Individual Differences in Habitual Social Goals and Daily Well‐Being: The Role of Age and Relationship Closeness

There is a robust evidence that social approach goals (i.e. approach of positive social outcomes) have positive consequences and social avoidance goals (i.e. avoidance of negative social outcomes) have negative consequences for subjective well‐being in young adulthood. Little is known about individual differences in social goals in later life. The current diary study with young (n = 212), middle‐aged (n = 232), and older adults (n = 229) tested––and supported––the hypotheses that age (i) differentially predicts the strength of habitual approach and avoidance goals in close and peripheral relationships and (ii) moderates the relation of approach and avoidance goals in peripheral (but not close) relationships and daily outcomes (subjective well‐being, subjective health, and satisfaction with social encounters). Older adults compared to younger adults reported higher levels of avoidance goals in peripheral (but not close) relationships. Younger adults who reported high levels of approach goals and older adults who reported high levels of avoidance goals in peripheral relationships experienced the most positive daily outcomes. In addition, social goals moderated some of the associations between (positive and negative) daily interactions and daily outcomes. Results underscore the importance of the closeness of social partners for individual differences in social goals across adulthood. © 2019 European Association of Personality Psychology     

Do older individuals adapt to their traits?: Personality–emotion relations among younger and older adults

Prominent lifespan theories posit that older adults are motivated to engage in emotion-regulation more frequently than younger adults. The present study follows from such theories and makes a novel prediction hitherto unexamined in the aging–emotion literature. Based on the idea that older adults more frequently regulate their emotions, it was predicted that traits, reflective of temperament or habit, would be less predictive of emotions among older adults (N = 60; M age = 74.9 years) than younger adults (N = 44; M age = 19.5 years). This hypothesis was confirmed across four of the Big 5 traits and, consistent with predictions, the moderating effects of age were particularly strong for negative emotions. The discussion focuses on the implications of the present findings for understanding age differences in personality, emotion, and emotion-regulation.     

Reported exposure and emotional reactivity to daily stressors: the roles of adult age and global perceived stress

A central goal of daily stress research is to identify resilience and vulnerability factors associated with exposure and reactivity to daily stressors. The present study examined how age differences and global perceptions of stress relate to exposure and emotional reactivity to daily stressors. Sixty-seven younger (M age = 20) and 116 older (M age = 80) adults completed a daily stress diary and measures of positive and negative affect on 6 days over a 14-day period. Participants also completed a measure of global perceived stress. Results revealed that reported exposure to daily stressors is reduced in old age but that emotional reactivity to daily stressors did not differ between younger and older adults. Global perceived stress was associated with greater reported exposure to daily stressors in older adults and greater stress-related increases in negative affect in younger adults. Furthermore, across days on which daily stressors were reported, intraindividual variability in the number and severity of stressors reported was associated with increased negative affect, but only among younger adults.     

Boredom at work: towards a dynamic spillover model of need satisfaction,work motivation,and work-related boredom

Boredom occurs regularly at work and can have negative consequences. This study aimed to increase insight in the antecedents and processes underlying the development of work-related boredom by (a) examining whether work-related need satisfaction and the quality-of-work motivation mediate the associations between the work characteristics defined in the Job Characteristics Model and work-related boredom, (b) investigating if this motivational process operates both on an “enduring,” between-person level and a daily within-person level, and (c) examining if and how daily experiences of work-related boredom spill over to the next day. Data among employees were collected in a cross-sectional study (N = 115) and a 5-day daily diary study (N = 90). Study 1 results showed that need satisfaction and quality-of-work motivation mediated the association between work characteristics and work-related boredom. This motivational process was also found on a day-to-day basis in Study 2. This study further revealed that work-related boredom spills over to the next day through its associations with increased negative work attitudes and decreased intrinsic motivation. These findings provide insight in the process by which momentary experiences of boredom at work may develop into a more enduring experience of work-related boredom.     

The effect of daily stress, personality, and age on daily negative affect

The current study examined whether stress reactivity becomes stronger or weaker with age. Daily stress and daily negative affect were modeled using 1,012 subjects from the National Study of Daily Events (NSDE), an 8-day daily diary study. Age ranged from 25 to 74. Data were modeled using within-person HLM techniques. Daily stress and neuroticism interacted in their effect on daily negative affect. There was a stronger association between daily stress and negative affect for persons high in neuroticism as compared to those low on the trait. In addition, daily stress and age interacted in their effect on daily negative affect. There was a stronger association between daily stress and negative affect for older as compared to younger adults. Results suggest heightened reactivity to stressors in older adulthood, perhaps due to kindling effects. Changes in the aging brain may explain this effect. Our investigations illuminate the complexities that characterize the set of associations among negative affect, stress, personality, and age, and point to potential aging or cohort effects.     

