Cort W. Rudolph is an Associate Professor of Industrial & Organizational Psychology at Saint Louis University. He received a B.A. from DePaul University, and a M.A. and Ph.D. from Wayne State University. Cort’s research focuses on a variety of issues related to the aging workforce, including applications of lifespan development theories, wellbeing and work-longevity, and ageism/generationalism. He is a consulting editor for Work, Aging and Retirement and serves on the editorial review boards of the Journal of Managerial Psychology, the Journal of Occupational and Organizational Psychology, the Journal of Vocational Behavior, and the Journal of Organizational Behavior.
Ph.D. in Industrial & Organizational Psychology, 2011
Wayne State University
M.A. in Industrial & Organizational Psychology, 2010
Wayne State University
B.A. in Industrial & Organizational Psychology, 2006
This study examined the Big Five personality traits as predictors of individual differences and changes in the perceived stressfulness of the COVID-19 pandemic in Germany between early April 2020 and early September 2020. This timeframe includes the first national “lockdown,” the period of “easing” of restrictions, and the summer vacation period.
The impacts of COVID-19 on workers and workplaces across the globe have been dramatic. This broad review of prior research rooted in work and organizational psychology, and related fields, is intended to make sense of the implications for employees, teams, and work organizations.
The COVID-19 pandemic has considerably impacted many people’s lives. This study examined changes in subjective wellbeing between December 2019 and May 2020 and how stress appraisals and coping strategies relate to individual differences and changes in subjective wellbeing during the early stages of the pandemic.
Pandemics have historically shaped the world of work in various ways. With COVID-19presenting as a global pandemic, there is much speculation about the impact that this crisis will have for the future of work and for people working in organizations.
It is common to broadly group people of different ages into “generations” and to speak of distinctions between such groups in terms of “generational differences.” The problem with this practice, is that there exists no credible scientific evidence that (a) generations exist, (b) that people can be reliably classified into generational groups, and © that there are demonstrable differences between such groups.
With COVID-19 presenting as a global pandemic, we have noticed an emerging rhetoric concerning “the COVID- 19 Generation,” both anecdotally and across various media outlets.