| 1. |
- Batinovic, Lucija, 1997-, et al.
(författare)
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Ageism in Hiring: A Systematic Review and Meta-analysis of Age Discrimination
- 2023
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Ingår i: Collabra: Psychology. - : University of California Press. - 2474-7394. ; 9:1
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Tidskriftsartikel (refereegranskat)abstract
- We aimed to identify effect sizes of age discrimination in recruitment based on evidence from correspondence studies and scenario experiments conducted between 2010 and 2019. To differentiate our results, we separated outcomes (i.e., call-back rates and hiring/invitation to interview likelihood) by age groups (40-49, 50-59, 60-65, 66+) and assessed age discrimination by comparing older applicants to a control group (29-35 year-olds). We conducted searches in PsycInfo, Web of Science, ERIC, BASE, and Google Scholar, along with backward reference searching. Study bias was assessed with a tool developed for this review, and publication bias by calculating R-index, p-curve, and funnel plots. We calculated odds ratios for callback rates, pooled the results using a random-effects meta-analysis and calculated 95% confidence intervals. We included 13 studies from 11 articles in our review, and conducted meta-analyses on the eight studies that we were able to extract data from. The majority of studies were correspondence studies (k=10) and came largely from European countries (k=9), with the rest being from the U.S. (k=3) and Australia (k=1). Seven studies had a between-participants design, and the remaining six studies had a within-participants design. We conducted six random-effects meta-analyses, one for each age category and type of study design and found an average effect of age discrimination against all age groups in both study designs, with varying effect sizes (ranging from OR = 0.38, CI [0.25, 0.59] to OR = 0.89, CI [0.81, 0.97]). There was moderate to high risk of bias on certain factors, e.g., age randomization, problems with application heterogeneity. Generally, there’s an effect of age discrimination and it tends to increase with age. This has important implications regarding the future of the world’s workforce, given the increase in the older workforce and later retirement.
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| 2. |
- Carlsson, Rickard, 1984-, et al.
(författare)
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Prototypes and same-gender bias in perceptions of hiring discrimination
- 2018
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Ingår i: Journal of Social Psychology. - : Taylor & Francis. - 0022-4545 .- 1940-1183. ; 158:3, s. 285-297
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Tidskriftsartikel (refereegranskat)abstract
- The present study investigated the relative importance of two explanations behind perceptions of gender discrimination in hiring: prototypes and same- gender bias. According to the prototype explanation, people perceive an event as discrimination to the extent that it fits their preconceptions of typical discrimination. In contrast, the same-gender bias explanation asserts that people more readily detect discrimination toward members of their own gender. In four experiments (n = 797), women and men made considerably stronger discrimination attributions, and were moderately more discouraged from seeking work, when the victim was female rather than male. Further, a series of regressions analyses showed beliefs in discrimination of women to be moderately correlated with discrimination attributions of female victims, but little added explanatory value of participant gender, stigma consciousness, or feminist identification. The results offer strong support for the prototype explanation.
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| 3. |
- Carlsson, Rickard, 1984-, et al.
(författare)
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Selected or rejected : Men and women's reactions to affirmative action procedures in hiring
- 2021
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Ingår i: Analyses of Social Issues and Public Policy. - : John Wiley & Sons. - 1529-7489 .- 1530-2415. ; 21:1, s. 874-888
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Tidskriftsartikel (refereegranskat)abstract
- Previous research suggests that affirmative action policies tend to be perceived more negatively by men than by women, and by nonbeneficiaries relative to beneficiaries. However, studies focusing on men as beneficiaries are scarce. The present paper reports the results of two preregistered studies conducted in Sweden. Study 1 investigated gender differences in reactions to being selected for a position based on either a strong or weak type of affirmative action policy. The results revealed that men (relative to women) displayed more negative attitudes, but not stronger resentment, and that a procedure using explicit quotas was perceived more negatively than a softer type of preferential treatment. In Study 2, we experimentally manipulated whether participants imagined being selected or rejected due to the same preferential treatment policy. Again, men displayed more negative attitudes than women, but not stronger resentment. The results further showed that attitudes were negative regardless of whether one was selected or rejected. However, those who were rejected felt stronger resentment than those who were selected. This effect was significant for both men and women, but stronger among women. Implications for research, organizations, and policy-makers are discussed.
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| 4. |
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| 5. |
- Nilsson, Artur, et al.
(författare)
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Death, ideology, and worldview : Evidence of death anxiety but not mortality salience effects on political ideology and worldview
- 2022
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Annan publikation (övrigt vetenskapligt/konstnärligt)abstract
- Research has suggested that the sense of threat aroused by reminders of death can lead to worldview defense and elevated conservatism. The current studies disentangled the effects of mortality salience and death anxiety on two core components of conservatism—resistance to change and acceptance of inequality—and on the broader worldviews of normativism and humanism among Swedish adults. Study 1 (N = 186), which used a mortality salience manipulation, and Study 2 (N = 354), which measured self-reported death anxiety, suggested that existential threat was most consistently associated with resistance to change and normativism, consistent with theoretical expectations.This was true predominantly among left-wingers. However, existential threat was not significantly more strongly associated with resistance to change and normativism than with acceptance of inequality and (low) humanism respectively, contrary to the hypotheses. Furthermore, Study 3, which was a pre-registered online replication of Study 1 with respondents from the United Kingdom, yielded no evidence for any effects of mortality salience on ideology (N = 319) or worldview (N = 199). An internal pre-registered meta-analysis of mortality salience effects indicated that mortality salience had a marginally significant effect only on normativism. Taken together, the results provided little clear evidence of mortality salience effects on ideological preferences and worldviews, but dispositional death anxiety was associated with resistance to change, normativism, and acceptance of inequality particularly among leftists.
