Exploring the Consequences of Major Lifetime Discrimination, Neighborhood Conditions, Chronic Work, and Everyday Discrimination on Health and Retirement.

This study examines the associations of multiple forms of perceived discrimination and negative neighborhood conditions with mental health and retirement age. Respondents aged above 51 years from the Health and Retirement Study were selected in 2006 and surveyed through 2014. Ordinary least squares regression evaluated associations. Bias-corrected bootstrap resampling method tested whether mental health mediated the relationships between disadvantages and retirement age. Major lifetime and work discrimination, as well as neighborhood conditions, were directly associated with earlier retirement. Individuals who did not experience disadvantages retired at age 65, whereas respondents with the highest levels of disadvantage retired earlier (at age 62). Mental health partially mediated relationships between major lifetime discrimination, neighborhood conditions, and work discrimination with retirement age, whereas mental health fully mediated the relationship between everyday discrimination and retirement age. Efforts to promote civil rights, reduce discrimination, and enhance individual resilience may promote mental health and capacity to work longer.

Disrespect at Work, Distress at Home: A Longitudinal Investigation of Incivility Spillover and Crossover Among Older Workers.

The prevalence of workplace mistreatment toward older adults is well-documented, yet its effects are understudied. We applied the strength and vulnerability integration model (SAVI) to hypothesize that, despite its low intensity, workplace incivility has numerous deleterious outcomes for older employees over time. Specifically, we investigated whether and how incivility relates to well-being outside of work, among both targeted employees and their partners. We drew on affective events theory to examine how incivility "spills over" to older targets' personal lives. We also tested whether incivility is potent enough to "crossover" to the well-being of older targets' partners at home. Based on longitudinal data from a national study of older workers (N = 598; 299 couples), results demonstrate that workplace incivility related to decrements in targets' affective well-being, which in turn, was associated with life dissatisfaction, interference with work, and lower overall health. Workplace incivility also predicted declines in partner well-being, although these crossover effects varied by gender: Men's postincivility affective well-being predicted their female partners' life satisfaction but not vice versa. However, women's uncivil experiences directly related to the affective well-being of their male partners. These results suggest that for both older workers and their partners, the harms of incivility eventually extend beyond the organizations where they originate.

Trajectories of Perceived Workplace Age Discrimination and Long-Term Associations With Mental, Self-Rated, and Occupational Health.

OBJECTIVE: This study addresses older employees' trajectories of perceived workplace age discrimination, and the long-term associations among perceived age discrimination and older workers' mental and self-rated health, job satisfaction, and likelihood of working past retirement age. We evaluate the strength and vulnerability integration (SAVI) model. METHOD: Three waves of data from employed participants were drawn from the Health and Retirement Study (N = 3,957). Latent growth modeling was used to assess relationships between the slopes and the intercepts of the variables, thereby assessing longitudinal and cross-sectional associations. RESULTS: Perceived workplace age discrimination tends to increase with age, although notable variance exists. The initial status of perceived age discrimination relates to the baseline statuses of depression, self-rated health, job satisfaction, and likelihood of working past retirement age in the expected directions. Over time, perceived age discrimination predicts lower job satisfaction and self-rated health, as well as elevated depressive symptoms, but not likelihood of working past retirement age. DISCUSSION: This study provides empirical support for the SAVI model and uncovers the "wear and tear" effects of perceived workplace age discrimination on older workers' mental and overall health. We deliberate on social policies that may reduce age discrimination, thereby promoting older employees' health and ability to work longer.

Target Meaning-Making of Workplace Incivility Based on Perceived Personality Similarity with Perpetrators.

Target meaning-making of incivility (i.e., the ways targets assess uncivil events) has received attention as an important mediating mechanism in explaining the varied outcomes of incivility. The present study draws on person-environment (PE) fit theory, as well as the similarity-attraction paradigm and repulsion hypothesis, to uncover how perceived personality (dis)similarity affects both cognitive (i.e., attribution, negative appraisal) and emotional reactions (i.e., hostility) to incivility. Specifically, we examine whether incongruence between target personality and perceived perpetrator personality worsens target meaning-making (vice versa for personality congruence). Study 1 (N = 479 employees) addressed (dis)similarity in agreeableness, while Study 2 (N = 296 working adults) addressed (dis)similarity in neuroticism. Based on polynomial regressions with response surface modeling, the results generally supported the hypotheses. Along the line of dissimilarity, targets often assessed (i.e., attributed intent to, appraised, reacted emotionally to) uncivil events more negatively when they perceived personality dissimilarity with perpetrators. However, similarity in personality did not always have the opposite effect by buffering against negative assessments; meaning-making was worse when both parties scored high on neuroticism. Implications for workplace incivility and PE fit literatures are discussed, along with practical implications that highlight information elaboration and perspective taking.

The Aging Semantic Differential in Mandarin Chinese: Measuring Attitudes toward Older Adults in China.

The Aging Semantic Differential (ASD) is the most widely used instrument to measure young people's attitudes towards older adults. This study translated the ASD to Mandarin and examined its psychometric properties. The Mandarin-ASD contains three latent factors (Personality and Mental Health, Societal Participation, and Physical) that have high internal reliability and reasonable discriminate validity. Social work researchers, practitioners and allied professionals may utilize the ASD-Mandarin instrument to measure young people's attitudes towards older adults in China. We issue a call for a universal-ASD that can be applied across different cultural contexts.

Faculty incivility: effects on program satisfaction of BSN students.

This study examined the effects of faculty incivility on nursing students' satisfaction with their nursing programs, a topic previously unreported. In addition, incidences of incivility, students' responses to incivility, and academic location of incivility were explored. A high incidence of perceived faculty incivility was reported by participants, and perceived incivility correlated strongly with nursing student program dissatisfaction. Possible causes of incivility in academia and suggestions for addressing this problem are discussed.