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Objective: Trauma can have a range of effects on individuals over time, including the potential for positive changes in favorable outcomes commonly referred to as posttraumatic growth. The posttraumatic growth literature has been criticized for various methodological limitations and has largely neglected the exploration of factors that may strengthen or weaken posttraumatic growth trajectories. The present study contributes to this literature by investigating trajectories of five dimensions of posttraumatic growth during the COVID-19 pandemic and the moderating effects of health and financial difficulties on these trajectories., Method: Longitudinal data were collected monthly between July 2020 and December 2022 from a sample of employed adults in Germany, involving N = 1678 participants over 30 time points (N observations  = 29,552)., Results: Results suggest that certain dimensions of posttraumatic growth showed significant increases (i.e., relationships) or decreases (i.e., spirituality and possibilities) over time and that trajectories of three dimensions (i.e., relationships, appreciation, and strength) demonstrated distinctive patterns of interaction with health and financial difficulties., Conclusions: Findings are discussed in the context of the pandemic as well as dynamic theories of personality and identity, with implications for advancing posttraumatic growth theory and research., (© 2024 Wiley Periodicals LLC.)

This article reports the results of a 33-wave longitudinal study of changes in, and reciprocal relations between, workplace digitalization and workload. Monthly data were collected between April 2020 and December 2022 from n = 1661 employees in Germany. Based on theoretical models of workplace information and communication technology use, stress, and coping, we hypothesized both positive and negative within-person effects of digitalization on workload, and vice versa. Results of an autoregressive latent trajectory model with structured residuals (ALT-SR) showed on-average positive linear trajectories in digitalization, but not in workload over time. Moreover, higher digitalization was associated with subsequently higher levels of workload, and vice versa. This pattern of results suggests a dynamic, reciprocal process wherein positive deviations from one's average trajectory of digitalization (workload) are associated with subsequently higher levels of workload (digitalization). We additionally find evidence for linear trends in these within-person processes, suggesting that the strength of the within-person effects of digitalization on workload, and of workload on digitalization, becomes more strongly positive over time. Practitioners developing work design interventions could focus on ways to reduce the detrimental impact of digitalization on increased workload, while simultaneously encouraging the potential of digitalization to help employees cope effectively with their workload., (© 2024. The Author(s).)

The concepts of generations and generational differences have received much attention in the academic literature, in the popular press, and among practitioners, policymakers, and politicians. Despite the continued interest, research has failed to find convincing evidence for the existence of distinct generations, commonly conceptualized as broad groupings of birth cohorts (e.g., 1980-2000) that have been influenced by a set of significant events (e.g., economic depressions) and labeled with names and qualities that supposedly reflect their defining characteristics (e.g., Millennials). Further, any differences that have been found in empirical studies, and that have been attributed to generational membership, are more likely due to age and/or contemporaneous period effects. Nonetheless, some researchers, employers, institutions, governments, and many laypeople continue to treat generations like they are a powerful and actionable phenomenon. We address these issues in two ways. First, we review the science of generations, focusing on what is known, what is not, and why the evidence points to the conclusion that generations, as popularly conceptualized, do not exist in objectively quantifiable ways. We also address the disconnect between science and practice regarding generations. Second, we explore alternate explanations for effects that are attributed to generations and review approaches that are both more theoretically sound and empirically supported, including lifespan theory and social constructionist frameworks. Finally, we address connections between assumptions made about generations and concerns about diversity, equity, and inclusion at work. Specifically, we address what has been termed generationalism, the belief that members of specific generations possess unique, stereotypic characteristics., Competing Interests: Declaration of competing interest The authors have no relevant financial or non-financial interests to disclose. The authors have no conflicts of interest to declare that are relevant to the content of this article. The authors certify that they has no affiliations with or involvement in any organization or entity with any financial interest or non-financial interest in the subject matter or materials discussed in this manuscript. The authors have no financial or proprietary interests in any material discussed in this article., (Copyright © 2023 The Authors. Published by Elsevier B.V. All rights reserved.)

Conceptual and statistical models that include conditional indirect effects (i.e., so-called "moderated mediation" models) are increasingly popular in the behavioral sciences. Although there is ample guidance in the literature for how to specify and test such models, there is scant advice regarding how to best design studies for such purposes, and this especially includes techniques for sample size planning (i.e., "power analysis"). In this paper, we discuss challenges in sample size planning for moderated mediation models and offer a tutorial for conducting Monte Carlo simulations in the specific case where one has categorical exogenous variables. Such a scenario is commonly faced when one is considering testing conditional indirect effects in experimental research, wherein the (assumed) predictor and moderator variables are manipulated factors and the (assumed) mediator and outcome variables are observed/measured variables. To support this effort, we offer example data and reproducible R code that constitutes a "toolkit" to make up for limitations in other software and aid researchers in the design of research to test moderated mediation models., (© 2022. The Author(s).)

