How to Capture the Rage? Development and Validation of a State-Trait Anger Scale.

Our research seeks to contribute to the existing literature on emotion measurement and research by proposing a new anger metric that addresses limitations of previous scales. This metric shows promise in meeting modern standards and drawing from traditional methods, potentially impacting the study of emotions. Additionally, our study explores cross-cultural congruence in assessing anger between English and German speakers, revealing differences in state and trait anger assessment. We offer theoretical perspectives on these cultural variances and emphasize the importance of considering language nuances in cross-cultural emotion assessment. Furthermore, our research delves into the relationship between anger and other emotions within an affective space, suggesting support for the notion that emotions are composite constructs consisting of valence and activation. We also discuss alternative theoretical perspectives on emotion construction to enhance our understanding. Additionally, our study examines the intricate relationship between anger and different forms of aggression, highlighting the association between anger and various aggressive behaviors in work settings. Our findings underscore the influence of personal traits and situational factors on experiences of anger and aggression, offering insights into the relationships between emotional states, traits, and behavior.

Job satisfaction, job stress and nurses' turnover intentions: The moderating roles of on-the-job and off-the-job embeddedness.

AIM: Using an interactionist perspective to test on-the-job embeddedness and off-the-job embeddedness as possible moderators for the predictive effects of job satisfaction and job stress on nurses' turnover intentions. BACKGROUND: As turnover worsens nurse shortages across the globe, researchers needs to find ways to work out and reduce nurses' turnover intentions. By exploring contributory factors, namely on-the-job and off-the-job embeddedness as two distinctive forms that both act as moderators, we add to the literature on effective nurse retention and highlight that incorporating off-the-job factors can provide a more realistic understanding of why people consider leaving their organization. DESIGN: Survey of 361 nurses of the United Kingdom's (UK's) National Health Service, in 2016. METHOD: We conducted hierarchical multiple regression and simple slope analyses. RESULTS: Job satisfaction was negatively associated with turnover intentions, and this negative relationship was stronger when off-the-job embeddedness was high (vs. low). Job stress was positively related to turnover intentions, yet high (vs. low) off-the-job embeddedness buffered this relationship. In contrast, when on-the-job embeddedness was high (vs. low), the relationship between job stress and turnover intentions were even stronger. CONCLUSION: Results showed that using an interactionist perspective is useful in predicting nurse turnover. Nursing management should be made aware of the importance of being embedded off-the-job to prevent nurse turnover. This paper issues guidelines to form a more comprehensive staff retention programme for the healthcare sector.

Good for you, bad for me? The daily dynamics of perspective taking and well-being in coworker dyads.

Perspective taking is encouraged by organizations as a form of supporting coworkers. Yet, its impact on employees' and coworkers' well-being is not well understood. We, therefore, take a dyadic approach to understand the daily dynamics of employees' perspective taking, its benefits for coworkers, and its costs for employees themselves. Specifically, we draw from self-regulation theory to examine the double-edged sword of perspective taking for one's own and one's coworker's well-being (reflected by subjective vitality). With regard to coworker well-being, we take an other-oriented resource lens and theorize that the focal employee's perspective taking increases the coworker's received support and well-being. With regard to the focal employee's well-being, we take a self-oriented resource lens and theorize that perspective taking increases the focal employee's self-regulatory resource depletion, which impairs their well-being. We examined our research model in a dyadic experience sampling study with three daily measurement occasions over 2 working weeks in a sample of 89 coworker dyads (178 individuals). Multilevel analyses showed that perspective taking had a positive indirect effect on coworker well-being via received coworker support, while it had a negative indirect effect on the focal employee's well-being via self-regulatory resource depletion. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Withdrawing from job search: The effect of age discrimination on occupational future time perspective, career exploration, and retirement intentions.

