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Abstract
In this commentary, we overview the existing research on psychological consequences caused by COVID-19 for both residents and staff in the nursing homes. We identify loneliness and emotional anxiety as main psychological consequences for nursing home residents, whereas uncertainty, hopelessness, work overload, and role conflicts are the most salient psychological challenges for the staff in the nursing homes during the pandemic. We then summarize the existing strategies and interventions responsive to the above challenges. We suggest that this overview may help nursing home managers understand what are the key psychological challenges and how to deal with them during a crisis period. Finally, we also encourage future research to pay more attention to exploring interventions specifically designed for vulnerable older people, understanding the role of the nursing home leader team in managing emotional and ethical challenges in organizations, and developing community-wide collaboration with multiple external stakeholders.

AbstractAlthough aging is often associated with higher vulnerability for illness, research has reported mixed results regarding the relationship between workers' age and sickness absence. Drawing on social exchange theory, we propose that perceived fairness may attenuate the positive association between employee age and sickness absence. We tested our hypotheses by matching employee survey data with organizational archival data on sickness absence from a public sector organization in Lithuania (n = 458). Our findings showed that perceived fairness buffered the negative effect of age on sickness absence, which provides important implications.

Although extensive research has been conducted to investigate various factors related to organizational justice, few studies have examined the link between personality traits and organizational justice. Using a field sample, we explored the relationships between the five-factor model
of personality and organizational justice. Results indicated that agreeableness and neuroticism were important correlates of organizational justice. Specifically, agreeableness was found to be positively related to all four organizational justice components proposed by Colquitt (2001). Neuroticism
was found to be negatively related to procedural justice and informational justice. Theoretical and practical implications of the results are discussed.

AbstractThe research on small business owners' (SBOs') retirement process has been very limited in the literature. In this commentary, we first outline SBOs' 4 specific retirement decision options, including family succession, retire from management while maintaining ownership, independent sale, and liquidation. We then examine their unique multilevel antecedents that may shape SBOs' retirement decisions at the individual (e.g., psychological ownership), relational (e.g., business-related family conflict and potential successor), and business (e.g., presence of business partners and business financial value) levels. Next, we explain how SBOs' specific retirement decisions may shape their retirement adjustment in terms of both psychological and financial well-being. The overall purpose of this article is to provide a conceptual model of SBOs' unique retirement decisions to support the understanding of SBO's retirement process and help the literature move forward on this topic.

Abstract
Significant research efforts have been devoted to explaining why and how aging impacts employees' attitudes and behaviors. However, age itself has been subject to a range of conceptualizations and measurements, which has resulted in a fragmented literature. Chronological age (CA) captures biological differences, and subjective age (SA) captures people's perceptions of their own chronological aging. Not surprisingly, these constructs have different effects on aging-related outcomes. More recently, a relatively newer construct, attitudes toward own aging (ATOA), has gained research traction. In this study, we synthesize the empirical evidence concerning ATOA, and we establish criterion-related and incremental validity of ATOA using meta-analytical techniques. We found that ATOA not only predicted health, cognitive function, well-being, and self-efficacy, but also provided additional explanatory power regarding these aging-related outcomes above and beyond CA and SA. The theoretical and practical implications of these studies are discussed.

What drives newcomers to adopt behaviors that, while perhaps helping them meet short-term role demands and organizational objectives, may also place themselves and/or their organization at risk in the long term? Based on social learning theory, research on onboarding and newcomer socialization suggests that such behavior may be explained by peer modeling. But is this always the case? Using heavy drinking with clients as an empirical referent and incorporating factors from research on learning in risky choice into a model grounded on social learning theory, we examine how contextual variables moderate the effect of veteran peer modeling on newcomer adoption or intensification of work-related risky behaviors over time, and demonstrate the impact of adoption/intensification on newcomer outcomes. Data from a longitudinal study of newcomers, their veteran peers, and supervisors in sales and client-service indicate that the extent to which veteran modeling influences the adoption/intensification of newcomer heavy drinking with clients depends on newcomers' prior experiences and veteran peer (but not supervisor) guidance. Moreover, they indicate that steeper increases in heavy drinking with clients over time, while associated with improved job performance, also link to higher work-to-family conflict and turnover risk. Implications for research on onboarding and newcomer socialization are discussed.

