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Drawing on similarity-attraction hypothesis and generational gap literatures, this study aims to examine the impact of age difference in a leader–member dyad on leader–member exchange (LMX). The study hypothesized that relational age would impact the subordinates-reported LMX. However, given that leaders have structural power over subordinates and hence have mechanisms of interaction available to them, the age difference might not determine their perception of quality of LMX. The study also hypothesized that generation gap in values and beliefs leads to lack of trust, on the part of subordinates, which in turn might be the reason for poor quality of LMX.

A total of 200 leader–member dyads from five organizations in the National Capital Region of India were used in this study. Data were collected via separate structured questionnaires for leaders and members, which comprised of standard scales of LMX and perceived trust, and demographics.

Hypotheses received substantial support from the data with a few exceptions. Only the loyalty dimension of perceived trust mediates the relationship between relational age and member perception of LMX.

Results have implications for relational age and LMX interventions. However, the results are to be viewed in the light of members’ perspective. While this is a common practice in LMX research, it would be interesting to explore leaders’ trust and psychological reactions as well, for additional insights into leadership practice.

Limited work has been done to explore the impact of relational age on LMX, that too mediated by trust. An attempt has been made in this study to do so via leader–member dyads.

The purpose of this study is to explore faculty definitions of college‐level learning in order to develop a universal definition to assist employers, career counselors, and academic institutions in assessing college‐level workplace learning.

Faculty were administered an electronic survey to gather definitions of below college‐level, undergraduate level and graduate level learning at a USA university.

A total of 20 per cent of the faculty completed the survey, representing an even distribution across disciplines offered at the university. Data were analysed using qualitative methods to determine themes arising from the faculty definitions; member checking occurred through a representative faculty group. The resulting framework had commonalities to other current college‐level learning schemas (e.g. American Association of Colleges and Universities). Terminology used by the faculty indicated students must understand and utilise different relationships across knowledge.

The framework shifts the perspective from assessing skills and competencies to assessing the ways in which individuals relate knowledge to different ideas, perspectives and global issues. Future research is needed to verify these themes across multiple institutions.

This framework could assist employers, career counselors, students and educators in determining if an individual's workplace knowledge can be assessed at a college‐level. This could be advantageous to know prior to investing in higher education.

The results imply that simply assessing workplace skills is insufficient to determine college‐level learning. Rather, the ways in which individuals relate their knowledge to different issues and solve problems is critical.

The purpose of this paper is to examine whether switching barriers in the retail banking industry affect different age groups differently.

Questionnaires were administered to 188 bank customers of different age groups, measuring their perception of variables related to relational benefits, switching costs, availability and attractiveness of alternatives, service recovery and retention.

Results from independent two‐sample t‐tests and logistic regression support all five hypotheses, confirming that young and older bank customers differ significantly in their perception of switching barriers: relational benefits, switching costs, availability and attractiveness of alternatives, service recovery and the duration of time they intend to end their relationship with their banks.

This study was conducted among employees of two higher education institutions. Thus, further research needs to test the research results in a diverse population.

Since younger customers are more likely to change their banks easily, if retail banks want to retain younger customers they need to offer more meaningful incentives to younger customers than they offer to older customers. In terms of practice the findings in this research highlight the need for managers to design different switching barrier packages for each customer age group.

Researchers in the past have found a close association between customer age and bank product usage and have shown that switching barriers play an important role in binding the customer to the service organization. However this research not only validates the switching barrier variables that affect different age groups differently but also elevates the role of age in banks switching barrier design.

The association between social media and jealousy is an aspect of the dark side of social media that has garnered significant attention in the past decade. However, the understanding of this association is fragmented and needs to be assimilated to provide scholars with an overview of the current boundaries of knowledge in this area. This systematic literature review (SLR) aims to fulfill this need.

The authors undertake an SLR to assimilate the current knowledge regarding the association between social media and jealousy, and they examine the phenomenon of social media-induced jealousy (SoMJ). Forty-five empirical studies are curated and analyzed using stringent protocols to elucidate the existing research profile and thematic research areas.

The research themes emerging from the SLR are (1) the need for a theoretical and methodological grounding of the concept, (2) the sociodemographic differences in SoMJ experiences, (3) the antecedents of SoMJ (individual, partner, rival and platform affordances) and (4) the positive and negative consequences of SoMJ. Conceptual and methodological improvements are needed to undertake a temporal and cross-cultural investigation of factors that may affect SoMJ and acceptable thresholds for social media behavior across different user cohorts. This study also identifies the need to expand current research boundaries by developing new methodologies and focusing on under-investigated variables.