Among the many work (and life) characteristics of relevance to adult development and aging, various forms of control are some of the most extensively and diversely studied. Indeed, "control," whether objectively held (i.e., "actual" control), perceived, or enacted through self-regulation, is a concept central to our understanding of person-environment interactions, development, and well-being within and across life domains. However, variability in conceptualization and analysis in the literature on control presents challenges to integration. To partially address these gaps, the present study sought to explore the effects of conceptual and analytical specification decisions (e.g., construct types, time, covariates) on observed control-well-being relationships in a large, age-diverse, longitudinal sample (Midlife in the United States I, II, and III datasets), providing a specification curve analysis (SCA) tutorial and guidance in the process. Results suggest that construct types and operationalizations, particularly predictor variables, have bearing on observed results, with certain types of control serving as better predictors of various forms of well-being than others. These findings and identified gaps are summarized to provide direction for theoretical clarification and reconciliation in the control and lifespan development literatures, construct selection and operationalization in future aging and work research, and inclusive, well-specified interventions to improve employee well-being., Competing Interests: Declaration of competing interest The authors have no conflicts of interest to report., (Copyright © 2023 The Authors. Published by Elsevier B.V. All rights reserved.)

How do individuals with a higher versus lower occupational status experience major, unexpected changes to their work life? The COVID-19 pandemic has disrupted most areas of work life and, thus, provides a unique opportunity to examine changes in work attitudes in response to a worldwide crisis. We predict that individuals with higher, but not with lower occupational status showed a decline in job satisfaction during the early stages of the COVID-19 pandemic in Germany (1st lockdown; March to May 2020), with subsequent recovery to initial job satisfaction levels. Based on role theory and social-psychological theories of hierarchical differentiation, we argue that, due to the profound work-related changes, individuals with higher (vs. lower) occupational status are more negatively affected in realizing their work goals and, thus, experience decreasing levels of job satisfaction. To test these predictions, we investigated trajectories of job satisfaction between December 2019 and August 2020 (7 measurement waves; N  = 1583). Results of piece-wise growth curve models showed that individuals with higher occupational status showed a steeper decline in job satisfaction (followed by recovery) over time, whereas individuals with medium and lower occupational status did not experience a significant change in job satisfaction. In addition, we show that the decline in job satisfaction is moderated by perceived constraints at work associated with the pandemic among individuals with higher occupational status. Overall, these findings contribute to our understanding of the link between occupational status and job satisfaction in times of crisis., Competing Interests: The authors declare that they have no known competing financial interests or personal relationships that could have appeared to influence the work reported in this paper., (© 2022 The Authors.)

Based on transactional stress theory and theoretical propositions regarding affective perceptions and reactions, we develop and test a model of reciprocal within-person relations between perceptions of directive and empowering leadership and employee emotional engagement and fatigue. A sample of n = 1,610 employees participated in a study with a three-wave, fully crossed and lagged panel design across 6 months. We used a random intercepts cross-lagged panel model to separate within- from between-person sources of variance in leadership perceptions and employee well-being. Consistent with previous research, at the between-person level of analysis, we found that directive leadership was positively related to both engagement and fatigue, whereas empowering leadership was positively related to engagement and negatively related to fatigue. Interestingly, at the within-person level, we found that some of these relations occur reciprocally, in that directive leadership predicts engagement and, simultaneously, engagement positively predicts perceptions of both directive and empowering leadership. These findings challenge existing assumptions about the directionality of the association between perceived leadership and employee well-being and contribute to an enhanced understanding of the role of employee well-being for the development of leadership perceptions overtime. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Objective: Anecdotal evidence suggests work fatigue has increased during the COVID-19 pandemic, and work interventions to offset stresses have been effective. Our study sought to test these propositions, documenting and describing the complexity of worker well-being around two lockdown periods., Methods: Using 17 waves of data from a longitudinal study in Germany (December 2019 to June 2021, n = 1053 employees), we model discontinuous changes in work fatigue and how participation in a government-sponsored short-term work program (Kurzarbeit) affected change trajectories., Results: The COVID-19 pandemic has not invariably resulted in work fatigue, and individuals with Kurzarbeit at the first lockdown (but not the second) showed significantly larger decreases in each form of fatigue at this transition., Conclusions: Future policy interventions will require more contextual nuance and to effectively support worker well-being during public health crises., Competing Interests: Conflicts of interest: None declared., (Copyright © 2022 American College of Occupational and Environmental Medicine.)

