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Established measures of work values were often developed without consideration of age‐related differences, and thus might not be sensitive for values that are only relevant for specific subgroups (i.e. older workers). Therefore, the purpose of this paper is to introduce a new measure that reflects a broad range of different work values including those of special interest for older workers (generativity values). The Munster Work Value Measure (MWVM) covers 21 work values from five value clusters, and combines a rating and ranking version.

The theoretical concept of the MWVM integrates various approaches from work motivation research. Reliability and validity of the MWVM are examined in two studies (n=81, n=471) using confirmatory factor analysis and multidimensional unfolding as well as concurrent data of organizational citizenship behavior and age‐related differences in work values.

The assumed structure of the MWVM was largely supported in both studies and for both the ranking and the rating versions of the MWVM. Moreover, correlational data supported the external validity of the MWVM.

Further validation research is desirable, together with benchmark data for specific subgroups (age, gender, occupations).

The MWVM qualifies as an efficient screening tool of motivational profiles and provides a basis for age‐sensitive human resource management.

The MWVM is the first measure that covers a broad range of work values including those of particular importance to older workers. The MWVM is available at the authors' web site.

The purpose of this paper is to test whether work engagement can be predicted by two core dimensions, energy and involvement, both at the individual and team levels.

Based on the circumplex model of affective well-being (Russell, 1980), the authors propose the work engagement grid and collect data on individual and team work engagement (TWE) from two different samples (n=1,192 individuals).

Results show a significant positive relationship between the individual engagement grid and individual work engagement. However, only the energy dimension significantly predicted TWE. The authors also provide evidences for the relationship between the engagement grid and related variables (e.g. adaptive performance, team cohesion, satisfaction), and show that the combination of energy and involvement present smaller correlations with those variables than the complete engagement scales.

Data were collected from simulation samples, therefore generalization of the findings must be done with caution. The findings allow for developing a brief measure of work engagement, particularly useful for longitudinal or diary study designs.

When teams are the work unit, the displays of energetic behaviors ought to be fostered in order to boost collective engagement.

The authors add to the existing literature on work engagement, concluding that individual and team-level work engagement have structural differences between them, with the collective construct being dependent on external manifestations of energy, and that individual work engagement needs a cognitive component of absorption in order to foster performance.

The aim of this study is to describe work-engaged teams in terms of interpersonal interaction.

Six teams (N = 31 individuals) were videotaped during a decision-making task, for one hour. Based on a priori defined categories, the authors coded the videos in terms of the degree of interaction between team members, the physical distance between members, the degree of team’s activation and the valence of their interaction. The videos were also coded in terms of motivational and affective processes. Team work engagement was assessed using questionnaires.

Highly engaged team members work physically close and have an increment on their interactions up until the task’s temporal midpoint. They have an initial peak of activation and show more positive emotional valence in the first and the last moments of the task. The most interpersonal processes used are affective. The worst performing team had the highest initial interaction levels followed by an abrupt decrease both in their levels of interaction and in their levels of activation. Simultaneously, they present higher peaks of positive emotional valence.

Although engaged teams are essentially characterized by the presence of positive interactions, it is fundamental to alternate more “exited” and fun moments with more task focused ones and collective interaction moments with individual work.

This study answers to Kozlowski and Chao’s (2012) call for studying emergence in a more direct way, using qualitative analysis of video data.

The purpose of this paper is to provide an interpretation of the lived experiences of salespersons’ work engagement and work-related flow and how these states are related.

A mixed-methods qualitative investigation on a sample of 14 salespeople from a large Australian-based consumer goods enterprise was conducted. Using interpretative phenomenological analyses and ethnographic content analyses the antecedents and conditions for salesperson work engagement and work-related flow were investigated.

The data showed that affective, cognitive and conative dimensions underpinned the experience of work engagement and work-related flow. Work engagement was interpreted as an aroused and self-regulated psychological state of energy, focus and striving aimed to address the situational and task relevant opportunities and demands encountered. Work-related flow was characterized by passion, absorption, eudaimonia and automatic self-regulation of goal pursuit.

The sample was from a single manufacturing organization with sales roles focussed primarily on business-to-business selling, and as such the generalizability of results to salespeople working in different contexts (e.g. retail sales, telesales) needs to be established.

