Support for rights of Syrian refugees in Turkey: The role of secondary transfer effects in intergroup contact

Mobilizing or Sedative Effects? A Narrative Review of the Association Between Intergroup Contact and Collective Action Among Advantaged and Disadvantaged Groups

ACADEMIC ABSTRACT

In this narrative review, we examined 134 studies of the relationship between intergroup contact and collective action benefiting disadvantaged groups. We aimed to identify whether, when, and why contact has mobilizing effects (promoting collective action) or sedative effects (inhibiting collective action). For both moderators and mediators, factors associated with the intergroup situation (compared with those associated with the out-group or the in-group) emerged as the most important. Group status had important effects. For members of socially advantaged groups (examined in 98 studies, 100 samples), contact had a general mobilizing effect, which was stronger when contact increased awareness of experiences of injustice among members of disadvantaged groups. For members of disadvantaged groups (examined in 49 studies, 58 samples), contact had mixed effects. Contact that increased awareness of injustice mobilized collection action; contact that made the legitimacy of group hierarchy or threat of retaliation more salient produced sedative effects.

PUBLIC ABSTRACT

We present a review of existing studies that have investigated the relationship between intergroup contact and collective action aimed at promoting equity for disadvantaged groups. We further consider the influence of contact that is positive or negative and face-to-face or indirect (e.g., through mass or social media), and we distinguish between collective action that involves socially acceptable behaviors or is destructive and violent. We identified 134 studies, considering both advantaged (100 samples) and disadvantaged groups (58 samples). We found that intergroup contact impacts collective action differently depending on group status. Contact generally leads advantaged groups to mobilize in favor of disadvantaged groups. However, contact has variable effects on members of disadvantaged groups: It sometimes promotes their collective action in support of their own group; in other cases, it leads them to be less likely to engage in such action. We examine when and why contact can have these different effects.

The negative secondary transfer effect: Comparing proposed mediation theories

The secondary transfer effect proposes that contact with an outgroup impacts attitudes towards another, secondary outgroup. For positive contact, three pathways have been identified for the effect: attitude generalization, multiculturalism, and ingroup reappraisal (deprovincialization hypothesis, operationalized here as national pride). Research on negative secondary transfer effects is still scarce. Using data from a German nationally representative survey, we investigated negative secondary transfer effects from foreigners to refugees. The three pathways were compared while considering positive and refugee contact. Negative and positive secondary transfer effects both occurred (partially) mediated via attitude generalization and multiculturalism but not via national pride. We conclude there might be a risk of generalizing prejudice from unrelated negative experiences via these two mechanisms. Research on forced migration and intergroup contact should further explore them with the ultimate goal of preventing negative secondary transfer effects. Longitudinal or experimental research is needed to address causality, ideally involving various outgroups.

Workplace violence and turnover intentions among nurses: The moderating roles of invulnerability and organisational Support - A cross-sectional study

AIMS AND OBJECTIVES

To investigate whether internal and external violence are associated with turnover intentions among nurses during demanding periods of work.

BACKGROUND

Workplace violence can negatively impact upon mental and physical health and turnover intentions. Research focusing on how dimensions of workplace violence, internal versus external, influence turnover intentions and the factors that mitigate these effect is lacking.

METHODS

An online cross-sectional survey of multi-item measures was used to collect data from 462 Iranian nurses. We employed path modelling and analysed the data using SPSS and PROCESS macro. A STROBE checklist was used to report findings.

RESULTS

Both dimensions, internal and external, of violence were positively associated with turnover intentions. Moreover, perceived invulnerability and organisational support moderates this association. When individuals perceived invulnerability and perceived organisational support are high, internal violence is no longer indirectly related to turnover intentions via job satisfaction. In a similar vein, when perceived invulnerability and perceived organisational support are low, external violence is not related to intentions to quit. When perceived invulnerability and perceived organisational support are high, however, external violence is indirectly and negatively related to intentions to quit.

CONCLUSIONS

Nurses who regard themselves as invulnerable might be motivated to quit when they experience workplace violence. However, they are motivated to stay on the job when they both perceive themselves as invulnerable and the organisation as supporting.

RELEVANCE TO CLINICAL PRACTICE

Organisations should reconsider their policies and approach towards workplace violence especially during periods of intensive work.