Ethnic identity and well-being of people of color: An updated meta-analysis.

2016 ◽  
pp. 181-205 ◽  
Author(s):  
Timothy B. Smith ◽  
Joseph E. Trimble
Keyword(s):  
Ethnic Identity ◽  
Meta Analysis ◽  
Well Being ◽  
People Of Color

scholarly journals An Integrative Framework on the Nature, Antecedents and Outcomes of Perceived Discrimination in the Workplace

2021 ◽  
Author(s):  
◽  
Ma. Socorro G Diego-Mendoza
Keyword(s):  
Job Satisfaction ◽  
Ethnic Identity ◽  
Focus Groups ◽  
Career Advancement ◽  
Turnover Intentions ◽  
Perceived Discrimination ◽  
Meta Analysis ◽  
Well Being ◽  
Self Esteem ◽  
Research Context

<p>This thesis aimed to advance the knowledge on perceived discrimination (PD) from targets' perspectives and address gaps in research. Study 1 reports a meta-analysis examining correlates of PD across 63 studies involving 37,790 participants. Findings showed that greater PD was associated with increased race/ethnic identification, negative well-being, and attitudes favouring affirmative action (AA). Greater PD was also related to low job satisfaction, low self-esteem and low socio-economic status (SES). The strongest relationship was found between PD and job satisfaction, followed by negative well-being, race/ethnic identity, self-esteem, AA attitudes and SES. The negative correlation between PD and ethnic identity was moderated by type of measurement, research context and type of sample. Similarly, the link between SES and PD was moderated by research context and type of sample. The meta-analysis also identified major research gaps that served as the jump off point for the next studies. Consequently, a three-component research framework for the study of PD was proposed and tested in three studies. The components were: 1) nature of PD, 2) antecedents of PD, and 3) outcomes of PD. Study 2 explored the first component through separate focus groups discussions participated by immigrants from China (5), India (5), Philippines (5), Germany (4) and Zimbabwe (4). Through thematic analysis, a 4-quadrant model emerged from the themes. In Study 3-A, three PD scales that fit the focus groups' model were constructed and collectively named as Immigrants' Perceptions of Discrimination in the Workplace Scales (IPDWS). The scales' psychometric properties were tested using 155 employed immigrants. Ten factors emerged and converged into two higher order factors - Job-Entry and On-the-Job. Study 3B examined job and psychological well-being outcomes using the same immigrant sample. Findings showed that high PD (in career advancement, compensation and equal treatment in policies factors) predicted low job satisfaction, high PD (in career advancement and derogation) predicted low affective commitment, high PD (exclusion factor) predicted high turnover intentions, and high PD (derogation factor) predicted less life satisfaction and greater psychological distress. Finally, Study 4 examined proximal (age, gender, ethnicity and birthplace) and distal (organizational demographics, perceptions of justice and practices) antecedents of PD through 540 employees using Employee Perceptions of Discrimination in the Workplace Scales (a modified version of IPDWS). Findings showed that increasing age and lower income predicted lower PD (nonrecognition of education and experience). Conversely, increasing age predicted higher PD in career advancement. Moreover, greater PD (in career advancement) occurred in large organizations and the public sector (work dynamics). For organizational justice, higher procedural justice predicted lower PD (career advancement factor), interpersonal justice predicted lower PD (work dynamics and derogation factors), and informational justices predicted low PD (recognition of qualifications, career advancement, and work dynamics factors). As for organizational practices, higher employee-orientation predicted low PD (work dynamics) and higher innovation-orientation predicted low PD (career path factor). Overall, distal antecedents were better predictors of PD than the proximal antecedents. In summary, the research findings contribute to the general discrimination and organizational literatures and offer suggestions to policymaking bodies.</p>

scholarly journals An Integrative Framework on the Nature, Antecedents and Outcomes of Perceived Discrimination in the Workplace

2021 ◽  
Author(s):  
◽  
Ma. Socorro G Diego-Mendoza
Keyword(s):  
Job Satisfaction ◽  
Ethnic Identity ◽  
Focus Groups ◽  
Career Advancement ◽  
Turnover Intentions ◽  
Perceived Discrimination ◽  
Meta Analysis ◽  
Well Being ◽  
Self Esteem ◽  
Research Context

