| Sumario: | A study was conducted to analyze the effects of rater age, age salience, and job-relevant information on managers' ratings of an older or a younger hypothetical applicant's interpersonal skills, economic worth, and likelihood of being interviewed. It was hypothesized that age identity would interact with age salience to produce ingroup biases that would result in raters favoring workers from their own age groups. Finding revealed that there was a main effect of target age on all dependent variables, with the strongest effects on the ratings of economic worth. Managers rated older targets as less economically beneficial than younger targets. It was observed that when age was highly salient and when the raters identified psychologically with their age groups, older raters actually disfavored older workers in ratings of economic worth. Directions of future research into the roles of the target's economic worth and the rater's age identity in age stereotyping and age discrimination in employment decisions are considered.
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