The research helps sales managers to take more account of the conditions that foster salesperson engagement and flow.

This study represents one of the first attempts to interpret, compare and contrast the lived experience of salesperson work engagement with that of work-related flow. The study also adds to the relative paucity of research published on work engagement using qualitative methods.

The purpose of this paper is to explore the dimensions of boredom-coping in the workplace and develop a linear equation capable of predicting a single individual's boredom-coping capacity.

The research employs a mixed-methods approach and triangulates the identification of themes through, consultation with five industry experts, 23 individual interviews and 169 survey respondents.

A linear composite that explains 41.4 percent of the variance in boredom-coping (r=0.66, p<0.001) was developed. The model was derived from four constructs identified from primary qualitative data. These were, personality traits (i.e. conscientiousness, openness, work ethic, and extraversion), attitude to challenge, trainable abilities (i.e. practical intelligence, foresight ability, and situational awareness), and group potency.

These findings provide research implications for the study of boredom-coping at work. Common-method artifacts are a potential limitation of the conclusions drawn. However, the mixed-methods approach, independent samples at each stage, and multiple data collection sites and times, supports the integrity of the findings discussed.

The practical implications of this research includes providing strategies for human resource decisions associated with recruitment, selection, and front-line training interventions. The model indicates training may be targeted at different areas of the equation with markedly different impact and return depending on the timed nature of interventions.

The findings support the development of approaches that may help to create a more engaged, productive, and well-adjusted workforce. The translation of the findings to the “bottom-line” is also significant.

This research aims to contribute to the literature on Lean implementation in healthcare by studying the emotional experiences of the relevant actors related to a Rapid Process Improvement Workshop (RPIW) in a UK healthcare context. The purpose of this study was to go beyond what people think about Lean and towards an exploration of their subjective, emotional and “feeling” experience and whether that emotional experience influenced Lean implementation.

A phenomenological and symbolic interactionist qualitative case study was undertaken. Data related to participants' emotional experience were collected through non-participant observation and semi-structured interviews. Data were analysed using thematic network analysis.

This paper provides novel insights into the emotional experience of Lean as experienced through an RPIW. The findings reveal that participation in an RPIW is much more than a technical process. It influences how people feel about themselves, is based on relationships with others, and requires mental, physical and emotional effort. All of these factors influence engagement with, initiation of and sustainability of the RPIW.

A new conceptual framework for the planning and implementation of RPIWs has been developed. However, because of the chosen research approach, the results may lack generalisability. Therefore, researchers are encouraged to test the framework and proposed practice implications.

Despite emotions being an integral part of individual and social everyday life, emotional experience has not been studied in relation to Lean. This study is the first to explore emotions in relation to Lean, with implications for practice as to how RPIWs are managed with a new framework for implementation being proposed.

The purpose of this paper is to investigate how trust in the sender of financial information and a narrative vs fact-related format of the information influence intentions to save in a mutual fund.

In Experiment 1, 186 undergraduates participate and in Experiment 2, 434 Swedish citizens between 18 and 70 years randomly chosen from a consumer panel. In both experiments participants are randomized to two conditions in which they are presented with the same information about a mutual fund in a narrative or a traditional fact-related format. In four different between-groups conditions crossed with information format, pre-tested descriptions of different fictitious banks are presented. The descriptions are combined in a fractional factorial design such that one bank is low in the three trust determinants of competence, benevolence and transparency, whereas the other three banks are high in one of the trust determinants but lower in the others. Ratings are made of the information with respect to how much positive affect the information evokes, interest in the message and intention to save in the mutual fund.

In both experiments the narrative compared to the fact-based information format increases positive affect, interest and intention to save. Trust in the bank has an independent effect of increasing the intention to save.

The narrative format of financial information may be key to increase involvement in financial choices but needs to be supplemented by a message that reinforces the positive affect and interest evoked by the format.

A demonstration of how a narrative format of financial information and trust in the sender jointly influence intentions to save in a mutual fund.

The purpose of this study is to investigate the relationships between three conflict types, cognitive task conflict, emotional relationship conflict and emotional task conflict, and team effectiveness (team performance and team job satisfaction).

