Life Satisfaction Among Chinese Aged Workers: Interplay of Organizational Justice, Workplace Emotions, and Subjective Age Perception.

Introduction: Organizational justice, as a multifaceted construct, plays an essential role in shaping organizational behaviors vital for boosting productivity. Previous research has underlined its influential role in both task performance and organizational citizenship behaviors. Importantly, positive emotions stemming from perceptions of both distributive and procedural justice have been associated with heightened levels of life satisfaction. This study aimed to elucidate the mediating role of these emotions in the connection between organizational justice perceptions and life satisfaction. Methods: Participants (N= 588) in two waves of multisource data from fifteen private firms in China, have been aged workers from 40 to 60 years old. Results: The findings revealed a significant mediation effect of positive emotions linking employees' perceptions of justice and their overall life satisfaction. Discussion: In alignment with the Spill-over hypothesis, our findings underscore the importance of cultivating an equitable work environment. Such an environment does not only drive job-specific outcomes but also deeply influences employees' broader well-being and happiness. By grasping the intricacies of organizational justice and its myriad effects on employee satisfaction, organizations can devise precise interventions, thereby elevating both employee well-being and overall productivity.

From Citizenship Pressure to Pro-Group Unethical Behavior: The Dual-Stage Moderating Role of Self-Serving Political Will.

Drawing upon social cognitive theory, our study proposes a dual-stage moderated mediation model that utilizes moral disengagement as the mediator and self-serving political will as the moderator to investigate whether, how, and when team-oriented citizenship pressure leads to pro-group unethical behavior. Data were collected through questionnaires from 527 Chinese employees in various industries. Amos and Process macro were used to test the model's fit and hypotheses, respectively. The results showed that citizenship pressure has a positive effect on pro-group unethical behavior through moral disengagement. Moreover, self-serving political will is a positive moderator in both the first and second stages, as well as in the mediation effect. This study extends the related research field by linking citizenship pressure and political will with moral disengagement and pro-social unethical behavior, responding to some academic calls. When faced with team-oriented citizenship pressure, team members with high self-serving political will may become a sharp edge that stabs at other competing teams. Managers at the team and organizational levels can intervene in different ways depending on their constructive or destructive management goals.