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Embracing a positive-psychology approach to well-being, this study aimed at identifying how to maximize students' pleasure when receiving grades. Results from two experiments showed that students gained greater pleasure when receiving feedback in letter-grade format than in percentage scores. The results are consistent with social-psychological and sociocognitive research wherein coarser (as opposed to more granular) feedback is easier to process, provides superior self-affirming feedback, and, subsequently, garners greater pleasure. As the management discipline wrestles with being "too scientific," an impression aligned with precise percentage scores, use of a coarser feedback system may present a unique auxiliary benefit to the discipline. We invite future research on whether a system can be too coarse, on faculty's amenability to coarse grading systems, and on the concurrent use of multiple grading systems varying in coarseness.

Can research on disciplinary socialization and imprinting help us understand the extent to which educational developers bring aspects of their disciplinary training to their educational development research? In this paper, we explore the relationship between the research approaches developers associate with their original disciplinary training and those they actively use in their own educational development research, comparing and contrasting the strength of imprinting by discipline cluster. We discuss implications for how educational development as a field supports new developers moving into the field from another discipline and for how developers work with academic colleagues in other disciplines.

Followership has been recognized as an essential component of leadership studies as evidenced by growth of research within this area. To keep pace with the growth of this research, it is time to bring followership into the leadership classroom. This paper proposes a case-based exercise with two main learning objectives: (1) to help students broaden their perceptions about followership, and (2) to promote followership behaviors that actively contribute to organizations. This exercise includes large group discussion, peer coaching, and individual work to facilitate these endeavors. The paper concludes with suggested methods for assessment that include both self- and peer-ratings, as well as open-ended reflection.

Among adult employees, interpersonal injustice and abusive supervision predict aggression toward supervisors at work. The aim of this study was to assess whether similar relationships exist among teenage employees and, further, whether teenagers' reasons for working moderate these relationships. Multiple regression analyses on data from 119 teenage employees showed that financial and personal fulfillment reasons for working moderate the impact of interpersonal injustice and abusive supervision on aggression directed at workplace supervisors. These findings contribute to the understanding of workplace aggression by demonstrating that (a) teenagers engage in this workplace behavior, (b) the predictors are similar to those of adult aggression, and (c) reasons for working play a moderating role among this particular cohort. The possible long-term consequences of teenagers' use of aggression at work are discussed. Keywords: aggression, teenagers, youth, violence