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"Structural aspects"
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The Ordinal Effects of Ostracism: A Meta-Analysis of 120 Cyberball Studies
We examined 120 Cyberball studies (N = 11,869) to determine the effect size of ostracism and conditions under which the effect may be reversed, eliminated, or small. Our analyses showed that (1) the average ostracism effect is large (d > |1.4|) and (2) generalizes across structural aspects (number of players, ostracism duration, number of tosses, type of needs scale), sampling aspects (gender, age, country), and types of dependent measure (interpersonal, intrapersonal, fundamental needs). Further, we test Williams's (2009) proposition that the immediate impact of ostracism is resistant to moderation, but that moderation is more likely to be observed in delayed measures. Our findings suggest that (3) both first and last measures are susceptible to moderation and (4) time passed since being ostracized does not predict effect sizes of the last measure. Thus, support for this proposition is tenuous and we suggest modifications to the temporal need-threat model of ostracism.
Journal Article
The social leader : redefining leadership for the complex social age
\"Technology, global economics, and demographics are colluding to create workspaces that thrive on communities rather than hierarchies. Our industrial paradigm with its roots in the military is swiftly being replaced by a paradigm based on networks that are held together by passion and social connections, and fueled by instantaneous interactions between members of communities. This new paradigm is creating a massive impact on how we think about successful leadership and how we develop leaders. We have found that this shift involves thinking of leaders more as Mayors and less as Generals. The Social Leader structures a new approach to leadership and provides tools for leaders to understand themselves in this new era of connectedness and community. Authors Frank Guglielmo and Sudhanshu Palshule describe and explain the five new imperatives of leadership, the Tenets of Social Leadership, illustrating ways for leaders and would-be leaders to reimagine their personal narratives and their leadership capabilities. \"-- Provided by publisher.
Book
INTERSECTIONALITY, WORK, AND WELL-BEING
Intersectionality emphasizes numerous points of difference through which those who occupy multiple disadvantaged statuses are penalized. Applying this consideration to the workplace, we explore ways in which status-based and structural aspects of work undermine women and people with physical disabilities and diminish psychological well-being. We conceptually integrate research on the workplace disadvantages experienced by women and people with disabilities. Drawing on a longitudinal analysis of community survey data that includes a diverse sample of people with and without physical disabilities, we explore the claim that women with disabilities are burdened by greater disadvantage in work settings compared to men with disabilities and women and men without disabilities. We find evidence that in comparison with these groups, women with disabilities on average are more psychologically affected by inequitable workplace conditions, partly because they earn less, are exposed to more workplace stress, and are less likely to experience autonomous working conditions.
Journal Article
More Than a Physical Burden: Women's Mental and Emotional Work in Preventing Pregnancy
In the United States, responsibility for preventing pregnancy in heterosexual relationships disproportionately falls on women. While the biotechnological landscape of available methods may explain the assignment of the physical burden for contraception to women, this does not mean the concomitant time, attention, and stress that preventing pregnancy requires must also be primarily assumed by women. Building on work identifying health care providers as contributors to the construction of normative ideas about reproduction, this study analyzed 52 contraceptive counseling visits with women who reported they did not want future children for the construction of responsibility for the mental and emotional aspects of contraception. Offering a case of how gender inequality is (re)produced through clinical encounters, findings demonstrate that clinicians discursively constructed these responsibilities as women's and point to structural aspects of the visit itself that reify this unequal burden as normal. Results are consistent with research identifying the broader feminization of family health work in heterosexual relationships. To the extent that the distribution of the mental and emotional responsibilities of preventing pregnancy is both a product of and contributor to gender inequality, this analysis yields insight into the production-and possible deconstruction-of (reproductive) health care as a gendered social structure.
