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040 a| EREb| enge| rdac| ERE;

035 a| (OCoLC)1547763571;

049 a| EREE;

100 1 a| Greene, Morgan Ae| author?| UNAUTHORIZED;

245 10 a| Ageism in Hiring: The Influence of Implicit Cues on Perception of Candidate Warmth, Competence, Suitability, and Trainability;

264 1 a| [Greenville, N.C.] :b| [East Carolina University],c| 2025.;

300 a| 107 pages;

336 a| textb| txt2| rdacontent;

337 a| computerb| c2| rdamedia;

338 a| online resourceb| cr2| rdacarrier;

347 a| text fileb| application/pdfc| 821.23 KB2| rda;

538 a| System requirements: Adobe Reader.;

538 a| Mode of access: World Wide Web.;

502 c| East Carolina Universityd| 2025.;

504 a| Includes bibliographical references.;

520 3 a| This study investigates how implicit age cues in resumes and perceived technology ability influence hiring evaluations. Drawing from the Stereotype Content Model (Fiske et al., 2002), we examine how these cues affect perceptions of warmth and competence, which in turn shape judgments of trainability and suitability. In an experimental design with 588 participants, resumes were manipulated to include subtle age indicators and technology skill levels. Results showed that perceived technology ability significantly predicted warmth in some models, though this effect was not consistently observed across all analyses. Implicit age cues and their interaction did not significantly predict warmth or competence. Warmth did not significantly predict trainability or suitability, nor did it mediate the effects of age-related cues on outcomes. Competence significantly predicted both trainability and suitability, reinforcing its primacy in task-oriented evaluations. This supports prior findings that competence stereotypes play a central role in age-based hiring decisions (Cuddy et al., 2008; Hashim & Wok, 2013). Additionally, raters' ageist beliefs predicted lower suitability and competence ratings, but higher trainability, suggesting complex prescriptive biases in candidate evaluations (North & Fiske, 2013b). These findings underscore how subtle cues and evaluator biases shape early hiring judgments and highlight the need for more structured, bias-reducing hiring practices (Derous & Decoster, 2017; Green et al., 2020).;

653 a| Implicit Age Cues, Hiring, Suitability, Trainability, Warmth, Competence;

700 1 a| Baker, Courtney L.e| degree supervisor.?| UNAUTHORIZED;

710 2 a| East Carolina University=| ^A637090;

856 40 z| Access via ScholarShipu| http://hdl.handle.net/10342/14321;

949 a| Click on web addressw| ASISh| JOYNER101;

949 a| Click on web addressw| ASISh| HSL111;

994 a| C0b| ERE;

596 a| 1 4;

998 a| 6632572;

999 a| CLICK ON WEB ADDRESSw| ASISc| 1i| 6632572-1001l| JNETm| JOYNERr| Ys| Yt| JNE3ETDu| 10/31/2025x| ETDz| JERESOURCE;

999 a| CLICK ON WEB ADDRESSw| ASISc| 1i| 6632572-2001l| HSLELECm| HSLr| Ys| Yt| HEETDu| 10/31/2025x| ETDz| HERESOURCE;

Ageism in Hiring: The Influence of Implicit Cues on Perception of Candidate Warmth, Competence, Suitability, and Trainability

Author/creator	Greene, Morgan A author
Other author	Baker, Courtney L. degree supervisor.
Other author	East Carolina University
Format	Theses and dissertations
Publication	[Greenville, N.C.] : [East Carolina University], 2025.
Description	107 pages
Supplemental Content	Access via ScholarShip

Summary	This study investigates how implicit age cues in resumes and perceived technology ability influence hiring evaluations. Drawing from the Stereotype Content Model (Fiske et al., 2002), we examine how these cues affect perceptions of warmth and competence, which in turn shape judgments of trainability and suitability. In an experimental design with 588 participants, resumes were manipulated to include subtle age indicators and technology skill levels. Results showed that perceived technology ability significantly predicted warmth in some models, though this effect was not consistently observed across all analyses. Implicit age cues and their interaction did not significantly predict warmth or competence. Warmth did not significantly predict trainability or suitability, nor did it mediate the effects of age-related cues on outcomes. Competence significantly predicted both trainability and suitability, reinforcing its primacy in task-oriented evaluations. This supports prior findings that competence stereotypes play a central role in age-based hiring decisions (Cuddy et al., 2008; Hashim & Wok, 2013). Additionally, raters' ageist beliefs predicted lower suitability and competence ratings, but higher trainability, suggesting complex prescriptive biases in candidate evaluations (North & Fiske, 2013b). These findings underscore how subtle cues and evaluator biases shape early hiring judgments and highlight the need for more structured, bias-reducing hiring practices (Derous & Decoster, 2017; Green et al., 2020).
Dissertation note	East Carolina University 2025.
Bibliography note	Includes bibliographical references.
Technical details	System requirements: Adobe Reader.
Technical details	Mode of access: World Wide Web.

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Ageism in Hiring: The Influence of Implicit Cues on Perception of Candidate Warmth, Competence, Suitability, and Trainability

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