The strength and vulnerability integration (SAVI) model posits that development across the adult lifespan is accompanied by improvements in emotion regulation and declines in physiological flexibility. Due to these age-related changes, emotional well-being is expected to be higher among older (vs. younger) adults when they experience no or only minor stressors. In contrast, more intense stressors should lead to lower well-being among older adults. We develop and test a conceptual model based on the SAVI model in the work context that focuses on experienced incivility as a moderator of the indirect effects of employee age on changes in two indicators of occupational well-being (i.e., job satisfaction, emotional exhaustion) through emotion regulation and physiological disease. Experienced incivility is a workplace stressor that may weaken the beneficial effects of emotion regulation and intensify the detrimental effects of physiological disease. Data were collected from 781 employees across three time points, spanning 4 months. Results showed that age had indirect effects on (a) increases in job satisfaction through emotion regulation, (b) decreases in emotional exhaustion through emotion regulation, (c) decreases in job satisfaction through physiological disease, and (d) increases in emotional exhaustion through physiological disease. Out of the four hypothesized interaction effects, only the indirect effect of age on decreases in emotional exhaustion through emotion regulation was, as expected, weaker and nonsignificant when experienced incivility was high (vs. low). These findings provide partial support for our model and imply that future theory development on age and occupational well-being should consider both age-related strengths and vulnerabilities. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Little is known about the relative influence of age-differentiated leadership on healthy aging at work. Likewise, the age-conditional influence of age-differentiated leadership is understudied, and especially so in the context of the COVID-19 pandemic. Using a three-wave longitudinal study, we examined the role that age-differentiated leadership plays in the prediction of work ability, as measured three times over six months ( n = 1130) during the early stages of the COVID-19 pandemic in Germany (i.e., December 2019, March 2020, and June 2020). The results suggest that although there were no systematic changes in work ability on average, there was notable within-person variability in work ability over time. Additionally, we find that a balanced approach to age-differentiated leadership that considers the needs of both older and younger employees matters most and complements the positive influence of leader-member exchange for predicting within-person variability in work ability. We also find that older employees' work ability benefits from an approach to age-differentiated leadership that considers older employee's needs, whereas younger employees' work ability especially benefits from leader-member exchange and a balanced approach to age-differentiated leadership. Overall, these results provide initial support for the idea that an age-differentiated approach to leadership is important when considering healthy aging at work.

This study examined the Big Five personality traits as predictors of individual differences and changes in the perceived stressfulness of the COVID-19 pandemic in Germany between early April 2020 and early September 2020. This timeframe includes the first national "lockdown," the period of "easing" of restrictions, and the summer vacation period. Data were collected from n  = 588 full-time employees, who provided baseline data on their personality traits in early December 2019, and then later provided data on perceived stressfulness of the COVID-19 pandemic at five time points, spanning six months. Consistent with expectations based on event and transition theories, results showed that, on average, perceived stressfulness declined between early April 2020 and early September 2020. Moreover, this effect was stronger between early April 2020 and early July 2020. Hypotheses based on the differential reactivity model of personality and stress were partially supported. Emotional stability was associated with lower, and extraversion associated with higher, average levels of perceived stressfulness. Finally, extraversion was associated with increases (i.e., positive trajectories) in perceived stressfulness between early April 2020 and early July 2020 and decreases (i.e., negative trajectories) in perceived stressfulness between early July 2020 and early September 2020., (© 2021 Elsevier Ltd. All rights reserved.)

As Alzheimer's disease (AD) pathology accumulates, resting-state functional connectivity (rs-fc) within and between brain networks decreases, and fluctuations in cognitive performance known as intraindividual variability (IIV) increase. Here, we assessed the relationship between IIV and anticorrelations in rs-fc between the default mode network (DMN)-dorsal attention network (DAN) in cognitively normal older adults and symptomatic AD participants. We also evaluated the relationship between cerebrospinal fluid (CSF) biomarkers of AD (amyloid-beta [Aβ 42 ] and tau) and IIV-anticorrelation in rs-fc. We observed that cognitive IIV and anticorrelations between DMN × DAN were higher in individuals with AD compared with cognitively normal participants. As DMN × DAN relationship became more positive, cognitive IIV increased, indicating that stronger anticorrelations between networks support more consistent cognitive performance. Moderation analyses indicated that continuous CSF Aβ 42 , but not CSF total tau, moderated the relationship between cognitive IIV and DMN × DAN, collectively demonstrating that greater amyloid burden and alterations in functional network dynamics are associated with cognitive changes seen in AD. These findings are valuable, as they suggest that amyloid affects cognitive functioning during the early stages of AD., (Copyright © 2020 Elsevier Inc. All rights reserved.)

