Age Bias in Selection Decisions: The Role of Facial Appearance and Fitness Impressions

Frontiers in Psychology

卷:8

Michèle C. Kaufmann¹  Franciska Krings¹  Leslie A. Zebrowitz²  Sabine Sczesny³ 

[1] Department of Organizational Behavior, University of Lausanne, Lausanne, Switzerland;

[2] Department of Psychology, Brandeis University, Waltham, MA, United States;

[3] Department of Psychology, University of Bern, Bern, Switzerland;

关键词: age discrimination;    facial age appearance;    hireability;    fitness impressions;    personnel selection;   

DOI  :  10.3389/fpsyg.2017.02065

来源: DOAJ

【 摘 要 】

This research examined the impact of facial age appearance on hiring, and impressions of fitness as the underlying mechanism. In two experimental hiring simulations, one with lay persons and one with Human Resource professionals, participants evaluated a chronologically older or younger candidate (as indicated by date of birth and age label) with either younger or older facial age appearance (as indicated by a photograph). In both studies, older-looking candidates received lower hireability ratings, due to less favorable fitness impressions. In addition, Study 1 showed that this age bias was reduced when the candidates provided counter-stereotypic information about their fitness. Study 2 showed that facial age-based discrimination is less prevalent in jobs with less costumer contact (e.g., back office).

【 授权许可】

Unknown