Does contact at work extend its influence beyond prejudice? Evidence from healthcare settings

This article reports on two studies investigating the role of intergroup contact on the reduction of prejudice against migrants and on organizational and health outcomes. Study 1 enrolled 624 native healthcare professionals and showed that frequent and positive contact with non-native co-workers was associated with a decrease in the professionals’ prejudice and an increase in the professionals’ perception of team functioning. These effects were mediated by reduced in-group threat perception. Study 2 enrolled 201 native patients and showed that frequent and positive contact with non-native healthcare providers was associated with a decrease in patients’ prejudice and an increase in patients’ satisfaction for the care received. These effects were mediated by reduced in-group threat perception. These novel findings showed that frequent and positive contact with non-native individuals can improve health and organizational outcomes along with facilitating positive intergroup relations.     

Transmission of reduction‐oriented crafting among colleagues: A diary study on the moderating role of working conditions

Zooming into reduction‐oriented job crafting among employees, next to minimizing demands (i.e., making a job less strenuous), we introduced optimizing demands (i.e., simplifying the job and making work processes more efficient) and suggested that optimizing demands should be positively related to work engagement, whereas minimizing demands negatively related to work engagement. Moreover, we suggested that both forms of reduction‐oriented crafting can be transferred among colleagues, and this will particularly occur in jobs that are high on demands (workload and emotional demands), low on resources (autonomy), and when the colleagues have a high‐quality relationship. We examined these hypotheses among 65 dyads of employees who filled in a general questionnaire and a diary for three working days. Multilevel analyses supported the transmission of both job crafting dimensions among colleagues. Moreover, there is more transmission of minimizing demands among colleagues when workload and emotional demands are high and autonomy is low. Additionally, optimizing demands was transmitted among colleagues when autonomy was low and quality of relationship with colleague was high. Optimizing demands was positively related to work engagement, whereas minimizing demands was unrelated to work engagement. These findings imply that optimizing demands is a favourable behaviour and can be transmitted among colleagues under specific conditions.

Practitioner points

• Working smarter is related to higher work engagement
• Employees model their colleague's proactive behaviour
• Unfavourable working conditions stimulate modelling behaviour of colleagues

     

The Individual Career Counseling Needs and Experiences of Female Survivors of Partner Violence

The impact of partner violence on women's employment and career development is profound. Career counselors may contribute substantially to these women's rehabilitation. This study examined employment and career counseling needs, barriers experienced, and counseling satisfaction of female survivors of partner violence (N = 71). The women participated in community‐ and research‐based individual career counseling services designed to promote their short‐ and long‐term career development. The authors conducted correlational, t‐test, and logistic regression analyses and found that barriers differed by race/ethnicity, age, number of children, and career service needs. Results provide important information about survivors' career counseling service access and needs.     

Feeling at home in the occupied territories: Emotion work of the religious settler movement

Religious settlers exhibit a strong desire to settle the entire Land of Israel despite resistance among the local Palestinian population and among opposition within Israel. The return to the Promised Land and the establishment of settlements elicit strong emotions that are connected to the socio-spatial identities of the settlers. Introducing the concept of emotion work the article focuses on the collective construction of emotions inside the movement and on active practices directed at the Israeli audience at large. Emotions are elicited and regulated in the political process in order to make and defend territorial claims. After discussing the concepts of emotional geographies, emotion regulation, and emotion work, the article analyzes the multi-layered passions of the settlers and strategies of creating an emotional attachment to the conquered territories in the Israeli public. Finally, the Second Intifada revealed tensions between the desire for the land and a contracting geography of fear. The article discusses how the settlers dealt with violence, threats, and experiences of conjoint emotions.     

