The researchers explored personal and contextual factors that inhibit
or facilitate the use of older worker stereotypes in a selection conte
xt. 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 decis
ions 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 bi
as, cognitive busyness, and job age-type interact to affect the extent
to which applicant age plays a role in selection decisions.