübersetzung: Altersspezifische Normen und Stereotypen von Arbeitgebern und berufliche Altersdiskriminierung.
Quelle	In: International journal of manpower, 41 (2020) 5, S. 523-534 PDF als Volltext Link als defekt meldenVerfügbarkeit
Sprache	englisch
Dokumenttyp	online; gedruckt; Zeitschriftenaufsatz
ISSN	0143-7720; 1758-6577
DOI	10.1108/IJM-10-2018-0358
Schlagwörter	Stereotyp; Soziale Norm; Älterer Arbeitnehmer; Diskriminierung; Niederlande; Stereotyp; Personalauswahl; Präferenz; Weiterbildungsangebot; Soziale Norm; Rentenalter; Diskriminierung; Personalauswahl; Berufsausstieg; Unbefristeter Arbeitsvertrag; Weiterbildungsangebot; Rentenalter; Präferenz; Älterer Arbeitnehmer; Niederlande
Abstract	"Purpose - Social norms about the timing of retirement and stereotypes about qualities of younger and older workers are pervasive, but it is unclear how they relate to employers' ageist preferences. The purpose of this paper is to study the effects of employers' retirement age norms and age-related stereotypes on their preferences for younger or older workers in three types of employment practices: hiring a new employee; offering training; and offering a permanent contract. Design/methodology/approach - Survey data from 960 Dutch employers from 2017 are analysed to study employers' preferences for younger or older workers. Effects of organisations' and managers' characteristics, retirement age norms and stereotypes are estimated with multinomial logistic regression analyses. Findings - Many employers have a strong preference for younger workers, especially when hiring a new employee, while preferences for older workers are highly uncommon. Higher retirement age norms of employers are related to a lower preference for younger workers in all employment decisions. When employers are more positive about older workers' soft qualities (such as reliability and social skills), but not about their hard qualities (such as their physical capacity and willingness to learn), they rate older workers relatively more favourable for hiring and offering training, but not for providing a permanent contract. Originality/value - This is one of the first studies to estimate the effects of retirement age norms and age-related stereotypes on ageist preferences for a diverse set of employment practices." (Author's abstract, IAB-Doku, © Emerald Group).
Erfasst von	Institut für Arbeitsmarkt- und Berufsforschung, Nürnberg
Update	2021/1