To read this content please select one of the options below:

Views on aging in selection: HR implications

Debora Jeske (School of Applied Psychology, University College Cork, Cork, Ireland)
Annalisa Setti (School of Applied Psychology, University College Cork, Cork, Ireland)
Daisy Beth Gibbons (School of Applied Psychology, University College Cork, Cork, Ireland)

Strategic HR Review

ISSN: 1475-4398

Article publication date: 25 September 2019

Issue publication date: 9 October 2019

296

Abstract

Purpose

It is well-known that stereotypes on aging and perceptions about the suitability of certain jobs for certain age groups can influence performance ratings. However, it is unclear whether and how subjective views on aging are associated with judgment on someone else’s performance. The purpose of this study is to explore the role of aging perceptions and images of aging on performance ratings for a fictitious set of male candidates with different age and job profiles. Ratings of interest were job suitability, developmental potential, interpersonal skills and performance capacity.

Design/methodology/approach

Using an online survey format, data was collected from 203 Irish and UK employees to assess how they evaluated different fictitious candidates for a local development committee. The age and mentorship status of the candidates were also manipulated.

Findings

The age or mentoring status of the candidate did not play a significant role in how they were rated. Multiple regression analyses indicated, however, that participants’ aging perceptions and aging images had a significantly positive influence on how they rated the fictitious candidates (after controlling for participant variables such as age and experience). However, positive images of aging and aging perceptions on the part of the participants predicted more positive overall job suitability ratings, developmental potential, interpersonal skills and performance capacity. When the participants had more negative views on aging, they would also allocate lower ratings.

Originality/value

The results indicate that employee attitudes about aging play a role in how they will rate others. Given the importance of potential rating bias, the authors propose a number of training interventions that human resource professionals may be able to carry out to positively shape the informational basis for more negative aging attitudes.

Keywords

Acknowledgements

We would like to thank our participants for their time and Professor Benson Rosen for sending us a copy of the original measures that he and Professor Thomas H. Jerdee referenced in their 1976 article.

Citation

Jeske, D., Setti, A. and Gibbons, D.B. (2019), "Views on aging in selection: HR implications", Strategic HR Review, Vol. 18 No. 5, pp. 227-232. https://doi.org/10.1108/SHR-04-2019-0029

Publisher

:

Emerald Publishing Limited

Copyright © 2019, Emerald Publishing Limited

Related articles