Interview decisions as determined by competency and attitude similarity.

Baskett, Glen D.

doi:10.1037/h0034707

Cited by 101 publications

(45 citation statements)

References 12 publications

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“…Competency, experience, or qualifications seem to be far more important than anything else (such as age) in predicting interview or selection decisions (e.g., Baron 1993;Baskett 1973;Locke-Connor and Walsh 1980;Rasmussen 1984;Singer and Bruhns 1991;Weiner and Schneiderman 1974). This point is often neglected in laboratory studies that artificially hold these important variables constant.…”

Section: General Summary and Discussionmentioning

confidence: 99%

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Review of Research on Age Discrimination in the Employment Interview

Morgeson

Reider²,

Campion

et al. 2008

J Bus Psychol

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This paper reviews the research literature on age discrimination in the employment interview and related contexts. Twenty one studies were identified which explored whether age discrimination occurs within the context of the employment interview since the Age Discrimination in Employment Act was put into law. Sixteen studies were conducted in laboratory settings. It was concluded that evidence of age discrimination in the employment interview is commonly observed in laboratory studies which do not assess the influence of other job-relevant characteristics. Laboratory studies may create too much artificiality, where the impact of qualifications is artificially minimized and the impact of irrelevant factors like age are maximized. Only 5 of the 21 studies were conducted in the field, but they found far less consequential age discrimination in the employment interview.The passing of the Age Discrimination in Employment Act (ADEA) in 1967 has resulted in a wide variety of research into how age might impact decisions in the employment setting. For example, scholars have examined how age affects actual job performance, the nature of age stereotypes in the work setting, how age might impact performance ratings, and how age relates to recruitment, selection, and promotion decisions. This paper focuses on a subset of this research by reviewing the research literature on how applicant age might affect outcomes in the employment interview. This paper presents a narrative review of this area of research in order to summarize findings for both researchers and practitioners. This method is used to identify and explain the reasons why some studies find the occurrence of age discrimination in the employment interview context when others do not. We begin with a discussion of the methodology used to identify and select articles to be covered in the present review. This is followed by a narrative summary of key articles. We organize key research findings by first presenting lab findings and then results from field research. A chronological list of the empirical articles reviewed, and their major features, is contained in Table 1. We conclude this paper by discussing the research and practical implications. Review MethodologySeveral different means were utilized to locate relevant articles. First, the reference lists of the last four major reviews of the employment interview were searched (Arvey and Campion 1982;Harris 1989;Posthuma et al. 2002;Schmitt 1976) covering the period of time since the ADEA was passed in 1967. Second, all empirical articles in the most recent review (Posthuma et al. 2002) were manually searched to identify any studies that concern age discrimination. Third, a computer search of the published

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Section: General Summary and Discussionmentioning

confidence: 99%

“…The first of these studies was by Baskett (1973), who examined the effect of attitude similarity and competency on hiring recommendations and salary offers. Fifty-one undergraduate students were asked to evaluate a hypothetical job candidate for the position of vice president.…”

Section: Laboratory Research Examining Age Discrimination In the Emplmentioning

confidence: 99%

Review of Research on Age Discrimination in the Employment Interview

Morgeson

Reider²,

Campion

et al. 2008

J Bus Psychol

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“…Early research in the similarity-attraction paradigm hypothesized that individuals would be evaluated less favorably and would achieve less social standing in the group to the extent that they are demographically different from other group members (Byrne, Clore, and Worchel, 1966; Baskett, 1973;Kanter, 1977). Group members are thought to favor similar others because similarity on a social attribute provides mutual reinforcement or "consensual validation" of attitudes and beliefs that underlie the attribute, while reinforcing the value of the attribute itself (Byrne, Clore, and Worchel, 1966: 223).…”

Section: Demography and Influencementioning

confidence: 99%

How Experience and Network Ties Affect the Influence of Demographic Minorities on Corporate Boards

Westphal

Milton

2000

Administrative Science Quarterly

617

442

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“…For example, Baskett (1973) found that similar applicants were rated as being more competent, but were not more likely to be recommended for a job.…”

Section: Age and Race Of The Intervieweementioning

confidence: 99%