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The purspose of this study is to examine the interplay between job resources (job control and support for creativity from coworkers and supervisors), age and creativity at work. Job control and support for creativity are assumed to benefit idea creativity and to moderate the relationship between age and idea creativity.

A sample of 117 nurses completed questionnaire measures and reported a creative idea they recently had at work. Three subject matter experts rated the creativity of the ideas. Hierarchical regression analyses were used to test hypotheses.

Job control and support for creativity as well as age were unrelated to idea creativity. However, job control and support for creativity moderated the relationship between age and idea creativity. Age was positively related to idea creativity under high job control and negatively related to idea creativity under low job control and low support for creativity.

A potentially selective sample due to systematic drop‐outs and a selection effect of older nurses might limit the generalizability of our results. Future research should examine the mechanisms that explain the moderating effect of job resources in the relationship between age and performance.

Older employees' creativity at work can be raised by fostering support for creativity from coworkers and supervisors. Younger employees should get support to deal with a high level of job control, because their creativity is lowest under a high level of job control.

Using data from multiple sources the study shows that different constellations of job resources benefit older and younger employees' creativity at work.

The purpose of this paper is to gain insight into the relationships of daily deliberative dissonance acting (DDA) with daily strain and daily work engagement. DDA refers to the deliberate acting of emotions to achieve one's work goals. The authors hypothesized that daily DDA would be positively related to strain through feelings of emotional dissonance. In addition, the authors predicted that DDA would be positively related to daily work engagement via job accomplishment.

–The authors applied a five-day quantitative diary design with two measurement occasions per day using a sample of 54 police officers (i.e. 270 measurement occasions). In the multilevel analyses, the authors controlled for previous levels of the dependent variables in order to analyse change.

Multilevel analyses revealed that police officers deliberatively engaged in emotional labor with both detrimental and beneficial consequences, as assessed via their daily reports of strain and work engagement.

The results suggest that acting emotions is not inherently harmful, but may also be beneficial for job accomplishment, which fosters work engagement. The training of police officers and possibly other service employees should include the topic of DDA as a form of emotional labor and its consequences for psychological well-being.

Police officers who accomplish their job tasks by acting the appropriate emotions may not only experience strain, but may also become more engaged in their work.

The present study showed that police officers engage in deliberate dissonance acting. The authors showed how this emotion regulation technique is related to strain and engagement – on a daily basis.