Toward a broader view of age discrimination in employment-related decisions: a joint consideration of organizational factors and cognitive processes
提出组织因素（结构、价值观、技术）通过影响评价者的决策过程，可能导致雇佣决策中的年龄歧视，并讨论了实践与理论意义。
We propose that organizational factors (structure, values, and technology) influence raters' decision making processes which, in turn, can result in age discrimination in employment-related decisions. Specifically, organizational factors may influence (a) the extent to which jobs become age-typed, (b) the extent to which a worker's age is salient and activates age-associated job stereotypes and (c) the extent to which raters are able to base their employment-related decisions on the perceived match between job and worker information. The practical and theoretical implications of our approach are discussed and directions for future research are offered.