The Construct Validity of the Work-Related Flow Inventory in a Sample of Australian Workers

The purpose of this study was to examine the construct validity of the WOrk-reLated Flow inventory (WOLF; Bakker, 2008). This instrument was administered to 711 men and women who were working in Queensland, Australia. The results from the confirmatory factor analysis showed that the WOLF has moderately acceptable construct validity, with the three-factor model being a borderline fit to the data. Tests of the convergent validity of the WOLF yielded satisfactory results. However, the analysis of the discriminant validity of the WOLF showed that the instrument poorly discriminated between work enjoyment and intrinsic work motivation. Follow-up exploratory factor analysis, using recommended procedures for determining the number of factors to extract, revealed a two-factor solution, with the work enjoyment and intrinsic work motivation items loading on the same factor. Drawing on literature on psychological flow and motivation, as well as the findings of the present study, questions are raised over the adequacy of the conceptual basis of the three-factor model of work-related flow, the discriminant validity of the WOLF subscales, and the appropriateness of the wording of several of this measure's items. Using alternative methods and measures to investigate flow in work settings is recommended.     

Show them the money? The role of pay,managerial need support,and justice in a self‐determination theory model of intrinsic work motivation

The link between money and motivation has been a debated topic for decades, especially in work organizations. However, field studies investigating the amount of pay in relation to employee motivation is lacking and there have been calls for empirical studies addressing compensation systems and motivation in the work domain. The purpose of this study was to examine outcomes associated with the amount of pay, and perceived distributive and procedural justice regarding pay in relation to those for perceived managerial need support. Participants were 166 bank employees who also reported on their basic psychological need satisfaction and intrinsic work motivation. SEM‐analyses tested a self‐determination theory (SDT) model, with satisfaction of the competence and autonomy needs as an intervening variable. The primary findings were that amount of pay and employees' perceived distributive justice regarding their pay were unrelated to employees' need satisfaction and intrinsic work motivation, but procedural justice regarding pay did affect these variables. However, managerial need support was the most important factor for promoting need satisfaction and intrinsic work motivation both directly, indirectly, and as a moderator in the model. Hence, the results of the present organizational field study support earlier laboratory experiments within the SDT framework showing that monetary rewards did not enhance intrinsic motivation. This seems to have profound implications for organizations concerned about motivating their employees.     

Developmental outcomes of toddlers of young Latina mothers: Cultural,family, and parenting factors

Children of adolescent mothers are at risk for poor developmental outcomes. This study is among the first to examine how cultural, family, and parenting factors prospectively predict the cognitive and language development of children of young Latina mothers (N = 170; M_age = 17.9 years). Mothers were interviewed and observed interacting with their children at 18 months (W1). Children were tested at 18 (W1) and 24 (W2) months. Mothers’ cultural orientation (W1) was related to aspects of the childrearing environment (W1), which in turn had implications for the children's development (W2). Specifically, a stronger orientation toward American culture was related to higher mother-reported engagement in parenting by their own mothers (grandmothers), which in turn predicted stronger gains in cognitive and expressive language functioning from W1 to W2. A stronger Latino orientation related to the display of more directiveness and greater mother-reported engagement by the children's biological fathers; directiveness, in turn, predicted fewer gains in cognitive functioning only when father engagement was low and did not predict expressive language development. Finally, mothers’ display of more positive affect, a stronger American orientation, and higher grandmother engagement uniquely predicted gains in W2 expressive language functioning. Implications for intervention are discussed.     

Keeping It Going: Evidence of Long-Term Improvements After Implementation of the 1-2-3 Magic Parenting Program

This study builds upon a pilot evaluation of the 1-2-3 Magic Program (Bailey, van der Zwan, Phelan, &; Brooks, 2012 Bailey, E. L., van der Zwan, R., Phelan, T. W., &; Brooks, A. (2012). The 1–2-3 Magic Program: Implementation outcomes of an Australian pilot evaluation with school-aged children. Child &; Family Behavior Therapy, 34(1), 53–69. doi:10.1080/07317107.2012.654455[Taylor &; Francis Online], [Web of Science ®] , [Google Scholar]), by investigating its long-term efficacy as a brief parenting intervention for families with a school-aged child. Twelve Australian families participated in a randomized controlled trial, assigned either to a wait-listed control group or to one that received immediate training. Consistent with the pilot evaluation, only families who had received training reported significant improvement in child and parenting behavior at an 8-week follow-up assessment. These improvements were maintained for 12-month posttraining, supporting the long-term efficacy of the 1-2-3 Magic Program for Australian families.