Interactions between migrant race and social status in predicting acceptance of climate migrants in Norway

open access articleAn emerging stream of research documents that climate migrants are more acceptable than economic migrants to citizens in high-income countries. However, extant research has not considered migrant race, and how race, along with socioeconomic status, interact with reasons for migrating to impact the perceptions of acceptability among residents in the receiving society. We investigated the joint effects of reason for migration (economic vs. climate), race (Black vs. White), and socioeconomic status (low vs. high) on migrant acceptability judgments among a national sample of Norwegian residents (N = 1637) using a preregistered survey experiment. The results indicate that climate migrants are more acceptable to participants than economic migrants, and White migrants are preferred to Black migrants. There was also an interaction between reason for migrating, race, and social status whereby Black, low social status, and economic migrants were less accepted than any other migrant profile. Especially notable was the finding that Black climate migrants of low socioeconomic status were seen by participants as being much more acceptable than Black economic migrants of low socioeconomic status. The notion that climate and economic migrants can be meaningfully differentiated in the real world is debatable. Nonetheless, our study suggests that framing migrants’ motivation in terms of environmental influences, compared with economic motivations, has potentially major effects on migrant acceptance in receiving societies

Ambivalent stereotypes link to peace, conflict, and inequality across 38 nations

A cross-national study, 49 samples in 38 nations (n = 4,344), investigates whether national peace and conflict reflect ambivalent warmth and competence stereotypes: High-conflict societies (Pakistan) may need clearcut, unambivalent group images distinguishing friends from foes. Highly peaceful countries (Denmark) also may need less ambivalence because most groups occupy the shared national identity, with only a few outcasts. Finally, nations with intermediate conflict (United States) may need ambivalence to justify more complex intergroup-system stability. Using the Global Peace Index to measure conflict, a curvilinear (quadratic) relationship between ambivalence and conflict highlights how both extremely peaceful and extremely conflictual countries display lower stereotype ambivalence, whereas countries intermediate on peace-conflict present higher ambivalence. These data also replicated a linear inequality-ambivalence relationship.Peer reviewe

Emergence and dissemination of antimicrobial resistance in Escherichia coli causing bloodstream infections in Norway in 2002-17: a nationwide, longitudinal, microbial population genomic study.

BACKGROUND: The clonal diversity underpinning trends in multidrug resistant Escherichia coli causing bloodstream infections remains uncertain. We aimed to determine the contribution of individual clones to resistance over time, using large-scale genomics-based molecular epidemiology. METHODS: This was a longitudinal, E coli population, genomic, cohort study that sampled isolates from 22 512 E coli bloodstream infections included in the Norwegian surveillance programme on resistant microbes (NORM) from 2002 to 2017. 15 of 22 laboratories were able to share their isolates, and the first 22·5% of isolates from each year were requested. We used whole genome sequencing to infer the population structure (PopPUNK), and we investigated the clade composition of the dominant multidrug resistant clonal complex (CC)131 using genetic markers previously reported for sequence type (ST)131, effective population size (BEAST), and presence of determinants of antimicrobial resistance (ARIBA, PointFinder, and ResFinder databases) over time. We compared these features between the 2002-10 and 2011-17 time periods. We also compared our results with those of a longitudinal study from the UK done between 2001 and 2011. FINDINGS: Of the 3500 isolates requested from the participating laboratories, 3397 (97·1%) were received, of which 3254 (95·8%) were successfully sequenced and included in the analysis. A significant increase in the number of multidrug resistant CC131 isolates from 71 (5·6%) of 1277 in 2002-10 to 207 (10·5%) of 1977 in 2011-17 (p<0·0001), was the largest clonal expansion. CC131 was the most common clone in extended-spectrum β-lactamase (ESBL)-positive isolates (75 [58·6%] of 128) and fluoroquinolone non-susceptible isolates (148 [39·2%] of 378). Within CC131, clade A increased in prevalence from 2002, whereas the global multidrug resistant clade C2 was not observed until 2007. Multiple de-novo acquisitions of both blaCTX-M ESBL-encoding genes in clades A and C1 and gain of phenotypic fluoroquinolone non-susceptibility across the clade A phylogeny were observed. We estimated that exponential increases in the effective population sizes of clades A, C1, and C2 occurred in the mid-2000s, and in clade B a decade earlier. The rate of increase in the estimated effective population size of clade A (Ne=3147) was nearly ten-times that of C2 (Ne=345), with clade A over-represented in Norwegian CC131 isolates (75 [27·0%] of 278) compared with the UK study (8 [5·4%] of 147 isolates). INTERPRETATION: The early and sustained establishment of predominantly antimicrobial susceptible CC131 clade A isolates, relative to multidrug resistant clade C2 isolates, suggests that resistance is not necessary for clonal success. However, even in the low antibiotic use setting of Norway, resistance to important antimicrobial classes has rapidly been selected for in CC131 clade A isolates. This study shows the importance of genomic surveillance in uncovering the complex ecology underlying multidrug resistance dissemination and competition, which have implications for the design of strategies and interventions to control the spread of high-risk multidrug resistant clones. FUNDING: Trond Mohn Foundation, European Research Council, Marie Skłodowska-Curie Actions, and the Wellcome Trust

