<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>2184-7770</journal-id>
<journal-title><![CDATA[New Trends in Qualitative Research]]></journal-title>
<abbrev-journal-title><![CDATA[NTQR]]></abbrev-journal-title>
<issn>2184-7770</issn>
<publisher>
<publisher-name><![CDATA[Ludomedia]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S2184-77702022000500015</article-id>
<article-id pub-id-type="doi">10.36367/ntqr.14.2022.e586</article-id>
<title-group>
<article-title xml:lang="pt"><![CDATA[A força de trabalho &#8216;grisalha&#8217;: mitos e estereótipos sobre a contratação de pessoas mais velhas]]></article-title>
<article-title xml:lang="en"><![CDATA[The 'gray' workforce: myths and stereotypes about hiring older people]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Almeida]]></surname>
<given-names><![CDATA[Carlos Pedro]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Matos]]></surname>
<given-names><![CDATA[Fátima Ney]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Machado]]></surname>
<given-names><![CDATA[Diego]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Pocinho]]></surname>
<given-names><![CDATA[Margarida]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Instituto Superior Miguel Torga  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Portugal</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidade Federal do Ceará,  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Brazil</country>
</aff>
<aff id="Af3">
<institution><![CDATA[,Escola Superior de Tecnologia da Saúde,  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Portugal</country>
</aff>
<pub-date pub-type="pub">
<day>30</day>
<month>09</month>
<year>2022</year>
</pub-date>
<pub-date pub-type="epub">
<day>30</day>
<month>09</month>
<year>2022</year>
</pub-date>
<volume>14</volume>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://scielo.pt/scielo.php?script=sci_arttext&amp;pid=S2184-77702022000500015&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.pt/scielo.php?script=sci_abstract&amp;pid=S2184-77702022000500015&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.pt/scielo.php?script=sci_pdf&amp;pid=S2184-77702022000500015&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="pt"><p><![CDATA[Resumo: O envelhecimento da população europeia é um dos maiores desafios que o continente enfrenta e Portugal é um dos países onde a longevidade é mais evidente. Mudanças vêm ocorrendo nos setores sociais, políticos, econômicos, culturais, entre outros, afetam as mais diversas empresas e modificam o ambiente organizacional, e torna- se um desafio manter e contratar pessoas mais velhas. Assim, o presente estudo tem por objetivo compreender os fatores que inibem a contratação de pessoas mais velhas. Por meio de revisão de literatura, procura-se identificar a faixa etária de pessoas mais velhas e perceber a partir de que idade se considera um colaborador, como uma pessoa mais velha para o trabalho. Segue-se a identificação dos mitos e estereótipos nos trabalhadores mais velhos. Este trabalho carateriza-se como um estudo de natureza descritiva. Foram realizadas entrevistas estruturadas com oito indivíduos com funções de responsabilidade na escolha de trabalhadores para os seus locais de trabalho. Foi garantido o sigilo e todos os entrevistados aceitaram e assinaram o Termo de consentimento livre e esclarecido. A quantidade de participantes foi determinada pelo principio da saturação. Os resultados mostraram que, embora o trabalhador mais velho seja reconhecido positivamente em termos de estabilidade, confiabilidade, conhecimento, experiência, iniciativa pessoal e orientação, eles são avaliados negativamente de muitas outras maneiras, carecem de flexibilidade ou criatividade, são menos vigilantes, são mais propensos a acidentes, não estão familiarizados com as novas tecnologias, são mais resistentes à inovação e às mudanças tecnológicas e são mais difíceis de treinar. Pode-se concluir que há alguma resistência por parte das organizações na contratação de pessoas mais velhas, resistência essa essencialmente representada pelos mitos e estereótipos associados aos trabalhadores de faixa etária mais avançada.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract: The aging of the European population is one of the biggest challenges facing the continent and Portugal is one of the countries where longevity is more evident. Changes have been taking place in the social, political, economic, cultural sectors, among others, affecting the most diverse companies and modifying the organizational environment, and it becomes a challenge to retain and hire older people. Thus, the present study aims to understand the factors that inhibit the hiring of older people. Through a literature review, we seek to identify the age group of older people and understand from what age a collaborator is considered, as an older person for work. This is followed by the identification of myths and stereotypes in older workers. This work is characterized as a descriptive study, structured interviews were carried out with eight individuals with responsibility for choosing workers for their workplaces. Confidentiality was guaranteed and all respondents accepted and signed the informed consent form. The number of participants was determined by the saturation principle. The results showed that while the older worker is recognized positively in terms of stability, reliability, knowledge, experience, personal initiative and guidance, they are negatively evaluated in many other ways, they lack flexibility or creativity, they are less vigilant, they are more accident prone, unfamiliar with new technologies, more resistant to innovation and technological change, and more difficult to train. It can be concluded that there is some resistance on the part of organizations in hiring older people, resistance essentially represented by the myths and stereotypes associated with older workers.]]></p></abstract>
<kwd-group>
<kwd lng="pt"><![CDATA[Envelhecimento]]></kwd>
<kwd lng="pt"><![CDATA[Contratação]]></kwd>
<kwd lng="pt"><![CDATA[Mitos]]></kwd>
<kwd lng="pt"><![CDATA[Estereótipos.]]></kwd>
<kwd lng="en"><![CDATA[Aging]]></kwd>
<kwd lng="en"><![CDATA[Hiring]]></kwd>
<kwd lng="en"><![CDATA[Myths]]></kwd>
<kwd lng="en"><![CDATA[Stereotypes.]]></kwd>
</kwd-group>
</article-meta>
</front><back>
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