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The purpose of this paper is to examine the factors that influence the attitude and behavioral intention towards mobile wallet adoption and to examine the moderating effect of gender and age between antecedents of mobile wallet adoption and user attitude and intention.

Based on the literature review, certain themes around mobile wallet adoption were generated around which inputs were sought through two focus group discussions, first of which comprised working executives and second comprised students. A sample of 744 users of mobile wallet provided their awareness on mobile wallets, various mobile wallet services used and perception on ease of use, usefulness, trust, security, facilitating conditions and lifestyle compatibility (LC). To examine the moderating effect of gender and age, two methods, namely, Henseler’s partial least squares-multi group analysis (PLS-MGA), a non-parametric approach, and PLS-MGA, parametric approach, are used. The data was analyzed using partial least square-structural equation modeling.

The ease of use, usefulness, trust, security, facilitating conditions and LC significantly influence user attitude and intention. The results show that both gender and age moderate the relationship between select antecedents and attitude and intention and the influence is seen more for males and young users.

The sample comprises students and professionals from metros and large cities; hence, the generalizability of the results to the population at large may be limited. This study only examines the moderating role of age and gender. Future studies may include other demographic variables such as education, income, occupation, experience and household size.

The findings help mobile wallet service providers understand the relevance and influence of various antecedent variables on the attitude and intention to adopt technology. This will help to plan and prioritize attributes for marketing purposes to increase the adoption and usage rates. Moreover, managers should plan strategies to enhance confidence among females and old age customers.

The proposed model both investigates the impact of antecedents on user attitude and intention and examines the moderating effect of select demographic variables. There are few empirical studies on the moderating effect of gender and age in the context of mobile wallets in India.

The literature regarding the effect of power on negotiation strategies remains scattered and inconsistent. This study aims to propose that the effect of power on negotiation strategies is contingent on contextual variables but also on individual differences among negotiators. Specifically, the authors hypothesize that creativity moderates the effect of power such that low-power, as compared to high-power negotiators, use more collaborative and less competitive strategies and further report lower fixed-pie perception (i.e. perception of a counterpart’s goals and interests as diametrically opposite to one’s own goals and interests) when they can be creative. Moreover, the authors hypothesize that negotiators’ age buffers the moderated effect of power.

The authors conducted two experiments and a cross-sectional field study. Participants in Studies 1 and 2 played a negotiation game in dyads. Study 1 manipulated power as status (manager vs employee), whereas Study 2 manipulated power as Best Alternative to a Negotiated Agreement (i.e. power to exit the negotiation without a deal). Accordingly, participants in Study 2 had strong vs weak Best Alternative to a Negotiated Agreement. In both studies, power was manipulated within dyads. Moreover, in both studies, the authors manipulated creativity (high vs low) between dyads. The chronological age of negotiators was measured in both studies and served as an additional moderator. Study 3 (preregistered) aimed to replicate the experiment results in the field.

Study 1 provided partial support for the hypothesis about collaborative strategies. Study 2 fully supported the hypothesis about the role of power and creativity on FPP and on collaboration (but not on competition). Study 3 did not support the power by creativity hypothesis. Interestingly, Studies 1 and 2 supported the power × creativity × age interaction hypothesis when predicting collaboration, while Study 3 supported the three-way interaction when predicting competition. Furthermore, Study 2 provided full support for the three-way interaction hypothesis when predicting FPP, while Study 3 provided partial support for this hypothesis. Altogether, the three studies largely replicated and complemented each other and revealed the robustness of the examined effects.

The findings of this research extend the literature on power on the one hand and negotiation and conflict management on the other and shed light on the inconsistent results regarding the role of power in collaboration and competition (De Dreu, 1995; De Dreu and Van Kleef, 2004; Overbeck and Park, 2001; Overbeck et al., 2006). Additionally, this research reconciles the inconsistent literature on creativity, conflict management and prosocial behavior (Gino and Ariely, 2012; Gino and Wiltermuth, 2014; Wilson and Thompson, 2014). Finally, the findings touch upon the aging literature as well and shed light on the role of age on conflict management (for a review, see Beitler et al., 2018) and on the interconnection between age, power and creativity.

The findings are relevant to organizations characterized by power asymmetries (e.g. employee/manager) and inform practitioners about the main determinants of collaboration-based negotiations at work.

The findings extend the literature on power on the one hand and negotiation and conflict management on the other and shed light on the inconsistent results regarding the role of power in collaboration and competition.

