Explaining Black–White differences in homicide victimization

In recent decades, homicide has so truncated life expectancy in the United States that homicide victimization should be considered a public-health problem worthy of addressing via preventive programs and policies. Evidence in the literature roots homicide victimization deep within the social structure, in problematic social inequalities and disadvantages. The evidence suggests homicide victimization is associated with six demographic, social, and lifestyle factors: being male, African-American, young, of low socioeconomic status, without adequate social support, and mentally ill or a substance user. Taking an interdisciplinary approach, this paper outlines theoretical mechanisms leading to racial differences in homicide victimization. It hypothesizes that Black Americans (a) are likelier than Whites to become homicide victims and, if victimized, (b) are likelier to be younger than victimized Whites. To understand these racial differences, the paper examines whether and how multiple disadvantages—at both the macro and micro level—operate against Blacks disproportionately. The paper concludes by noting further research needs and policy implications.     

A self-regulation account of the job performance–job satisfaction relationship

We present a self-regulation account of the job performance–job satisfaction relationship according to which job performance leads to job satisfaction, if it involves optimal expectancies for successful performance. Using response surface methodology (n = 747 employees), we found that employees who held overly negative (self-effacement) or overly positive self-perceptions of performance (self-enhancement) gained less satisfaction from their jobs. As hypothesized by self-discrepancy theory, self-effacement promoted fear-related negative emotions, whereas self-enhancement was linked to disappointment. Self-enhancers also reported lower trust and reduced satisfaction with interpersonal relationships, which may partly explain why self-enhancement had particularly detrimental effects. Furthermore, among employees high in performance-goal orientation, attaining high normative performance, as indicated by above-average supervisor evaluations, rather than optimal expectancies for success, explained job satisfaction. Our findings support the conclusion that need satisfaction and the ensuing self-regulatory processes determine the shape and the size of the performance–satisfaction relationship.     

Life and job satisfaction: Is the job central?

The nature of the causal relationship between life and job satisfaction in a sample of males and females working in a variety of jobs was investigated. Results suggest that the life satisfaction causes job satisfaction hypothesis is more tenable than the reverse.     

Outcomes of work–life balance on job satisfaction,life satisfaction and mental health: A study across seven cultures

This study investigates the effects of work–life balance (WLB) on several individual outcomes across cultures. Using a sample of 1416 employees from seven distinct populations – Malaysian, Chinese, New Zealand Maori, New Zealand European, Spanish, French, and Italian – SEM analysis showed that WLB was positively related to job and life satisfaction and negatively related to anxiety and depression across the seven cultures. Individualism/collectivism and gender egalitarianism moderated these relationships. High levels of WLB were more positively associated with job and life satisfaction for individuals in individualistic cultures, compared with individuals in collectivistic cultures. High levels of WLB were more positively associated with job and life satisfaction and more negatively associated with anxiety for individuals in gender egalitarian cultures. Overall, we find strong support for WLB being beneficial for employees from various cultures and for culture as a moderator of these relationships.     

Meta-analysis of work–family conflict mean differences: Does national context matter?

Work–family conflict continues to be a topic of considerable interest to researchers and practitioners across the globe. In the current study, meta-analysis is used to compare cross-national mean differences in work-to-family conflict and family-to-work conflict across cultural, institutional, and economic aspects of context. No significant differences in work-to-family conflict were detected. Reports of family-to-work conflict were higher in more collectivistic versus more individualistic cultures, in countries with a higher versus a lower economic gender gap, and in countries other than the U.S. versus the U.S.     

Consequences of voluntary job changes in Germany: A multilevel analysis for 1985–2013

Analyzing the development of the consequences of voluntary job changes in Germany between 1985 and 2013, the study focuses on income gains and job satisfaction increases. Drawing on arguments of the job-search literature on the one hand and the proliferation of choices on the other we investigate whether the returns of job changes have increased or decreased. Results show that income gains have decreased over time while the job satisfaction surplus has remained stable. We further conclude that in determining the outcomes of job changes over time, structural factors seem to be more important than individual ones.     

