Search

The demand for entrepreneurship to become more prevalent in societies worldwide highlights the need to better understand entrepreneurial intentions (EI). This is particularly important for African nations characterised by significant poverty and low income. Drawing on the Theory of Planned Behaviour (TPB) this paper explores potential predictors of these intentions in two countries that differ considerably in their economic situation and culture. It chiefly focuses on SEI as socially desired, yet still unexplored phenomenon. The current study differentiates between social (SEI) and commercial (CEI) entrepreneurial intentions and explores their antecedents among university students in Namibia (n = 223) and Germany (n = 1326). The results suggest that TPB only poorly predicts SEI, particularly in Namibia. However, they support universally positive effect of perceived behavioural control on formation of CEI in both countries. This study contributes to emerging research into antecedents of SEI. It also highlights the need to test exploratory power of recognised theories such as TPB within different contexts and types of entrepreneurial activity.

This paper reports the adaptation and validation of the Identity Leadership Inventory (ILI) in a Spanish organizational context. In addition, this study empirically explores the positive relationship between identity leadership and followers’ work engagement as mediated by positive and negative job-related affect. A total of 854 employees from different organizations (53.6% female, 46.4% male; M = 40.7 years, SD = 11.5, 19-74) completed an online questionnaire. Descriptive analyses, as well as confirmatory factor analyses, were conducted. According to our results, the Spanish version of the ILI had adequate psychometric properties. The four dimensions obtained in other countries (i.e., identity prototypicality, identity advancement, identity entrepreneurship, and identity impresarioship) were replicated in our sample. Moreover, we found that only identity entrepreneurship significantly related to followers’ positive and negative affect at work, which in turn, related to reported work engagement. We conclude that the Spanish version of the ILI adequately measures identity leadership in organizations. Future studies can build on this instrument to assess and foster identity leadership among supervisors.

espanolObjetivo. Identificar las creencias de comportamiento, normativas y de control sobre la busqueda de ayuda en universitarios con consumo riesgoso y perjudicial de alcohol, comparar diferencias en la intencion de busqueda de ayuda segun la presencia o ausencia de cada creencia, conocer diferencias entre genero en la intencion de busqueda de ayuda y describir la relacion entre genero y creencias. Metodo. Enfoque cuantitativo, estudio descriptivo, correlacional, ex post facto; de 1135 universitarios, 126 presentaron consumo riesgoso, 114 de ellos conformaron la muestra final que completo el AUDIT y un Cuestionario para identificar creencias sobresalientes. Para el analisis estadistico se utilizo U de Mann Whitney y Chi2. Resultados. Aquellos jovenes con la creencia de aprender a regular el consumo mostraron una intencion de buscar ayuda significativamente mayor que los que no la presentaban. Se encontro una relacion estadisticamente significativa entre genero y las creencias aprender a regular el consumo y prejuicios de la sociedad. Conclusiones. Es importante acceder a las creencias sobresalientes para elaborar estrategias de promocion de intervenciones en comunidades universitarias; se aporta evidencia sustentada en la Teoria de la Accion Planificada sobre las creencias subyacentes a la intencion de busqueda de ayuda. EnglishObjective. Identify the behavioral, normative and control beliefs about the search for help in university students with risky and harmful alcohol consumption, compare differences in the intention to seek help according to the presence or absence of each belief, know differences between gender in the intention help seeking and describe the relationship between gender and beliefs. Method. Quantitative approach, descriptive, correlational, ex post facto study; of 1135 university students, 126 presented risky consumption, 114 of them made up the final sample that completed the AUDIT and a Questionnaire to identify salient beliefs. Mann Whitney U and Chi2 were used for statistical analysis. Results. Those young people with the belief of learning to regulate consumption showed a significantly greater intention to seek help than those who did not present it. A statistically significant relationship was found between gender and beliefs about learning to regulate consumption and prejudices in society. Conclusions. It is important to access salient beliefs to develop strategies to promote interventions in university communities; Evidence supported by the Theory of Planned Action is provided on the beliefs underlying the intention to seek help.

