Finkelstein L M, Burke M J
Department of Psychology, Northern Illinois University, DeKalb 60115, USA.
J Gen Psychol. 1998 Oct;125(4):317-45. doi: 10.1080/00221309809595341.
Using refinements of hypotheses by L. M. Finkelstein, M. J. Burke, and N. S. Raju (1995), the authors examined the effects of rater age, age salience, and job-relevant information on 324 managers' ratings of an older or a younger hypothetical applicant's interpersonal skills, economic worth, and likelihood of being interviewed. They hypothesized that age identity would interact with age salience to produce ingroup biases that would lead raters to favor workers from their own age groups. There was a main effect of target age on all dependent variables, with the strongest effects on the ratings of economic worth: The participants rated the older target as less economically beneficial than the younger target. 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. The authors also discuss 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.
作者运用了L. M. 芬克尔斯坦、M. J. 伯克和N. S. 拉朱（1995年）对假设的改进方法，研究了评估者年龄、年龄显著性以及与工作相关的信息对324名经理对一名年龄较大或较小的假设求职者的人际交往能力、经济价值和被面试可能性的评分的影响。他们假设年龄认同会与年龄显著性相互作用，产生内群体偏见，从而导致评估者偏向自己年龄组的员工。目标年龄对所有因变量都有主效应，对经济价值评分的影响最强：参与者认为年龄较大的目标在经济上不如年龄较小的目标有益。当年龄高度显著且评估者在心理上认同自己的年龄组时，年龄较大的评估者在经济价值评分中实际上不喜欢年龄较大的员工。作者还讨论了未来研究的方向，即目标的经济价值和评估者的年龄认同在就业决策中的年龄刻板印象和年龄歧视中所起的作用。
