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Given the increasing diversity in the age of job seekers worldwide and evidence of perceptions of discrimination and stereotypes of job seekers at both ends of the age continuum, the purpose of this paper is to identify how perceptions of age-related bias are connected to age-related identity management strategies of unemployed job seekers.

Data were collected from 129 unemployed job-seeking adults who were participants in a career placement service. Participants completed paper-and-pencil surveys about their experiences of age-related bias and engagement in age-related identity management strategies during their job searches.

Older job seekers reported greater perceptions of age-related bias in employment settings, and perceptions of bias related to engaging in attempts to counteract stereotypes, mislead or miscue about one's age, and avoid age-related discussions in job searching. Individuals who were less anxious about their job search were less likely to mislead about age or avoid the topic of age, whereas individuals with higher job-search self-efficacy were more likely to acknowledge their age during their job search. Older job seekers higher in emotion control were more likely to acknowledge their age.

Little is known about how job seekers attempt to compensate for or avoid age-related bias. The study provides evidence that younger and older job seekers engage in age-related identity management and that job search competencies relate to engagement in particular strategies.

Therefore, the purpose of this paper is to review the existing literature on multigenerational teams, to evaluate the maturity of the research area, identify key themes, and highlight areas for future research. Generational differences in the workforce are becoming a critical factor, as four generations (Veterans/Traditionalists, Baby Boomers, Generation X and Generation Y/Millennials) currently co-exist, and a fifth generation (Generation Z) stands poised to enter the workforce. To manage these differences effectively, organizations must first understand the various generations and, ultimately, their interaction and engagement with each other. Whereas some literature on the differences between the generations and how they pertain to the organizational work environment exists, currently, it is unclear what is known about how these differences impact the performance of multigenerational teams.

This paper presents a systematic literature review on teams and generational differences. A total of 7 platforms were included, resulting in 121 articles in the final paper set.

The review confirmed a low presence of literature related to generational differences and teams, implying the knowledge area is currently immature; however, despite this, there is an upward trajectory in publications and citations over the past few years, and existing publications and citations span a number of countries, suggesting a likelihood of significant growth in the research area in the near future. Further, key themes were identified in the current literature relating to commitment, leadership, team dynamics, conflict and wages and work environment.

Only seven platforms were included in this review, although the seven platforms chosen are believed to provide comprehensive coverage of the field. The search strings used were “generation” and “team,” which was the word combination found to produce the largest number of results in preliminary trials; however, it is possible that using additional word combinations might have yielded some additional papers. Finally, the review was limited to English-language articles (or their translations); although, ultimately, only two articles were eliminated because of lack of an English language version.

The findings can be used by organizations to identify factors of interest in managing multigenerational teams, as well as what is currently known about influencing those factors to achieve more positive team outcomes.

To the best of the authors’ knowledge, this appears to be the first systematic literature review on generational differences in teams. Given the importance of this topic, this review is critical to provide a baseline on what is currently known in the field and existing research and practice gaps.

This paper explores the extent to which the leadership knowledge, skills, and abilities of upper-year student leaders on one private, United States college campus developed as a consequence of their education and experience as an extended orientation leader. Findings reveal that compared to leadership education in the classroom, leadership development is limited by experiences that do not include intentional reflection. We identify key elements in pedagogical frameworks that support and impede the leadership development of students and propose strategies to enhance the learning outcomes established for leadership development.

The hospital industry is again experiencing a wave of consolidation as formerly independent hospitals are acquired by multihospital systems. The effects of these consolidations on operating costs and care quality have been researched extensively. However, in addition to these benefits, many hospitals also hope that joining a multihospital system will improve their access to capital. Improved access to capital could be a particularly important benefit for independent, not-for-profit (NFP) hospitals because these hospitals face capital constraints since they lack access to publicly issued equity. Despite being an often-cited benefit of system membership, access to capital has received little attention from researchers. We draw on financial theory to identify several mechanisms through which system membership might improve access to capital for acquired NFP hospitals. We develop and test hypotheses using data from an earlier period of hospital consolidation during which hospitals were even more financially constrained than they are at present. Using propensity score matched control hospitals, we examine changes in leverage that occurred after independent hospitals joined multihospital systems. We find evidence that system membership allows under-leveraged hospitals to increase their debt holdings, suggesting that system membership may help NFP hospitals attain an optimal capital structure.