Organizational dehumanization has detrimental consequences for workers’ well-being. Previous research has focused on organizational factors that trigger workers’ dehumanization or stress at work. However, less is known about the factors that can protect workers against the detrimental effects of dehumanization. In the present research, we performed a correlational study (N = 930) and a direct replication of it (N = 913) to analyze 1) the mediation role of organizational dehumanization in the relationship between authentic leadership and stress at work, and 2) the possible moderation of organizational identification and the frequency of leader-follower interactions. The results indicated that higher authentic leadership predicted lower organizational dehumanization and stress at work. Moreover, organizational dehumanization mediates the relationship between authentic leadership and stress at work. La deshumanización organizacional tiene efectos muy perjudiciales para el bienestar profesional. Estudios previos se han centrado en identificar factores organizacionales que desencadenan la deshumanización de los trabajadores o el estrés en el contexto laboral. Sin embargo, se conoce muy poco sobre los factores que pueden proteger a los trabajadores de los efectos negativos de la deshumanización. En esta investigación llevamos a cabo un estudio correlacional (N = 930) y una replicación directa (N = 913) para analizar 1) el papel mediador de la deshumanización organizacional en la relación entre liderazgo organizacional y estrés en el trabajo y 2) la posible moderación de la identificación con la organización y la frecuencia de la interacción líder-seguidores. Los resultados mostraron que un mayor nivel de liderazgo auténtico predecía un menor nivel de deshumanización organizacional y de estrés en el trabajo. Además, la deshumanización organizacional media en la relación entre liderazgo auténtico y estrés en el trabajo.

To assess the morale of the troops has been a concern of military leaders throughout history, mainly because of the level of involvement that this factor could have in the resolution of conflicts on the battlefield. The purpose of this research was to obtain evidence of the validity of the internal structure of the Morale Questionnaire used by the Spanish Armed Forces in military operations overseas. Two subsamples of 250 Spanish soldiers deployed on an international mission in Lebanon participated in the study. The questionnaire was applied at the beginning and at the end of the mission, respectly. The results obtained throughExploratory and Confirmatory Factorial Analysis and Structural Equation Modelling, allowed to assess the questionnaire statistically obtaining a tool that consists of 26 items, agglutinated in six factors. The theoretical dimensions of the original tool were mostly maintained. This will permit Spanish Armed Forces to have a reliable measuring instrument that will facilitate specific predictions about morale and its consecuences on the battlefield.ResumenEvaluar la moral de las tropas ha sido una preocupación de los líderes militares a lo largo de la historia, principalmente por el nivel de participación que este factor podría tener en la resolución de conflictos en el campo de batalla. El objetivo de esta investigación fue obtener evidencias sobre la validez de la estructura interna del cuestionario de moral utilizado por las Fuerzas Armadas Españolas en operaciones militares en el exterior. Dos submuestras de 250 soldados españoles desplegados en una misión internacional en Líbano participaron en el estudio. El cuestionario se aplicó al principio y al final de la misión. Los resultados obtenidos a través del Análisis factorial exploratorio y confirmatorio, así como el Modelo de ecuaciones estructurales, permitieron validar el cuestionario obteniendo estadísticamente una herramienta que consta de 26 ítems, aglutinados en seis factores. Las dimensiones teóricas de la herramienta original se mantuvieron en su mayoría. Esto permitirá a las Fuerzas Armadas españolas tener un instrumento de medición confiable que facilitará predicciones específicas sobre la moral y sus consecuencias en el campo de batalla.

The objective of the study is to explore the relationship of authentic leadership with work engagement and organizational citizenship behaviors (OCB) in military units, measuring the mediating effe...

Entrepreneurship contributes to job creation and economic development. Thus, it is important to promote entrepreneurial initiatives; universities play a key role in this regard. The psychosocial pe...

In the face of growing social inequality, social entrepreneurship (SE) is considered to be a sustainable way to account for unmet social needs. Research acknowledges that SE-intention is an important prerequisite for SE-activity but there is only limited knowledge about the mechanisms of SE-intention formation. Despite theories with a cognitive focus like the Theory of Planned Behavior (TPB) having been shown to be able to predict SE-intention, the influence of an individual’s goal orientations, i.e. one`s personal values, on the choice to pursue a career as a social entrepreneur has been largely neglected. By integrating the TPB and Basic Human Values Theory, we investigate the mechanisms through which personal values are related to SE-intentions. Structural-Equation-Analyses with a sample of German university students (N = 1,326) yielded positive direct effects for the personal value dimensions of openness and self-transcendence, and negative direct effects for conservation and self-enhancement on SE-intention. Furthermore, indirect effects of self-transcendence and self-enhancement via the TPB-components emerged. Further research is needed to consolidate our findings and examine potential intercultural differences of value influences on SE-intention formation. The practical implications are that the educators of potential social entrepreneurs should invest more effort in securing a fit of personal values and the values that reinforce SE. Furthermore, our results highlight that making women aware of the possibility of combining social and financial value goals in SE could increase the number of female entrepreneurs.

