Bias in candidate sourcing communication: Investigating stereotypical gender- and age-related frames in online job advertisements at the sectoral level

IF 4.1 3区管理学 Q2 BUSINESS

Public Relations Review Pub Date : 2024-05-08 DOI:10.1016/j.pubrev.2024.102456

M.F.A. Noon , Anne C. Kroon , Margot J. van der Goot , Rens Vliegenthart , Martine van Selm

{"title":"Bias in candidate sourcing communication: Investigating stereotypical gender- and age-related frames in online job advertisements at the sectoral level","authors":"M.F.A. Noon , Anne C. Kroon , Margot J. van der Goot , Rens Vliegenthart , Martine van Selm","doi":"10.1016/j.pubrev.2024.102456","DOIUrl":null,"url":null,"abstract":"<div><p>Job advertisements hold a wealth of knowledge for the public relations field about complex internal and external organizational dynamics. They reflect enduring social and sectoral cultural proclivities and associated stereotypes about workers. We examine the presence of stereotypical frames in job advertisements from sectors with varying gender and age social group composition. Guided by social categorization framing and the stereotype content model, we operationalize stereotypical warmth- and competence-related frames in candidate sourcing communication. Automated content analysis was conducted on a dataset of online job ad sentences (<em>n</em> = 308,583) from 16,135 job ads. Results indicate warmth-related frames are most observed in ads from female-dominated (vs. male-dominated) sectors and younger-dominated (vs. older-dominated and mixed-age) sectors. Conversely, competence-related frames are most observed in ads from male-dominated (vs. female-dominated and mixed-age) sectors and older-dominated (vs. younger-dominated and mixed-age) sectors. We additionally find candidate gender stereotypes may supersede age stereotypes in hiring contexts. Implications are discussed in light of socialization and structuralist forces and their influence on organizational communication in homogeneous and heterogeneous sectors.</p></div>","PeriodicalId":48263,"journal":{"name":"Public Relations Review","volume":"50 3","pages":"Article 102456"},"PeriodicalIF":4.1000,"publicationDate":"2024-05-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Public Relations Review","FirstCategoryId":"91","ListUrlMain":"https://www.sciencedirect.com/science/article/pii/S0363811124000353","RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"BUSINESS","Score":null,"Total":0}

引用次数: 0

Abstract

Job advertisements hold a wealth of knowledge for the public relations field about complex internal and external organizational dynamics. They reflect enduring social and sectoral cultural proclivities and associated stereotypes about workers. We examine the presence of stereotypical frames in job advertisements from sectors with varying gender and age social group composition. Guided by social categorization framing and the stereotype content model, we operationalize stereotypical warmth- and competence-related frames in candidate sourcing communication. Automated content analysis was conducted on a dataset of online job ad sentences (n = 308,583) from 16,135 job ads. Results indicate warmth-related frames are most observed in ads from female-dominated (vs. male-dominated) sectors and younger-dominated (vs. older-dominated and mixed-age) sectors. Conversely, competence-related frames are most observed in ads from male-dominated (vs. female-dominated and mixed-age) sectors and older-dominated (vs. younger-dominated and mixed-age) sectors. We additionally find candidate gender stereotypes may supersede age stereotypes in hiring contexts. Implications are discussed in light of socialization and structuralist forces and their influence on organizational communication in homogeneous and heterogeneous sectors.

查看原文本刊更多论文

求职者招聘传播中的偏见：调查各行业在线招聘广告中与性别和年龄有关的陈规定型框架

对于公共关系领域来说，招聘广告蕴含着大量关于复杂的组织内部和外部动态的知识。它们反映了持久的社会和行业文化倾向以及与之相关的对劳动者的刻板印象。我们研究了不同性别和年龄社会群体的招聘广告中是否存在刻板印象。在社会分类框架和刻板印象内容模型的指导下，我们对求职者招聘传播中与温暖和能力相关的刻板印象框架进行了操作化。我们对来自 16,135 个招聘广告的在线招聘广告句子数据集（n = 308,583 个）进行了自动内容分析。结果表明，在女性占主导地位（相对于男性占主导地位）的行业和年轻占主导地位（相对于年长占主导地位和混合年龄段）的行业的招聘广告中，与温暖相关的框架出现得最多。相反，与能力相关的框架在男性占主导地位（与女性占主导地位和混合年龄段）和年长者占主导地位（与年轻者占主导地位和混合年龄段）的广告中出现得最多。此外，我们还发现在招聘环境中，候选人的性别刻板印象可能会取代年龄刻板印象。我们将根据社会化和结构主义力量及其对同质和异质部门组织沟通的影响来讨论其意义。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文求助全文

来源期刊

Public Relations Review Multiple-

CiteScore

8.00

自引率

19.00%

发文量

期刊介绍： The Public Relations Review is the oldest journal devoted to articles that examine public relations in depth, and commentaries by specialists in the field. Most of the articles are based on empirical research undertaken by professionals and academics in the field. In addition to research articles and commentaries, The Review publishes invited research in brief, and book reviews in the fields of public relations, mass communications, organizational communications, public opinion formations, social science research and evaluation, marketing, management and public policy formation.