Journal Article
Human Rights and Structural Adjustment
'Structural adjustment' has been a central part of the development strategy for the 'third world'. Loans made by the World Bank and the IMF have been conditional on developing countries pursuing rapid economic liberalization programmes as it was believed this would strengthen their economies in the long run. M. Rodwan Abouharb and David Cingranelli argue that, conversely, structural adjustment agreements usually cause increased hardship for the poor, greater civil conflict, and more repression of human rights, therefore resulting in a lower rate of economic development. Greater exposure to structural adjustment has increased the prevalence of anti-government protests, riots and rebellion. It has led to less respect for economic and social rights, physical integrity rights, and worker rights, but more respect for democratic rights. Based on these findings, the authors recommend a human rights-based approach to economic development.
eBook
COVID-19 Racism and Chinese American Families’ Mental Health: A Comparison between 2020 and 2021
This study compared rates of multiple forms of COVID-19 racism-related discrimination experiences, fear/worries, and their associations with mental health indices among Chinese American parents and youth between 2020 and 2021. Chinese American parents of 4- to 18-year-old children and a subsample of their 10- to 18-year-old adolescents completed surveys in 2020 and 2021. A high percentage of Chinese American parents and their children continued to experience or witness anti-Chinese/Asian racism both online and in person in 2021. Parents and youth experienced less vicarious discrimination in person but more direct discrimination (both online and in person) and reported poorer mental health in 2021 than in 2020. Associations with mental health were stronger in 2021 than in 2020 for parents’ and/or youth’s vicarious discrimination experiences, perceptions of Sinophobia, and government-related worries, but weaker only for parents’ direct discrimination experiences. The spillover effect from parents’ vicarious discrimination experiences and Sinophobia perceptions to all youth mental health indices were stronger in 2021 than in 2020. Chinese American families experienced high rates of racial discrimination across multiple dimensions, and the detrimental impacts on their mental health were still salient in the second year of the pandemic. Vicarious and collective racism may have even stronger negative impacts on mental health and well-being later in the pandemic. Decreasing health disparities for Chinese Americans and other communities of color requires extensive, long-term national efforts to eliminate structural aspects of racism.
Journal Article
Local understandings and global challenges: exploring sense of place in sustainability transitions
The sustainability transitions literature acknowledges the importance of place for building a more sustainable world. Although some researchers have studied place analytically and made contributions toward developing sustainable communities across the globe, and others have directly discussed the structural aspects of places, the sustainable transitions literature has not fully reconciled place specifics with their implications for sustainability. This research explores how members from the small community of Campobello Island, New Brunswick, Canada, link their sense of place to their understanding of sustainability and considers the implications of this for sustainability transitions. Through an interdisciplinary, mixed methods approach, this work develops three propositions regarding sustainability as it relates to sense(s) of place. First, we found that within the Campobello community, sustainability was linked directly to individuals’ senses of place, place identities, and place attachments. Second, we found that there were slight variations in islanders’ concepts of sustainability related to these place-related constructs. Third, we found that although this community’s sustainability conversations were dominated by place-specific rather than global sustainability discourse, this was not always the case. As a result, the importance of more deeply exploring the normative nature of sustainability transitions is intensified. Understanding how place specifics connect with views of sustainability in a small island community allows us to deeply explore the role of place in sustainability transitions.
Journal Article
Unraveling the effects of cultural diversity in teams: A meta-analysis of research on multicultural work groups
Previous research on the role of cultural diversity in teams is equivocal, suggesting that cultural diversity's effect on teams is mediated by specific team processes, and moderated by contextual variables. To reconcile conflicting perspectives and past results, we propose that cultural diversity affects teams through process losses and gains associated with increased divergence and decreased convergence. We examine whether the level (surface-level vs deeplevel) and type (cross-national vs intra-national) of cultural diversity affect these processes differently. We hypothesize that task complexity and structural aspects of the team, such as team size, team tenure, and team dispersion, moderate the effects of cultural diversity on teams. We test the hypotheses with a meta-analysis of 108 empirical studies on processes and performance in 10,632 teams. Results suggest that cultural diversity leads to process losses through task conflict and decreased social integration, but to process gains through increased creativity and satisfaction. The effects are almost identical for both levels and types of cultural diversity. Moderator analyses reveal that the effects of cultural diversity vary, depending on contextual influences, as well as on research design and sample characteristics. We propose an agenda for future research, and identify implications for managers.
Journal Article