Stress and coping among gay men: age and ethnic differences

Previous studies suggest that perceived stigmatization of sexual minority status, ethnicity, and age are associated with negative mental health outcomes, and other studies suggest that coping styles may influence these outcomes. However, no studies have examined these relationships among gay men of varying ethnicities and age groups. Three hundred eighty-three Black and White, younger, middle-aged, and older adult gay men completed measures of perceived stigmatization, coping style, and mental health outcomes. Black older adult gay men reported significantly higher levels of perceived ageism than the older White group, significantly higher levels of perceived racism than the younger Black group, significantly higher levels of homonegativity than the younger Black and the White groups, and were more likely to use disengaged coping styles than White gay men. However, Black older adult gay men did not experience significantly higher levels of negative mental health outcomes. Results suggest that further research should examine how older Black gay men, who perceive higher levels of stigma while reporting greater use of less effective coping styles, do not appear to be experiencing more negative mental health outcomes as a result.     

Dominant achievement goals of older workers and their relationship with motivation-related outcomes

The aim of this study was to increase our insight into older employees' achievement motivation by examining the prevalence of dominant achievement goals among a “unique” group of 172 Dutch workers who remained active after their post-statutory retirement age. Moreover, we investigated how their dominant achievement goals were linked to motivation-related outcomes (i.e., work engagement and meaning of work). Our results showed that, relative to younger workers, a significantly higher amount of older workers endorsed dominant mastery-avoidance goals. In addition, as expected, older workers with dominant mastery-approach goals scored highest, while the workers with dominant mastery-avoidance goals scored lowest in work engagement, social and personal meaning of work. Theoretical as well as practical implications of these results are discussed.     

A Commentary on 'Planning and Allocating: Strategies for Managing Priorities in Complex Jobs"

Due to their excessive drive to work hard, workaholics may face difficulties with recovering from work. The present study examines the role of negative emotions in recovery from work among a selected group of workaholics and nonworkaholics. Data were collected among 118 employees who completed a survey and participated in a 5-day diary study. Based on Effort-Recovery theory, we expected and found that negative emotions at the end of the workday hamper employees' recovery during the evening. Interestingly, this effect was stronger for workaholics than for nonworkaholics. It was also found that workaholics spend more time on work-related activities during the evening than nonworkaholics when feeling negative emotions at the end of the workday. Finally, it was expected and found that a lack of recovery experiences during the evening influences negative and positive emotions the next morning. Together, these findings suggest that, especially for workaholics, negative emotions play a crucial role in recovery from work. This insight may contribute to the design of interventions that stimulate recovery from work for workaholics.     

THE RELATIONS OF DAILY COUNTERPRODUCTIVE WORKPLACE BEHAVIOR WITH EMOTIONS, SITUATIONAL ANTECEDENTS, AND PERSONALITY MODERATORS: A DIARY STUDY IN HONG KONG

In this diary study conducted in Hong Kong, we examined a theoretical model in which negative emotions serve as an explanatory mechanism through which daily stressors impact daily counterproductive work behavior (CWB). We further theorized that personality variables (negative affectivity, Conscientiousness, and Agreeableness) would exert cross-level effects on the within-person relationships. Hierarchical linear modeling results based on a sample of 231 individuals and 5,583 observations across 25 days provide partial support for the mediating role of negative emotions in the within-person stressor–CWB relationships. Specifically, we found that negative emotions (a) partially mediated the within-person relation of perceived ambiguity with CWB directed at the organization, (b) fully mediated the relation of supervisor interpersonal injustice with CWB directed at individuals, and (c) fully mediated the relation of customer interpersonal injustice with CWB directed at the organization. High levels of trait negative affectivity were found to strengthen the within-person relation between daily supervisor interpersonal injustice and daily negative emotions. As expected, high levels of trait Conscientiousness and Agreeableness were found to weaken the within-person relations of daily negative emotions with daily CWB directed at the organization and individuals.     