<p>This thesis aimed to advance the knowledge on perceived discrimination (PD) from targets' perspectives and address gaps in research. Study 1 reports a meta-analysis examining correlates of PD across 63 studies involving 37,790 participants. Findings showed that greater PD was associated with increased race/ethnic identification, negative well-being, and attitudes favouring affirmative action (AA). Greater PD was also related to low job satisfaction, low self-esteem and low socio-economic status (SES). The strongest relationship was found between PD and job satisfaction, followed by negative well-being, race/ethnic identity, self-esteem, AA attitudes and SES. The negative correlation between PD and ethnic identity was moderated by type of measurement, research context and type of sample. Similarly, the link between SES and PD was moderated by research context and type of sample. The meta-analysis also identified major research gaps that served as the jump off point for the next studies. Consequently, a three-component research framework for the study of PD was proposed and tested in three studies. The components were: 1) nature of PD, 2) antecedents of PD, and 3) outcomes of PD. Study 2 explored the first component through separate focus groups discussions participated by immigrants from China (5), India (5), Philippines (5), Germany (4) and Zimbabwe (4). Through thematic analysis, a 4-quadrant model emerged from the themes. In Study 3-A, three PD scales that fit the focus groups' model were constructed and collectively named as Immigrants' Perceptions of Discrimination in the Workplace Scales (IPDWS). The scales' psychometric properties were tested using 155 employed immigrants. Ten factors emerged and converged into two higher order factors - Job-Entry and On-the-Job. Study 3B examined job and psychological well-being outcomes using the same immigrant sample. Findings showed that high PD (in career advancement, compensation and equal treatment in policies factors) predicted low job satisfaction, high PD (in career advancement and derogation) predicted low affective commitment, high PD (exclusion factor) predicted high turnover intentions, and high PD (derogation factor) predicted less life satisfaction and greater psychological distress. Finally, Study 4 examined proximal (age, gender, ethnicity and birthplace) and distal (organizational demographics, perceptions of justice and practices) antecedents of PD through 540 employees using Employee Perceptions of Discrimination in the Workplace Scales (a modified version of IPDWS). Findings showed that increasing age and lower income predicted lower PD (nonrecognition of education and experience). Conversely, increasing age predicted higher PD in career advancement. Moreover, greater PD (in career advancement) occurred in large organizations and the public sector (work dynamics). For organizational justice, higher procedural justice predicted lower PD (career advancement factor), interpersonal justice predicted lower PD (work dynamics and derogation factors), and informational justices predicted low PD (recognition of qualifications, career advancement, and work dynamics factors). As for organizational practices, higher employee-orientation predicted low PD (work dynamics) and higher innovation-orientation predicted low PD (career path factor). Overall, distal antecedents were better predictors of PD than the proximal antecedents. In summary, the research findings contribute to the general discrimination and organizational literatures and offer suggestions to policymaking bodies.</p>

scholarly journals Effectiveness of Nutritional Education for Obese Older Adults With Frailty: A Systematic Review and Meta-Analysis

2020 ◽  
Vol 4 (Supplement_1) ◽  
pp. 401-401
Author(s):  
Yue-Heng Yin ◽  
Liu Yat Justina
Keyword(s):  
Systematic Review ◽  
Physical Function ◽  
Meta Analysis ◽  
Experimental Studies ◽  
Well Being ◽  
Risk Of Bias ◽  
Cochrane Library ◽  
Nutritional Education ◽  
Hand Search ◽  
Education Interventions

Abstract Obesity has been shown to intensify the decline of physical function and lead to frailty. Nutrition is an important method in managing obesity and frailty, while seldom reviews have ever explored the effects of nutritional education interventions. We conducted a systematic review (PROSPERO: CRD42019142403) to explore the effectiveness of nutritional education interventions in managing body composition and physio-psychosocial parameters related to frailty. Randomized controlled trials and quasi-experimental studies were searched in CINAHL, Cochrane Library, EMBASE, MEDLINE, PsycINFO, PubMed and Scopus from 2001 to 2019. Hand search for the reference lists of included papers was conducted as well. We assessed the quality of included studies by Cochrane risk of bias tool. Meta-analyses and narrative synthesis were used to analyse the data. Two studies with low risk of bias were screened from 180 articles, which involved 177 older people with an average age of 69.69±4.08 years old. The results showed that nutritional education was significantly effective in reducing body weight and fat mass than exercises, and it was beneficial to enhancing physical function and psychosocial well-being. But the effects of nutritional education in increasing muscle strength were not better than exercises. The combined effects of nutritional education and exercises were superior than either exercises or nutritional education interventions solely in preventing the loss of lean mass and bone marrow density, and in improving physical function. Due to limited numbers of relevant studies, the strong evidence of effectiveness of nutritional education interventions on reversing frailty is still lacking.

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