Locke-Connor C, Walsh R P
J Gerontol. 1980 Nov;35(6):920-7. doi: 10.1093/geronj/35.6.920.
Undergraduate and mid-life participants evaluated a male or female job applicant on the basis of a transcript of a job interview, answering both attitudinal and attributional questions. One-half of the participants were told that the applicant was 65 years old, one-half that the person was 25 years old. Competence of the applicant and his or her success in obtaining the job were also manipulated. Age and sex of the applicant had very little impact on attitudinal items in both the young and mid-life samples. Regardless of the target's age and sex, competent and hired applicants were rated significantly more positively on all questions than their not-hired or less competent counterparts. However, there was a significant age by hiring interaction on the attribution items. Stable factors (particularly demographic characteristics) were used more often to explain the failures of the old than the failures of the young. Implications of these results for employment prospects of the elderly as well as future attitude research are discussed.
本科和中年参与者根据一段求职面试的文字记录对一名男性或女性求职者进行评估，并回答态度和归因方面的问题。一半参与者被告知求职者65岁，另一半被告知其25岁。求职者的能力以及其获得这份工作的成功与否也受到了操控。求职者的年龄和性别对年轻和中年样本中的态度项目影响甚微。无论目标对象的年龄和性别如何，能力强且被录用的求职者在所有问题上的评分都比未被录用或能力较差的求职者明显更积极。然而，在归因项目上存在显著的年龄与录用交互作用。稳定因素（特别是人口统计学特征）被更多地用于解释老年人的失败，而非年轻人的失败。文中讨论了这些结果对老年人就业前景以及未来态度研究的启示。
