Questionnaires were completed by 5th-, 8th-, and 11th-grade public schools students in rural and suburban school districts and by undergraduates at two universities in the United States (n = 1,242). They were asked about their orientation to video games-the amount of time they played, their motives for doing so, and the game types they preferred-to better understand the context in which effects research might be organized. The conceptual schema for this research was the uses-and-gratifications perspective. The males in the sample played video games at twice the weekly average of the females, were consistently stronger in all measured motives than the females, and preferred physically oriented video games over the females' preference for more traditional, thoughtful games. Younger players opted for the fantasy motive in their playing and older players more so for competition. Preference for physical games declined among the older males, and generally motives were stronger in the middle years of playing for both males and females than in the youngest and oldest age groups. Regression analyses explained considerably more variance in game playing for males than for females.

People generally possess a strong desire to construct positive, dignified work identities. However, this goal may be more challenging for some people, such as blue-collar workers, whose occupations may not offer qualities typically associated with workplace dignity. Interviews with 37 people from a blue-collar mining community reveal three central identity discourses about workplace dignity: All jobs are important and valuable; dignity is located in the quality of the job performed; and dignity emerges from the way people treat and are treated by others. Participants communicated these themes by backgrounding their own occupations and drawing comparisons between two outgroups, low-status, low-paid dirty workers and high-prestige, white-collar professionals. Implications for understanding how identity work is negotiated and for managing a blue-collar workforce are explained.

In this study, we examined gender differences in video game use by focusing on interpersonal needs for inclusion, affection, and control, as well as socially constructed perceptions of gendered game play. Results of a large-scale survey (n = 534) of young adults’ reasons for video game use, preferred game genres, and amount of game play are reported. Female respondents report less frequent play, less motivation to play in social situations, and less orientation to game genres featuring competition and three-dimensional rotation. Implications for game design are discussed.

Extant research on dignity at work has revealed conditions that contribute to indignity, employees' responses to dignity threats, and ways in which employees' inherent dignity is undermined. But while dignity -and specifically indignity -is theorized as a phenomenon subjectively experienced and judged by individuals, little research has privileged workers' own perspectives. In this study, working adults reveal how they personally experience and understand meanings of dignity at work. I describe three core components of workplace dignity and the communicative exchanges through which dignity desires commonly are affirmed or denied: inherent dignity as recognized by respectful interaction, earned dignity as recognized by messages of competence and contribution, and remediated dignity as recognized by social interactions and organizational practices that conceal the instrumental and unequal nature of work. Based on theoretical insights drawn from examining the relationships between these components, I argue that workplace dignity is a phenomenon theoretically distinct from human dignity.

As organizational scholars have become critically attuned to human flourishing in the workplace, interest in workplace dignity has grown rapidly. Yet, a valid scale to measure employees’ perceptions of dignity in the workplace has yet to be developed, thereby limiting potential empirical insights. To fill this need, we conducted a systematic, multi-study scale development project. Using data generated from focus groups ( N = 62), an expert panel ( N = 11), and two surveys ( N = 401 and N = 542), we developed and validated an 18-item Workplace Dignity Scale (WDS). Our studies reveal evidence in support of the WDS’ psychometric properties, as well as its content, construct, and criterion-related validity. Our structural models support predictive relationships between workplace characteristics (e.g., dirty work, income insufficiency) and dignity. Moreover, we observed the incremental validity of workplace dignity to account for variance in employee engagement, burnout, and turnover intentions above and beyond the explanatory effects of organizational respect and meaningful work. These results demonstrate the promise of the WDS for organizational research.