The authors conducted a group-level ordinary least square regression analysis of 61 working teams to investigate the study variables, and possible interaction effects among them. In an auxiliary analysis (36 teams), they analyzed the role of mood dimensions (hedonic valence and general conflict activation) as mediators to the relationship between cognitive task conflict and team effectiveness.

Cognitive task conflict was negatively related to team performance, emotional relationship conflict was negatively related to team job satisfaction and emotional task conflict was positively related to team performance, all controlled for the effect of each other. The relationship between cognitive task conflict and team job satisfaction was negatively moderated by team size. Mood valence mediated the relationship between cognitive task conflict and team performance, and between cognitive task conflict and team job satisfaction.

Several possible research lines emanate from the current field study. First of all, the authors suggest that emotional task conflict may be of particular interest, as this is hypothesized and found to be incrementally positively related to team performance. Second, their auxiliary study of the mediating effect of mood valence on the relationship between cognitive task conflict and performance may spur curiosity concerning the role of mood as a mediator of the relationship between task or cognitive conflicts and team effectiveness.

The practitioner should be advised to try to facilitate the distribution of intragroup conflict in their teams in the direction of an increased level of emotional task conflict (positive for performance) at the expense of cognitive task conflict (negative for performance) and emotional relationship conflict (negative for satisfaction). The practitioner should allow intragroup conflicts to be highly activated (intense), as long as the interactions are strictly directed to the task in hand, and not being personal. In addition, a positive mood in teams may significantly strengthen the team's resilience against adverse consequences of conflicts.

The three conflict types in this three-dimensional intragroup conflict model (3IC) have never been tested before, and the findings open for a conflict type – emotional task conflict – that may generally be conducive for the teams’ performance, evaluated by the teams’ supervisors. This is a conflict type where people simultaneously are emotional and yet task oriented. To the authors’ knowledge, this is a novelty, and they hope that it may encourage further research on this conflict type.

This study focuses on the emotional aspects of destinations and employs two different scales for capturing the affective component of city destination image. The aim of this paper is not only to measure the emotions assigned to different European cities, but also to compare these two instruments/scales by means of Procrustes analysis.

The authors collected measurements on two different scales (verbal and pictorial) for capturing the emotional (affective) component of destination image – both based on Russell's circumplex model of affect – in two independent surveys.

Significant differences were found between the multidimensional scaling (MDS) results of both scales. Because the two samples match in terms of demographics and psychographics, the differences of the perceptual spaces are likely due to the form of stimuli (pictures compared to verbal items) presented. The results indicate that pictures are easy to use, but they also are subject to broader interpretations. In contrast, verbal items are more concise, but perhaps respondents may find it harder to assign them to cities (especially negative emotions).

The paper contributes to the literature by suggesting a methodology for detailed analysis of the differences in measurements, and introducing implications that apply primarily to researchers once new measurement methods are introduced. The limitations of this research relate to the sample (convenience sample): the respondents were solely Austrians, and thus only one culture was represented.

Although several other researchers suggest measuring both the cognitive and the affective image, very few studies incorporate both aspects in evaluating destination image. In contrast, this study applies different scales to incorporate emotions in destination image measurement and demonstrates the applicability of the scales in the tourism context.

The use of insects as food is a proposed solution for the increased demand for food worldwide, but it lacks acceptance because of restrictive emotional factors. This article aims to understand better customers' emotions’ role in considering and consuming insect-based food.

To assess their acceptance, an experiment was developed with 38 participants living in Portugal to identify how people feel when consuming processed insect bars compared to cereal bars (of equal flavour). A video was recorded “before”, “during” and “after” the consumption of such foods, and the triggered emotions and affective states were identified using the Facial Action Coding System (FACS) and the circumplex model of affect, respectively. After consumption, the Self-Assessment Manikin (SAM) was asked to be completed.

It was observed that the valence and arousal of the emotions and affective states triggered during consumption were higher in the insect bar than in the cereal bar. Its consumption resulted in surprise and a positive evaluation. Processed insect-based foods may result in a potentially increased acceptance of this new food alternative in the market.

Prior studies briefly identified disgust as a primary emotion activated by insect-based food. The current research deeply studied emotional responses to insect-based processed foods in the Western world using the dimensional emotional models. This study offers arguments for the insect-based food industry to invest in processed food justified by its potential for acceptance. In addition, it motivates further research focused on other insect-based products (e.g. non-processed ones).