Building on the think manager – think male paradigm, this study tested the psychometric properties of an “Entrepreneurial Task and Relationship” (ETR) scale to assess gender stereotypes in entrepreneurship. The sample was composed of 1056 non-entrepreneurs and 178 entrepreneurs. Non-entrepreneurs rated the characteristics of: 1) a successful entrepreneur (n = 348); 2) a successful female entrepreneur (n = 360); and 3) a successful male entrepreneur (n = 348). Entrepreneurs rated to what extent they ascribe themselves entrepreneurial characteristics. Results revealed psychometric adequacy of a two-dimensional 13-item ETR scale to be invariant across different study conditions, non-entrepreneurs and entrepreneurs, as well as male and female participants. As with management, entrepreneurship is perceived as strongly associated with task orientation. The think entrepreneur – think male paradigm applies to entrepreneurship, highlighting the need for more awareness of gender stereotypes in that context. Implications of our study can be derived on entrepreneurship education and towards policy makers and media to promote a non-stereotyped image of entrepreneurship and foster this career option, particularly among women.

Although gambling is forbidden for minors, the prevalence of gambling among adolescents is increasing. In order to improve preventive interventions, more evidence on predictors of gambling onset is needed. A longitudinal study was proposed to (1) establish the prevalence of gambling, (2) identify factors associated with gambling behavior the following year, and (3) adjust a model to predict gambling behavior. A cohort of 1074 students (13&ndash, 18 years old) was followed for 12 months. The prevalence of gambling reached 42.0% in the second measure. Boys gambled 2.7 times more than girls, and the highest percentages of gambling onset showed up between 13 and 14 years old. Gambling onset and maintenance was associated with gender, age, sensation-seeking, risk perception, self-efficacy for not gambling, parents&rsquo, attitude towards gambling, group pressure (friends), subjective norm, exposure to advertising, accessibility, normative perception, gambling in T1 and parents gambling behavior. Gender, gambling in T1 and risk perception were significant in all three logistic adjusted regression models, with the fourth variable being sensation seeking, peer pressure (friends) and accessibility, respectively. It is suggested that universal prevention should be aimed preferably at children under 15 years old and to alert regulators and public administrations to the directly proportional relationship between accessibility and gambling onset.

The job-related affective well-being measure developed by Warr (1990, J. Occup. Psychol., 63, 193) has been a frequently used tool estimating affect in the work context. The main purpose of this study was to test the measurement invariance of the instrument across cultures and genders. The model with four correlated factors, representing anxiety, comfort, depression, and enthusiasm, had a superior fit compared to alternative models in a sample of 807 employees and was used as the basis of measurement invariance tests. The results of multigroup confirmatory factor analysis showed partial metric invariance across samples of employees from the Netherlands (n = 254), Poland (n = 436), and Spain (n = 207), as well as full scalar invariance across genders (female n = 323; male n = 466). This indicates that cross-cultural comparisons of relationships between job-related affect as measured with this instrument and other constructs can be meaningful. Additionally, mean scores on the scales of the instrument can be meaningfully compared across genders, but not across countries. Practitioner points Warr's job-related affective well-being measure is a valid and reliable operationalization of four correlated affective dimensions: anxiety, comfort, depression, and enthusiasm. Mean scores on these dimensions can be meaningfully compared across genders, but comparisons of mean scores between countries should be interpreted with caution.

The innovativeness of individual employees is a vital source of competitive advantage of firms, contributing to societal development. Therefore, the aim of this multilevel study was to examine how entrepreneurial firm owners&rsquo, authentic leadership relates to their employees&rsquo, innovative behaviour. Our conceptual model postulates that the relationship between business owners&rsquo, authentic leadership (as perceived by their employees) and their employees&rsquo, innovative behaviour is mediated by employees&rsquo, personal initiative and their work engagement. Hypotheses derived from this model were tested on data collected from 711 employees working in 85 small firms from three European countries: the Netherlands, Poland, and Spain. The results of the multilevel modelling confirmed our model, showing that when business owners are perceived as more authentic leaders, their employees show higher personal initiative and are more engaged at work and, in turn, identify more innovative solutions to be implemented in the organization. A cross-national difference was observed: employees from Spain (in comparison to Dutch and Polish employees) reported engaging less frequently in innovative behaviour. These research findings suggest that the innovative behaviour of employees can be boosted through leadership training, improving the quality of relationships between leaders and subordinates, and strengthening employees&rsquo, personal initiative and work engagement.