Feed My Sheep: An Analysis of the Black–White Biblical Academic Achievement Gap

Secular academic achievement gap analyses consistently hold that Blacks perform worse than their White counterparts. Although gaps are closing, significant variances remain; sadly, poor performance isn’t limited to secular academics. Analysis of Pew Forum on Religion & Public Life’s 2010 U.S. Religious Knowledge survey holds that although African-American Christians are more likely to attend church more frequently than other ethnicities, they are significantly more likely to know the least about the Bible. Unfortunately, the literature does not address the biblical racial achievement gap; we seek to correct this deficiency. We explored the extent of the Black–White biblical academic achievement gap and identified variables which exacerbate it. Linear regression analysis reveals that Blacks actualize a negative impact to biblical literacy engendered by their race: regardless of attendance frequency, the total number of questions answered correctly (μ = 4.337 out of 8) is reduced by 0.705. This impact is (a) not experienced by Whites and (b) larger than the church attendance benefit (0.228).     

Dispositional variables and work–family conflict: A meta-analysis

Meta-analysis was used to comprehensively summarize the relationship between dispositional variables and both directions of work–family conflict. The largest effects detected were those associated with negative affect, neuroticism, and self-efficacy; all were in expected directions. In general, negative trait-based variables (e.g., negative affect and neuroticism) appear to make individuals more vulnerable to work–family conflict, while positive trait-based variables (e.g., positive affect and self-efficacy) appear to protect individuals from work–family conflict. In addition, the different dimensions of work–family conflict (time, strain, and behavior) exhibited different patterns of relationships with several of the dispositional variables. No moderating effects were found for sex, parental status, or marital status. Results support the notion that dispositions are important predictors of work–family conflict.     

Work-family and family-work conflict: does intrinsic-extrinsic satisfaction mediate the prediction of general job satisfaction?

The objective of this study is to analyze the mediating role of intrinsic and extrinsic job satisfaction in the relationship between the 2 dimensions of work-family conflict-family interfering with work (FIW) and work interfering with family (WIF)-and general job satisfaction. Step-by-step hierarchical regression analyses were carried out on a sample of 151 men and women from a Spanish public organization. The results confirmed the mediating role of intrinsic job satisfaction in the case of FIW. This highlights the importance of taking into account the level of satisfaction with the intrinsic facets of one's job as a measure for understanding why FIW has a negative impact on general job satisfaction.     

Not all job demands are equal: Differentiating job hindrances and job challenges in the Job Demands–Resources model

This study aimed to integrate the differentiation between two types of job demands, as made in previous studies, in the Job–Demands Resources (JD-R) model. Specifically, this study aimed to examine empirically whether the differentiation between job hindrances and job challenges, next to the category of job resources, accounts for the unexpected positive relationships between particular types of job demands (e.g., workload) and employees' work engagement. Results of confirmatory factor analyses supported the differentiation between the three categories of job characteristics in two samples (N ₁ = 261 and N ₂ = 441). Further, structural equation modelling confirmed the hypotheses that job hindrances associate positively with exhaustion (i.e., the main component of burnout) and negatively with vigour (i.e., the main component of work engagement). Job resources displayed the reversed pattern of relations. Job challenges were positively related to vigour. Rather unexpectedly, they were unrelated to exhaustion. Based on these findings, we discuss the importance of the differentiation between different types of job demands in the JD-R model for both theory and practice.     

Gender differences in smoking: A longitudinal study of beliefs predicting smoking in 11–15 year olds

This longitudinal study investigated differences in beliefs and perceived behavioural control between smokers and non-smokers in a large sample of adolescents. Positive and negative instrumental beliefs, normative beliefs, perceived behavioural control (PBC) and smoking status were assessed in the same participants at 11, 13 and 15 years of age. Prospective analyses among non-smokers revealed that for boys, negative instrumental beliefs in non-smokers at age 11 predicted smoking at age 15 years. For girls, normative beliefs and PBC in non-smokers at age 11 predicted smoking status at age 13; normative beliefs at age 11 predicted smoking at age 15; and positive instrumental beliefs and normative beliefs at age 13 predicted smoking status at age 15. Cross-sectional data revealed that smokers were significantly more likely than non-smokers to endorse positive instrumental beliefs, less likely to agree with negative instrumental belief items, more likely than non-smokers to perceive social pressure to smoke, and less likely to report control over smoking, and that female smokers reported less control over smoking and fewer negative instrumental beliefs than all other groups including male smokers at age 13. The need for belief-based preventative interventions that are age- and gender-relevant is discussed.     

