Help-Seeking and Internal Obstacles to Receiving Support in the Wake of Community Violence Exposure: The Case of Arab and Jewish Adolescents in Israel

We examined help-seeking and internal obstacles to receiving psychosocial support in the wake of community violence exposure in a sample of 1,835 Arab and Jewish adolescents living in Israel. Paper and pencil surveys conducted in schools examined adolescents’ personal victimization and witnessing of community violence in the past year, and then queried adolescents about their help-seeking after violence exposure. Our findings indicated widespread exposure to community violence, particularly for the Arab respondents. Only one in three Arab and one in four Jewish adolescents reported seeking help from anyone to cope with such experiences following their violence exposure, and only rarely did adolescents seek help from a mental health professional (one in twenty for Jewish and one in nine for Arab adolescents). Adolescents across both samples indicated a variety of internal obstacles that might explain their lack of seeking help to cope with violence exposure, including cognitive minimization of the event, deliberately maintaining the secrecy of the event, wishing to maintain their autonomy, and failing to believe in the efficacy of seeking help from others. Such findings shed light on the difficult challenges to providing professional support to adolescents when they are exposed to community violence, and suggest that such challenges, while varying to a degree across cultures, are also prevalent across cultures.     

High involvement HR systems and innovative work behaviour: the mediating role of psychological empowerment,and the moderating roles of manager and co-worker support

Employees’ innovative work behaviour can help firms’ competitiveness. Existing research focuses on several factors, including HR policies, psychological empowerment as well as manager and co-worker support, to explain innovative work behaviour. However, much of this literature analyses just one of these, neglecting how they interact and limiting our understanding of the causes of innovative work behaviour. Synthesizing this work, we develop a novel and holistic framework that examines 1) how high-involvement HR systems are linked via the mediating role of psychological empowerment to innovative work behaviour and 2) how both manager and co-worker support moderate this relationship. Analysing software companies in Pakistan, we use hierarchical linear modelling to assess this framework. We draw on a unique dataset that captures HR policies at the organizational level as well as management and co-worker support, and supervisors’ assessments of individuals’ innovative work behaviour at the individual level. We analyse specific groups of HR practices. Psychological empowerment mediates the relationship between high-involvement HR systems and employees’ innovative work behaviour. Manager and co-worker support moderate the relationship between psychological empowerment and innovative work behaviour. Motivation-enhancing HR practices have a direct effect on innovative work behaviour, whereas ability- and opportunity-enhancing ones are mediated by psychological empowerment.     

When ethics create misfit: Combined effects of despotic leadership and Islamic work ethic on job performance,job satisfaction,and psychological well-being

This study applies social exchange and person–environment fit theories to predict that despotic leaders tend to hinder employee job performance, job satisfaction, and psychological well-being, whereas employees' own Islamic work ethic (IWE) enhances these outcomes. Also, IWE moderates the relationship of despotic leadership with the three outcomes, such that it heightens the negative impacts, because employees with a strong IWE find despotic leadership particularly troubling. A multi-source, two-wave, time-lagged study design, with a sample (303 paired responses) of employees working in various organisations, largely supports these predictions. Despotic leadership and IWE relate significantly to job performance, job satisfaction and psychological well-being in the predicted directions, except that there is no significant relationship between IWE and job satisfaction. A test of moderation shows that the negative relationships of despotic leadership with job outcomes are stronger when IWE is high. These findings have pertinent implications for theory, as well as for organisational practice.     

Understanding the supporters and opponents of Myanmar's civil disobedience movement against the military coup in 2021

In February 2021, the Myanmar military carried out a coup d'etat, which was then followed by a wave of civil protests. The present study aims to understand the support among people from Southeast Asia (specifically Indonesia) for the people of Myanmar who are fighting against a military coup. The data were collected from Muslim participants (N = 209) and non-Muslim participants (N = 192) in Indonesia. The findings indicate that the perceived country's internal problems, support for human rights in Myanmar, and the perceived country's important position in Southeast Asia are among the strongest predictors of the intention to support collective movements in other countries. Considerably, lack of empathy and how the victim/disadvantaged groups are perceived, like whether they have a negative rapport in treating other groups, also play a key role in the endorsement of solidarity. It is suggested that the dynamic relationships between these factors need to be considered to find ways to foster humanitarian solidarity. Please refer to the Supplementary Material section to find this article's Community and Social Impact Statement .     

Job Stress and Employee Well-Being Among Airline Personnel in an Asian Developing Country

This study examined the relationship between job stress and employees' well-being in a developing country in Asia. Job stress was operationalized in terms of perceived experiences at jobs which were chronic in nature. Employee well-being was operationalized in terms of organizational commitment, job involvement, and job satisfaction. Data were collected by means of a structured questionnaire from 150 employees working in a national carrier in a developing country in Asia. Pearson correlation and moderated multiple regression were used to analyze the data. Job stress was significantly related to organizational commitment and job satisfaction. Moderated multiple regression did not support the role of gender as a moderator of the stress–outcome relationship.     

Impact of Ethical Leadership on Organizational Safety Performance: The Mediating Role of Safety Culture and Safety Consciousness

We examined a largely ignored but imperative dimension of safety literature by testing the impact of ethical leadership style on organizational safety performance. We also tested dual mediating paths of safety culture and safety consciousness in the relationship between ethical leadership style and organizational safety consciousness. Data (N = 230) were collected from a large public sector telecom company in Pakistan. Confirmatory factor analysis was used to assess the reliability and validity of the study scales and model fit. Preacher and Hayes’s (2008) macro of mediation was employed to test the direct and indirect paths proposed in the study. The findings suggest that ethical leadership has a positive impact on organizational safety performance. Partial mediating roles of safety culture and safety consciousness were also found between the dependent and independent variables. Theoretical and practical implications are discussed.     

Forgiveness, Empathy and Gender—A Malaysian Perspective

Recent theorising has suggested that in non-Western collectivist contexts, the need for social harmony may play a greater role than empathy in motivating forgiveness, and that women may be more impacted than men by this cultural value. In this study, a sample of 233 Malaysian undergraduate students, 100 males and 133 females, recruited from four English-mediated universities completed the Interpersonal Reactivity Index (IRI) and the Transgression-Related Interpersonal Motivations Inventory-12 (TRIM-12) to assess dimensions of empathy and forgiveness. Women exhibited greater empathic concern than men, but not greater perspective-taking. Men were less forgiving in terms of revenge-seeking behaviour, but men and women did not differ in avoidance of transgressors. The relationships between empathic concern and both facets of forgiveness were similar for men and women, as was the relationship between empathic concern and avoidance. However, the relationship between perspective-taking and avoidance was stronger among men than women. We found little support for the prediction that in this collectivist cultural context, perspective-taking would play a greater role than empathic concern in forgiveness. Further research is recommended to explore empathy and forgiveness in non-Western populations, with a need to take into account cultural factors.