The Prevalence of Ageism in the Chinese Workplace: Investigating the Impact of the "Retirement" Age at 35 Years Old on Job Seekers

Abstract

Abstract Background This study explores age discrimination's profound impact on job seekers aged 35+ in China. Despite their experience, they encounter unfair treatment and missed opportunities due to their age, resulting in stress and diminished mental well-being. This bias further erodes the motivation of experienced workers, ultimately hampering the efficiency of companies. The Chinese government's 35-year age limit for certain roles fuels ageism, reinforcing biased stereotypes. Methods This study investigates the influence of age discrimination on HR choices by employing mediators: perceived stereotypes (PS) and perceived age bias (PAB). The connections between these variables are analyzed using structural equation modeling (SEM), revealing the intricate impact of ageism on the dynamics of decision-making. Results The findings of this study reveal pivotal insights. Age discrimination exerts a significant influence on mental well-being (MWB) and shapes prejudiced hiring choices. Perceived stereotypes (PS) strongly impact recruitment decisions (DTH), alongside perceived age bias (PAB). Notably, these relationships exhibit substantial statistical significance (p < 0.01), some demonstrating even higher significance (p < 0.001). What is more, gender moderates these effects, shedding light on nuanced dynamics within age bias effects. Conclusion This inquiry uncovers harmful effects of age bias on job seekers aged 35+ in China. The unfair treatment arising from age-related factors generates stress, affecting mental well-being. Ageism permeates into the realm of hiring decisions, where stereotypes and bias wield influence over the choices made. The findings underscore the urgency of addressing age discrimination's repercussions on both individual well-being and organizational efficiency. The research enhances understanding of ageism's effects on individuals and workplaces in China.