The study may assist in the development of practical measures to raise awareness about the adverse consequences of SoMJ, such as intimate partner violence and cyberstalking.

This study sought to test two competing sets of hypotheses derived from two different theoretical perspectives regarding (1) the effects of leader–follower similarity and dissimilarity in psychological resilience on the follower's absenteeism in times of organizational crisis and (2) the moderating effect of relational demography (gender and age similarity) in these relationships.

Polynomial regression and response surface analysis were performed using data from 510 followers and 149 supervisors in a financial firm in Canada.

The results overall support the similarity–attraction perspective, but not the resource complementarity perspective. Dissimilarity in resilience was predictive of followers' absenteeism, and similarity in surface-level conditions (gender and age) attenuates the relational burdens triggered by resilience discrepancy.

The findings reiterate the importance of developing employees' resilience, while shedding light on the importance for managers of being aware of their potential misalignment with subordinates resilience.

The results (1) suggest that it is the actual (di)similarity with the leader, rather than leader's degree of resilience, that shapes followers' absenteeism and (2) add nuance to the resilience literature.

The purpose of this paper is to explore the consequences of experienced workplace incivility when female employees perceive that they are different from their workgroup. The authors examine how women’s perceptions of demographic dissimilarity from their workgroup moderate the relationships between incivility and psychological wellbeing, and between incivility and turnover intentions.

A total of 125 female employees of a post-secondary institution participated in this study. Participants were recruited through an electronic mailing list over the course of one month and completed an online survey.

Experienced workplace incivility among females is related to poorer psychological wellbeing and higher turnover intentions. Controlling for actual age and gender dissimilarity at the department level, perceived gender dissimilarity from one’s workgroup moderated the workplace incivility-turnover intentions relationship, whereby the relationship was strengthened at low, but not high levels of experienced incivility. Perceived gender dissimilarity did not moderate the incivility–psychological wellbeing relationship. Perceived age dissimilarity was not a significant moderator.

The role of perceived dissimilarity and other personal contextual variables should be considered in future work on selective incivility. Perceived dissimilarity can influence some of the negative outcomes associated with incivility, particularly at low levels.

This research extends the selective incivility literature by incorporating a relational demography perspective to the study of female targets’ experience of workplace incivility. Findings suggest that perceptions of difference may affect the interpretation and outcomes associated with females’ experience of incivility.

This study aims to examine the moderating effects of gender, income, age, customer involvement and length of the relationship on the customer satisfaction (CS)‐customer loyalty (CL) relationship in a contractual service context. CL is assessed using customer repurchase intention (RI) and repurchase behavior (RB).

Using a postal mail survey, the authors measure the CS, RI involvement and socio‐demographic characteristics of customers who use a credit card. RB is measured by the number of transactions and the corresponding amount spent by clients, based on data provided by the company. The proposed hypotheses are tested using random sampling and hierarchical regressions.

The significant moderators are different depending on the CL measure used. When RI is utilized, the gender and age of the client have a positive effect on the CS‐CL relationship. However, when RB is assessed using the number of transactions made by the credit card's owner, the length of the relationship becomes the significant moderator.

The study is limited to a single firm, from one industry sector, but provides future researchers a multitude of replication opportunities.

Demographic and relational variables are important in explaining the CS‐CL relationship. Customer relationship strategies have positive results. RB is preferred to RI when evaluating and explaining CL.

The assessment of customer and relational characteristics as moderating variables in the CS‐CL relationship, and comparing different measures of CL in a contractual service adds value to this research.

The purpose of this paper is to investigate the employees’ identities shift in Ukraine based on the relational model theory. The paper concentrates on the role which culture and history play in the use of relational models in firms on different organizational levels.

The proposed hypotheses were tested by multivariate analysis of variance and covariance tests with the data from 99 surveys of Ukrainian firms describing 219 intraorganizational relationships.

The results showed that culture and history play a significant role for the preference of a certain relational model. Position in the organization and gender influence the choice of the relational model.

The sample of only Ukrainian employees restricts generalizability of the results. This study applies relational models theory in business domain and provides an alternative explanation of employees’ identities shift due to cultural differences and ideological past. Relational models are investigated on different organizational levels shedding light on models of relationships employees prefer in different settings.

Managers working in international settings should pay more attention to patterns of relationships in the target country since they are not freely chosen but partially predestined by the cultural background and the historical and ideological past. Relationships in firms are path dependent, whereby employees inherit models from their peers to apply them to their subordinates. Ukrainian female and male employees have different preferences concerning relational models.

This study is unique in that it applies an anthropological theory to relationships on different organizational levels and tests it in a business domain of a country in an ideological transition.