scholarly journals Trump against Germany: Examining How News about Donald Trump’s Anti-German Utterances Affect Anti-Americanism in Germany—A Moderated Mediation Model

2020 ◽  
pp. 194016122096477
Author(s):  
Christian von Sikorski

Donald Trump frequently attacks foreign countries such as Germany (e.g., via Twitter). Drawing from social identity theory and intergroup threat theory, I theorized that exposure to news about Trump’s anti-German utterances indirectly increases anti-Americanism in Germany. First, I theorized that Trump’s utterances result in negative attitudes toward Trump and, in turn, increase anti-Americanism (spillover effect). Second, I theorized that Trump’s anti-German utterances indirectly affect anti-Americanism via increased European Union (EU) popularity. Furthermore, I assumed that effects would be stronger for individuals low in political interest. A quota-based online experiment ( N = 428) revealed that Trump’s anti-German utterances increased EU’s popularity. This effect was moderated by political interest. EU’s popularity was increased for moderately interested individuals and individuals low in political interest. No effects were detected for highly interested individuals. EU popularity, in turn, increased anti-Americanism. Therefore, Trump’s anti-German utterances indirectly increased anti-Americanism burdening relations between Germany and the United States. Implications for journalistic news coverage are discussed.

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohammad Shahin Alam ◽  
DuckJung Shin

PurposeThis study developed and tested a moderated mediation model on workplace diversity management. The analysis examined whether diversity management affects job satisfaction via perceived discrimination, depending on employees' openness to experience.Design/methodology/approachBuilding upon the assumptions of social identity theory, social cognitive theory and Big-Five theory, this study proposed and tested a model that analyzes the process through which diversity management influences perceived visible diversity discrimination and job satisfaction, depending on employees' openness to experience.FindingsThis study found support for the proposed moderated mediation model, which suggests that diversity management interacts with employees' openness to experience personality to influence their job satisfaction through perceived visible diversity discrimination. The results indicated that diversity management increased employees' job satisfaction in the workplace and that the relationship between diversity management and job satisfaction was further mediated by employees' perceptions of being discriminated against because of their age, gender and racial identities. The effect of diversity management on job satisfaction through perceived visible diversity discrimination was stronger when employees had high levels of openness to experience.Practical implicationsThe results of the study suggest that the diversity management is an important organizational intervention to improve job satisfaction by providing a scientific explanation of its underlying psychological process and identifying the factors associated with the process, such as personality and perception of being discriminated.Originality/valueThis study contributes to extend the diversity management literature by applying the assumptions of social identity theory, social cognitive theory and Big-Five theory together to identify the relationship between diversity management and job satisfaction and the effect of perceived discrimination and openness to experience in the relationship.


2019 ◽  
Vol 50 (8) ◽  
pp. 937-954
Author(s):  
Andrea Figueroa-Caballero ◽  
Dana Mastro

Content analyses of U.S. English-language news coverage of immigration indicate that these stories are laden with negative, threatening messages and have an almost exclusive focus on Latino immigrants. However, little is known regarding how non-immigrant Latinos process and interpret these messages. The current survey of adult non-immigrant Latinos living in the United States addresses this question by applying insights from the rejection-identification model and research on vicarious shame. Based on this research, experiencing group shame in response to immigration news should drive Latinos to distance themselves from this identity, leading to greater affiliation with American identity (to maintain a positive self-concept) and stronger support for restrictive immigration policies (to mitigate the potential threats). Alternatively, experiencing anger in response to this coverage should result in less distancing from the shared Latino identity (i.e., greater affiliation), prompting decreased association with American identity and less support for restrictive immigration policies. Results from the mediation model tested here found support for predictions stemming from both vicarious shame and rejection-identification assumptions, indicating that they represent distinct pathways to views on immigration attitudes and identity management. Furthermore, in line with social identity theory, Mexican Americans (vs. non-Mexican Latinos) were more likely to distance from the immigration message and perceive immigration coverage to depict negative beliefs others hold about their ethnic group (owing to the disproportionate emphasis on Mexicans in this coverage). Results are discussed in terms of the implications for group standing as well as the importance of legitimacy of media messages in this context.


