The Good Immigrant Worker: 2013 US Senate Bill 744, Color-Blind Nativism and the Struggle for Comprehensive Immigration Reform

We explore immigration politics in the contemporary USA through analysis of the political framing of 2013 US Senate Bill 744, especially among its supporters. SB 744 is a bipartisan comprehensive immigration reform proposal that called for the largest overhaul of the immigration system in more than 25 years; it was passed in June 2013 by the US Senate but blocked in the House. Through analysis of the 2012–2013 textual content of the official websites and blogs of six US immigration lobby organizations from across the political spectrum, we offer a typology of political framings of comprehensive immigration reform. Drawing on popular anti-immigrant rhetoric, organizations with an agenda of immigration restriction and deterrence battled against the bill. On the other side, supporters of the bill ranged from business coalitions to immigrant rights groups, an assortment of interests that was reflected in the variety of arguments advanced in favor of the bill. Despite the far more fragmented character of pro-SB 744 discourse in comparison to that advanced by the opposition, our investigation suggests the ongoing and contested formation of a strategic pro-SB 744 framing that centered on the “good immigrant worker,” a “race-blind” trope that melds US nationalist narratives of immigration with an ethos of neoliberalism that upholds individual merit and market value to create a notion of “deservingness” that affirms the worth of immigrants as diligent workers.     

Reciprocal Relations between the Trajectories of Mothers’ Harsh Discipline,Responsiveness and Aggression in Early Childhood

Theoretical advances in the study of the development of aggressive behaviors indicate that parenting behaviors and child aggression mutually influence one another. This study contributes to the body of empirical research in this area by examining the development of child aggression, maternal responsiveness, and maternal harsh discipline, using 5-year longitudinal data from a nationally representative sample of Turkish children (n = 1009; 469 girls and 582 boys). Results indicated that: (i) maternal responsiveness and harsh discipline at age 3 were associated with the subsequent linear trajectory of aggression; (ii) reciprocally, aggressive behaviors at age 3 were associated with the subsequent linear trajectories of these two types of parenting behaviors; (iii) deviations from the linear trajectories of the child and mother behaviors tended to be short lived; and, (iv) the deviations of child behaviors from the linear trajectories were associated with the subsequent changes in mother behaviors after age 5. These findings are discussed in the cultural context of this study.     

Accidents happen: Psychological empowerment as a moderator of accident involvement and its outcomes

Research in the occupational safety realm has tended to develop and test models aimed at predicting accident involvement in the workplace, with studies treating accident involvement as the starting point and examining its outcomes being more rare. In this study, we examine the relationship between accident involvement and a series of outcomes drawing upon a learned helplessness theory perspective. Specifically, we predicted that psychological empowerment would moderate the relationship between prior accident involvement and outcomes. We tested our hypotheses on a sample of 392 employees and their 66 supervisors working in an iron and steel manufacturing firm in Southern Turkey, using data collected from employees and their supervisors via four separate surveys. Results suggest that accident involvement was positively related to supervisor‐rated employee withdrawal, production deviance, and sabotage only when psychological empowerment was low. The results illustrate that workplace accidents have indirect costs in the form of higher withdrawal and maladaptive behaviors, and organizations may inoculate employees against some of these outcomes via higher psychological empowerment.     

Deeds that Help and Words that Hurt: Helping and Gossip as Moderators of the Relationship Between Leader–Member Exchange and Advice Network Centrality

We examine the relationship between leader–member exchange (LMX) quality and advice network centrality using multisource data from a sample of 250 retail employees and their respective managers in Turkey to test our hypothesized model of value and costs of being sought out for advice. Drawing upon the tenets of network generation theory (Nebus, 2006 ), we predict that the tendency of focal actors to help others and their own tendency to gossip would be behavioral moderators of the relationship between LMX quality and their advice network centrality. Consistent with network generation theory, our results reveal that LMX quality is positively related to centrality only for those actors with a high tendency to help coworkers and a low tendency to gossip about coworkers, suggesting that behaviors indicating helpfulness and discretion are necessary for high LMX members to maintain a central position in their work group's advice network. Implications and future research directions are discussed.     

Newcomer adjustment during organizational socialization: a meta-analytic review of antecedents, outcomes, and methods

The authors tested a model of antecedents and outcomes of newcomer adjustment using 70 unique samples of newcomers with meta-analytic and path modeling techniques. Specifically, they proposed and tested a model in which adjustment (role clarity, self-efficacy, and social acceptance) mediated the effects of organizational socialization tactics and information seeking on socialization outcomes (job satisfaction, organizational commitment, job performance, intentions to remain, and turnover). The results generally supported this model. In addition, the authors examined the moderating effects of methodology on these relationships by coding for 3 methodological issues: data collection type (longitudinal vs. cross-sectional), sample characteristics (school-to-work vs. work-to-work transitions), and measurement of the antecedents (facet vs. composite measurement). Discussion focuses on the implications of the findings and suggestions for future research.     

