Trends in E-Cigarette and Tobacco Cigarette Purchasing Behaviors by Youth in the United States, Canada, and England, 2017–2022

Objectives: This paper describes trends in youth e-cigarette (EC) and tobacco cigarette (TC) purchasing behaviors in Canada, England, and the United States (US) in relationship to changing minimum legal age (MLA) laws.Methods: Data are from eight cross-sectional online surveys among national samples of 16- to 19-year-olds in Canada, England, and the US conducted from 2017 to 2022 (N = 104,467). Average wave percentage change in EC and TC purchasing prevalence and purchase locations were estimated using Joinpoint regressions.Results: EC purchasing increased between 2017 and 2022, although the pattern of change differed by country. EC purchasing plateaued in 2019 for the US and in 2020 for Canada, while increasing through 2022 for England. TC purchasing declined sharply in the US, with purchasing from traditional retail locations declining, while purchasing from social sources increased. Vape shops were the most common location for EC purchasing, although declining in England and the US.Conclusion: Trends in EC and TC purchasing trends in the US are consistent with the expected impact of the federal MLA law increasing the legal age to 21 years in December 2019

The Precursors and Products of Justice Climates: Group Leader Antecedents and Employee Attitudinal Consequences

Drawing on the organizational justice, organizational climate, leadership and personality, and social comparison theory literatures, we develop hypotheses about the effects of leader personality on the development of three types of justice climates (e.g., procedural, interpersonal, and informational), and the moderating effects of these climates on individual level justice- attitude relationships. Largely consistent with the theoretically-derived hypotheses, the results showed that leader (a) agreeableness was positively related to procedural, interpersonal and informational justice climates, (b) conscientiousness was positively related to a procedural justice climate, and (c) neuroticism was negatively related to all three types of justice climates. Further, consistent with social comparison theory, multilevel data analyses revealed that the relationship between individual justice perceptions and job attitudes (e.g., job satisfaction, commitment) was moderated by justice climate such that the relationships were stronger when justice climate was high

Being Trusted: How Team Generational Age Diversity Promotes and Undermines Trust in Cross-Boundary Relationships

We examine how demographic context influences the trust that boundary spanners experience in their dyadic relationships with clients. Because of the salience of age as a demographic characteristic as well as the increasing prevalence of age diversity and intergenerational conflict in the workplace, we focus on team age diversity as a demographic social context that affects trust between boundary spanners and their clients. Using social categorization theory and theories of social capital, we develop and test our contextual argument that a boundary spanner’s experience of being trusted is influenced by the social categorization processes that occur in dyadic interactions with a specific client and simultaneously, by similar social categorization processes that influence the degree to which the client team as a whole serves as a cooperative resource for demographically similar versus dissimilar boundary spanner-client dyads. Using a sample of 167 senior boundary spanners from the consulting industry, we find that generational diversity among client team members from a client organization undermines the perception of being trusted within homogeneous boundary spanner-client dyads while it enhances the perception of being trusted within heterogeneous dyads. The perception of being trusted is an important aspect of cross-boundary relationships because it influences coordination and the costs associated with coordination

Innovative Work Behavior and Sex-Based Stereotypes: Examining Sex Differences in Perceptions and Evaluations of Innovative Work Behavior

Building on role congruity theory, we predict that innovative work behaviors are stereotypically ascribed to men more than to women. Because of this bias, women who innovate may not receive better performance evaluations than those who do not innovate, whereas engaging in innovative work behaviors is beneficial for men. These predictions were supported across 3 complementary field and experimental studies. The results of an experiment (Study 1; N = 407) revealed that innovative work behaviors are stereotypically associated with men more than women. In Studies 2 and 3, using multisource employee evaluation data (N = 153) and by experimentally manipulating innovative work behaviors (N = 232), respectively, we found that favorable performance evaluations were associated with innovative work behaviors for men but not for women. These studies highlight a previously unidentified form of sex bias and are particularly important for those wishing to increase innovative behaviors in the workplace: We need to address this phenomenon of “think innovation-think male.

Perceived workplace racial discrimination and its correlates: A meta-analysis

We combine the interactional model of cultural diversity (IMCD) and relative deprivation theory to examine employee outcomes of perceived workplace racial discrimination. Using 79 effect sizes from published and unpublished studies, we meta-analyze the relationships between perceived racial discrimination and several important employee outcomes that have potential implications for organizational performance. In response to calls to examine the context surrounding discrimination, we test whether the severity of these outcomes depends on changes to employment law that reflect increasing societal concern for equality and on the characteristics of those sampled. Perceived racial discrimination was negatively related to job attitudes, physical health, psychological health, organizational citizenship behavior, and perceived diversity climate and positively related to coping behavior. The effect of perceived racial discrimination on job attitudes was stronger in studies published after the Civil Rights Act of 1991 was passed than before. Results provide some evidence that effect sizes were stronger the more women and minorities were in the samples, indicating that these groups are more likely to perceive discrimination and/or respond more strongly to perceived discrimination. Our findings extend the IMCD and relative deprivation theory to consider how contextual factors including changes to employment law influence employee outcomes of perceived workplace discrimination