In three studies we examined, from an attachment perspective, the utility and the validity of a scale assessing followers’ perceptions of leaders as security providers (LSPS). Based on the literature, we designed a 15-item scale tapping the five functions of a security-enhancing attachment figure (secure base, safe haven, proximity seeking, emotional ties, and separation distress) within organizational contexts. The scale showed acceptable reliability and a one-factor structure in all the studies. In Study 1 (N = 237), the LSPS was positively associated with transformational leadership and inversely associated with passive-avoidant leadership. Moreover, employees’ perceptions of their leader as a security provider made a unique contribution to their satisfaction with the manager and perception of the manager’s efficacy. In Study 2 (N = 263), the LSPS was positively associated with authentic leadership. Employees’ ratings of their leader on the LSPS were positively associated with employees’ organizational identification, work engagement, and work satisfaction. In Study 3 (N = 263), we found that employees’ perceptions of their leader as a security provider had a protective effect on their job burnout. The findings indicate that research on the follower-leader relationship can benefit from the adoption of an attachment perspective.

Integrating predictions from the theory of human values with the theory of planned behavior (TPB), our primary goal is to investigate mechanisms through which individual values are related to entrepreneurial career intentions using a sample of 823 students from four European countries. We find that openness and self-enhancement values relate positively to entrepreneurial career intentions and that these relationships are partly mediated by attitudes toward entrepreneurship, self-efficacy, and, to a lesser extent, by social norms. Values and TPB constructs partially mediated cross-country differences in entrepreneurial intentions. Spanish students showed lower entrepreneurial intentions as compared to Dutch, German, and Polish students, which could be traced back to lower self-enhancement values (power and achievement), less positive attitudes toward entrepreneurship, and differences in social norms. ispartof: JOURNAL OF CAREER ASSESSMENT vol:26 issue:3 pages:457-475 ispartof: location:United States status: published

Presenteeism is a hazardous behaviour that may have personal and organizational consequences. The main objective of this research was to investigate the relationship between presenteeism and job satisfaction and evaluate the role of overcommitment as a mediator and the role of work-related and personal bullying as moderators in these relationships. Results from 377 subjects showed that presenteeism and overcommitment are positively related to job satisfaction, with overcommitment being a mediator in the relationships. These relationships are moderated by work-related bullying but not by personal bullying. The findings are discussed, and implications, future research pathways, and limitations are noted.

Purpose– The purpose of this paper is to explore the relations of authentic leadership (AL) with employee knowledge sharing behavior and intervening processes.Design/methodology/approach– A correlational study is presented with a sample of 562 workers belonging to diverse Spanish organizations.Findings– The results obtained by means of multiple regression analysis showed positive associations of AL on employees’ knowledge sharing behavior. Specifically, the effect on these employee behaviors was fully mediated by the group innovation climate, and partially by their identification with the workgroup.Research limitations/implications– Future works should study this association in depth and examine possible differential relationships of AL on diverse types employee knowledge, explicit, and implicit, proposed by Nonaka and Takeuchi (1995).Practical implications– The study indicates the type of leadership that should be developed in organizations, and the type of processes and environments to foster in the work units to stimulate acts of sharing knowledge among the members.Originality/value– This is the first study examining innovation group climate and workgroup identification as mediators between AL with employee knowledge sharing behavior.

Purpose – The purpose of this paper is to examine the relationship between employees’ perception of authentic leadership and their turnover intention as mediated by employees’ work-group identification (WID) and work engagement. Design/methodology/approach – Structural equation modeling was used to analyze the data from 623 Spanish employees. Findings – Results show that authentic leadership has a negative effect on turnover intention and positive effects on work engagement and WID. The direct relationship between authentic leadership and turnover intention was found to be partially mediated by employees’ work engagement. Practical implications – One of the strongest implications that may be drawn from this study is that authentic leaders can influence employees’ turnover intentions by positively enhancing their engagement. Thus, the study highlights authentic leadership as a key element for retaining valuable employees through the promotion of employees’ work engagement. Originality/value – To the authors’ knowledge, this study is the first to analyze the association between authentic leadership and turnover intention and the meditational effect of work engagement and WID.

