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Purposes: • Generate materials about a work event that will be perceived as ambiguous in terms of overall event justice, using clear information on justice dimensions (but misaligned); • Validate a scale on justice ambiguity; • Validate scales that will be used as dependent variables in the follow-up study (organizational citizenship behaviors towards organization and towards supervisor and decision acceptance).

We will examine how justice agent’s warmth affects overall event justice perceptions at different levels of event justice ambiguity: • Is the relationship between an agent’s warmth and overall event justice positive when a) the justice event is ambiguous?, and b) the justice event is unambiguous in terms of fairness and expected from the agent? • Is the relationship between an agent’s warmth and overall event justice negative when the justice event is unambiguous in terms of fairness, and unexpected from the agent?

Objective: The objective of this scoping review is to examine the literature about ageism directed towards younger workers. We intend to gain insight on the antecedents and consequences of ageism towards younger workers, as well as the manifestation of work-related ageism and the main theories used to approach/investigate ageism towards this population. Introduction: Previous research and literature reviews on ageism focus predominantly on prejudice, stereotyping and discrimination against older workers, despite studies indicating that younger workers are also discriminated against. Age-based discrimination can have detrimental effects for younger workers in terms of wellbeing and career outcomes, which reinforces the importance of comprehensively reviewing and summarizing the research in this domain. Inclusion criteria: This review focuses on younger workers, from all sectors of activity or professional backgrounds. Empirical studies, reviews and theoretical papers in English published after 1969, examining ageism against younger workers in peer-reviewed articles will be eligible for inclusion. Methods: The scoping review methodology will follow the framework outlined by Arksey and O’Malley (2005), which includes the following key phases: (1) identifying the research question(s), (2) identifying relevant studies, (3) study selection, (4) charting the data, and (5) collating, summarizing, and reporting the results. Electronic resources in Education and Psychology, Social Sciences and in Business and Economics will be searched in the databases Web of science, Scopus and EBSCO host. Information will be summarized and reported in accordance with PRISMA-ScR reporting standards (Tricco et al., 2018).

We investigate team member feelings of collective psychological ownership (CPO) over teamwork products, the psychological paths that lead to it, and its impact on team workers' evaluations of team effectiveness, turnover intentions, and intentions to champion teamwork products. We focus on the teamwork product as an important target of ownership feelings, building on theories of self-extension, psychological ownership, and team emergent states. In Study 1, we validate measures for three ownership activating experiences (OAE) that have been proposed as paths to CPO (control over, intimate knowledge regarding, and investment in the teamwork product) using two samples of individual team workers (n = 210 and n = 140). In Study 2 (n = 183) and Study 3 (n = 200), we use surveys and a multiwave design to show that team workers' feelings of CPO mediate the relationship between investment in and intimate knowledge regarding the product and team effectiveness evaluations, team turnover intentions, and intentions to champion the work product. In Study 4 (n = 48 teams), CPO was predicted by the ownership activating experiences, at the team level. This research additionally highlights the benefits to organizations of creating conditions for the emergence of employee feelings of shared ownership over teamwork products.

Previous research shows that some managers do not deliver bad news in ways deemed interactionally fair (with dignity, respect, and adequate explanations). In this dissertation I explore whether specific individual characteristics predict the tendency to deliver bad news in ways regarded as interactionally (un)fair: the communicator’s empathy, self-esteem, moral development, emotional intelligence, and moral identity. In Study 1, 173 practicing managers responded to a scenario task in which a layoff was to be communicated and their written messages were coded for interactional justice. Results showed that empathic concern, moral development, and strategic emotional intelligence each individually predicted interactional justice. However, these relationships were not significant when all of the predictors and proposed interactions were included. Moral development moderated the relationship between empathic concern and interactional justice. In Study 2, 81 students provided face-to-face feedback containing negative news to a confederate, and the videotaped feedback was coded for interactional justice. In Study 2, empathic induction was manipulated and moral identity was primed. Results showed that empathic induction increased interactional justice. Further, a significant three-way interaction showed that when moral identity was high, moral development moderated the effect of the empathic induction on interactional justice. Specifically, the interactional fairness of high (versus low) moral development communicators was lower in the control condition and increased by the empathic induction, whereas the interactional fairness of low moral development communicators was not affected by the empathic induction.