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Although extensive research has been conducted to investigate various factors related to organizational justice, few studies have examined the link between personality traits and organizational justice. Using a field sample, we explored the relationships between the five-factor model
of personality and organizational justice. Results indicated that agreeableness and neuroticism were important correlates of organizational justice. Specifically, agreeableness was found to be positively related to all four organizational justice components proposed by Colquitt (2001). Neuroticism
was found to be negatively related to procedural justice and informational justice. Theoretical and practical implications of the results are discussed.

Abstract
In recent years, the COVID-19 pandemic and other global crises have significantly affected the lives of older adults, impacting their healthcare, social connections, and daily routines. While the increasing digitization and automation of services offer benefits such as remote healthcare access and reduced isolation, these technologies also pose challenges in terms of unfamiliarity, learning curves, and privacy and security concerns. Addressing these issues requires a collaborative approach across various fields, including health informatics, gerontology, social psychology, human–computer interaction, and cybersecurity and privacy. Understanding the cognitive, emotional, and sociocultural factors influencing older adults' use of technologies is crucial for creating inclusive and accessible digital tools. This multidisciplinary effort, as highlighted in the special issue of Work, Aging and Retirement, aims to enhance our understanding of aging and technology in today's world, empowering older adults to remain connected and maintain their well-being.

AbstractTechnological advancements continue to result in fundamental changes to the work itself and the workplace. Although these changes can create challenges for older workers, older workers can draw from individual and contextual resources to maintain and enhance their wellbeing, motivation, and capacities, and thus achieving successful aging at work. These articles in this special issue characterize the different psychological mechanisms underlying workers' responses to technological changes in the workplace, such as automation, digitization, and use of information and communications technologies. Integrating the findings from these articles, along with the existing theoretical models of successful aging at work, we propose a socio-ecological approach to guide future research on older workers' adaptation to technological changes.

Abstract
Literature suggests that on average, social participation declines after retirement. However, there likely remains substantial variability in individual experiences. We rely on seven waves of the Korean Longitudinal Study of Aging to identify contrasting social participation trajectories of individuals 45 years and older after leaving work, and their individual-level correlates. Informal and formal social participation were measured through self-reported frequencies of meeting a friend and attending a group respectively. Group-based trajectory modeling delineated heterogeneous changes over time and multinomial logit regressions estimated individual-level correlates of the trajectories. While a minority of respondents experienced trajectories of decreasing social participation (6%–12%), a majority exhibited stable trajectories (79%–81%), and some even experienced increasing participation (7%–8%). There was also a U-shaped trajectory of decline and recovery in formal social participation (7%). Our findings challenge the belief that disengagement is the norm and illustrate the heterogeneous experiences of social participation after retirement. Returning to work, vs. stopping work for an extended period, was associated with favorable trajectories, pointing to the strong connection between work and social participation, and the potential for interventions that promote bridge employment and lifelong learning. Interestingly, the high stable trajectory of informal participation was associated with certain factors that may be considered vulnerabilities, such as being older, female, single, living in non-metropolitan regions, and retiring from irregular work. This highlights the possibility that despite facing challenges, older adults can aspire towards high social participation.

AbstractResearch on work, aging and retirement has reached a level of maturity as indicated by an established base of empirical findings and an increasing number of empirical studies on these and related phenomena. Given the development of the field, it is a good time to critically reflect on the measurement of core theoretical constructs that inform our understanding of work and aging and of retirement-related processes. Moreover, given the increasing popularity of studying aging at work and retirement, refocusing attention on the measurement of core constructs will help further advance these areas of research. The purpose of this special issue is to challenge the use of existing measures and measurement techniques and provide new advancements and directions for measurement, broadly defined, in the field of work, aging and retirement. This special issue features 8 scholarly articles that focus on: (1) innovative measurement instruments, (2) applying new techniques to address old problems, and (3) improving existing measures. In this special issue editorial, we derive key lessons learned from each of the 8 articles. We also offer practical recommendations for ways that these lessons may be incorporated into the design and execution of future research.

PurposeResearch has found that the effects of directly experiencing mistreatment at work are consistently negative; however, results from studies examining employees' reactions to witnessing mistreatment are less consistent. This study focuses on nurses witnessing patient mistreatment in order to examine how third parties respond when witnessing patients mistreating co-workers. We argue that nurses high on other-orientation are less likely to experience emotion exhaustion in the face of witnessing patient mistreatment, whereas nurses high on self-concern are more likely to experience emotional exhaustion. We further argue that the indirect effect of witnessing patient mistreatment on job performance through emotional exhaustion is moderated by other-orientation and self-concern.Design/methodology/approachWe used data collected at two time points, with six months apart, from 287 nurses working in a hospital. The study tests the hypotheses by using multiple regression analyses.FindingsEmotional exhaustion mediated the relationships between witnessing patient mistreatment and two forms of job performance: patient care behaviors and counterproductive work behaviors. Furthermore, other-orientation moderated these indirect relationships such that the indirect relationships were weaker when other-orientation was high (vs. low). Self-concern did not moderate these relationships.Practical implicationsService and care-oriented businesses may protect their employees from the risk of burnout by promoting prosocial orientation among their patient and customer-facing employees.Originality/valueThis study contributes to the literature by demonstrating the detrimental effects of witnessing patient mistreatment on nurses' performance. It also extends the current understanding of why and when witnessing patient mistreatment is related to performance by demonstrating the joint effects of witnessing patient mistreatment and an individual difference construct, other-orientation on employees' performance.

Abstract
Numerous investigations have sought to understand the types of individuals who engage in post-retirement work. However, little is known about why older adults are motivated to engage. The aim of the present article is to examine the extent to which two possible mechanisms—adaptation (adjusting to the loss of work role) and exploration (retirement as opportunity to engage in activities in line with personal values)—play a role in explaining planning for paid work or volunteering after retirement. Analyses are based on large-scale survey data collected in 2015 among older workers in the Netherlands (N = 6,278). Results show that the large majority of older Dutch workers have plans for post-retirement paid and/or volunteer work. Moreover, both mechanisms appear to contribute to the understanding of post-retirement work plans, yet in different ways. Specifically, older workers who expect to miss latent work functions are more likely to have plans for post-retirement work, with their general values guiding the type of work they gravitate toward. Having plans for post-retirement paid work was more prevalent among older workers who attached more importance to personal growth, whereas having plans for volunteer work was more prevalent among older workers who had a stronger social orientation. Moreover, results suggest that men, more often than women, translate the anticipated loss of latent work functions into plans for post-retirement paid work. These insights regarding the motivational antecedents of post-retirement work plans are highly relevant in light of policy discussions of active and healthy aging.

AbstractResearchers have become increasingly interested in age-related constructs other than chronological age, which has been found to explain only small amounts of variance in many important work outcomes. In this editorial that accompanies our special issue of Work, Aging and Retirement on "the multitude of age constructs," we seek to attain three related goals: First, we provide an overview of our editorial process. Second, we offer brief summaries of the five papers that are included in this special issue. Third, and perhaps representing our most substantive contribution here, we present answers to six "big picture" questions about subjective age to inform future scholarly work. We conclude that, although many important questions about alternative age constructs remain to be answered, the papers in this special issue represent excellent examples of novel work in this arena and suggest several opportunities for how future research could more rigorously and critically apply these constructs to the study of work, aging and retirement.