Age Discrimination in Personnel Decisions: A Reexamination1


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    This project was partially supported by National Institute on Aging Grant R01 AG1 4655.

2 Correspondence conccrning this article should be addressed to Elizabeth M. Weiss, Ohio State University, Newark, 1179 University Drive, Newark, OH 43055. E-mail:


Rosen and Jerdee's (1976a) classic study on age discrimination, conducted over 25 years ago, was replicated in the present study. In the original study, participants rated older targets as being less desirable and suitable in a variety of work-related scenarios. In contrast, participants in the current study rated older and younger targets as similarly qualified and suitable for promotion, training, and hiring. The discontinuity between the results of the 2 studies is discussed, and explanations involving both social change and methodological factors are suggested.