2017 ◽  
Vol 42 (8) ◽  
pp. 1232-1253 ◽  
Author(s):  
Wilco W. H. Chan ◽  
Cheris W. C. Chow ◽  
Raymond Loi ◽  
Angela J. Xu

Employees’ positive word of mouth (WOM) about hotel brands has a profound impact on customer choice and hotel effectiveness. On the basis of social identity theory and social information processing theory, we posit a moderated mediation model wherein hotel supervisors’ organizational identification (OI) increases their subordinates’ engagement in positive WOM behavior by enhancing subordinates’ OI. This relationship is moderated by supervisors’ upward-exchange relationships with their bosses (i.e., leader–leader exchange). Data from a two-wave survey conducted in a hotel in China indicate that employees working under supervisors with high levels of OI better identify with the hotel and engage in more positive WOM behavior. This is particularly the case when supervisors engage in high-quality leader–leader exchange and are well connected with their bosses. The article concludes with theoretical and practical implications highlighting the importance of cultivating employees’ organizational identification and positive WOM behavior in the hospitality sector.


2019 ◽  
Vol 47 (9) ◽  
pp. 1-11 ◽  
Author(s):  
Chang-E Liu ◽  
Yahui Chen ◽  
Wei He ◽  
Jie Huang

Mitigating the detrimental impact of workplace incivility on employee performance and boosting millennial employee creativity are 2 common challenges for organizations around the world. Drawing on self-determination theory and social identity theory, we examined the roles of intrinsic motivation and perceived insider status in the relationship between supervisor incivility and millennial employee creativity. With data collected from 481 millennial employees in China, we found strong support for a moderated mediation model, in which the negative relationship between supervisor incivility and millennial employee creativity was mediated by intrinsic motivation, such that the mediating relationship was strengthened for employees with a low level of perceived insider status and weakened for employees with a high level of perceived insider status. We discuss the theoretical and practical implications of these findings.


2019 ◽  
Vol 43 (3) ◽  
pp. 368-380 ◽  
Author(s):  
Marlene G. Williams ◽  
Jioni A. Lewis

In the current study, we explored the relations between gendered racial microaggressions, gendered racial identity (intersection of one’s racial and gender identities), coping, and depressive symptoms among Black women. We tested coping strategies as mediators of the relations between gendered racial microaggressions and depressive symptoms. We also tested a moderated mediation model with gendered racial identity public and private regard as moderators of the indirect association of gendered racial microaggressions and depressive symptoms through disengagement coping. Participants were 231 Black women in the United States who completed an online survey. Disengagement coping was a significant mediator; increases in gendered racial microaggressions were associated with greater use of disengagement coping which, in turn, was associated with greater depressive symptoms. Gendered racial identity private regard was a significant moderator of the indirect association of gendered racial microaggressions and depressive symptoms through disengagement coping. These findings highlight the role of gendered racial identity private regard in buffering the negative effects of gendered racial microaggressions on depressive symptoms. Practitioners can use this information to apply an intersectional approach to therapeutic interventions that consider Black women’s intersecting identities and experiences of gendered racism.


2018 ◽  
Vol 40 (1) ◽  
pp. 26-42 ◽  
Author(s):  
George C. T. Mugoya ◽  
Lisa M. Hooper ◽  
Brynn Chapple ◽  
Kish Cumi

While previous studies have tested the mediating or moderating effects of select factors on disordered eating pathologies, no empirical studies have examined a moderated mediation model. Thus, filling a gap in the literature base, the current study examined a moderated mediation model to test the associations among disordered eating, depressive symptoms, alcohol use, and suicidality. The current study sample included 1,598 students (mean age 21.3 years; 80.9% female) across major universities in the United States. Results showed that disordered eating was significantly associated with suicidality, and the association was mediated by depressive symptoms. Further, the indirect effect of disordered eating via depressive symptoms varied in magnitude as a function of alcohol use. Findings suggest that clinical mental health counselors and other providers working with emerging adults should be vigilant in recognizing behaviors and thoughts associated with disordered eating and related signs and symptoms, including depressive symptoms and alcohol use.


