Hijab in the American workplace: visibility and discrimination

While the initial purpose of this article was to outline online collective action (OCA) towards promoting the rights of hijab-wearing Muslim women in the workplace, it became apparent that there were substantial impediments to this solidarity. Thus, the bulk of it takes up these obstacles, arguing that American hijabis face structural discrimination and Muslims in the United States are subjected to heightened discrimination when they are highly visible to the mainstream culture. This article reviews two cases of workplace discrimination against hijabis and the reactions to these incidents on the Huffington Post, Los Angeles Times, and hijab-oriented blogs. Findings indicate that intolerance of Muslims is prevalent across various political affiliations and apprehension associated with hijabi rights could be related to the perceived decline of white privilege. The analysis also demonstrates that there may be impediments to solidarity with hijabi rights within Muslim communities due to disagreements on the Qur’anic mandate of modesty, divergent perspectives on how Muslims can best promote their rights and ensure their safety, and misunderstandings related to the rights guaranteed under reasonable accommodation. Despite the various obstacles to solidarity with hijabis, the article traces various forms of OCA at local, national and international levels that were encountered on social media platforms.     

Coping With Strain (CWS) course – its effects on depressive symptoms: A four‐year longitudinal randomized controlled trial

The Coping With Strain (CWS) course is a modification of the Coping With Depression (CWD) course. CWD is by far the most studied psycho‐educational intervention to reduce and prevent depression, but CWD has never been tested in a randomized controlled trial in the workplace. This study seeks to examine the extent to which CWS, on a short‐term and a long‐term basis, reduces depressive symptoms in employees. After advertising at workplaces, 119 employees were randomized into Intervention Group I (IG1), which immediately participated in CWS, or Intervention Group II (IG2), which functioned as a control group for six months until its participation in CWS. The follow up period lasted for four years in both IG1 and IG2. Linear mixed models were fitted to the data. Depressive symptoms were significantly reduced during the course. The reduction of depressive symptoms was maintained over a period of four years in both IG1 and IG2, although there is a slight increase towards the end of the follow‐up period. CWS is effective in reducing depressive symptoms among employees. The effects are long lasting and may be maintained over a period of four years.     

The Influence of Neighborhood Aesthetics,Safety, and Social Cohesion on Perceived Stress in Disadvantaged Communities

Limited research has explored how specific elements of physical and social environments influence mental health indicators such as perceived stress, or whether such associations are moderated by gender. This study examined the relationship between selected neighborhood characteristics and perceived stress levels within a primarily low‐income, older, African‐American population in a mid‐sized city in the Southeastern U.S. Residents (n = 394; mean age=55.3 years, 70.9% female, 89.3% African American) from eight historically disadvantaged neighborhoods completed surveys measuring perceptions of neighborhood safety, social cohesion, aesthetics, and stress. Multivariate linear regression models examined the association between each of the three neighborhood characteristics and perceived stress. Greater perceived safety, improved neighborhood aesthetics, and social cohesion were significantly associated with lower perceived stress. These associations were not moderated by gender. These findings suggest that improving social attributes of neighborhoods may have positive impacts on stress and related benefits for population health. Future research should examine how neighborhood characteristics influence stress over time.     

Alignment and Misalignment in Personal and Organizational Spiritual Identities

This article reports on an Australian empirical study that aimed to explore how managers and professionals experience spirituality in the workplace. The rationale for the study lay in the paucity of empirical studies on workplace spirituality in Australia, as compared with the burgeoning literature published in the United States (Bell, Rajendran, & Theiler, 2012, p. 68). Through an inductive and interpretive approach, the analysis gave rise to a grounded theory concerned with personal and organizational spiritual identity. Organizational spiritual identity was communicated through values, practices, discourse, nonverbal artifacts, written documents, policies, and contributions to charities, for example. When personal and organizational spiritual identities were misaligned, the potential for conflict and dilemmas with damaging consequences for employees and organizations intensified.     

工作场所无礼行为的溢出和交叉效应:超越职场范围的负性作用机制

以往研究通常考查工作场所无礼行为对接收者个人和工作场所内相关结果的影响。而近来研究指出,无礼行为会超出工作场所的界限产生溢出效应,且工作场所无礼行为会对接收者之外的他人产生消极作用,即工作场所无礼行为的交叉效应。在综述国内外相关文献的基础上,总结出了溢出和交叉效应的产生机制,包括消极情绪和情感在无礼行为溢出效应中的中介机制,以及压力传递在无礼行为引发的消极情绪和行为反应与工作-家庭冲突中的中介角色;深入探讨了共情在无礼行为交叉效应中的调节机制和社会阻抑在无礼行为交叉效应中的中介机制;并建议未来相关研究选取新的结果变量视角、探究新的中介机制和边界条件以及进一步整合无礼行为的溢出和交叉的连锁效应机制     

Workplace and family support and work–life balance: Implications for individual psychological availability and energy at work

This study presents three studies that explore the ways in which multiple support sources (workplace and family social support) help individuals to experience work–life balance (WLB) and thereby develop a sense psychological availability and positive energy at work. We examine this serial mediation model across three population groups in Israel using time-lagged data from part-time students (sample 1), as well cross-sectional data from workers in the industrial sector (sample 2) and physicians in public hospitals (sample 3). The results indicate a complex process in which workplace and family support augment employee positive energy through WLB and psychological availability. The findings shed light on the importance of support from work and nonwork sources for the pursuit of employees to achieve balance in the spheres of work and life and suggest that the WLB helps in the development of psychological availability and augmenting employee positive energy.     

Argumentational Integrity: A Training Program for Dealing with Unfair Argumentative Contributions

In this article we present a training program based on the empirical research conducted in the project 'argumentational integrity'. After a brief sketch of the problem dimensions concerning unfair argumentation we give an overview of the training concept and the underlying empirical research. Exemplification of the instructional design is given for the second and the fifth training dimension (standards of argumentational integrity and reactions to unfair contributions). Finally we indicate how the training is to be evaluated and present initial results demonstrating that in comparison with an untrained control group participants in the training significantly improve their skills in identifying and naming argumentative rule violations.