Psychometric Evaluation of Age Discrimination Measures Using Classic Test and Item Response Theories

Although workplace age discrimination research has been recognized as increasingly important, much less agreement has been reached regarding the operationalization and measurement of age discrimination. There are multiple age discrimination scales, yet no systematic investigation of potential convergence across those scales exists. We conducted two investigations of age discrimination scales that differ in multiple measurement characteristics (e.g., content domain). Findings of confirmatory factor analyses from Study 1 (N = 248) indicated that although different age discrimination scales were related to the same higher-order construct, they were not interchangeable as they each accounted for idiosyncratic measurement variance. The usage of different scales resulted in different magnitudes of the relationships between age discrimination and its correlates. In addition to the replication of these results in Study 2 (N = 939), an item response theory approach was applied to demonstrate that different age discrimination scales possess different levels of test information at different places of the latent trait continuum. Taken together, our findings provide implications for researchers to thoughtfully choose their operationalization of age discrimination.