Too Old to Train or Reprimand: The Role of Intergroup Attribution Bias in Evaluating Older Workers

Purpose

The purpose of this study was to explore the role rater and target age play in the evaluations of poorly performing workers. Intergroup attribution theory suggests that rater age predicts the attributions made for the poor performance of older workers.

Design/Methodology/Approach

In this study, 203 supervisors in various industries completed measures of causal attribution and evaluations for a poorly performing hypothetical subordinate.

Findings

Compared to the poor performance of younger targets, the poor performance of older targets was more likely to be attributed to external and controllable causes by older raters and more likely to be attributed to stable causes by younger raters. These attributions predicted willingness to punish and likelihood to provide training.

Implications

Our findings were partially supported by intergroup attribution theory and suggest that this theory may be useful in understanding how older workers’ performance is evaluated.

Originality/Value

This is one of the first studies to utilize intergroup attribution theory among supervisors in exploring how older workers are evaluated in the workplace and to demonstrate that the theory predicts how older workers’ poor performance will be attributed. Our study provides evidence that when evaluating a poorly performing older target, older raters will be more inclined to attribute this performance to controllable causes and thus be more punitive than younger raters. Further, we provide some evidence that raters will be more punitive and less willing to provide training when evaluating poorly performing targets to whom they are similar.