Latino/as, Asian Americans, and the Black–White Binary

This paper aims to contribute toward coalitionbuilding by showing that, even if we try tobuild coalition around what might look like ourmost obvious common concern – reducing racism –the dominant discourse of racial politics inthe United States inhibits an understanding ofhow racism operates vis-à-vis Latino/as andAsian Americans, and thus proves more of anobstacle to coalition building than an aid. Theblack/white paradigm, which operates to governracial classifications and racial politics inthe U.S., takes race in the U.S. to consist ofonly two racial groups, Black and White,with others understood in relation to one ofthese categories.I summarize and discuss the strongestcriticisms of the paradigm and then develop twofurther arguments. Together these argumentsshow that continuing to theorize race in theU.S. as operating exclusively through theblack/white paradigm is actuallydisadvantageous for all people of color in theU.S., and in many respects for whites as well(or at least for white union households and thewhite poor).     

Perceptions of candidate strength in job recruitment: Does candidate race moderate the attractiveness bias in White women?

The attractiveness bias suggests that people who are more attractive will be positively favored across life outcomes. This study sought to test whether candidate attractiveness, sex, and race, affect perceptions of candidate strength in a job recruitment task. In total, 338 White women (M_age = 20.94 ± 5.65) were asked to make judgements of a potential candidate for an administrative job (resume with candidate photograph). The vignettes differed in terms of candidate ability (strong/weak), sex (male/female), race (Black/White), and attractiveness (attractive/less attractive). Participants rated perceived candidate strength and likelihood to invite for interview. Results showed no significant main effects for attractiveness. However, there was a significant interaction for target attractiveness and race, such that attractive/White candidates were more likely to be invited for interview than less attractive/White candidates. There was also a significant main effect for race such that Black candidates were rated as stronger and more likely to be interviewed. Sensitivity analyses (with nonheterosexual women removed from the sample) also showed a main effect for target sex such that female candidates were favored over male candidates. Overall, these findings provide evidence that attractiveness, sex, and race have important, albeit complex, effects on hiring decisions in the workplace.     

White–black differences in g and non-g effects for the SAT and ACT

This research examined g and non-g effects for the SAT and ACT for whites and blacks. SAT scores, ACT scores, and college GPAs were obtained from the National Longitudinal Survey of Youth. g was estimated using the Armed Services Vocational Aptitude Battery. Results indicated that (a) the g loadings of SAT and ACT composite scores were lower for whites than blacks, (b) group differences in the g loadings were related to the math subtests of the SAT and ACT, and (c) non-g variance accounted for surprisingly large percentages of SAT–GPA and ACT–GPA relations (range = 37–67%). The findings are discussed in terms of Spearman’s Law of Diminishing Returns.     

Work–family enrichment,job satisfaction,and work engagement: The mediating role of subjective career success

Objective: The aim of the study was to explore the possible indirect effect of subjective career success on the relationship between work–family enrichment and job satisfaction and work–family enrichment and work engagement. Method: A cross-sectional, quantitative research design approach was followed using a convenience sample (N = 334). Results: Results revealed that work–family enrichment was not only positively related to subjective career success, job satisfaction and work engagement, but also predictive of the mentioned constructs. Furthermore, subjective career success was found to indirectly effect the relationship between work–family enrichment and job satisfaction and work engagement. Conclusion: Using the resource-gain-development framework, new insights are provided into the processes and mechanisms relating to work–family enrichment. Our findings suggest that resources are creating positive affect in not only the work and career domains of employees, but also leading to more engaged and satisfied employees. (i.e., the indirect effect of subjective career success). Organisations can benefit when they enhance work environments (e.g., by providing relevant resources) to promote work–family enrichment and, by implication, subjective career success and positive work outcomes such as job satisfaction and work engagement.     