The COVID-19 pandemic has considerably impacted many people's lives. This study examined changes in subjective wellbeing between December 2019 and May 2020 and how stress appraisals and coping strategies relate to individual differences and changes in subjective wellbeing during the early stages of the pandemic. Data were collected at 4 time points from 979 individuals in Germany. Results showed that, on average, life satisfaction, positive affect, and negative affect did not change significantly between December 2019 and March 2020 but decreased between March and May 2020. Across the latter timespan, individual differences in life satisfaction were positively related to controllability appraisals, active coping, and positive reframing, and negatively related to threat and centrality appraisals and planning. Positive affect was positively related to challenge and controllable-by-self appraisals, active coping, using emotional support, and religion, and negatively related to threat appraisal and humor. Negative affect was positively related to threat and centrality appraisals, denial, substance use, and self-blame, and negatively related to controllability appraisals and emotional support. Contrary to expectations, the effects of stress appraisals and coping strategies on changes in subjective wellbeing were small and mostly nonsignificant. These findings imply that the COVID-19 pandemic represents not only a major medical and economic crisis, but also has a psychological dimension, as it can be associated with declines in key facets of people's subjective wellbeing. Psychological practitioners should address potential declines in subjective wellbeing with their clients and attempt to enhance clients' general capability to use functional stress appraisals and effective coping strategies. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

The impacts of COVID-19 on workers and workplaces across the globe have been dramatic. This broad review of prior research rooted in work and organizational psychology, and related fields, is intended to make sense of the implications for employees, teams, and work organizations. This review and preview of relevant literatures focuses on (a) emergent changes in work practices (e.g., working from home, virtual teamwork) and (b) emergent changes for workers (e.g., social distancing, stress, and unemployment). In addition, potential moderating factors (demographic characteristics, individual differences, and organizational norms) are examined given the likelihood that COVID-19 will generate disparate effects. This broad-scope overview provides an integrative approach for considering the implications of COVID-19 for work, workers, and organizations while also identifying issues for future research and insights to inform solutions. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Talk about generations is everywhere and particularly so in organizational science and practice. Recognizing and exploring the ubiquity of generations is important, especially because evidence for their existence is, at best, scant. In this article, we aim to achieve two goals that are targeted at answering the broad question: "What accounts for the ubiquity of generations despite a lack of evidence for their existence and impact?" First, we explore and "bust" ten common myths about the science and practice of generations and generational differences. Second, with these debunked myths as a backdrop, we focus on two alternative and complementary frameworks-the social constructionist perspective and the lifespan development perspective-with promise for changing the way we think about age, aging, and generations at work. We argue that the social constructionist perspective offers important opportunities for understanding the persistence and pervasiveness of generations and that, as an alternative to studying generations, the lifespan perspective represents a better model for understanding how age operates and development unfolds at work. Overall, we urge stakeholders in organizational science and practice (e.g., students, researchers, consultants, managers) to adopt more nuanced perspectives grounded in these models, rather than a generational perspective, to understand the influence of age and aging at work., (© Springer Science+Business Media, LLC, part of Springer Nature 2020.)

With COVID-19 presenting as a global pandemic, we have noticed an emerging rhetoric concerning "the COVID-19 Generation," both anecdotally and across various media outlets. The narratives advanced to support such rhetoric have distinct implications for the study of work, aging, and retirement. In this commentary, we review this emerging issue and present evidence against attempts to define "the COVID-19 Generation" as a new construct along conceptual, methodological, as well as practical lines, with a specific focus on identifying real dangers associated with investigating and potentially managing a new generation associated with this pandemic. We strongly caution against the adoption of "the COVID-19 Generation" as a concept of study and instead offer several suggestions to researchers, organizations, and practitioners seeking answers to complicated questions about links between COVID-19 and various processes relevant to work, aging, and retirement during this time of uncertainty., (© The Author(s) 2020. Published by Oxford University Press. For permissions please e-mail: journals.permissions@oup.com.)