Purpose The purpose of this paper is to examine the relationships between sales managers’ authentic leadership style and salespeople’s positive development. Design/methodology/approach Multilevel regression analysis was used to examine the data from 40 work teams from several Spanish retail companies (190 salespeople and 40 sales managers). Findings In line with previous studies, the analyses indicated that sales managers’ authentic leadership style as perceived by employees significantly predicted salespeople’s work engagement and psychological capital (PsyCap). Contrary to the expectations, salespeople’s perceptions of sales managers’ authentic leadership did not relate to sales managers’ self-ratings of authentic leadership, but instead related to sales managers’ gender (women were perceived as more authentic) and higher perceived frequency of leader–follower interaction. Originality/value The study contributes to the literature by testing if sales managers’ variables (gender and self-ratings of authentic leadership and perceived frequency of leader–follower interaction) predict salespeople’s perceptions of authentic leadership, which in turn, predict salespeople’s positive development (work engagement and PsyCap).

Although cycling as a mode of transport can provide various important benefits to cities and their transport systems, it accounts for only a small proportion of commuter trips in southern Europe. The aim of this study was to develop a new model based on Ajzen’s (1991) theory of planned behaviour (TPB), but including social identity as an additional predictor variable to improve the explanatory capability of the TPB. We conducted a telephone survey of a representative sample of 595 non-cycle commuters in the Spanish city of Vitoria-Gasteiz, which has a moderate proportion of bicycle users (6.9%). Confirmatory factor analysis to test the model showed satisfactory overall measurement fit, and all sub-scales had high reliability and validity coefficients. The findings demonstrated the value of incorporating social identity into the TPB to capture motivational factors relevant to cycle commuting. The relationships between the factors in the model indicated that there is a strong link between identifying as ‘a cyclist’ and perceived self-efficacy with respect to cycling. Furthermore, the results suggest that a more specific measure of perceived self-efficacy, targeting concrete behaviours could be used to inform development of initiatives to promote urban cycling. Our data also revealed that, excluding control variables such as journey time, economic cost and distance, the psychosocial variables included in the model predicted 32% of the variance in car users’ intention to start commuting by bicycle.

The aim of this study is to analyse the relationship between authentic leadership, group cohesion, organizational identification and the potential effect of organizational justice as a mediating variable. Partial Least Squares (PLS) modelling was used to analyse the data from 210 employees at several Spanish companies. The results showed that organizational justice as a mediator in the proposed model and positive relationships among the variables studied. These findings are discussed taking into account the importance of the authentic leadership model in the study of group processes in organizations and the development of policies and behaviours that promote ethics, transparency and justice in companies.

Este artículo presenta la validación del cuestionario de intención emprendedora (CIE) en Colombia. Este cuestionario, desarrollado y validado en España (Rueda, Moriano y Liñán, 2015), se enmarca dentro de la Teoría de la Acción Planificada (TAP, Ajzen, 1991). La TAP resulta en la actualidad el modelo más ampliamente utilizado para predecir las intenciones emprendedoras. Con una muestra de 316 estudiantes universitarios colombianos, el modelado de ecuaciones estructurales confirma que el CIE tiene una alta fiabilidad y validez predictiva sobre la intención emprendedora. Disponer de escalas de medidas fiables y validadas en distintos contextos culturales permite las comparaciones entre distintas entidades y/o para una misma entidad en diferentes momentos temporales (por ejemplo, antes y después de impartir un curso orientado al emprendimiento). Un mejor conocimiento de los antecedentes psicosociales (actitudes hacia el emprendimiento, norma subjetiva y autoeficacia emprendedora) que conducen a jóvenes universitarios a emprender puede contribuir a un diseño más adecuado de los programas de formación emprendedora que se están impulsando en muchas universidades y desde otro tipo de instituciones.

Intrapreneurial activity is positively associated with the organizational growth, and the factors that stimulate such behaviors need to be identified. The general goal of this work is to explore the relationship of authentic leadership with employees’ intrapreneurial behavior and the intervening processes. A correlational study was carried out with 212 employees of Spanish companies, in which two cross-level mediation hypotheses were tested. The results obtained indicate that employees’ organizational identification and organizational empowerment both mediate the relationship between authentic leadership and employees’ intrapreneurial behaviors. In this work, we note the importance of including authentic leadership as an antecedent of intrapreneurship.

Bridge employment refers to the workforce participation pattern displayed by older workers between their partial retirement and their complete withdrawal from the workforce. Based on Shultz’s (2003) model of antecedents and consequences of bridge employment, this article proposes a set of hypotheses, using SHARE panel data ( N = 634) from Wave 1 (2004) and Wave 2 (2006). These data are analyzed via structural equation modeling (SEM), testing both a direct effects model and a partial mediation model. Results show that bridge employment quality partially mediates the influences of T1 antecedents on T2 consequences. The implications of this study are discussed at both the theoretical and practical level.

