Department of Work, Organization and Society, Vocational and Personnel Psychology Lab, Ghent University, Ghent, Belgium.
Department of Experimental Psychology, Ghent University, Ghent, Belgium.
PLoS One. 2024 Oct 30;19(10):e0312323. doi: 10.1371/journal.pone.0312323. eCollection 2024.
Building on social identity theory and cognitive models on information processing, the present paper considered whether and how stereotyped information in job ads impairs older/younger job seekers' job attraction. Two eye-tracking experiments with older (Study 1) and younger job seekers (Study 2) investigated effects of negatively metastereotyped personality requirements (i.e., traits) on job attraction and whether attention to and memory for negative information mediated these effects. Within-participants analyses showed for both older and younger job seekers that job attraction was lower when ads included negative metastereotypes and that more attention was allocated towards these negative metastereotypes. Older, but not younger job seekers, also better recalled these negative metastereotypes compared to not negative metastereotypes. The effect of metastereotypes on job attraction was not mediated by attention or recall of information. Organizations should therefore avoid negative metastereotypes in job ads that may capture older/younger job seekers' attention and lower job attraction.
基于社会认同理论和信息处理的认知模型，本文探讨了工作广告中的刻板印象信息是否以及如何损害老年/年轻求职者的工作吸引力。两项针对老年（研究 1）和年轻求职者（研究 2）的眼动追踪实验考察了工作广告中消极刻板的人格要求（即特质）对工作吸引力的影响，以及对消极信息的关注和记忆是否会中介这些影响。对老年和年轻求职者的个体内分析表明，当广告中包含消极刻板印象时，工作吸引力会降低，并且求职者会更多地关注这些消极刻板印象。与非消极刻板印象相比，老年求职者（而非年轻求职者）也能更好地回忆起这些消极刻板印象。刻板印象对工作吸引力的影响并没有通过对信息的关注或回忆来介导。因此，组织应该避免在工作广告中使用消极刻板印象，因为这些刻板印象可能会吸引老年/年轻求职者的注意力，降低工作吸引力。
