Across two studies ( N_{Study 1} = 101; N_{Study 2} = 262) conducted among children in the UK, we incorporate Bandura’s (1986) self-efficacy theory to intergroup contact literature and introduce the new construct of cross-ethnic friendship self-efficacy (CEFSE), the belief that one can successfully form and maintain high-quality cross-ethnic friendships. Study 1 examined whether sources of CEFSE beliefs (prior contact, indirect contact, social norms, and intergroup anxiety) predicted higher quality cross-ethnic friendships through CEFSE. Study 2 replicated Study 1 and extended it by including perceived parental cross-ethnic friendship quality as a further predictor. In both studies, sources of self-efficacy beliefs (except social norms) were related to CEFSE, which predicted higher quality cross-ethnic friendships. Study 2 demonstrated that parental cross-ethnic friendships had direct and indirect associations with children’s cross-ethnic friendships through sources of CEFSE and CEFSE beliefs. Findings are discussed in the light of self-efficacy and intergroup contact theories.

Elite swimmers and swimming pool employees are likely to be at greater health risk due to their regular and intense exposure to air stressors in the indoor swimming pool environment. Since data on the real long-term exposure is limited, a long-term monitoring and sampling plan (22 non-consecutive days, from March to July 2017) was carried out in an indoor Olympic-size pool with a chlorine-based disinfection method to characterize indoor environments to which people involved in elite swimming and maintenance staff may be exposed to. A comprehensive set of parameters related with comfort and environmental conditions (temperature, relative humidity (RH), carbon dioxide (CO2) and monoxide and ultrafine particles (UFP)) were monitored both indoors and outdoors in order to determine indoor-to-outdoor (I/O) ratios. Additionally, an analysis of volatile organic compounds (VOC) concentration and its dynamics was implemented in three 1-hr periods: early morning, evening elite swimmers training session and late evening. Samplings were simultaneously carried out in the air layer above the water surface and in the air surrounding the pool, selected to be representative of swimmers and coaches/employees' breathing zones, respectively. The results of this work showed that the indoor climate was very stable in terms of air temperature, RH and CO2. In terms of the other measured parameters, mean indoor UFP number concentrations (5158 pt/cm3) were about 50% of those measured outdoors whereas chloroform was the predominant substance detected in all samples collected indoors (13.0-369.3 µg/m3), among a varied list of chemical compounds. An I/O non-trihalomethanes (THM) VOC concentration ratio of 2.7 was also found, suggesting that, beyond THM, other potentially hazardous VOC have also their source(s) indoors. THM and non-THM VOC concentration were found to increase consistently during the evening training session and exhibited a significant seasonal pattern. Compared to their coaches, elite swimmers seemed to be exposed via inhalation to significantly higher total THM levels, but to similar concentrations of non-THM VOC, during routine training activities. Regarding swimming employees, the exposure to THM and other VOC appeared to be significantly minimized during the early morning period. The air/water temperature ratio and RH were identified as important parameters that are likely to trigger the transfer processes of volatile substances from water to air and of their accumulation in the indoor environment of the swimming pool, respectively.

There has been an abundance of research on narcissism in the workplace. However, most research has focused on the overt (grandiosity) form of narcissism, as well as the effect of narcissism on uncivil behaviors of employees; research focusing directly on the effect of covert (vulnerability) narcissism on the employees’ experience of workplace incivility is lacking. The present research examined whether the personality trait (covert narcissism) of employees affects their experience of incivility considering two potential explanatory variables: self-esteem and perceived norms for respect. A total of 150 participants completed an online questionnaire, which consisted of four well-known measures: the Hypersensitive Narcissism Scale, the Rosenberg Self-esteem scale, the Perceived Norms for Respect, and the Workplace Incivility Scale. The results showed that employees with higher levels of covert narcissism are likely to have greater experiences of workplace incivility through the mediating role of perceived norms for respect. Although the relationship was not explained through the mediating role of self-esteem, it was instead observed that self-esteem and perceived norms for respect jointly affect employees’ experience of incivility at work. These findings broaden our understanding of workplace incivility by simultaneously considering the influences of personality traits, self-esteem, and workplace norms.

Sports, and especially competitions, can be a stressful experience for athletes, who often struggle to find and apply strategies to cope with stress. Thus, this study analyzes how different coping strategies anticipated to be employed in an important competition are explained by psychological (i.e., cognitive appraisal and emotions) and person and sports-related factors (i.e., gender, type of sport). Specifically, athletes were asked to complete a protocol 24–48 h prior to an important competition to assess their adaptation to stress related to high performance. The study included 383 athletes (60% male, M_age = 22.9 ± 5.3 years), from individual (swimming and running, n = 157; 41%) and team sports (handball, volleyball, n = 226; 59%) competing in major national leagues. Hierarchical linear regression analyses (enter method) were performed to examine the extent to which coping strategies and coping efficacy were explained by psychological, personal and sport-related variables. Results indicated (a) higher control perception and excitement were related with higher intention to use active coping; (b) being a female athlete, practicing individual sports, and excitement (higher intensity and facilitative value) were associated with a higher intention to use emotional support; (c) being a female athlete, lower coping perception, higher anger intensity, and higher facilitative value of happiness were associated with a higher anticipated use of humor; and (d) being a male athlete, higher anxiety, anger, and happiness intensity, and lower facilitative value of dejection and excitement were associated with higher anticipated use of denial. In sum, the explanation of each coping strategy is distinct and should be analyzed separately.

Before and after the 2016 US Presidential Election, this research examined Trump and Clinton supporters’ attributions about behavior of each leader, both of whose ethicality had been publicly questioned. American voters (N = 268) attributed significantly more dispositional factors to the outgroup leader than to the ingroup leader. Moreover, when the ingroup candidate won the election (i.e., among Trump supporters), unethical leadership subsequently became more acceptable and there was less desire to tighten the election process when dealing with unethical candidates. The opposite pattern was found among voters whose ingroup candidate lost the election (Clinton supporters). The results and implications are discussed.

Effective leaders increase organizational success. The Leadership Efficacy Model suggests that leaders’ efficacy increases when leaders are perceived as congruent; that is, when employees perceive the leader to do (practical cycle of leadership) what s/he says will (conceptual cycle of leadership) and there is a close match between what employees expect from leaders and what leaders display. This recent theoretical framework also acknowledges that a number of factors can interfere with the relationship between leadership cycle congruence and leadership efficacy. Such antecedent factors include group members’ characteristics (e.g., organizational seniority). This study aimed to test the assumption that leadership cycles congruence positively predicts leadership efficacy (measured by organizational commitment and job satisfaction, and that this relationship is moderated by employees’ seniority. 318 employees (55% male, with an average seniority of 8 years) completed a questionnaire assessing leadership cycles, organizational commitment, and job satisfaction. Path analysis results showed that the higher leadership cycles congruence, the higher employees’ organizational commitment and job satisfaction. Furthermore, the relationship between leadership cycle congruence and organizational commitment was stronger for more senior members of the organization (but not for job satisfaction). The results highlight the importance of leaders act in a congruent manner with their ideas and of meeting employees’ needs. Moreover, it shows that senior members of the organization are particularly sensitive to leadership congruency.