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| 6. |
- Sinclair, Samantha, 1983-
(författare)
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Applicants’ Faith in Recruiters’ Intuition Predicts Process Favorability for the Unstructured Employment Interview
- 2023
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Ingår i: Scandinavian Journal of Work and Organizational Psychology. - : Stockholm University Press. - 2002-2867. ; 8:1
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Tidskriftsartikel (refereegranskat)abstract
- The unstructured employment interview is one of the most popular selection tools among employers and applicants alike. Although past research have shed light on some explanations for practitioners’ preferences for unstructured methods, less is known about the reasons for their popularity among applicants. One reason might be that applicants overestimate recruiters’ intuitive abilities to make judgments about applicant characteristics based on resumes and interviews. The results of this study (N = 345) suggest that recruiters are perceived as much better than laypeople at making judgments about applicants based on resume screening and interviews, and that faith in recruiters’ intuition predicts process favorability for unstructured employment interviews. Moreover, this association remained significant when accounting for attitudes to structured interviews, perceived recruiter expertise, and attitudes to holistic versus mechanic methods in general. The results thus suggest that overestimation of recruiters’ intuitive expertise may help explain why many people prefer unstructured selection methods.
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| 7. |
- Sinclair, Samantha, 1983-
(författare)
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Bystander reactions to workplace incivility : The role of gender and discrimination claims
- 2021
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Ingår i: Europe's Journal of Psychology. - : PsychOpen. - 1841-0413. ; 17:1, s. 134-144
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Tidskriftsartikel (refereegranskat)abstract
- Will men and women receive the same support at work when they claim to have been discriminated against? This paper reports a scenario-based experimental study (N = 240, 50.4% women, M age = 25.65) that investigated bystanders’ reactions to an incident where a co-worker is treated in a condescending manner by another co-worker. The results showed that women reacted more strongly to the incivility incident and were more willing to support and defend the co-worker. As expected, the gender difference in helping intentions was especially prominent when the co-worker attributed the incident to gender discrimination, compared to a control condition with an attribution unrelated to gender. Further, when the incident was attributed to discrimination, the female co-worker evoked somewhat stronger helping intentions than the male co-worker, suggesting the presence of gender bias. The results are discussed in relation to the prototype perspective of perceived discrimination.
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| 8. |
- Sinclair, Samantha, 1983-, et al.
(författare)
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Do Social Norms Influence Young People’s Willingness to Take the COVID-19 Vaccine?
- 2023
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Ingår i: Health Communication. - : Taylor & Francis Group. - 1041-0236 .- 1532-7027. ; 38:1, s. 152-159
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Tidskriftsartikel (refereegranskat)abstract
- Although young adults are not at great risk of becoming severely ill with COVID-19, their willingness to get vaccinated affects the whole community. Vaccine hesitancy has increased during recent years, and more research is needed on its situational determinants. This paper reports a preregistered experiment (N = 654) that examined whether communicating descriptive social norms – information about what most people do – is an effective way of influencing young people’s intentions and reducing their hesitancy to take the COVID-19 vaccine. We found weak support for our main hypothesis that conveying strong (compared to weak) norms leads to reduced hesitancy and stronger intentions. Furthermore, norms did not produce significantly different effects compared to standard vaccine information from the authorities. Moreover, no support was found for the hypothesis that young people are more strongly influenced by norms when the norm reference group consists of other young individuals rather than people in general. These findings suggest that the practical usefulness of signaling descriptive norms is rather limited, and may not be more effective than standard appeals in the quest of encouraging young adults to trust and accept a new vaccine.
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| 9. |
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| 10. |
- Sinclair, Samantha, 1983-, et al.
(författare)
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Does expertise and thinking mode matter for accuracy in judgments of job applicants’ cognitive ability?
- 2020
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Ingår i: Scandinavian Journal of Psychology. - : John Wiley & Sons. - 0036-5564 .- 1467-9450. ; 61:4, s. 484-493
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Tidskriftsartikel (refereegranskat)abstract
- The present research examined the role of thinking mode for accuracy in recruiters and laypeople’s judgments of applicants’ cognitive ability. In Study 1, students who relied on their intuition were somewhat less accurate. In Study 2, an experimental manipulation of thinking mode (intuitive vs analytical) revealed no apparent differences in accuracy. Moreover, there were no differences in accuracy or agreement between recruiters and laypeople. Examination of the use of specific resume content suggested that intuitive thinking corresponds to basing one’s judgments more on the way that applicants present themselves in their personal letter and less on diagnostic biographical information such as SAT scores. The findings point to the possibility that professional recruiters may not possess intuitive expertise in this context.
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