Perry E L, Kulik C T, Bourhis A C
Institute of Labor and Industrial Relations, University of Illinois, Champaign, Illinois 61820, USA.
J Appl Psychol. 1996 Dec;81(6):628-47. doi: 10.1037/0021-9010.81.6.628.
The researchers explored personal and contextual factors that inhibit or facilitate the use of older worker stereotypes in a selection context. The authors suggest that older worker stereotypes are more likely to be used and influence applicant evaluations when raters are biased against older workers, when raters do not have the cognitive resources to inhibit the use of age-associated stereotypes, or when applicants apply for age-incongruent jobs. The researchers explored the extent to which raters differing in older worker bias make discriminatory decisions about young or old individuals applying for age-typed jobs under conditions of high- and low-cognitive demands. A laboratory study was conducted with 131 undergraduate students who evaluated applicants in a simulated employment context. Results indicated that older worker bias, cognitive busyness, and job age-type interact to affect the extent to which applicant age plays a role in selection decisions.
研究人员探讨了在选拔情境中抑制或促进使用老年员工刻板印象的个人因素和背景因素。作者认为，当评估者对老年员工有偏见时，当评估者没有认知资源来抑制与年龄相关的刻板印象的使用时，或者当求职者申请与年龄不相符的工作时，老年员工刻板印象更有可能被使用并影响对求职者的评价。研究人员探讨了在高认知需求和低认知需求条件下，对老年员工偏见程度不同的评估者在对申请年龄类型化工作的年轻人或老年人做出歧视性决策方面的程度。对131名本科生进行了一项实验室研究，他们在模拟就业情境中评估求职者。结果表明，老年员工偏见、认知忙碌程度和工作年龄类型相互作用，影响求职者年龄在选拔决策中所起作用的程度。
