HR Managers’ Stereotypes towards Socially Vulnerable Groups: A New Reading Based on Survey Results

Abstract

This study examines the patterns of stereotyping representatives of socially vulnerable groups by HR managers and the predictors of stereotypical attitudes towards these groups based on  HR  managers’ characteristics. Using data from a nationwide survey of HR managers (N=2050), we tested the hypothesis that the stereotypes supported by HR managers regarding one group would transfer to the stereotypical perception of other groups. Correlational analysis revealed a  positive connection between almost all stereotypical judgments concerning socially vulnerable groups. Cluster analysis identified clusters of HR managers who support these stereotypical judgments to  a lesser, moderate, or greater extent, regardless of which group these judgments are directed at  (people with disabilities / the elderly / minorities / migrants / women). Additionally, predictors of the boundaries of these clusters were identified, including
the socio-demographic characteristics of HR managers, their satisfaction with work-related factors, their assessment of  their role as HR professionals.