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PurposeOrganizational justice plays a crucial role in shaping employee work attitudes. This study examines how and when procedural, distributive, interpersonal, and informational justice affects employees' affective commitment and work engagement. The research is grounded in an extended job demands-resources model, incorporating the social identity theory. The integrated model hypothesizes that all four dimensions of organizational justice positively influence employees' commitment and engagement by fostering organizational identification. Furthermore, it is posited that this cognitive-affective process is particularly significant when employees face high job demands, as opposed to low job demands.Design/methodology/approachA three-wave prospective study was conducted with a sample of 400 employees in the social and personal services industry in Hong Kong, China. Data were collected at baseline, three months, and one year.FindingsThe findings support the hypothesized conditional indirect associations between organizational justice (procedural, distributive, and informational justice) and both measures of work attitudes.Practical implicationsThis study highlights the importance of fair, ethical, and just procedures, resource distribution, and communication in organizations, particularly in stressful industries. Employers and supervisors are encouraged to adopt employee-oriented management practices, foster positive leader-member exchange relationships, and acknowledge and reward valuable contributions.Originality/valueThis study contributes to the existing literature on organizational justice by elucidating its underlying cognitive-affective mechanism and identifying the boundary conditions under which it operates.

Purpose
While there is a large body of research looking at consumers' perception of debt, much of this previous research focuses on older generations. Less is known about the perceptions and attitudes toward debt of younger consumers, specifically those from Generation Z who are from rural areas in the USA. The purpose of this paper is to identify young rural consumers' perceptions and attitudes toward debt.


Design/methodology/approach
This quantitative research used surveys. A well-established scale for measuring consumer attitudes toward debt has been adopted and applied. Because of the sensitive and personal nature of debt, anonymous, self-reporting questionnaires were used to allow respondents to respond freely and minimize potential bias that could be caused by socially desirable responses. The young respondents who participated in the research were invited verbally or via email by the investigators to complete the survey online via QuestionPro.


Findings
This study found the majority of consumers from Generation Z reported that using credit is basically wrong. Also, these young consumers claimed that being in debt is never a good thing. Additionally, the authors found gender differences. Young male consumers were more likely to claim that they had their debt under control, and young female consumers were more likely to claim that financial debt had influenced their life.


Originality/value
These Generation Z perceptions provide constructive data for use in evaluating and amending marketers' strategies to better connect with the young customers. Companies may want to stress how their products are risk adverse, provide a sort of financial security and will not leave the customer in debt. This is especially important following the COVID-19 pandemic as local businesses in a college community are trying to attract students back to their establishments.

PurposeWith age diversity in the workplace becoming increasingly prevalent, the conflict between younger and older workers can be pervasive because of their increased interpersonal tensions from heterogeneous interactions. Adopting an identity-based approach, this study aims to examine the causes, underlying mechanisms and specific strategies used to manage such conflict. It was hypothesized that there is an interaction effect between age-group identification and organizational identification on conflict strategies and that this relationship can be explained by the mediating role of motivational goal orientation.Design/methodology/approachA total of 380 clerical workers in Hong Kong, aged 19–65, responded to two hypothetical scenarios about conflict with a younger and an older worker using a structured questionnaire on social identity, motivational goal orientation and conflict strategies. Moderated mediation analyzes were performed to test the hypothesized conditional indirect effects.FindingsResults showed that workers who identified with the organization emphasized less on independent goals (with a younger opposing party) and more on cooperative goals (with an older opposing party) when they did not perceive an age-group differentiation, and thus, they were more likely to respond in a way that de-escalates the conflict, including the use of integrating, obliging and compromising strategies.Originality/valueExtending age-related conflict research beyond identifying generational differences, this study highlights the role of social identity and suggests that employers and managers should strengthen employees' organizational identification and build a fair work environment that facilitates positive interaction between younger and older workers.

Abstract
Social workers are often faced with long working hours, high job demands, and poor work–life balance, which can have detrimental effects on their well-being. It is therefore important to identify the protective factors that enable social workers to flourish and thrive. Psychological capital (PsyCap) is conceptualized as a higher-order core construct that encompasses hope, efficacy, resilience, and optimism. This study aims to investigate the impact of PsyCap on social workers' well-being and explore the underlying mechanisms of this relationship. It expands the literature by adopting a multifaceted model of well-being, accounting for the temporal order of variables, including a qualitative component, and examining the effects of PsyCap in an at-risk occupation. A two-wave prospective survey with a three-month interval was conducted with a sample of 400 full-time social workers in Hong Kong, followed by individual in-depth interviews. The quantitative results showed that PsyCap was positively associated with job satisfaction and positive affect, and negatively associated with negative affect and psychological and physical distress. The qualitative results showed that the components of PsyCap share problem-focused processes with cognitive, conative, and affective functions. The theoretical and practical implications are discussed in relation to the social services industry.

Summary With the social policy movement, smaller family size, longer lifespan, confined living conditions, and limited caregiving resources, informal caregiving for older adults in Hong Kong has become the main responsibility of the spouse. Their psychological well-being becomes a major concern as they may experience immense strain from undertaking the caregiving role while suffering from age-related declines. To examine whether psychological well-being differs by caregiver strain and age, 112 spousal caregivers aged 55 and over were recruited from 13 caregiver resource centres in Hong Kong. Participants responded to a structured questionnaire on multiple dimensions of psychological well-being. Findings Of the respondents, 22.9% reported high levels of strain and 9.9% reported high levels of depression. Results from t-tests revealed that caregivers who perceive low levels of strain are more likely to report lower caregiving distress, higher general mental health, lower depressive symptoms, higher subjective well-being, higher life satisfaction, and higher purpose in life. Old-old caregivers are more likely to report lower caregiving distress, lower depressive symptoms, and higher subjective well-being than young-old caregivers. Applications Findings are discussed in relation to the transactional model of stress and coping, selective optimization with compensation theory, and socio-cultural context in Hong Kong. It is suggested that culturally sensitive intervention programs should be custom-tailored for older spousal caregivers by honouring their contributions, affirming their strengths, enhancing their SOC strategies, and educating on successful ageing.

Abstract
The impact of the COVID-19 pandemic is not only limited to physical health but also extends to various aspects of everyday life. The present study proposes that the prolonged pandemic can lead to pandemic–work conflict (PWC). The article examines how the pandemic interferes with work, the association between PWC and mental health, and the underlying mechanism of this process. A total of 303 full-time social workers in Hong Kong responded to measures on PWC, psychological capital (PsyCap), and anxiety and depressive symptoms. Data were collected between February and April 2020, when the COVID-19 outbreak was beginning to worsen; 15.8 percent and 14.9 percent of the participants reported mild to severe anxiety and depression, respectively. Time-based PWC was positively associated and strain-based PWC was negatively associated with PsyCap, which was in turn negatively associated with anxiety and depressive symptoms. PsyCap was a significant mediator of these relationships. The findings suggest that the relationship between strain-based PWC and psychological distress can be explained by PsyCap, whereby the depletion of psychological resources may contribute to anxiety and depressive symptoms. Positive psychological resources may be an intervening point for promoting mental health among the social services workforce.