APPLICANT AGE AND SELECTION INTERVIEW DECISIONS: EFFECT OF INFORMATION EXPOSURE ON AGE DISCRIMINATION IN PERSONNEL SELECTION
研究通过模拟面试实验，发现管理者与学生选拔者在不同信息暴露条件下对年轻和年长求职者的偏好存在差异，且学生样本的结果缺乏外部效度。
Two research questions pertaining to the applicant age bias effect were addressed in this study: the effect of age‐related information exposure on selection decisions and the issue of between‐sample generalizability with reference to the age bias effect. Manager and student selectors made selection decisions after viewing one videotape of a simulated selection interview of either an old or a young job applicant. Before viewing the interview tape, half of each subject group was given an item of age‐related information and the other half was given neutral information. The results showed that, under the neutral information condition, managers preferred hiring the young applicant for the low‐status job, and students favored the old candidate for the high‐status position. Under the age‐related information condition, managers shifted to favoring the old candidate for the low‐status job, and students preferred the young applicant for both the low‐ and high‐status positions. Age discrimination in selection decisions and the lack of external validity of student results in selection research are then discussed.