To the best of the authors’ knowledge, this is the first study investigating the moderating role of creativity in the relationship between negotiation power and negotiation strategies. Moreover, the moderating role of participant age in such relationships has been, to date, largely uninvestigated.

Performance appraisal (PA) is one of the most indispensable human resource management practices as many critical decisions regarding employees’ performance are heavily based on the PA results as they are responsible for various attitude-related outcomes. This study aims to investigate the relationship between PA justice and affective commitment (AC) of employees in the Indian banking sector, and to examine the moderating effects of age and gender on this relationship.

A total of 298 employees from the banking sector were randomly selected to examine the relationship between PA justice and AC along with the moderating role of age and gender on this relationship through structural equation modelling using AMOS 21.

The findings of the study supported hypothesized relationships as PA justice significantly predicted the AC of bank employees in India. The moderating effects of age and gender on the relationship of PA justice and AC are found to be high for older employees and female employees, respectively.

As the present study was cross-sectional, so any inferences regarding causality are limited. Theoretical and managerial implications have been discussed in the context of banking sector.

The paper contributes new insights to the existing literature by examining the moderating effects of age and gender on the relationship of PA justice and AC in the context of Indian banking sector.

This study aims to examine the relationship between perceived overqualification, perceived employability, perceived job insecurity and global psychological needs satisfaction, considering the moderating role of age groups.

A cross-sectional survey design with a sample of 350 individuals was used in this study.

A cross-sectional survey design with a sample of 350 individuals was used in this study.

By addressing the moderating role of age, this study is original and has practical implications for age diversity management.

Este estudo tem como objetivo estudar a relação entre a sobrequalificação, a empregabilidade, a insegurança no trabalho percebidas e satisfação das necessidades psicológicas globais, considerando o papel moderador dos grupos etários.

Foi utilizado neste estudo um desenho de pesquisa transversal com uma amostra de 350 indivíduos.

A sobrequalificação percebida, a empregabilidade percebida e a insegurança no trabalho percebida estão, em geral, significativamente relacionadas com a satisfação das necessidades psicológicas globais. No entanto, essas relações diferem entre as faixas etárias. Ou seja, para os indivíduos mais jovens, foi observada uma relação negativa entre a perceção de sobrequalificação e a satisfação das necessidades psicológicas globais, e para os indivíduos de meia-idade, a empregabilidade percebida está positivamente relacionada à satisfação das necessidades psicológicas globais, enquanto a insegurança no trabalho percebida e a sobrequalificação percebida estão negativamente relacionadas à satisfação das necessidades psicológicas globais. Finalmente, para os indivíduos mais velhos, a insegurança no trabalho percebida e a sobrequalificação percebida estão negativamente relacionadas à satisfação das necessidades psicológicas globais.

Ao abordar o papel moderador da idade, este estudo é original e tem implicações práticas para a gestão da diversidade em função do grupo etário.

Este estudio examina la relación entre la sobrecualificación percibida, la empleabilidad percibida, la inseguridad laboral percibida y la satisfacción de las necesidades psicológicas globales, considerando el papel moderador de los grupos de edad.

En este estudio se utilizó un diseño de encuesta transversal con una muestra de 350 individuos.

La sobrecualificación percibida, la empleabilidad percibida y la inseguridad laboral percibida estaban, en general, significativamente relacionadas con la satisfacción de las necesidades psicológicas globales. Sin embargo, estas relaciones difieren entre los grupos de edad. En concreto, para los individuos más jóvenes, se observó una relación negativa entre la sobrecualificación percibida y la satisfacción de las necesidades psicológicas globales, y para los individuos de mediana edad, la empleabilidad percibida se relacionó positivamente con la satisfacción de las necesidades psicológicas globales, mientras que la inseguridad laboral percibida y la sobrecualificación percibida se relacionaron negativamente con la satisfacción de las necesidades psicológicas globales. Finalmente, para los individuos de mayor edad, la inseguridad laboral percibida y la sobrecualificación percibida se relacionaron negativamente con la satisfacción de las necesidades psicológicas globales.

Al abordar el papel moderador de la edad, este estudio es original y tiene implicaciones prácticas para la gestión de la diversidad de edad en el contexto de las políticas de RRHH de las organizaciones.

The purpose of this article is to explore employee age as a moderating factor in the relationship between leader contingent reward behavior (CRB) and work engagement. In doing so, the authors seek to provide a more nuanced understanding of the mediating role of work engagement in the negative effect of leader CRB on turnover intention.