Within higher education, there was an abrupt shift from face-to-face to online lecturing with the introduction of social distancing measures in light of a global pandemic. The purpose of this study is to enrich the connection between students and instructors, the authors integrated elaborated interactive activities into large online lectures to enhance both students’ cognitive activities and social presence.

In this study, the goals are twofold. First, the authors introduce a classroom orchestration system and its features that support active learning across learning environments. Second, they investigate the differences and similarities between student behaviors during these activities in face-to-face and online settings.

The findings reveal individual differences in student behaviors between student cohorts, but no differences between learning environments, highlighting the versatility of the orchestration system across face-to-face and online environments.

This work presents the use of a classroom orchestration tool that is designed to easily support teaching and learning in online and face-to-face contexts and is particularly well suited for large classes.

Online lectures can be more than watching a teacher speaking on the computer display. Rich class-wide learning activities can be integrated into online lectures to support more cognitive engagement during the lecture.

Bystander intervention mitigates the negative impact of bias incidents in the workplace. However, intervention tends to be viewed as binary: intervention occurred or it did not. Consequently, research has focused on conditions under which witnesses of bias incidents choose to intervene, and less is known about how witnesses may intervene. This paper elucidates the intervention behavior choices available to witnesses of bias incidents and develops a bystander intervention behavior (BIB) scale.

To develop the scale, the authors used the three-phased act frequency methodology. In phase I, the authors surveyed faculty who had both witnessed a bias incident and seen someone intervene to address it. The authors asked these faculties to list the observed bystander intervention behaviors they had personally observed. In Phase II, different survey respondents and subject matter experts assessed the prototypicality of each of the behaviors in relation to the concept of bystander intervention. In phase III, the authors tested the validity and reliability of the resulting 18-item scale and assessed the ability of bystander intervention behavior to mitigate the negative impact of bias incidents on the academic workplace.

The BIB scale consists of two theoretically derived, empirically validated and reliable dimensions; it can be used as a summary score to evaluate the extent to which colleagues intervene indirectly and directly when a bias incident occurs in the academic workplace.

This scale is valuable in advancing efforts to mitigate the negative effect of bias in the workplace and training colleagues to intervene in various ways when bias occurs.

Platform owners need to encourage yet control complementors in ways that generate benefits. Retaining too much control can restrict innovation and knowledge flows; giving up too much control can lead to poor quality and platform instability. Studies provide mixed findings that make it difficult to draw generalizable conclusions. We aim to provide a more accurate understanding of the link between platform control and platform benefits.

We conducted a meta-analysis of empirical research in this area.

Access-based control positively influences realization benefits, but it does not appear to affect creation benefits. Authority-based control does not appear to affect creation or realization benefits. Control is positively linked to benefits on transaction platforms but not on innovation platforms. Platform control is positively related to platform benefits in studies that use objective measures and in studies that measure control from the complementor’s perspective. However, the relationship between control and benefits is uncertain in studies that use perceptual measures and in studies that measure control from the owner’s perspective.

Tighter restrictions on who can join the platform can lead to greater use of platform innovations. Platform control is also an effective driver of benefits on transaction platforms. Researchers should carefully think through the manner in which they measure platform control and platform benefits. Our study is limited by a small sample size, four moderators and a set of empirical-only studies.

Our findings can guide future research and help practitioners better understand when platform control is related to platform benefits.

Buying secondhand clothing is not only interesting for consumers wanting to save money but also for sustainable clothing enthusiasts. It is now among a number of consumption practices which slow down fast fashion production while saving 10 to 20 times the energy (Fletcher, 2008, p. 100). While most of the recent scholarly work focuses on secondhand consumers (Bianchi & Birtwistle, 2010; Franklin, 2011; Norum, 2015), this paper aims to examine business activities. This perspective from economic anthropology enhances understandings of secondhand clothing, as research to-date has tended to neglect the semiotic function of clothing while underlining exchanges. To gain insight into the dynamics of the sector in Germany today, two businesses from Hamburg have been ethnographically examined by the author since 2014. This study outlines their work practices and explains the development of this high-end segment of the market from the 1970s until the digital age. For businesses, the digitalization of the trade has had massive effects on their business practice because it seems to solve inherent problems connected to the selling of pre-owned clothing. I argue that the digitalization did not only promote acceptance of buying secondhand clothing in Germany but also the emergence of new businesses models.