Motivated to be socially mindful: Explaining age differences in the effect of employees’ contact quality with coworkers on their coworker support

In this research, we examine how high-quality contact can facilitate employees’ coworker support and explain why the benefits of high-quality contact are contingent upon age. First, we employ a social mindfulness lens to decipher the motivational mechanisms of high-quality contact with coworkers on providing coworker support via coworker-oriented perspective taking and empathic concern. Second, we utilize socioemotional selectivity theory to overcome the current age-blind view on workplace interactions and examine the indirect moderating effect of age via future time perspective on the link between contact quality, social mindfulness, and coworker support. We tested our hypotheses based on data from a sample of 575 employees collected in three waves. Results showed that both coworker-oriented perspective taking and empathic concern mediated the positive effects of contact quality on coworker support. The effect of contact quality on coworker-oriented empathic concern was stronger for older employees with a more constrained future time perspective as compared to younger employees with a more extensive future time perspective. Overall, we extend research on aging, workplace interactions, and support behavior by linking the literature on these topics using a social mindfulness lens and by adding employee age and age-related mechanisms as important boundary conditions that qualify the outcomes of positive workplace contact

Social Value Orientation, Expectations, and Cooperation in Social Dilemmas:A Meta-analysis

Interdependent situations are pervasive in human life. In these situations, it is essential to form expectations about the others’ behaviour to adapt one’s own behaviour to increase mutual outcomes and avoid exploitation. Social value orientation, which describes the dispositional weights individuals attach to their own and to another person’s outcome, predicts these expectations of cooperation in social dilemmas—an interdependent situation involving a conflict of interests. Yet, scientific evidence is inconclusive about the exact differences in expectations between prosocials, individualists, and competitors. The present meta-analytic results show that, relative to proselfs (individualists and competitors), prosocials expect more cooperation from others in social dilemmas, whereas individualists and competitors do not significantly differ in their expectations. The importance of these expectations in the decision process is further highlighted by the finding that they partially mediate the well-established relation between social value orientation and cooperative behaviour in social dilemmas. In fact, even proselfs are more likely to cooperate when they expect their partner to cooperate

Examining the role of three sets of innovation attributes for determining adoption of the interbank mobile payment service

The interbank mobile payment service (IMPS) is a very recent technology in India that serves the very critical purpose of a mobile wallet. To account for the adoption and use of IMPS by the Indian consumers, this study seeks to compare three competing sets of attributes borrowed from three recognized pieces of work in the area of innovations adoption. This study aims to examine which of the three sets of attributes better predicts the adoption of IMPS in an Indian context. The research model is empirically tested and validated against the data gathered from 323 respondents from different cities in India. The findings are analysed using the SPSS analysis tool, which are then discussed to derive the key conclusions from this study. The research implications are stated, limitations listed and suggestions for future research on this technology are then finally made

Age diversity and learning outcomes in organizational training groups: the role of knowledge sharing and psychological safety

This study advances theorizing on human resource development by conceptualizing a training group’s age diversity composition as an antecedent of participants’ learning outcomes in organizational training courses. Drawing from social identity theory, we propose that a high age diversity of the training group can inhibit participants’ learning outcomes because individuals are less likely to share knowledge than in age-homogenous groups. Furthermore, we expect that psychological safety serves as a buffer, such that participants who perceive a high level of psychological safety in a training group will engage in knowledge sharing and consequently report high learning outcomes, regardless of the training group’s age diversity composition. We tested the proposed moderated mediation model in a sample of 211 employees participating in an interactive oneday training at an automobile manufacturer. We found that perceived age diversity, but not objective age diversity, was negatively linked to participants’ learning outcomes and that this relationship was mediated by knowledge sharing. Participants’ perceptions of psychological safety served as a buffer against the negative effect of perceived age diversity. We discuss implications for the conceptual understanding of learning as an active process shaped by the training group and encourage scholars to broaden their understanding of training design elements