The authors used online surveys among a sample of employees of a retail company in Chile to capture individual perceptions about supervisor CRB, work engagement and turnover intention. To test the authors’ hypotheses, they modeled a first-stage moderated mediation effect using Hayes’ Process macro.

The authors’ results confirm the hypothesis that the negative effect of leader CRB on employee turnover intention is partially mediated by employee work engagement. Interestingly, age was a significant moderator of the mediation effect only for individuals working at headquarters, but not for employees working in stores.

This study expands current knowledge about how the leadership–engagement relationship can predict organizational outcomes, including age as a boundary condition. Following the job demands-resources theory, the authors also prove that conceptualizing leader CRB as a job resource can benefit the integration of leadership and work engagement research. The authors’ findings may help organizational researchers and practitioners acknowledge contextual differences in understanding the combined effects of leadership styles and work engagement.

El propósito de este artículo es explorar la edad del empleado como un factor moderador en la relación entre el comportamiento de recompensa contingente del líder, engagement laboral, e intención de renuncia.

Usamos encuestas en línea, en una muestra de empleados de una empresa de retail en Chile, para capturar las percepciones individuales sobre los comportamientos de recompensa contingente de los supervisores, el engagement laboral, y la intención de renuncia. Para probar nuestras hipótesis modelamos un efecto de mediación moderada de primera-etapa utilizando el macro Process de Hayes.

Los resultados confirman la hipótesis de que las recompensas contingentes del líder están negativamente relacionadas con la intención de renuncia. Este efecto está parcialmente mediado por el nivel de engagement laboral del empleado. Curiosamente, la edad fue un moderador significativo del efecto de mediación sólo para quienes trabajaban en la oficina central, pero no para quienes trabajan en las tiendas.

Nuestro estudio amplía el conocimiento actual sobre cómo la relación liderazgo-compromiso puede predecir resultados organizacionales, incluyendo la edad como condición de borde. Basados en la teoría de las demandas y recursos del trabajo (job demands-resources theory), mostramos que, al conceptualizar el comportamiento de recompensa contingente del líder como un recurso laboral, se puede beneficiar la investigación sobre la integración del liderazgo y el engagement laboral. Nuestros hallazgos pueden beneficiar a investigadores y profesionales de las organizaciones al reconocer las diferencias contextuales en la comprensión del efecto combinado de los estilos de liderazgo y el engagement laboral.

Teleworking seems to be the new future of the workplace. It has been widely adopted during the COVID-19 crisis, which has greatly influenced work organization conditions. This pandemic and its accompanying changes represent significant challenges for employees' performance, depending on their age if the study considers the physical and psychological vulnerabilities of older employees and their assumed or expected difficulties to cope with the new information and communication technologies (ICTs). This study aims at examining the direct effects of teleworking, and age on job performance (in-role). As well as analyzing the moderating effect of age on the relationship between teleworking and in-role job performance in times of crisis.

Data were collected in Canada from 18 companies, with a sample of 272 employees. Multivariate regression and moderation regression analyses were performed using Stata 13.

Results revealed that when teleworking, older age is associated with lower job performance and younger age is associated with higher job performance. Conversely, when working on-site, older age is associated with higher job performance, whereas younger age is associated with lower job performance.

From a practical perspective, these results highlight the importance of decision authority and recognition. As well as the presence of age disparities related to work arrangements. Managers need to adopt an inclusive approach and develop work arrangements that take into consideration employees' needs and ages. Some insights and practical recommendations are presented in this paper to support managers and human resource practitioners.

Studies examining the in-role job performance of teleworkers and the effects of age are sparse. This study helps to expand research on human resources management, job performance and age.

The purpose of this study is to investigate whether and how inter-firm cooperation and firm age moderate the relationship between family ownership and productivity.

We first estimate the total factor productivity (TFP) of a large sample of Italian firms observed over the period 2010–2018 and then apply a Poisson random effects model.

TFP is, on average, higher for non-family firms (non-FFs) than for FF. Furthermore, inter-organizational cooperation and firm age mitigate the negative effect of family ownership. In detail, it is found that belonging to a network acts as a moderator in different ways according to firm age. Indeed, young FFs underperform non-FF peers, although the TFP gap decreases with age. In contrast, the benefits of a formal network are high for older FFs, suggesting that an age-related learning process is at work.