Convergent validity of the Beck depression inventory-II with the reynolds adolescent depression scale in psychiatric inpatients

The Beck Depression Inventory-II (BDI-II; Beck, Steer, & Brown, 1996) and the Reynolds Adolescent Depression Scale (RADS; Reynolds, 1987) were administered to 56 female and 44 male psychiatric inpatients whose ages ranged from 12 to 17 years old. The Cronbach coefficient alpha(s) for the BDI-II and RADS were, respectively, .92 and .91 and indicated comparably high levels of internal consistency. The correlation between the BDI-II and RADS total scores was .84,p <.001. Binormal receiver-operating-characteristic analyses indicated that both instruments were comparably effective in differentiating inpatients who were and were not diagnosed with a major depressive disorder; the areas under the ROC curves for the BDI-II and RADS were, respectively, .78 and .76. The results (a) indicate that the BDI-II and the RADS have similar psychometric characteristics and (b) support the convergent validity of the BDI-II for assessing self-reported depression in adolescent inpatients.     

Development of Externalizing Behaviors in the Context of Family and non-Family Relationships

A longitudinal model was presented, that included reciprocal associations between physically harsh parenting by the mother, child externalizing problems, and support from the father, the extended family, and the neighbors. This transactional process was estimated for the years preceding school entry. The data were from a 4-years longitudinal and nationally representative study of 1009 children and their mothers in Turkey. The results indicated that concurrently, physically harsh parenting and child externalizing problems were strongly associated. Controlling for their within domain stability and cross-domain concurrent correlation, changes in harsh parenting and changes in child externalizing behaviors had significant reciprocal effects in early childhood, although these effects were small. These reciprocal effects were smaller for observer reported harsh parenting than maternal reports. There was a role of the mesosystem in this developmental process. Increases in the support from the father, and the extended family and the neighbors predicted declines in the child externalizing behaviors subsequently. Reciprocally, high child externalizing and maternal physically harsh parenting predicted subsequent declines in the support from these sources. These results were consistent with the hypotheses that negative mother–child relationships could spill over to the other relationships of the mothers, and that positive and supportive relationships of the mother could constitute positive role models for the child.     

Trust in organization as a moderator of the relationship between self‐efficacy and workplace outcomes: A social cognitive theory‐based examination

Drawing on a social cognitive theory perspective, we contend that an employee's trust in oneself, or self‐efficacy, will interact with the individual's trust in the system, or trust in organization, to predict job attitudes and behaviours. Specifically, we expected that self‐efficacy would have stronger effects on job attitudes (job satisfaction and turnover intentions) and behaviours (task performance and organizational citizenship behaviours) to the degree to which employees perceive high levels of trust in organization. Using data collected from 300 employees and their respective supervisors at a manufacturing organization in Turkey across three waves, we found that self‐efficacy had more positive effects on job satisfaction, task performance, and citizenship behaviours when trust in organization was high. Interestingly, self‐efficacy had a positive effect on turnover intentions when trust in organization was low, indicating that high trust in organization buffered the effects of self‐efficacy on intentions to leave. The results suggest that the motivational value of trust in oneself is stronger to the degree to which employees also have high trust in the system, whereas low trust in system neutralizes the motivational benefits of self‐efficacy.

Practitioner points

• Practicing managers should not only invest in increasing self‐efficacy of their employees, but also invest in building trust to improve employees’ attitudes, behaviours, and performance. This is because when employee trust in organization is high, employee self‐efficacy has greater potential to have a positive influence over job satisfaction, task performance, and organizational citizenship behaviours.
• Self‐efficacy may actually increase an employee's desire to leave the organization when organizational conditions are unfavourable, such as in the case of low trust in the organization. Practicing managers should be aware that employees who have high levels of confidence may be at higher risk of turnover when they are unhappy with the organization.

     

Perceived overqualification,felt organizational obligation,and extra-role behavior during the COVID-19 crisis: The moderating role of self-sacrificial leadership

Past research has found that employees who view themselves as overqualified for their jobs tend to hold negative job attitudes and be unwilling to go beyond the call of duty. In challenging situations such as during the COVID-19 crisis, when having “all hands-on deck” may be important to an organization's survival, mitigating the negative tendencies of these employees becomes important. Adopting a sensemaking perspective on crisis management, we examine whether supervisors' self-sacrificial leadership can mitigate these negative tendencies. First, we propose that employee perceived overqualification is associated with lower levels of felt obligation to the organization and thereby lower levels of extra-role behaviors (i.e., helping and proactivity). We next propose that supervisors' self-sacrificial leadership during the COVID-19 crisis can evoke, especially when COVID-19 more strongly impacts the organization, a sense of collectivism toward the organization, which mitigates the negative association of perceived overqualification with felt obligation and thus extra-role behaviors. We tested our theorizing in samples from the UK (n = 121, pilot study) and US (n = 382, main study) in studies with a multi-wave, time-lagged design. Findings from both studies provide support for our theorizing. We discuss implications for research and practice concerning perceived overqualification during a crisis.