Relationships between two dimensions of employee perfectionism,postwork cognitive processing,and work day functioning

This daily diary study examined relations between two distinct perfectionism dimensions and work-related cognitions experienced by employees during evening leisure time. Drawing from perseverative cognitive processing theory, we hypothesized that perfectionistic concerns would be related to work-related worry and rumination during post-work evenings. In contrast, we hypothesized that a theoretically more adaptive perfectionist dimension (perfectionistic strivings) would be associated with positively valenced self-reflections about work across consecutive evenings. A sample of 148 full-time workers completed an initial survey, which included a trait perfectionism measure, reported their work-related cognitions across four consecutive evenings of a working week, rated their sleep quality immediately upon awakening on each subsequent morning, and their daily levels of emotional exhaustion and work engagement at the end of each work day. Results showed that perfectionistic concerns were indirectly negatively associated with sleep quality and work day functioning via the tendency to worry and ruminate about work. In contrast, perfectionistic strivings were indirectly positively associated with work day engagement via the propensity to experience positive thoughts about work during evening leisure time. The theoretical and practical implications of these findings are discussed.     

Age and Trust as Moderators in the Relation between Procedural Justice and Turnover: A Large‐Scale Longitudinal Study

The current study investigated the moderating roles of age and trust in the relation of procedural justice with turnover. It was expected that the relation between procedural justice and turnover was weaker for older workers and those with high prior trust in their leader. Older workers are better at regulating their emotions, and focus more on positive aspects of their relationships with others, and therefore react less intensely to unfair treatment. Moreover, people with high trust are more likely to attribute unfair treatment to circumstances instead of deliberate intention than people with low trust. Finally, we expected a three‐way interaction between age, trust, and procedural justice in relation to turnover, where older workers with high trust would have less strong reactions than younger workers and older workers with low trust. Results from a three‐wave longitudinal survey among 1,597 Dutch employees indeed revealed significant interactions between trust and procedural justice in relation to turnover. Furthermore, the three‐way interaction was significant, with negative relations for younger workers, but a non‐significant relation was found for older workers with low trust. Contrary to expectations, negative relations were found between procedural justice and turnover for older workers with high trust.     

The effect of rebranding generic medicines on drug efficacy and side effects

Objectives: Subjective age is an important correlate of health, well-being, and longevity. So far, little is known about short-term variability in subjective age and the circumstances under which individuals feel younger/older in daily life. This study examined whether (a) older adults’ felt age fluctuates on a day-to-day basis, (b) daily changes in health, stressors, and affect explain fluctuations in felt age, and (c) the daily associations between felt age and health, stressors, or affect are time-ordered.

Method: Using an eight-day daily diary approach, N = 43 adults (60–96 years, M = 74.65, SD = 8.19) filled out daily questionnaires assessing subjective age, health, daily stressors, and affect. Data were analysed using multilevel modelling.

Main outcome measures: Subjective age, health, daily stressors, affect.

Results: Intra-individual variability in felt age was not explained by time but by short-term variability in other variables. Specifically, on days when participants experienced more than average health problems, stress, or negative affect they felt older than on days with average health, stress, or negative affect. No time-ordered effects were found.

Conclusion: Bad health, many stressors, and negative affective experiences constitute circumstances under which older adults feel older than they typically do. Thus, daily measures of subjective age could be markers of health and well-being.     

Age-based stereotype threat and negative outcomes in the workplace: Exploring the role of identity integration

Previous studies have shown that the presence of age-based stereotypes in the workplace is often associated with lower levels of work engagement and adjustment among older employees. This study examines possible mediators and moderators of this relationship using data from a sample of 2,348 older (age > 50) employees at the Italian national rail company. We test a model in which the effects of age-based stereotype threat on organizational involvement, future time perspective, and psychological well-being are mediated by work–age identity integration (how much individuals see their age and organizational identities as compatible and blended). Secondly, we explored whether these effects are moderated by gender and job status. Results indicate that age-based stereotypes are associated with negative outcomes for employees’ work and personal adjustment, and that these relationships are partially mediated by variations in work–age identity integration.     

Comparing Effects of Intrinsic and Extrinsic Social Values Between Younger and Older Employees

Socioemotional selectivity theory proposes that older adults emphasize emotional goals and interpersonal closeness to a greater extent than do younger adults, suggesting that holding social work-related values (SWVs) may be beneficial to older employees. This project aimed at examining two dimensions of SWVs, intrinsic and extrinsic SWVs, and tested whether age and work situation would moderate their effects on self-rated job performance. A cross-sectional survey (Study 1, N = 357) and a 14-day experience sampling study (Study 2, N = 77) were conducted among Chinese managerial employees. Study 1 showed that the direct effect of intrinsic SWVs on self-rated job performance was stronger in older employees than in younger employees. Study 2 demonstrated that older employees who valued intrinsic SWVs while being in social situations performed much better than when they did not value intrinsic SWVs but being in social situations; however such positive effect was not shown in younger employees. Findings of this project reveal that the effect of SWVs varies across locus of effect (intrinsic versus extrinsic), age, and work situation. Among older employees, the positive effect of intrinsic SWVs is more crucial than that of extrinsic SWVs on self-rated job performance. Findings of this project imply that intrinsically rewarding incentives would be more effective in motivating older employees to reach peak performance.     

