Many people believe the personal attributes of trial participants substantially impact the decisions of juries, and considerable research has examined the extent to which characteristics of jurors and defendants are associated with juror judgments of guilt. To assess this broad issue, we meta-analyzed empirical studies examining the relationship between 11 juror and defendant characteristics and individual-level judgments of guilt in criminal trial contexts. Three potential moderator variables were also investigated: participant type, outcome type, and case type. In total, 464 effects were obtained from 272 published and unpublished studies. The 11 focal characteristics yielded sample-weighted mean correlations ranging from zero to .22 in magnitude, with the strongest overall relationships emerging for defendant socioeconomic status (Ϫ.11), defendant criminal record (.12), juror authoritarianism (.17), and juror trust in the legal system (.22). There was, however, substantial evidence of moderation for 10 of the 11 characteristics, suggesting their overall relationships vary according to one or more other variables. Moderator analyses revealed little support for participant type, some support for outcome type, and good support for case type with regard to their ability to explain variation in the observed effects. Overall, several juror and defendant characteristics were associated strongly enough with guilt judgments to warrant the attention of scholars and legal practitioners, and the results of this work add to our understanding of extralegal bias and juror decision making.

This meta-analytic study summarizes relations between workplace mistreatment climate-MC (specific to incivility, aggression, and bullying) and potential outcomes. We define MC as individual or shared perceptions of organizational policies, procedures, and practices that deter interpersonal mistreatment. We located 35 studies reporting results with individual perceptions of MC (psychological MC) that yielded 36 independent samples comprising 91,950 employees. Through our meta-analyses, we found significant mean correlations between psychological MC and employee and organizational outcomes including mistreatment reduction effort (motivation and performance), mistreatment exposure, strains, and job attitudes. Moderator analyses revealed that the psychological MC-outcome relations were generally stronger for perceived civility climate than for perceived aggression-inhibition climate, and content contamination of existing climate scales accentuated the magnitude of the relations between psychological MC and some outcomes (mistreatment exposure and employee strains). Further, the magnitudes of the psychological MC-outcome relations were generally comparable across studies using dominant (i.e., most commonly used) and other climate scales, but for some focal relations, magnitudes varied with respect to cross-sectional versus prospective designs. The 4 studies that assessed MC at the unit-level had results largely consistent with those at the employee level.

The aging of the industrialized workforce has spurred research on how to support people working later in life. Within this context, the concept of work ability, or an employee's ability to continue working in their job, has been introduced as an explanatory mechanism for understanding employee disability, wellbeing, attitudes, and behavior. However, the work ability concept has evolved across disparate literatures with multiple, contentdiverse measures and often with little consideration of theory or examination of its nomological network. Using the job demands-resources model as a framework, we present a meta-analytic summary (k ϭ 247; N ϭ 312,987) of work ability's correlates and potential moderators of these relationships. Taken together, we found consistent negative relationships between job demands and work ability, and consistent positive relationships between job and personal resources and work ability. Work ability was also associated with important job outcomes including job attitudes and behaviors such as absenteeism and retirement. Measures of work ability that include both perceived and objective components generally showed stronger relationships than did exclusively perceptual measures, and occupation type was a significant moderator of certain relations between work ability and its correlates. We supplemented this meta-analysis with a primary data collection to examine differences between perceived work ability and the conceptually similar variables of self-efficacy and perceived fit, demonstrating that perceived work ability can explain incremental variance in joband health-related variables. Our discussion focuses on the value of the work ability construct for both research and practice and future directions for work ability research.

In this study, we propose that manager job insecurity will moderate the nature of the relationship between perceived overqualification and employee career-related outcomes (career satisfaction, promotability ratings, and voluntary turnover). We tested our hypotheses using a sample of 124 employees and 54 managers working in a large holding company in Ankara, Turkey, collected across five time periods. The results suggested that average perceived overqualification was more strongly, and negatively, related to career satisfaction of employees when managers reported higher job insecurity. Furthermore, employee perceived overqualification was positively related to voluntary turnover when manager job insecurity was high. No direct or moderated effects were found for promotability ratings. Implications for overqualification and job insecurity literatures were discussed.