Significant differences in quality-of-life factors and their correlates: A function of differences in career orientations or gender?

This study compared the differences in the three quality-of-life variables of job satisfaction, life satisfaction, and mental health, and their correlates, based on differences in career orientation vs gender differences. Eight correlates, theorized to have an influence on the three quality-of-life factors were used to investigate the issue. One hundred and sixty-six working couples in a variety of organizations in the midwest and west coast regions of the United States offered a sample of 220 professionals and 120 nonprofessionals with a good mix of both genders in the two groups. The findings of the study indicated that: (1) career orientations had a far greater influence on the perceived quality-of-life and other factors than gender differences; (2) there was no strong support that the predictors differentially predicted the variance in any of the quality-of-life factors based on gender, or on the career orientations for the entire population; and (3) among the subset of the women in the sample, the multiple-role stress experienced did make a significant difference in how job satisfaction was predicted for the professional as opposed to the nonprofessional women. Further research directions and future trends are suggested.     

The personality triad in balance: Multidimensional individual differences in situation–behavior profiles

A new methodology is proposed to study the full personality triad including persons, situations, and responses. It is based on a model of the structural mechanism underlying behavioral data in terms of eliciting power of situations, response thresholds, as well as quantitative and/or qualitative individual differences. The model is aimed at conceptually clarifying the personality triad and makes it possible to derive individual differences in situation–behavior profiles (or behavioral signatures) starting from empirically gathered person-by-situation-by-response data. It is particularly well-suited to capture multidimensional individual differences—implying complex person by situation and/or person by response interactions—and to examine the psychological mechanisms underlying them. In an application to anger-in and anger-out in interpersonal frustrating situations, three person types were derived that were characterized in terms of distinctive behavioral signatures. Part of the differences in behavioral signatures could be explained in terms of hostile encoding and hostile expectancy processes.     

Perceived interpersonal sources of life satisfaction in Chinese and American students: Cultural or gender differences?

This study evaluated cultural and gender differences in perceived interpersonal sources of life satisfaction between 341 Chinese and 222 American college students. Comparative analyses indicated overall lower life satisfaction in Chinese, than in Americans. However, Chinese, compared to Americans, reported greater life satisfaction derived from perceived sources involving the self, parents, teachers and peers. Results of regression analyses indicated that, for both Chinese and Americans, the self and parents were unique sources associated with life satisfaction. However, for Americans, close friends also emerged as an additional unique source. When gender differences were examined, additional nuances were found within each cultural group. Thus, some evidence for both cultural and gender differences in perceived interpersonal sources of life satisfaction across Chinese and Americans was found. Some implications of the present findings are discussed.     

Urban–rural differences in children's earliest memories

The purpose of the present study was to address the effects of urban vs. rural upbringing on earliest autobiographical memories. We asked children (aged 10–13) brought up in an urban vs. in a rural setting to report their earliest memories. Earliest memories of children from rural areas were a year later than those of children from urban areas. Moreover, memories of children from rural areas were more likely to contain social interactions and tended to be less detailed compared to those from urban areas. The groups, however, were not different in specificity, autonomous orientation, or emotion. Results are discussed in the context of a social cultural developmental approach.     

Response mode differences in perspective taking: Differences in representation or differences in retrieval?

Three experiments explored whether response mode differences in perspective taking result from different spatial representations or different retrieval processes. Participants learned object locations and then, while blindfolded, pointed to or verbally described object locations from perspectives aligned or misaligned with their facing direction and aligned or misaligned with the learning perspective. Pointing was facilitated from the perspective aligned with the body during testing. Similar facilitation occurred when verbally labeling, but only when conducted in the context of pointing (e.g., after pointing). Without this pointing context, or after third-person strategy instructions, the effect of body alignment was eliminated for verbal responses. Pointing was less responsive to context and strategy. Across all conditions, performance was facilitated for the learning perspective. Taken together, these experiments indicate that response mode differences are due to differences in the retrieval process, which varies with strategy, rather than differences in the organization of the underlying spatial memory.