Age stereotyping at work: the role of rater and contextual factors on evaluations of job applications.
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 interac...
| Publicado en: | Journal of General Psychology Vol. 125; no. 4; pp. 317 - 346 |
|---|---|
| Autores principales: | , |
| Formato: | Artículo |
| Publicado: |
Taylor & Francis Ltd
October 1998
|
| Materias: | |
| Acceso en línea: | Ver este registro en EBSCOhost |
| fields | @attributes: recordID: 1 pdfLink: plink: https://search.ebscohost.com/login.aspx?direct=true&db=ssf&AN=511080716&site=ehost-live header: @attributes: shortDbName: ssf uiTerm: 511080716 longDbName: Social Sciences Full Text (H.W. Wilson) uiTag: AN controlInfo: bkinfo: jinfo: jid: 00221309 JGP jtl: Journal of General Psychology issn: 00221309 maglogo: N pubinfo: dt: October 1998 vid: 125 iid: 4 pid: 58221 pub: Taylor & Francis Ltd artinfo: ui: 511080716 10.1080/00221309809595341 ppf: 317 ppct: 29 formats: fmt: @attributes: type: T tig: atl: Age stereotyping at work: the role of rater and contextual factors on evaluations of job applications. aug: au: Finkelstein, Lisa M. Burke, Michael J. su: Employee selection Performance evaluation Age (Psychology) Stereotypes sug: subj: Employee selection Performance evaluation Age (Psychology) Stereotypes ab: 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. pubtype: Academic Journal doctype: Article src: R language: English refInfo: copyright: @attributes: flag: N holdings: @attributes: islocal: N |
|---|