Workplace practices towards older jobseekers: an empirical application of the tripartite ageism model

Purpose The purpose of this study is to analyze workplace ageism as a dynamic interplay between cognitions, affections, and behaviour. Design/methodology/approach The study draws on survey and vignette data collected from a representative sample of Danish employers and employs cross-tabulations and logistic regression analyses, including interaction terms (e.g. cognition × affection). Findings A key finding is that neither negative stereotypes nor affective preferences independently influence hiring behaviour, whereas their interaction – specifically, the combination of negative cognitive evaluations and affective biases – significantly increases the likelihood of exclusionary practices. Originality/value The study departs from most existing research on discriminatory practices, in which the cognitive and affective dimensions that condition behaviour are typically treated as black boxes.