African American Homicide Survivors: Negative Social Interactions and Bereavement Outcome

2009 ◽  
Author(s):  
Laurie Burke ◽  
Meghan McDevitt-Murphy ◽  
Maria Ippolito ◽  
Robert Neimeyer
2010 ◽  
Vol 198 (11) ◽  
pp. 829-835 ◽  
Author(s):  
Soo-Hee Choi ◽  
Jeonghun Ku ◽  
Kiwan Han ◽  
Eosu Kim ◽  
Sun I. Kim ◽  
...  

2021 ◽  
Vol 28 (2) ◽  
pp. 79-87
Author(s):  
Valerie M. Wood ◽  
Heather Stuart

Abstract. Background: Previous research demonstrates the importance of close relationships on our physical health. However, to what extent the quality of our social relationships impacts our health, relative to other important health behaviors (e.g., smoking, drinking alcohol, and physical exercise), is less clear. Aims: Our goal was to use a nationally representative sample of Canadian adults to assess the relative importance of the quality of one’s social relationships (close emotional bonds and negative social interactions), relative to important health behaviors on physical health outcomes previously linked to social relationship quality. Method: Data ( N = 25,113) came from the Canadian Community Health Survey in 2012, a cross-sectional survey administered by Statistics Canada (2013) . The predictor variables were the presence of close emotional bonds, negative social relationships, type of smoker, type of drinker, and weekly hours of physical activity. The outcome variables were a current or previous diagnosis of high blood pressure, cancer, stroke, reports of current illness or injury, pain, and self-reported physical health. Results: Using regressions, we found that negative social interactions were more important than other health behaviors in relation to current injury/illness and pain. Physical activity was most strongly related to self-rated health, followed by negative social interactions and then close emotional bonds. Alcohol consumption was more related to the prevalence of stroke. Conclusions: Our findings suggest that negative social interactions may be more related to acute or minor physical health conditions, but social relationships may not be more strongly related to more chronic, life-threatening health conditions than other health behaviors.


2014 ◽  
Author(s):  
Rodlescia S. Sneed ◽  
Sheldon Cohen

Author(s):  
Meghan E. McDevitt-Murphy ◽  
Rebecca J. Zakarian ◽  
Matthew T. Luciano ◽  
Cecilia C. Olin ◽  
N. Noel Mazzulo ◽  
...  

2014 ◽  
Vol 33 (8) ◽  
pp. 735-749 ◽  
Author(s):  
Joep Hofhuis ◽  
Karen I. Van der Zee ◽  
Sabine Otten

Purpose – Cultural minority employees often display higher rates of voluntary turnover than majority employees, which reduces organizations’ ability to benefit from diversity in the workplace. The purpose of this paper is to identify specific job domains which are responsible for this difference. Design/methodology/approach – Study 1 compares actual turnover motives of voluntarily resigned minority and majority employees, based on seven job domains. Study 2 compares satisfaction with the same domains, and the subsequent relationship with turnover intentions, of remaining employees within the same organization. Findings – The two studies provided consistent results, revealing that minority employees experience more negative social interactions in the workplace, and experience less opportunities for career advancement. Both factors are shown to be more predictive of turnover intentions as well as actual turnover decisions among minority employees. Research limitations/implications – This research makes use of a distinction between several broad job domains, two which are shown to predict turnover of minority employees. Future studies should focus on uncovering more specific factors involved in these two particular domains. Practical implications – Based on the results, the authors advise organizations to pay specific attention to reducing negative social interactions between cultural groups and fostering inclusion, for example, through interventions aimed at intercultural leadership and establishing a strong diversity climate. These activities may also support career advancement of minority employees, but more specific interventions aimed at equality in career perspectives could also help reduce minority turnover. Originality/value – This paper is the first to directly compare turnover motives and predictors of turnover intentions between majority and minority groups in the same organization.


2015 ◽  
Vol 29 (4) ◽  
pp. 561-570 ◽  
Author(s):  
Robert S. Wilson ◽  
Patricia A. Boyle ◽  
Bryan D. James ◽  
Sue E. Leurgans ◽  
Aron S. Buchman ◽  
...  

2006 ◽  
Vol 30 (1) ◽  
pp. 31-43 ◽  
Author(s):  
Risa Broudy ◽  
Elizabeth Brondolo ◽  
Vonetta Coakley ◽  
Nisha Brady ◽  
Andrea Cassells ◽  
...  

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