Religion, Meaning, and Prejudice

Links between religion and prejudice have been interpreted to suggest that religion can both reduce and exacerbate prejudice. Here, the analysis of religion as a meaning system illuminates how religion can affect intergroup attitudes. Traditional psychological perspectives on religion and prejudice are summarized, followed by a discussion of religion and prejudice in cross-cultural and cross-religious contexts, involving varying target groups. Next, we explore possible explanatory mechanisms by proposing how four levels of meaning associated with religion—cognitive, motivational, societal, and intergroup—may both promote and attenuate prejudice. Finally, additional factors that might facilitate the paradoxical coexistence of religious egalitarian intentions with prejudiced attitudes are considered, and we speculate about the potential for religious groups to reduce prejudice within their adherents.     

Some extensions and applications of Kriz's (1972) urn model

A summary of Kriz's (1972) paper concerning an urn model for the PMP distribution is given. Extensions of the model are made, considering cases in which the urns are not drawn from independently. Possible applications of the extended model in some epidemiological situations are suggested, and a simple computer algorithm for simulating the distribution is given. Results of a simple simulation based on May's (1986) paper are given.     

Effects of various types of change in shift schedules: A controlled longitudinal study

Abstract

Data from a longitudinal study accompanying changes in shift rotas connected with a shortening of working time in the chemical industry are presented. Altogether 260 subjects forming five experimental groups participated in both the pretest and the posttest. The effects of the change in shift schedules were controlled by the inclusion of five groups in which 139 subjects participated in both tests. Five types of change in shift schedule were investigated. The purpose was to determine to what extent similar, but in some aspects differing, types of change in shift schedule varied from one another in their effects on those involved, and on which factors their attitudes towards the new shift systems depended with regard to various types of schedule change. The effects of a change in shift schedule were tested by means of the 4-group investigation design developed by Solomon (1949). The results confirm that differences in the effects of new shift systems depend on the type of change. Only in three experimental groups were improvements in health and social life observed. One experimental group showed significant signs of deterioration in subjective health. In the analyses of the factors influencing the attitude of the shiftworkers towards the new shift system, differences in the structure of the influencing factors between the experimental groups were observed. The causal analysis was used in order to test how important the factors found in each group were and which of them were dominant. It showed that the most influential factors dominated so much that the disturbances in the less influential ones lost their importance. In spite of the number of indicators analysed regarding their influence on attitude in this study, further important factors seem to exist that have not been analysed here.     

Perceptions of efficacy in the use of contemporary film in social work education: An exploratory study

This article discusses the use of contemporary film in social work education, including the theoretical rationale for the inclusion of film from the perspective of narrative and adult learning theory as well as the application of the case method to the use of film. The student viewpoint and perspective is provided through the results of an exploratory research study with 109 Baccalaureate social work students who completed a survey questionnaire following a classroom activity involving a contemporary film. Analysis of the quantitative data and qualitative comments indicates that students believe that film is a beneficial adjunct to textbook and lecture content.     

On the Rapid Rise of Social Networking Sites: New Findings and Policy Implications

Social networking sites have been rapidly adopted by children and, especially, teenagers and young people worldwide, enabling new opportunities for the presentation of the self, learning, construction of a wide circle of relationships, and the management of privacy and intimacy. On the other hand, there are also concerns that social networking increases the likelihood of new risks to the self, these centring on loss of privacy, bullying, harmful contacts and more. This article reviews recent findings regarding children and teenagers' social networking practices in order to identify implications for future research and public policy. These focus on the interdependencies between opportunities and risks, the need for digital or media literacy education, the importance of building safety considerations into the design and management of social networking sites, the imperative for greater attention to 'at risk' children in particular, and the importance of a children's rights framework in developing evidence-based policy in this area.     

Non parametric mixture priors based on an exponential random scheme

We propose a general procedure for constructing nonparametric priors for Bayesian inference. Under very general assumptions, the proposed prior selects absolutely continuous distribution functions, hence it can be useful with continuous data. We use the notion ofFeller-type approximation, with a random scheme based on the natural exponential family, in order to construct a large class of distribution functions. We show how one can assign a probability to such a class and discuss the main properties of the proposed prior, namedFeller prior. Feller priors are related to mixture models with unknown number of components or, more generally, to mixtures with unknown weight distribution. Two illustrations relative to the estimation of a density and of a mixing distribution are carried out with respect to well known data-set in order to evaluate the performance of our procedure. Computations are performed using a modified version of an MCMC algorithm which is briefly described.     

Union survival strategies for the twenty-first century

Clearly, the necessary changes in the law and culture will not come easily or quickly. But, transcending all forms of these labor market segments is a set of concerns that arguably should spur a search for common ground between labor and management. The proliferation of automated technologies, together with the continuing impact of foreign competition with cheap labor markets, has led some to predict that, over the next quarter century, we will witness the elimination of the blue-collar, mass assembly-line worker from the production process.¹⁴ Moreover, the theory that those losing jobs in the manufacturing sector will be generally absorbed into the service sector is losing currency as it is becoming clear that service jobs are, themselves, not invulnerable either to offshore outsourcing (e.g., telephone operators, data processors) or to automated technology (e.g., bank tellers, office secretaries). Nor is it realistic to expect the new “knowledge sector” to absorb more than a fraction of the unemployed and underemployed casualties of this transformation. As a result, the widening gap between the haves and have nots will only continue to grow. As the trend accelerates, certain possibilities for a labor-management accommodation emerge. For one thing, although corporations may be enjoying short-term gains from present wage stagnation, downsizing, outsourcing, and casting off of permanent employees, the longer term effects include a work force with considerably diminished consumer purchasing power. In some industries, corporations are already acknowledging the adverse effects of this trend. Furthermore, as employers are contributing into pension funds on behalf of fewer and fewer “employees,” the forced savings pool that has for many years constituted a primary financing source of capital investments in our economy, will gradually be depleted.¹⁵ At the same time as employers are coming face to face with the disadvantages of the union-free environment they have so long sought, employers are also rediscovering the contributions to productivity, quality, and efficiency that can be gained from a truly empowered work force with an independent voice in the workplace. All of this should lead an enlightened management to place less currency on resisting unionization and other legitimate forms of independent employee representation, and to join labor in advocating strong labor standards and effective labor law for all four of the labor market segments that exist today and will exist tomorrow. The authors wish to convey their deep appreciation for the invaluable contributions to this paper made by David Silberman of Bredhoff & Kaiser and Craig Becker, Associate General Counsel, Service Employees International Union. Another version of this paper was published in Labor Lawyer.     

Linking perceived organizational support with employee work outcomes in a Chinese context: Organizational identification as a mediator

Perceived organizational support (POS) is viewed as an important explanatory framework for understanding the relationship between employees and the workplace, and is regarded by some researchers as central in understanding job-related attitudes and behaviors of employees. However, less research has taken into account the role of organizational identification, which reflects how individuals define the self with respect to their organization, as a potential influence on such relationships. Drawing on a cross-organizational sample of 238 subordinate-supervisor dyads from the People’s Republic of China, we examined whether organizational identification mediates the effect of perceived organizational support (POS) on work outcomes including turnover intentions, work performance, and organizational citizenship behavior (OCB). Results from the current study showed that organizational identification fully mediates the relation of POS to OCB-directed to individuals, and partially mediates relations between POS and other work outcomes (turnover intention, work performance, OCB-directed to organization). Implications for management theory and practice are discussed.