This article argues that cultural and personal values are relevant in the formation of entrepreneurial intentions; as such, the interplay between both value-levels deserves attention. Individualist values such as achievement, pleasure, self-direction and an exciting and stimulating life are related to entrepreneurial intention and activity, at both the cultural and personal levels. From a sample of 2069 adults with a university degree, the results support a double-effect of culture on entrepreneurial intention: the personal values effect (a more individualist culture leads to more members exhibiting higher entrepreneurial intentions) and the outlier effect (those who are more individualist than average in their culture will exhibit a higher entrepreneurial intention). Within the two individualist dimensions considered (self-enhancement and openness to change), the relationship of self-enhancement to entrepreneurial intention is stronger than that of openness to change. The implications of these results are discussed and avenues for future research are proposed Junta de Andalucía P08-SEJ-03542

The aim of this paper is twofold. First, to extend Hodges’ model of relationships between financial planning for retirement with psychosocial variables to predict both objective and subjective measures of financial planning. Second, to apply that model to a representative sample of immigrants in Europe provided by the first wave of SHARE study. Data from 1272 immigrants in Europe were obtained through structured interviews and questionnaires. The Structural Equation Modeling (SEM) analyses reveal that the total expected amount of pension was predicted by poor health, migration seniority, and job demands, among other variables. Total years of pension contribution were predicted by salary, job tenure, and migration seniority. These results validate and expand the previous research on bridge employment activities and partial retirement.

Meta-analytic procedures were used to examine relationships between objective income (OI), perceived adequacy of income, and retirement and their consequences. The authors’ review of the literature generated 90 independent samples obtained from 71 primary studies with 115,129 participants, which provided 136 independent effect sizes (ESs). A high effect size ( r = .37) was found for the subjective income–retirement planning relation and a medium ES ( r = .29) for the OI–retirement planning relation. Regarding retirement consequences, both objective and subjective incomes were positively related to retirement adjustment indicators, with low ES for OI–life satisfaction, OI–retirement income satisfaction, and retirement satisfaction. Structural equation analysis using the pooled correlation matrix allowed testing a more complex model. Potential moderator variables were examined, and it was found that they explained only a small percentage of variability of primary studies. Results and theoretical and empirical implications are discussed.

Managers play a vital role in encouraging and supporting the initiatives of individual employees to explore new opportunities, to develop new products or to improve work procedures for the benefit of the organization. This study examines the influence of manager leadership styles on employee intrapreneurial behavior and the mediating role of organizational identification. Partial Least Squares modeling was used to analyze the data from 186 employees belonging to several Spanish public and private organizations. The results show that transformational leadership has a positive impact on employee intrapreneurial behavior, whereas transactional leadership negatively influences it. Furthermore, these effects are found to be partially mediated by organizational identification.

We examined 2 strategies used by people with HIV (N = 68) to cope with the effects of prejudice and discrimination: hiding of stigma and in-group identification. In support of the first proposed path, we found that group-based discrimination enhanced hiding of stigma. This reduces the perception of personal discrimination; and this, in turn, is positively related to well-being. We also found evidence for a second, more collective path by which those who are HIV-positive protect their well-being. Perceived group-based discrimination was positively associated with in-group identification, which, in turn, was positively related to collective action intentions and well-being. The discussion focuses on how well-being can be protected through both individual- and group-level processes.

In this study, meta-analytic procedures were used to examine the relationships between retirement planning, retirement decision and their antecedent and consequences. Our review of the literature generated 341 independent samples obtained from 99 primary studies with 188,222 participants. A small effect size (ES) for antecedents of retirement planning (poor health, negative working conditions and positive attitudes toward retirement) was obtained (ranging from r = .05 to r = .19), whereas a medium ES was obtained for work involvement and job satisfaction (r = −.31 and r = −.34). Regarding retirement decision, lower effect sizes were obtained. Effect sizes for the relationships with consequences were medium for retirement planning and bridge employment (r = .28), for retirement decision-volunteer work (r = .26), and for retirement decision-retirement satisfaction (r = .26). Structural equation analysis using the pooled correlation matrix allowed us to test a more complex model. Potential moderator variables were examined, and it was found that they explained only a small percentage of variability of primary studies. Results are discussed, and theoretical and empirical implications are suggested.