Older job seekers dropping out of the active workforce is a major challenge for individuals, organizations, and society, resulting in the need to protect and extend their working lives. Based on the discouraged workers approach, this study used career construction theory to study how past experiences can discourage older job seekers and make them withdraw from the job search. Specifically, we explored how age discrimination is connected to lower levels of older job seekers' occupational future time perspective (i.e., remaining time and future opportunities) and how it results in less career exploration and higher retirement intentions. Using a three-wave design, we followed 483 older job seekers in two countries (the United Kingdom and the United States) over a total period of two months. Results of structural equation modeling showed that perceived age discrimination decreased older job seekers' remaining time and future opportunities. Further, remaining time was negatively linked to retirement intentions, whereas future opportunities were positively linked to career exploration. Furthermore, results revealed two indirect effects of age discrimination on (1) retirement intentions via remaining time and (2) career exploration via future opportunities. These results show how damaging age discrimination can be in the job search context and we call for the search of potential moderators that can buffer the negative impact of age discrimination. Practitioners should work on protecting older job seekers' occupational future time perspective to keep them active instead of losing them to early retirement.

Too much to know? The cognitive demands of daily knowledge seeking and the buffering role of coworker contact quality.

To get their work done and achieve their daily work-related goals, employees seek knowledge from their coworkers. While the benefits of knowledge seeking have been established in the literature, we have yet to understand the potential downsides of daily knowledge seeking. We adopt a cognitive perspective to carve out the negative effect of daily knowledge seeking, while controlling for its established positive effect via perceived learning. Based on cognitive load theory, we argue that daily knowledge seeking produces intrinsic cognitive load that can hinder daily goal attainment through the experience of knowledge overload and subsequent resource depletion. However, the relational context in which knowledge seekers interact with knowledge sources represents an important contextual boundary condition. Coworker contact quality can mitigate the effect of knowledge seeking on knowledge overload because high coworker contact quality reduces extraneous (i.e., ineffective) and increases germane (i.e., productive) cognitive load that knowledge seekers experience when navigating the social interaction with knowledge sources. Under this condition, cognitive capacity is freed up and knowledge overload is less likely to occur. Based on an experience sampling study in which we collected data across 10 working days from 189 German employees, we found support for our hypotheses. An employee's knowledge seeking had a negative indirect effect on goal attainment via knowledge overload and subsequent resource depletion, however, the downsides of daily knowledge seeking became less pronounced when coworker contact quality increased. We discuss the implications of our findings for research on knowledge seeking and resource exchange behaviors. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Does More Respect from Leaders Postpone the Desire to Retire? Understanding the Mechanisms of Retirement Decision-Making.

The demographic trends (i.e., low birth rates and increasing longevity) pose challenges with regard to the increase of the average employee age along with a lack of skilled personnel on the labor market. Society, organizations, and individuals are confronted with the question on how to prolong working lives in the future. Based on socioemotional selectivity theory, the purpose of this study was to investigate the relationship between respectful leadership and older workers' desired retirement age. In particular, we took a closer look at job satisfaction, subjective health, and work-to-private life conflict as underlying mechanisms. Further, we tested for the moderating role of occupational self-efficacy as an auxiliary condition for the assumed relationships of respectful leadership. We tested our hypothesized model using data from 1,130 blue- and white-collar workers aged 45-65 years. The results of structural equation modeling indicated that respectful leadership was positively related to older workers' desired retirement age and that this relationship was mediated by subjective health and work-to-private life conflict but not by job satisfaction. The findings add to the literature on resources in retirement decision-making; notably, they highlight the importance of leadership behavior for older workers' motivation and socioemotional needs.

Negative Attitudes toward Older Workers and Hiring Decisions: Testing the Moderating Role of Decision Makers' Core Self-Evaluations.

Organizational hiring practices have been charged for unfair treatment on the grounds of age. Drawing on theories of planned behavior and core self-evaluations, this research investigated the impact of negative attitudes toward older workers on hiring decisions and examined the moderating role of decision-makers' core self-evaluations. We tested our hypotheses based on a structured online questionnaire and a vignette study using a sample of 102 participants working in human resource management across different industries. As predicted, negative attitudes toward older workers were positively related to avoidance of hiring older people, which in turn was negatively related to the likelihood to select the oldest candidate. Because hiring decisions are not only about the hiring subject but also about the decision-maker, we tested the moderating role of decision-makers' core self-evaluations. Results showed that core self-evaluations buffered the relationship between negative attitudes toward older workers and avoidance of hiring older people. Theoretical implications of the findings with regard to hiring decisions about older people and practical recommendations to improve diversity management strategies and age-balanced hiring practices in organizations are discussed.