The study provides evidence that FFs can outperform non-FFs when they move away from Socio-Emotional Wealth-centered reference points and exploit knowledge flows arising from high levels of social capital. In the case of mature FFs, networking is a driver of TFP, allowing them to acquire external resources. Since FFs often do not have sufficient in-house knowledge and resources, they must be aware of the value of business cooperation. While preserving the familiar identity of small companies, networks grant FFs the competitive and scale advantages of being large.

Despite the wide but ambiguous body of research on the performance gap between FFs and non-FFs, little is known about the role of FFs’ heterogeneity. This study has proven successful in detecting age as a factor in heterogeneity, specifically to explain the network effect on the link between ownership and TFP. Based on a representative sample, the study provides a solid framework for FFs, policymakers and academic research on family-owned companies.

The research on consumerism has been dramatically rising in recent decades. However, in the food industry, little research has been empirically conducted in the beverage industry. This research empirically tests the consequences of consumer perceptions: perceived price (PPR), perceived quality (PQ), perceived packaging (PPG) and perceived taste (PT) on repurchase intention (RI) particularly; it unveils the consumer attributes, e.g. gender, age and ethnicity between consumer perceptions and RI of the consumers.

The data were collected from 403 consumers of the beverage industry (e.g. Nestle, Mitchell's Fruit Farms, Murree Brewery and OMORE) in Pakistan. The researchers used online survey questionnaires followed by a cross-sectional approach because data collection physically was not possible due to COVID-19.

Data were analyzed by Smart partial least square structural equation modeling (PLS-SEM) 3.3.3, and the results supported the significant influence of consumer perceptions separately, e.g. PPR, PQ, PPG and PT on RI. Additionally, gender, age and ethnicity were found to have a moderating role between consumer perceptions and RI, so, the truth of having consumer attributes has been revealed.

The managers of beverage industries should provide ethical and operational strategies to tackle consumer's problems based on cultural norms. Furthermore, they should make sensible measures for the quality branding of the beverage products. In this way, the consumers will have a better experience of quality, price, taste and packaging, in turn, to RI.

This research targeted the beverage industry that needs facts and figures based on consumer attributes, e.g. age, gender and ethnicity. This research also disclosed the behaviors of consumers according to their gender, age and area of residence.

The purpose of this paper is to examine whether subjective age – i.e., how old or young individuals experience themselves to be – affects explicit and tacit knowledge sharing (KS) in the public sector. Moreover, the study explores the moderating effect of three socio-organisational factors, namely KS attitude, co-workers age similarity and organisational structure, on the relationship between subjective age and KS.

Data were collected from employees working in public (n=144) and hybrid (n=263) Italian organisations. Hierarchical linear multiple regression analysis was employed to examine the multivariate effects on explicit and tacit KS.

Employees who perceive themselves to be older than they actually are experience lower explicit KS in the public sector. In addition, the moderating effect of age similarity and organisational structure on the relationship between subjective age and tacit KS was found to be significant.

This study may help managers and policy makers to manage age-diverse workforce operating in highly structured and formalised organisations and to develop HR programmes aimed at fostering KS.

This is the first study linking subjective age to KS in the public sector. This is an extremely interesting context due to the high average age and oldest workforce composition. In this way, the paper extends the literature on subjective age and work-related outcomes and may potentially contribute to the debate regarding KS practices in public organisations.

This paper aims to examine the immediate and delayed effects of advertising literacy training on children’s cognitive advertising literacy for an embedded advertising format, product placement and, subsequently, its persuasive effects. In addition, this study explored whether this effect is moderated by children’s general advertising liking. The study also investigated whether the effects of training were dependent on children’s ages.

The present study is conducted using a three (training session: control condition vs advertising literacy training with immediate ad exposure vs advertising literacy training with ad exposure after one week) by two (age: 7-8 years vs 10-11 years) between-subjects experimental design.

The results of the experimental study showed that advertising literacy training increases children’s cognitive advertising literacy for product placement for both younger and older children and both immediately and delayed (measured after one week). In addition, cognitive advertising literacy had an influence on the effectiveness of product placement (i.e. purchase request) when children’s general ad liking was low, though not when it was high. No moderating effects of age were found.

This study shows that advertising literacy training sessions can improve children’s cognitive advertising literacy for non-traditional, embedded advertising formats.

This study is one of the first to examine and confirm the immediate and delayed effects of advertising literacy training sessions on children’s cognitive advertising literacy for non-traditional advertising formats.