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Strategies of job seekers related to age-related stereotypes

机译：与年龄相关的定型观念有关的求职者策略

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Purpose - Given the increasing diversity in the age of job seekers worldwide and evidence of perceptions of discrimination and stereotypes of job seekers at both ends of the age continuum, the purpose of this paper is to identify how perceptions of age-related bias are connected to age-related identity management strategies of unemployed job seekers. Design/methodology/approach - Data were collected from 129 unemployed job-seeking adults who were participants in a career placement service. Participants completed paper-and-pencil surveys about their experiences of age-related bias and engagement in age-related identity management strategies during their job searches. Findings - Older job seekers reported greater perceptions of age-related bias in employment settings, and perceptions of bias related to engaging in attempts to counteract stereotypes, mislead or miscue about one's age, and avoid age-related discussions in job searching. Individuals who were less anxious about their job search were less likely to mislead about age or avoid the topic of age, whereas individuals with higher job-search self-efficacy were more likely to acknowledge their age during their job search. Older job seekers higher in emotion control were more likely to acknowledge their age. Originality/value - Little is known about how job seekers attempt to compensate for or avoid age-related bias. The study provides evidence that younger and older job seekers engage in age-related identity management and that job search competencies relate to engagement in particular strategies.
机译：目的-鉴于全球求职者年龄的多样性在不断增长，并且在年龄连续性的两端发现歧视和对求职者的陈规定型观念的证据，本文的目的是确定与年龄相关的偏见的观念如何与与失业者年龄相关的身份管理策略。设计/方法/方法-数据是从参加职业安置服务的129名失业求职成年人中收集的。参与者完成了纸笔调查，了解他们在求职过程中与年龄有关的偏见和参与与年龄有关的身份管理策略的经历。调查结果-年龄较大的求职者表示，他们对就业环境中与年龄相关的偏见的认识较高，并且与试图消除陈规定型观念，误导或误解年龄以及避免在工作中避免与年龄相关的讨论有关。不太担心求职的人不太可能对年龄产生误导或避开年龄话题，而具有更高求职自我效能感的人则更有可能在求职过程中承认自己的年龄。情绪控制能力较高的年龄较大的求职者更有可能承认自己的年龄。创意/价值-对求职者如何补偿或避免与年龄有关的偏见知之甚少。这项研究提供了证据，表明越来越年轻的求职者从事与年龄相关的身份管理，并且求职能力与特定策略的参与有关。

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