หน้าหลัก

Irely influenced by attitudes, norms and perceived behavioral control toward the Irely influenced by attitudes, norms and perceived behavioral handle toward the behavior. Ajzen's theory of planned behavior is a well-established conceptual framework that has been regularly used to clarify hiring decisions about members of discriminated groups (e.g., Lu et al., 2011; Ang et al., 2015; Araten-Bergman, 2016). In certain, attitudes (i.e., negative attitudes toward older workers) happen to be highlighted as significant mechanism to influence the decision-making processFrontiers in Psychology | www.frontiersin.orgJanuary 2017 | Volume 7 | ArticleFasbender and WangHiring Choices about Older Peopleof hiring older people (e.g., Posthuma and Campion, 2009; Truxillo et al., 2015). Inside the hiring context, attitude reflects decision-makers' affective or cognitive evaluation of the hiring targets (e.g., older persons). For example, one decision-maker may believe older workers are tougher to train for jobs; whereas a further might believe older individuals are additional reliable at work (Fasbender, 2016). Further, it is actually assumed that one's constructive attitudes result in method, whereas one's unfavorable attitudes cause prevent specific behaviors, for instance hiring older people today. This notion is partly supported by Lu et al. (2011), who identified that managers' optimistic attitudes toward older workers have been positively related to their intention to employ older persons as opposed to prevent hiring them. Avoidance of hiring older persons is usually conceptualized because the intention not to employ older individuals, which ultimately results in an actual selection of not hiring a particular older particular person. Meta-analytical findings reveal that damaging attitudes are more potent in predicting vital behavioral outcomes then constructive attitudes do (Meisner, 2012). We for that reason propose that damaging attitudes toward older workers are likely to improve decision-makers' avoidance tendencies of hiring older men and women. In turn, it is most likely that avoidance tendencies result in actual behavior, for example deciding on younger candidates instead of an equally certified older candidate inside the hiring circumstance. To sum up, our first two hypotheses read: H1: Unfavorable attitudes toward older workers are positively related to avoidance of hiring older folks. H2: Avoidance of hiring older folks is negatively related to the likelihood of picking the equally certified oldest candidate inside the hiring scenario. Getting introduced avoidance tendencies because the underlying mechanism, we draw a link amongst negative attitudes toward older workers and picking the oldest candidate in the hiring scenario. Taking Hypotheses 1 and two collectively, we assume that there's a negative relationship between negative attitudes toward older workers and selection likelihood, which can be anticipated to become mediated by avoidance of hiring older men and women. Previous analysis partly supports this notion. Early research by Perry et al. (1996) found that bias against older workers was related to lower evaluation of an older applicant among business students. Similarly, Krings et al. (2011) showed that biased beliefs about older workers led to age discrimination at choice among company students and also among HR professionals. These studies point at a unfavorable partnership between negative attitudes toward older workers and choice likelihood. On the other hand, based around the theory of planned behavior (Ajzen, 1991), we argue that the hiring selection is not straight undertaken but intended prior to the actual selection. As a result, we propose an indirect effect of.