Consequences of knowledge hiding: The differential compensatory effects of guilt and shame

The nature of the consequences of knowledge hiding, defined as an intentional attempt to withhold knowledge that has been requested, and the mechanisms through which knowledge hiding affects outcomes are undertheorized. In this research, we propose that knowledge hiding can evoke guilt and shame in the knowledge hiding perpetrator. We zoom into the three types of knowledge hiding – evasive hiding, playing dumb, and rationalized hiding – and predict that the more deceptive knowledge hiding types, namely evasive hiding and playing dumb, evoke stronger feelings of guilt and shame than rationalized hiding. We further argue that guilt and shame trigger differential emotion?based reparatory mechanisms, such that guilt induces the motivation to correct one's transgressions through organizational citizenship behaviour (OCB), whereas shame induces the tendency to withdraw after hiding knowledge, as reflected in lower levels of OCB. We test the proposed positive indirect relation between knowledge hiding and OCB via guilt, and the proposed negative indirect relation via shame in a scenario?based experiment and a two?wave field study. The studies provided support for most of our hypotheses. We discuss how the proposed emotion pathway can facilitate nuanced theorizing about consequences of knowledge hiding for different types of negative emotions and subsequent compensatory work behaviours

Intergenerational contact and hiring decisions about older workers

Purpose. Although many older workers wish to work longer, they may not be hired due to negative attitudes against them. The purpose of this paper is to investigate the role of intergenerational contact in shaping hiring decisions. Drawing from the intergroup contact theory, the authors investigated affective and cognitive categorization reactions as predictors of decision-makers’ willingness to hire older people and whether these relationships are moderated by intergenerational contact frequency and quality. Design/methodology/approach. The authors tested the hypotheses using data from 232 employees with hiring power. Findings. Results indicate that intergroup anxiety was negatively related to decision-makers’ willingness to hire older people. Further, intergenerational contact frequency exacerbated the relationship between intergroup anxiety and willingness to hire older people; whereas intergenerational contact quality buffered the negative relationship. In addition, the authors found that intergenerational contact quality facilitated the positive relationship between perceived outgroup competence and willingness to hire older people. Originality/value. These findings extend previous research on older worker employment. In particular, they demonstrate how intergenerational contact frequency and quality can be powerful means that influence age-related hiring decisions

Negative attitudes toward older workers and hiring decisions: Testing the moderating role of decision-makers' core self-evaluations

Organizational hiring practices have been charged for unfair treatment on the grounds of age. Drawing on theories of planned behavior and core self-evaluations, this research investigated the impact of negative attitudes toward older workers on hiring decisions and examined the moderating role of decision-makers’ core self-evaluations. We tested our hypotheses based on a structured online questionnaire and a vignette study using a sample of 102 participants working in human resource management across different industries. As predicted, negative attitudes toward older workers were positively related to avoidance of hiring older people, which in turn was negatively related to the likelihood to select the oldest candidate. Because hiring decisions are not only about the hiring subject but also about the decision-maker, we tested the moderating role of decision-makers’ core self-evaluations. Results showed that core self-evaluations buffered the relationship between negative attitudes toward older workers and avoidance of hiring older people. Theoretical implications of the findings with regard to hiring decisions about older people and practical recommendations to improve diversity management strategies and age-balanced hiring practices in organizations are discussed

Deciding whether to work after retirement: the role of the psychological experience of aging

Due to the graying of the global labor markets, post-retirement employment is becoming increasingly important in the 21st century. To better understand older people's decisions to engage in post-retirement employment, the current study investigated the role of the psychological experience of aging. Two dimensions that capture positive aging experience (i.e., personal growth and gaining self-knowledge) and two dimensions that capture negative aging experience (i.e., physical loss and social loss) were differentiated and their relations to post-retirement employment were hypothesized. We argue that aging experience may influence the decision to work after retirement by generating both, approach and avoidance responses. Longitudinal data from the German Aging Survey (N = 551) were used to test the hypotheses. The results of structural equation modeling indicated that retirees who experienced aging as social loss and as personal growth were more likely to engage in post-retirement employment a decade later, while retirees who experienced aging as gaining self-knowledge were less likely to engage in post-retirement employment. Theoretical and practical implications of this study are discussed

Respectful leadership and followers’ knowledge sharing: A social mindfulness lens

Knowledge sharing is a discretionary act of employees who might see benefits in keeping their knowledge to themselves. We focus on the other-oriented nature of knowledge sharing to outline how respectful leadership as an other-oriented leadership style can enhance followers’ knowledge sharing through its effect on followers’ other-orientedness. Specifically, we propose that respectful leaders increase followers’ social mi

Exploring the context of sedentary behaviour in older adults (what, where, why, when and with whom)

BACKGROUND: Older adults are the most sedentary segment of the population. Little information is available about the context of sedentary behaviour to inform guidelines and intervention. There is a dearth of information about when, where to intervene and which specific behaviours intervention should target. The aim of this exploratory study was to obtain objective information about what older adults do when sedentary, where and when they are sedentary and in what social context. METHODS: The study was a cross-sectional data collection. Older adults (Mean age = 73.25, SD ± 5.48, median = 72, IQR = 11) volunteers wore activPAL monitors and a Vicon Revue timelapse camera between 1 and 7 days. Periods of sedentary behaviour were identified using the activPAL and the context extracted from the pictures taken during these periods. Analysis of context was conducted using the Sedentary Behaviour International Taxonomy classification system. RESULTS: In total, 52 days from 36 participants were available for analysis. Participants spent 70.1 % of sedentary time at home, 56.9 % of sedentary time on their own and 46.8 % occurred in the afternoon. Seated social activities were infrequent (6.9 % of sedentary bouts) but prolonged (18 % of sedentary time). Participants appeared to frequently have vacant sitting time (41 % of non-screen sedentary time) and screen sitting was prevalent (36 % of total sedentary time). CONCLUSIONS: This study provides valuable information to inform future interventions to reduce sedentary behaviour. Interventions should consider targeting the home environment and focus on the afternoon sitting time, though this needs confirmation in a larger study. Tackling social isolation may also be a target to reduce sedentary time

LeverAge: a European network to leverage the multi-age workforce

Bringing together 150+ scholars and practitioners from 50+ countries, and funded by the European Commission, COST Action LeverAge (https:// www.cost.eu/actions/CA22120/) is the first network-building project of its kind in the work and organizational psychology and human resource management (WOP/HRM) aspects of work and aging. Focused on the aging workforce, the Action aims to foster interdisciplinary and multinational scientific excellence and the translation of science to practical and societal impact across 4 years. Based on a research synthesis, we identify five broad research directions for work and aging science including work and organizational practices for a multi-age workforce, successful aging at work, the integration of age-diverse workers and knowledge transfer, aging and technology at work, and career development in later life and retirement. We provide key research questions to guide scientific inquiry along these five research directions alongside best practice recommendations to expand scholarly impact in WOP/HRM