The ability to foresee, anticipate, and plan for future desired outcomes is crucial for well-being, motivation, and behavior. However, theories in organizational psychology do not incorporate time-related constructs such as Future Time Perspective (FTP), and research on FTP remains disjointed and scattered, with different domains focusing on different aspects of the construct, using different measures, and assessing different antecedents and consequences. In this review and meta-analysis, we aim to clarify the FTP construct, advance its theoretical development, and demonstrate its importance by (a) integrating theory and empirical findings across different domains of research to identify major outcomes and antecedents of FTP, and (b) empirically examining whether and how these variables are moderated by FTP measures and dimensions. Results of a meta-analysis of k = 212 studies reveal significant relationships between FTP and major classes of consequences (i.e., those related to achievement, well-being, health behavior, risk behavior, and retirement planning), and between antecedents and FTP, as well as moderating effects of different FTP measures and dimensions. Highlighting the importance of FTP for organizational psychology theories, our findings demonstrate that FTP predicts these outcomes over and above the big five personality traits and mediates the associations between these personality traits and outcomes. (PsycINFO Database Record, ((c) 2018 APA, all rights reserved).)

The primary goals of this study were to evaluate the dimensionality of the Penny et al. Sluggish Cognitive Tempo Scale and to compare model fits for parent- and youth self-report versions. Participants were 262 young adolescents (ages 10-15) comprehensively diagnosed with attention-deficit/hyperactivity disorder. Both confirmatory factor analysis (CFA) and bifactor modeling were used to determine if the proposed three-factor structure previously identified through exploratory factor analysis could be confirmed. Results showed that although the three-factor CFA had better fit statistics than a one- or two-factor CFA, the bifactor model was the best-fitting model for both parent report and self-report. This implies that Sluggish Cognitive Tempo Scale is best conceptualized as having an underlying general factor, with three specific factors that may represent different etiologies. Importantly, results also showed low-to-moderate correlations between raters and equivalent or better fit statistics for self-report in comparison with parent report.

Research and theory support the notion that flexible work arrangements (i.e., job resources in the form of formal policies that allow employees the latitude to manage when, where, and how they work) can have a positive influence on various outcomes that are valued both by organizations and their constituents. In the present study, we integrate propositions from various theoretical perspectives to investigate how flexible work arrangements influence work engagement. Then, in 2 studies we test this association and model the influence of different conceptualizations of health and age as joint moderators of this relationship. Study 1 focuses on functional health and chronological age in an age-diverse sample, whereas study 2 focuses on health symptom severity and subjective age in a sample of older workers. In both studies, we demonstrate that the influence of flexible work arrangements on work engagement is contingent upon age and health. (PsycINFO Database Record, ((c) 2016 APA, all rights reserved).)

An experience sampling methodology was used to study the direct and conditional within-person relationship between job stressors and job satisfaction. One hundred and one full-time administrative staff completed momentary measures of job stressors and job satisfaction three times a day on six different workdays over a 3-week period (N = 1818 observations). Multilevel random coefficients models were specified, and the results suggest that within-person stressors are negatively related to within-person job satisfaction. These results stand when controlling for the effects of time, demographics, work characteristics, baseline levels of job stressors and satisfaction, and between-person effects of job stressors. Furthermore, consistent with the differential reactivity model, the results suggest that the observed within-person stressors-satisfaction relationship is conditional upon locus of control and positive affect. Copyright © 2015 John Wiley & Sons, Ltd., (Copyright © 2015 John Wiley & Sons, Ltd.)

Objective: This article presents an updated meta-analysis of field and laboratory studies that examine the influence of age on a number of evaluative workplace outcomes (advancement, selection, general evaluations, interpersonal skills, and reliability). Method. A random effects meta-analytic procedure was used., Results: In line with the perspective that perceptions of older workers are multidimensional, the observed meta-analytic correlations indicate that age has medium-sized negative effects on majority of the outcomes investigated (r(advancement) = -.21, r(selection) = -.30, r(general evaluations) = -.24, and r(interpersonal skills) = -.23, and a medium-sized positive effect on perceptions of reliability (r(reliability) = .31). Additionally, evidence of moderation by study design for the selection outcome is presented, such that within-subjects designs elicit stronger effects of age than between-subjects designs. Discussion. The present study demonstrates that it is likely that older workers are not viewed entirely negatively or entirely positively in the workplace; rather, the perceptions of older workers are more are varied, and even positive in some cases.