The present meta-analysis examined the tenure, age, and gender differences in the relationship between job insecurity and its job-related and health-related consequences. A total of 133 studies, providing 172 independent samples, were included in the analysis. Our results basically replicated Sverke et al.'s (2002) meta-analytic findings with an updated methodological approach and a larger database. The main differences between our findings and Sverke et al.'s are that the negative association between job insecurity and job performance was significant and that the relationship between insecurity and job involvement was smaller in our study. The moderator analysis also indicated that: (1) the positive association between job insecurity and turnover intention was stronger among employees with shorter tenure than those with longer tenure, and was stronger among younger than older employees; (2) the negative effect of insecurity on its health outcomes was more severe among employees with longer tenure than those with shorter tenure, and was more severe among older than younger employees; (3) the relationship between insecurity and the criterion variables was similar across gender. Results are discussed with reference to Hulin's (1991) theory of job adaptation and Greenhalgh and Rosenblatt's (1984) job dependence perspective.La présente méta-analyse étudie les différences de statut (titulaire ou non), d'âge et de genre dans la relation entre l'insécurité de l'emploi et ses conséquences relatives au travail et à la santé. Un total de 133 recherches, comprenant 172 échantillons indépendants, a été inclu dans l'analyse. Nos résultats, obtenus avec une approche méthodologique actualisée et sur une plus grande base de données, sont pour l'essentiel congruents avec ceux de la méta-analyse de . Les différences principales entre nos résultats

Sleep is important for optimal cognitive functioning across the lifespan. Among older adults (≥55 years), self-reported short and long sleep durations have been repeatedly, albeit inconsistently, reported to elevate the risk for poor cognitive function. This meta-analytic review quantitatively summarizes the risk for poorer cognitive function among short and long sleepers in older adults. Eligible publications were searched online and manually. A total of 35 independent samples (N = 97,264) from 11 cross-sectional and seven prospective cohort studies were included. Pooled odds ratios (OR) with 95% confidence intervals (CI) were derived using random-effects models. Self-reported short and long sleep increased the odds for poor cognitive function by 1.40 (CI = 1.27-1.56) and 1.58 times (CI = 1.43-1.74), respectively. Effect sizes varied across studies and may have been moderated by both study type (cross-sectional and prospective) and cognitive domain assessed. For cross-sectional studies, extreme sleep durations were significantly associated with poorer multiple-domain performance, executive functions, verbal memory, and working memory capacity. Prospective cohort studies revealed the significant long-term impact of short and long sleep on multiple-domain performance only. These findings establish self-reported extreme sleep duration as a risk factor for cognitive aging.

Summary This meta‐analysis investigates the direction and strength of the relationship between diversity in culturally diverse teams and team creativity/innovation. We distinguish the effects of two diversity levels (i.e., surface level vs. deep level) in culturally diverse teams and examine the moderators suggested by the socio‐technical systems framework (i.e., team virtuality and task characteristics in terms of task interdependence, complexity, and intellectiveness). Surface‐level diversity in culturally diverse teams is not related to team creativity/innovation, whereas deep‐level diversity in culturally diverse teams is positively related to team creativity/innovation. Moreover, surface‐level diversity in culturally diverse teams and team creativity/innovation are negatively related for simple tasks but unrelated for complex tasks. Deep‐level diversity in culturally diverse teams and team creativity/innovation is positively related for collocated teams and interdependent tasks but unrelated for noncollocated teams and independent tasks. We discuss the theoretical and practical implications.

The present study was designed to compare offline and online friendship qualities at different stages of relationship development. The sample consisted of 162 Hong Kong Internet users. They were asked to think of two friends, one they knew through face-to-face interactions and one they knew through the Internet, and then describe the qualities of their offline and online friendships. Results revealed that offline friendships involved more interdependence, breadth, depth, code change, understanding, commitment, and network convergence than online friendships. However, although the qualities of both online and offline friendships improved as the duration of the relationship increased, the differences between the two types of friendships diminished over time. Furthermore, contrary to the evidence typically found for offline friendships, the qualities of cross-sex online friendships were higher than that of same-sex online friendship. These results suggest that the influence of the structural and normative constraints typically found in face-to-face interaction may be different in the online setting.

No author has a financial or proprietary interest in any material or method mentioned.