Perceptions of Older Versus Younger Workers in Terms of Big Five Facets,Proactive Personality,Cognitive Ability,and Job Performance

We examined whether older and younger workers are perceived differently in terms of job‐related individual differences and dimensions of job performance. Findings across 2 experimental studies indicated that older workers were perceived more positively in terms of crystallized intelligence and facets of conscientiousness, while younger workers were perceived more positively in terms of fluid intelligence and proactive personality. With regard to work performance, older workers were perceived more positively in terms of organizational citizenship behavior directed toward the organization. Similar perceptions were held by older and younger respondents. Results illustrate that job performance dimensions and work‐related individual differences may provide useful frameworks for understanding stereotypes regarding older and younger workers.     

Children's utilization of emotion expectancies in moral decision‐making

This study investigated the relevance of emotion expectancies for children's moral decision‐making. The sample included 131 participants from three different grade levels (M = 8.39 years, SD = 2.45, range 4.58–12.42). Participants were presented a set of scenarios that described various emotional outcomes of (im)moral actions and asked to decide what they would do if they were in the protagonists' shoes. Overall, it was found that the anticipation of moral emotions predicted an increased likelihood of moral choices in antisocial and prosocial contexts. In younger children, anticipated moral emotions predicted moral choice for prosocial actions, but not for antisocial actions. Older children showed evidence for the utilization of anticipated emotions in both prosocial and antisocial behaviours. Moreover, for older children, the decision to act prosocially was less likely in the presence of non‐moral emotions. Findings suggest that the impact of emotion expectancies on children's moral decision‐making increases with age. Contrary to happy victimizer research, the study does not support the notion that young children use moral emotion expectancies for moral decision‐making in the context of antisocial actions.     

The right place for me: A moderated mediation model to explain the involvement of employees aged over 50 years

Over the past decades, employment rates of older workers in most Western countries have rapidly increased. Hence, there is a growing interest in identifying the organizational dimensions that might impact the psychosocial adjustment of workers aged over 50 years. This study focuses on perceived organizational support (POS) and identity-related measures (identification and authenticity) as key organizational components for workers at this stage of life. Furthermore, in the relationships discussed, we explore the moderating role of perceived age discrimination. In an ample sample of older workers (N = 4,563, aged 50–66 years), a moderated mediational model was tested where older workers' involvement was associated to POS. In the model, this relationship was mediated by organizational identification and authenticity, and the association between POS, identity-related measures, and involvement was moderated by age-based discrimination. Results showed that POS is associated with organizational involvement via organizational identification and authenticity and that high level of age discrimination decreased the positive association between POS, organizational identification, authenticity, and involvement.     

Psychological contract breach and job attitudes: A meta-analysis of age as a moderator

The aim of this study was to examine the influence of age in the relation between psychological contract breach and the development of job attitudes. Based on affective events, social exchange, and lifespan theory, we hypothesized that (1) psychological contract breach would be related negatively to job attitudes, and (2) that age would moderate these relations. The hypotheses were tested by means of a meta-analysis of k = 60 studies, using Weighted Least Squares estimation. Our results supported both hypotheses for the outcomes trust and organizational commitment. However, for job satisfaction the moderating influence of age was in the unexpected direction. The relations between contract breach and trust and organizational commitment were indeed stronger for younger workers, whereas the relation between contract breach and job satisfaction was stronger for older workers. The implications are discussed, and a research agenda is presented.     

Engaging the aging workforce: the relationship between perceived age similarity, satisfaction with coworkers, and employee engagement

Business publications and the popular press have stressed the importance of creating conditions for meaningful employee expression in work roles, also known as engagement. Few empirical studies, however, have examined how individual or situational factors relate to engagement. Consequently, this study examines the interplay between employee age, perceived coworker age composition, and satisfaction with older (older than 55) and younger (younger than 40) coworkers on engagement using a sample of 901 individuals employed in the United Kingdom. Results indicated that satisfaction with one's coworkers related significantly to engagement. Moreover, perceived age similarity was associated with higher levels of engagement among older workers when they were highly satisfied with their coworkers over 55 and lower levels of engagement when they were not.