Abstract
Existing studies regarding retirement planning have suggested that demographic variables, retirement-related characteristics, and work-related factors are closely associated with retirement planning. However, the importance of individual goal-pursuit tendencies within a multi-dimensional framework of retirement planning has been overlooked. As retirement planning is conceptualized as a multi-faceted and goal-directed behavior, the absence of these concepts within the literature presents an important theoretical and empirical gap. Drawing upon the dual-process model of coping, the current study examined the incremental effects of tenacious goal pursuit (TGP) and flexible goal adjustment (FGA) on four dimensions of retirement planning (i.e., financial planning, health planning, interpersonal/leisure planning, and work planning). Data from 377 Chinese older workers at two time points showed that FGA rather than TGP was positively associated with financial, health, and interpersonal/leisure planning. Further, FGA demonstrated incremental predictive validity over TGP. This study contributes to the retirement planning literature by investigating how older adults' goal-related dispositions may impact their retirement planning in different arenas. Practical implications of our findings, limitations, and future research directions are also discussed.

Abstract
Workers who plan for retirement generally adjust better to this phase of life. Therefore, retirees, researchers, and practitioners benefit from the development of retirement preparation measures and interventions. The Process of Retirement Planning Scale (PRePS), originally developed in New Zealand, considers retirement planning as a multidimensional process that happens in 4 stages: representations, goals, decisions, and behaviors. This study aimed to validate the complete and short versions of the PRePS in Spanish. The translated complete version was administrated in a sample of 1,827 Spanish employees aged from 26 to 68 (M = 46.8; SD = 11.9), which was further randomly split into 3 subsamples. Exploratory and confirmatory factor analyses demonstrated that both the complete version and the short version of the scale had satisfactory psychometric properties. The complete Spanish PRePS contains 37 items, which reflects 4 dimensions: financial (10 items), lifestyle (9 items), psychosocial (8 items), and health planning (10 items) and 4 stages: representations (12 items), goals (4 items), decisions (8 items), and preparedness (13 items). The short Spanish PRePS contains 24 items. Age, gender, and general self-efficacy were significant predictors of the PRePS dimensions, offering validity evidence from the standpoint of construct nomological network. The advantages of using the PRePS for researchers, professionals, and Spanish policy makers are discussed. As this scale has already been adapted to 5 different languages—English, Turkish, Korean, Portuguese, and now Spanish—cross-national studies about retirement planning are encouraged.

Findings from prior research on the relationship between functional diversity and team innovation have been inconclusive. This study aims to reconcile the mixed findings in the literature by investigating how functional diversity may influence team innovation and when such influence may or may not occur. The view of teams as information processors suggests that functionally diverse teams may capitalize on their knowledge benefits to produce innovations through knowledge sharing. However, knowledge sharing and subsequent team innovation do not necessarily occur in functionally diverse teams. Drawing on the motivated information processing in groups theory, we propose that affect-based trust in a team moderates the effects of functional diversity on team innovation (via knowledge sharing). The results based on a sample of 96 research and development teams indicate that functional diversity had a negative indirect relationship with team innovation via knowledge sharing when affect-based trust in a team was low, and this relationship became less negative as the level of affect-based trust in a team increased. The relationship was not significant when affect-based trust in a team was high.

Abstract
Building on prior literature on social judgment and age stereotypes, we investigate whether age bias exists in creativity judgment and, if so, how it emerges and to what extent it persists. One archival data study (Study 1) and 5 recruitment scenario experiments (Studies 2–5) provide evidence that people persistently evaluate the creativity of an older person more negatively compared to that of a younger person. This age bias in creativity judgment remained even when a creative job feature that is positively associated with older people (i.e., requiring convergent vs. divergent thinking) was highlighted (Study 3) and when a worker demonstrated creative performance (Study 4). Furthermore, by testing the moderating role of age stereotypes, we found that age stereotypes in the adaptability dimension specifically contributed to this bias: those who believe that older people are not adaptable at work tend to exhibit age-biased creativity judgments (Studies 5a and 5b). Understanding the persistence of age bias in creativity judgment and its processes helps raise awareness of it in the workplace. Our findings also call for future investigations into effective strategies to attenuate such biases in the workplace.