We investigated how age‐based worker stereotypes correspond with attributes of expected work performance. Participants (N = 220) rated 86 stereotypical descriptors of older (e.g., ‘resistant to change’) and younger workers (e.g., ‘savvy with technology’). Each descriptor was rated on both the extent that it was a common stereotype about younger (vs. older) workers, and characteristic of good (vs. poor) expected work performance. Ratings revealed stereotypes that were strongly associated with both a worker age group and with work performance quality, offering an explanatory mechanism for how candidates’ ages might influence judgments around personnel selection. A table of the paired age/performance ratings is provided to encourage the development of less age‐biased recruitment and selection materials.

中文翻译：

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老年工人和绩效不佳：检查年龄定型观念与预期工作绩效质量的关系

我们调查了基于年龄的工人定型观念与预期工作绩效的属性如何对应。参加者（N  = 220）对86名老年人（例如“抗拒变革”）和年轻工人（例如“精通技术”）的刻板印象进行了评分。每个描述符都被评估为既是关于年轻工人（相对于年长工人）的普遍刻板印象，又是对良好（相对于贫穷）预期工作绩效的特征。评级揭示了与工人年龄组和工作绩效质量密切相关的刻板印象，为候选人的年龄如何影响围绕人员选择的判断提供了一种解释机制。提供了成对的年龄/绩效等级表，以鼓励开发较少年龄偏见的招聘和选拔材料。