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This concurrent embedded mixed-method study examined vocational stressors and coping mechanisms among refugees. Results from a content analysis of open-ended surveys collected from 159 refugees show that the most frequently reported refugee vocational stressor was access and opportunity (31% of comments made about vocational stressors). This meta-theme encompasses feeling as though past work experience is discounted in the job search, struggles with the job search, and exploitation (e.g., low pay). Other meta-themes included acculturative , discrimination , interpersonal , financial and personal vocational stressors. Qualitative accounts of coping revealed reflection and relaxation (25%) and problem - solving actions (24%) as the most commonly reported coping mechanisms. In addition, refugee - specific coping mechanisms (17%) were frequently reported, and referred to building language skills, engaging in assimilation and multicultural activities, and seeking social support from other refugees. Using the meta-themes that emerged in each vocational stressor category, t -test results show that the experience of discrimination stressors was related to higher levels of self-reported anxiety, depression and sleep disturbances. In addition, the use of avoidance -oriented coping mechanisms was associated with maladaptive outcomes, such as depression, sleep disturbances, and anxiety. Taken together, our results indicate that refugees face many of the vocational stressors typically studied in the occupational health literature (e.g., underemployment). The current study also uncovered unique vocational stressors and coping mechanisms, including evidence for a refugee-specific stigma experienced during the job search process and among refugees who are currently employed. Recommendations for theoretical implications and future research on refugee vocational stressors and coping mechanisms are discussed. [ABSTRACT FROM AUTHOR]

Despite the rising global population of refugees and the need for secure employment to facilitate refugee integration into host countries, research attention on this population of workers in organizational science has been scarce. Drawing from Integrated Threat Theory, we argued and tested experimentally that refugees face discrimination on the job market due to the symbolic and realistic threats that employers perceive from them. Results from a 2 (refugee status: refugee vs. non-refugee) × 2 (qualification: high or low) between-subject design experiment using manipulated resumes largely supported our proposed model, such that refugee status was related to higher intergroup anxiety through symbolic and realistic threat. Realistic threat also mediated the relationship between refugee status and recommendation for hire. Further exploratory analysis revealed that these results are robust across qualification status. This underscores the severity of bias against refugees in a setting that is crucial to their successful adaptation and integration into host countries. • Regardless of qualification, applicants with refugee status experience hiring discrimination. • Realistic threat mediates the relationship between applicant's refugee status and discrimination outcomes. • This is among the first studies to experimentally isolate refugee status as a cause of hiring discrimination. [ABSTRACT FROM AUTHOR]

The paper aims to clarify the relationship between individual and situational factors that relate to mentoring support. We propose that a) two individual factors, the mentors' altruism and protégés' core self-evaluations (CSE), b) one situational factor, mentors' perceived dissimilarity to their protégés, and c) the interaction of the individual and situational factors will relate to the overall mentoring support received by protégés. Results gathered from 196 mentoring dyads show that both mentors' altruism and protégés' CSE relate positively to the protégés' receipt of mentoring support, whereas mentors' perceived dissimilarity to their protégés relates negatively to the mentoring support protégés received. Furthermore, the relationship between dissimilarity and mentoring support is stronger for mentors with low altruism and for protégés with low CSE. The paper discusses factors important for fostering nurturing mentoring relationships in the workplace. [ABSTRACT FROM AUTHOR]

Abstract: The authors examined the mediating role of perceived organizational support in the relationship between mentoring support received and work attitudes. Perceived organizational support partly mediated the relationship between specific types of mentoring support and job satisfaction and affective organizational commitment. Specifically, sponsorship, exposure and visibility, and role modeling appear to be related to job satisfaction and organizational commitment through perceived organizational support. Perceived organizational support did not appear to mediate the relationship between other specific forms of mentoring support and job satisfaction and organizational commitment. [Copyright &y& Elsevier]

The present study examines the experiences of gender and sexual minority employees regarding their ability to secure decent work. Specifically, we extend psychology of working theory (PWT) by integrating social identity theory and incorporating psychological ownership into the model. We tested our hypotheses in a sample of 240 gender and sexual minority employees gathering data at three time points over a two-week period. Financial strain, work volition, and psychological ownership were all found to directly predict decent work and work volition was found to mediate the effects of financial strain and workplace climate to decent work. Although climate was significantly predicted by psychological ownership, it failed to mediate the climate-decent work relation, highlighting the need for future research to examine additional constructs in and refinement of PWT. We offer suggestions for future research on PWT and the experiences of marginalized employees, particularly gender and sexual minority employees. • Tested an extension of PWT in a three-wave study • Integrated PWT and social identity theory • Partial support for psychological ownership in PWT [ABSTRACT FROM AUTHOR]