To Add or to Multiply? Gender, Sexual Minority Status, and Sexual Harassment in the Norwegian Police Service

To Add or to Multiply? Gender, Sexual Minority Status, and Sexual Harassment in the Norwegian Police Servic

Norwegian citizens’ responses to influxes of asylum seekers: comparing across two refugee crises

We compared Norwegians’ attitudes to immigration, perspective taking, and intergroup behaviors directed at asylum seekers in 2016 (Syrians and Afghans) and 2022 (Ukrainians). We find evidence for a stronger exclusionary response to the asylum seekers in 2016 than in 2022. Attitudes to immigration were more negative in 2016 than in 2022, and skepticism and avoiding asylum seekers was more common. However, the dominant behavior in both years was prosocial (greeting and donating) and Norwegians’ willingness to take asylum seekers perspective was similar in 2016 and 2022. These results may reflect an absence of a symbolic threat in 2022 and may be connected to differences in the political rhetoric about asylum seekers in 2015/2016 and 2022

Personal values and crew compatibility in a 105 days space simulation study

On missions to Mars, the long flight duration, distances and social isolation of crew members will lead to a high level of crew autonomy. One important question is whether crews during such missions are vulnerable to "groupthink", known as a tendency to yield to the desire for consensus or unanimity at the cost of considering alternative courses of action. This paper addresses two aspects of "groupthink": the extent to which crewmembers perceive increasing convergence in personal values over time, and the extent to which they attribute less tension to differences in values over time. It further addresses the impact of values on crew compatibility. Method: The questions were examined during a 105-day confinement study in which a multinational crew simulated scenarios related to launch, the outbound and return journey to Mars, and transfer to and from the Martian surface. The Portrait of Crew Values Questionnaire (PCVQ) was administered at regular intervals to assess personal values, perceived value differences among crew members, and tension emerging from value disparities. Semi-structured, individual interviews were conducted before and after the confinement. Results: Multiple regression analysis revealed no significant change in perceived value homogeneity over time; rather the opposite tendency was indicated. Significantly more tension was attributed to individual differences in hedonism, benevolence and tradition in the last 35 days of the mission when the crew was allowed greater autonomy. Three subgroups that were distinct in terms of personal values were identified. One subgroup characterized by high scores on hedonism and power, showed frustration about the diet. The second subgroup, scoring high on tradition and conformity, showed frustration about work organization and discipline, including issues related to hygiene. The third subgroup scored low on tradition and conformity. Conclusions: No evidence for "groupthink" was found in this study. The results suggest that personal values should be considered in composition of crews for long duration mission

Diversity in education and organization: From political aims to practice in the Norwegian Police Service

Police agencies implement a variety of strategies for recruiting, promoting and retaining police officers with diverse backgrounds. Changes have however been difficult to attain. We expand research on representative bureaucracy by investigating diversity perspectives in a case study of the Norwegian Police Service (NPS). Using mixed-methods we investigate the diversity perspectives of ethnic minority and majority students and employees in the NPS, focusing on the interplay between educational and work experiences, recruitment practices and diversity policies. We found that ethnic minorities were still underrepresented, and their cultural competence was not fully recognized by other students, teachers, colleagues and leaders. Interview and field-work findings were corroborated by surveys among NPS employees documenting that competence development was perceived as the least emphasized justification for diversity management. Despite focusing on a single case, the NPS, we argue that the processes we describe may be operating also in other multicultural societies

Personal values and crew compatibility: results from a 105 days simulated space mission

On a mission to Mars the crew will experience high autonomy and inter-dependence. Groupthink, known as a tendency to strive for consensus at the cost of considering alternative courses of action, represents a potential safety hazard. This paper addresses two aspects of groupthink: the extent to which confined crewmembers perceive increasing convergence in personal values, and whether they attribute less tension to individual differences over time. It further examines the impact of personal values for interpersonal compatibility. These questions were investigated in a 105-day confinement study in which a multinational crew (N=6) simulated a Mars mission. The Portrait of Crew Values Questionnaire was administered regularly to assess personal values, perceived value homogeneity, and tension attributed to value disparities. Interviews were conducted before and after the confinement. Multiple regression analysis revealed no significant changes in value homogeneity over time; rather the opposite tendency was indicated. More tension was attributed to differences in hedonism, benevolence and tradition in the last 35 days when the crew was allowed greater autonomy. