van der Dennen, J. M. G. (1986). Ethnocentrism and in-group/out-groups differentiation: A review and interpretation of the literature. In V.

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The current research examined the impact of workplace ostracism on work-related attitudes and behaviors. Participants read a vignette describing a series of workplace interactions between the participant and two coworkers. During the interactions, participants were included in a group discussion, ostracized by coworkers in English or ostracized in Spanish. Consistent with predictions, ostracized participants reported lower levels of organizational commitment and organizational citizenship behaviors than included participants. Ostracism by language resulted in lower work group commitment and higher levels of symbolic threat compared with included participants and those ostracized in English. Increased prejudice was also reported by participants exposed to language ostracism. Results are discussed in terms of their implications for general attitudinal processes and employee-related work attitudes and behaviors.

The current research examined prejudice and perceived threat toward Mexican and Arab immigrants/immigration along the U.S./Mexico border. Sample 1 (n = 84) was collected before September 11; attitudes toward Mexican immigrants were assessed. Sample 2 (n = 140) was collected one month after September 11 and Sample 3 (n = 180) was collected one year later; attitudes toward both Mexican and Arab immigrants were assessed. U.S. citizens completed a social attitudes survey assessing symbolic threat, perceived realistic threat, and prejudice. Individual differences, such as American identity and political orientation, were also measured. As predicted, in samples 2 and 3 Arab immigrant's engendered greater levels of symbolic threat and prejudice among participants compared to Mexican immigrants and immigration. Participants also reported greater perceived realistic threat from Mexican immigrants after September 11 than before. American identity was positively related to threat and prejudice with respect to both immigrant groups. The response patterns represent a nuanced response associated with the attacks. Findings are discussed in terms of the social implications for immigrants and immigration to the U.S.

The question of what is leading to the apparent increase in autism is of great importance. Like the link between aspirin and heart attack, even a small effect can have major health implications. If there is any link between autism and mercury, it is absolutely crucial that the first reports of the question are not falsely stating that no link occurs. We have reanalyzed the data set originally reported by Ip et al. in 2004 and have found that the original p value was in error and that a significant relation does exist between the blood levels of mercury and diagnosis of an autism spectrum disorder. Moreover, the hair sample analysis results offer some support for the idea that persons with autism may be less efficient and more variable at eliminating mercury from the blood.

Two laboratory studies examined the impact of person and situation factors in the prediction of gender harassment. Male undergraduates from a mid-sized Midwestern university in the U.S. were recruited based on an assessment of sexist attitudes. It was predicted that, across two studies, characteristics of one's personality (sexist attitudes) and situational characteristics (sexual priming and masculine identity threat) would produce unique and interactive effects in the prediction of gender harassment, defined behaviorally as the number of sexist questions asked of women during a mock job interview, and cognitively as negative evaluations of the female interviewee. Across both studies, results support the predictions that both person and situation factors are important to understanding gender harassment.

The current research was designed to examine objective and contextual factors related to the appraisal of potentially sexually harassing situations. Working female participants (n = 208) from a mid-sized southwestern university completed a workplace experiences survey in small groups. The majority of participants were Hispanic/ Latina (77.9%). We predicted that characteristics of personal harassment experiences (e.g., number of distinct types of behaviors experienced, frequency, duration) and bystander harassment experiences would contribute independently to how upset women were by their own sexual harassment experiences. Results indicated that characteristics of personal harassment experiences and bystander experiences did predict how upset women were by their own gender harassment and by unwanted sexual attention experiences. Results are discussed in terms of the importance of considering multiple types of workplace stressors (e.g., personal and bystander sexual harassment experiences) and their relation to the appraisal process.