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(PsycInfo Database Record (c) 2021 APA, all rights reserved).The purpose of this article is to simultaneously advance theory and practice by understanding how the Coronavirus disease 2019 (COVID-19) pandemic relates to new hire engagement. Prior research suggests starting a new job is an uncertain experience; we theorize that the COVID-19 pandemic creates additional environmental stressors that affect new hire engagement. First, we hypothesize that the occurrence of COVID-19 and unemployment rates relate negatively to engagement. Second, we theorize that the effects of the pandemic become more disruptive on new hire engagement as they gain tenure within the organization. Third, drawing from strategic management theory, we test whether States that introduce stronger COVID-19 policies help enhance the engagement of new hires. selleck chemicals llc Examining a U.S. national sample of 12,577 newly hired (90 days or less) quick service restaurant employees across 9 months (January-September, 2020), we find support for these hypotheses. Subsequent model comparisons suggest there may be health stressors that shape engagement more strongly than purely economic stressors. These findings may be important because they highlight the experiences of workers more likely to be exposed to the pandemic and affected by COVID-related policies. Should the results generalize to other samples and jobs, this study offers potentially new research directions for understanding relationships between macro stressors and new hire perceptions and socialization. It also offers practical implications by helping organizations understand the importance of explicitly managing job insecurity, particularly in terms of COVID-19 policy. (PsycInfo Database Record (c) 2021 APA, all rights reserved).Uncertainty is a defining feature of the COVID-19 pandemic. However, because uncertainty is an aversive state, uncertainty reduction theory (URT) holds that employees try to manage it by obtaining information. To date, most evidence for the effectiveness of obtaining information to reduce uncertainty stems from research conducted in relatively stable contexts wherein employees can acquire consistent information. Yet, research on crises and news consumption provides reasons to believe that the potential for information to mitigate uncertainty as specified by URT may break down during crises such as the COVID-19 pandemic. Integrating URT with research on crises and news consumption, we predict that consuming news information during crises-which tends to be distressing, constantly evolving, and inconsistent-will be positively related to uncertainty. This in turn may have negative implications for employee goal progress and creativity; two work outcomes that take on substantial significance in times of uncertainty and the pandemic. We further predict that death anxiety will moderate this relationship, such that the link between employees' news consumption and uncertainty is stronger for those with lower levels of death anxiety, compared to those with higher levels. We test our theorizing via an experience-sampling study with 180 full-time employees, with results providing support for our conceptual model. Our study reveals important theoretical and practical implications regarding information consumption during crises such as the COVID-19 pandemic. (PsycInfo Database Record (c) 2021 APA, all rights reserved).This study takes an affiliative coping theory perspective to examine whether working adults reactivated dormant ties with individuals they had not contacted for at least 3 years to cope with stressors experienced due to the COVID-19 pandemic. Stressors originating in the workplace (job insecurity and remote work) and in the family (stressful familial social ties) were examined in a sample of 232 working adults in the southeastern United States. Individuals were more likely to reactivate their dormant ties when their job was insecure, and the magnitude of the reactivations was greater among individuals experiencing stressful social ties with family members than those not experiencing those stressors. We also found that there was a significant interaction between remote work and having a stressful tie within the household in dormant tie reactivation. Although previous theory has focused mostly on the benefits of frequent, active social relationships for coping, our results suggest that reactivating dormant ties might be a coping mechanism as well. Our study also suggests that workplace dormant tie research should broaden its focus beyond exchanged instrumental support to consider emotional support that might be transferred during reactivation. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

This study examines the relation between internalized racism and self-esteem in a sample of students of Color while controlling for depressive symptoms. Internalized racism has been demonstrated to contribute to negative mental health outcomes in people of Color, however the nuanced relations between these interrelated outcomes and internalized racism are unclear.

Participants were 140 students of Color (83% female; mean age = 26.11,

= 7.21) who self-identified as African American (45.7%), Asian (18.6%), Latino (16.4%), Multiracial (16.4%), Native American (1.4%), and Middle Eastern (1.4%). Data were analyzed using hierarchical linear regression.

Internalized racism was inversely related to self-esteem when controlling for depressive symptoms, with devaluation of one's racial group being the largest contributor to this relation.

Psychological responses to internalized racism can include non-pathological states such as lowered self-esteem. Given the strong contribution of devaluation, for students of Color, the promotion of racial pride could be an important intervention. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Psychological responses to internalized racism can include non-pathological states such as lowered self-esteem. Given the strong contribution of devaluation, for students of Color, the promotion of racial pride could be an important intervention. (PsycInfo Database Record (c) 2021 APA, all rights reserved).