2020 ◽  
Vol 30 (4) ◽  
pp. 515-536
Author(s):  
Som Sekhar Bhattacharyya

Purpose The growth of the international business is a new global reality of emerging economy firms. The increasing international footprint of business firms is transpiring into firms being embedded in the nest of the international business landscape. corporate social responsibility (CSR) initiatives cater to stakeholders. Given this, it is imperative that International CSR (ICSR) initiatives are undertaken for meeting the expectations of international stakeholders. It is important that ICSR is both efficient and effective. The purpose of this paper is to explicate the concept of ICSR in this study. Design/methodology/approach This is an exploratory study and for this, a qualitative research approach is applied. Based upon the inputs from the literature a semi-structured open-ended questionnaire is prepared. Non-probabilistic purposive snowball sampling is used to identify experts on ICSR. Qualitative in-depth personal interviews are conducted. The qualitative data is collected by in-depth personal interviews with 31 Indian ICSR experts by using a semi-structured open-ended questionnaire. Data collection was stopped after reaching thematic saturation post 31 interviews. The data is thematic and relational content analysed for seeking an answer to the research questions posed. Findings The author for explicating ICSR developed a moderated mediation model. The developed moderated mediation model on ICSR is having nine factors, namely – firm ICSR perspective (FICSRP), ICSR practice (ICSRP), CSR planning function (ICSRPF), organisational ICSR commitment (OICSRC), organisational stakeholder inclusivity orientation (OSIO), firm international exposure (FIE), bounded rationality of ICSR practitioners (BRICSRP), ICSR management bounded reliability (ICSRMBR) and nature of ICSR footprint (NICSRF). The author found that “firm outlook”, “CSR planning plus implementation” and “CSR commitment” are the independent variables. While firm “international exposure” and “stakeholder inclusivity orientation” are the mediating variables. CSR bounded “reliability” and “rationality” are moderating variables. The “nature of ICSR” (classified as an island or mixed or extension) is the dependent variable. Research limitations/implications This study is set in the context of internationalisation of the emerging economy firms of India. This qualitative empirical research study developed a moderated mediation model on ICSR. There are nine factors in the model, namely, “firm outlook”, “CSR planning plus implementation” and “CSR commitment” as independent variables, firm “international exposure” and “stakeholder inclusivity orientation” as the mediating variables, CSR bounded “reliability” and “rationality” as moderating variables and the “nature of ICSR” as the dependent variable. Practical implications Managers engaging in planning and implementation of ICSR initiatives in various foreign countries could best upon this study findings improve the ICSR delivery. Managers in their firms could improve the “firm outlook” to enhance ICSR, undertake increased “CSR planning plus implementation” and “CSR commitment”. Managers could base upon this study results to improve the moderating conditions of ICSR that is CSR bounded “reliability” and “rationality”. Better firm managers “international exposure” and “stakeholder inclusivity orientation” will better mediate ICSR action. All these would finally help the ICSR managers to better deliver the more effective “nature of ICSR”. Social implications A better understanding of ICSR will help foreign managers to develop more efficient and effective foreign CSR initiatives. This will help a better quality of CSR work done in foreign countries. This will help the host country communities and society in general. Originality/value This study is one of the first set of studies in the context of ICSR. This qualitative empirical study is also one of the first studies to explicate ICSR through a moderated mediation model consisting of organisational variables such as “firm outlook”, “CSR planning plus implementation” and “CSR commitment” as the independent variables. The ICSR model is composed of the firm “international exposure” and “stakeholder inclusivity orientation” as the mediating variables, CSR bounded “reliability” and “rationality” as moderating variables and the “nature of ICSR” as the dependent variable.


Author(s):  
Jianwei Deng ◽  
Yuangeng Guo ◽  
Hubin Shi ◽  
Yongchuang Gao ◽  
Xuan Jin ◽  
...  

This study aimed to examine how perceived everyday discrimination influences presenteeism and how conscientiousness moderates the relationship between discrimination and positive affect among older workers. Structural equation modeling (SEM) was used to examine the mediating effect. The moderated mediation model was examined by PROCESS. The results of the final SEM model showed that discrimination was directly positively associated with presenteeism. Furthermore, positive affect was significantly inversely correlated with discrimination and presenteeism. In addition, negative affect was significantly positively correlated with discrimination and presenteeism. The significant indirect effect between perceived everyday discrimination and positive affect was significantly mediated by positive and negative affect. In addition, the results of the moderated mediation model indicate that positive affect was more likely to be influenced by perceived everyday discrimination among older workers with less conscientiousness, as compared with those with greater conscientiousness. To enhance work outcomes of aging workers in the United States, managers should foster highly conscientious aging workers, award those who are hardworking and goal-oriented, and combine personal goals and organizational goals through bonuses, holidays, and benefits. Policymakers should be mindful of the negative impact of discrimination on presenteeism and should target lowly conscientious older workers.


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