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09 maart 2023, Item does not contain fulltext, Intergroup contact provides a reliable means of reducing prejudice. Yet, critics suggested that its efficacy is undermined, even eliminated, under certain conditions. Specifically, contact may be ineffective in the face of threat, especially to (historically) advantaged groups, and discrimination, experienced especially by (historically) disadvantaged groups. We considered perceived intergroup threat and perceived discrimination as potential moderators of the effect of contact on prejudice. Two meta-analyses of correlational data from 34 studies (totaling 63,945 respondents - drawn from 67 subsamples across 19 countries) showed that contact was associated with decreased prejudice and increased out-group positivity, in cross-sectional and longitudinal designs, among advantaged and disadvantaged group members, and in both Western, Educated, Industrialized, Rich, and Democratic (WEIRD) and non-WEIRD contexts. Both perceived threat and perceived discrimination moderated the contact–attitude association, but in an unanticipated direction. Indeed, contact’s beneficial effects were at least as strong among individuals high (r = .19) as among individuals low (r = .18) in perceived threat. Similarly, the effects of contact were at least as strong among those high (r = .23) as among those low (r = .20) in perceived discrimination. We conclude that contact is effective for promoting tolerant societies because it is effective even among subpopulations where achieving that goal might be most challenging.

Item does not contain fulltext, Biomedical science is rapidly developing in terms of more transparency, openness and reproducibility of scientific publications. This is even more important for all studies that are based on results from basic semen examination. Recently two concordant documents have been published: the 6th edition of the WHO Laboratory Manual for the Examination and Processing of Human Semen, and the International Standard ISO 23162:2021. With these tools, we propose that authors should be instructed to follow these laboratory methods in order to publish studies in peer-reviewed journals, preferable by using a checklist as suggested in an Appendix to this article.

Although the positive psychology tradition emphasizes the importance of a balanced approach regarding individual strengths and weaknesses, there is no valid instrument to measure these phenomena in organizations. The purpose of the present studies is to develop and validate an instrument that measures four dimensions, namely perceived organizational support (POS) for strengths use, POS for deficit correction, strengths use behaviour, and deficit correction behaviour. In study 1 and 2, the Strengths Use and Deficit COrrection (SUDCO) questionnaire was developed and tested for its factor structure, reliability, and convergent and criterion validity in two samples of South African employees (N = 338 and N = 361, respectively). In study 3, the convergent and criterion validity of the SUDCO were examined in a sample of Dutch engineers (N = 133). Results indicated that the intended dimensions of strengths use and deficit correction can be measured reliably with 24 items and showed convergent validity. Moreover, POS for strengths use and strengths use behaviour correlated positively with self- and manager-ratings of job performance, supporting the criterion validity of these scales. As expected, POS for deficit correction and deficit correction behaviour were unrelated to the performance ratings.

The study investigates the relations between secondary school teachers work–role fit, job enrichment, supervisor relationships, co–worker relationships, psychological meaningfulness of work and intention to leave. A cross–sectional survey was used. The participants were 502 secondary school teachers in Namibia. The following measuring instruments were used: Work–role Fit Scale, Job Enrichment Scale, Co–worker and Supervisor Relationships Scales, Psychological Meaningfulness Scale and Turnover Intention Scale. Work–role fit and job enrichment both had direct positive effect on experiences of psychological meaningfulness at work, while poor work–role fit and low psychological meaningfulness both had a direct effect on teachers intentions to leave. An analysis of the indirect effects showed that poor work–role fit and poor job enrichment affected intention to leave due to the concomitant experience of low psychological meaningfulness. These findings have implications for the retention of teachers in secondary schools.

The aim of this study was to investigate the relationship between flourishing and individual and organisational outcomes, including job satisfaction, organisational commitment, organisational citizenship behaviour, turnover intention and counterproductive behaviour. A convenience sample (N = 205) was taken of employees in information technology organisations in South Africa. A biographical questionnaire, the Mental Health Continuum Short Form, Job Satisfaction Scale, Organisational Commitment Scale, Turnover Intention Scale, Organisational Citizenship Behaviour Scale and a Counterproductive Behaviour Scale were administered. Flourishing affected job satisfaction, organisational commitment, organisational citizenship behaviour and organisational commitment directly and indirectly. Job satisfaction had strong direct effects on organisational commitment (positive) and turnover intention (negative), and a moderate negative effect on counterproductive work behaviour. Flourishing affected turnover intention indirectly and negatively via organisational commitment.

The aim of this study was to investigate the relations among negative emotional reactions (reduced affective organisational commitment and higher job-related stress), and behavioural reactions to job insecurity (coping behaviour). A non-experimental correlation research design was used and the participants were a convenience sample of employees working for a private hospital in Gauteng, South Africa (N = 242). The measuring instruments included the Job Insecurity Inventory, the Organisational Commitment Questionnaire, the Experience of Work and Life Circumstances Questionnaire, and the COPE Questionnaire. The results showed that job insecurity was associated with job-related stress. Affective job insecurity was associated with detachment from the organisation, while cognitive job insecurity was associated with low identification with the organisation. Experiences of affective job insecurity, job-related stress, and low organisational commitment were associated with the use of avoidance coping strategies. Employees who experienced cognitive job insecurity (compared to those who experienced lower cognitive job insecurity) were less inclined to apply active coping strategies, even if their job-related stress was low.

The aim of this study was to investigate the relationship between employees’ experiences of contractual relations and job satisfaction, flourishing and turnover intention in a higher education institution (HEI). A cross-sectional survey design was used with 300 academic and support staff members. The State of the Employment and Psychological Contract Scales, Violation of Psychological Contract Scale, Job Satisfaction Scale, Mental Health Continuum -- Short Form and Intention to Quit Scale were administered. The results showed that psychological contract violation, job dissatisfaction and low flourishing (emotional, psychological and social well-being) directly impact turnover intention. Lack of psychological contract fulfilment indirectly and negatively impact job satisfaction and flourishing via psychological contract violation. Psychological contract violation indirectly impacts turnover intention via job dissatisfaction and low flourishing of employees in an HEI. The results confirmed the importance of psychological contract fulfilment and non-violation for the job satisfaction, flourishing and retention of staff in HEIs

Subjective well-being is regarded as an important goal given the positive outcomes thereof for individuals. Job satisfaction is an important indicator of the subjective well-being of individuals. The objectives of this study were to evaluate the use of the Minnesota Satisfaction Questionnaire (MSQ) for different language groups working in a chemical factory, and to investigate the relationship between job satisfaction and demographic variables. The study was carried out with a sample (N = 583) representing different job levels in a chemical factory. The 20-item MSQ and a biographical questionnaire were administered. The results confirmed that job satisfaction consists of two internally consistent factors, namely extrinsic and intrinsic job satisfaction. The factorial invariance of the MSQ was confirmed for African languages and an Afrikaans and English group. Language was the only demographic variable that statistically significantly predicted extrinsic job satisfaction. Intrinsic job satisfaction was statistically significantly predicted by two demographic variables, namely age and qualification.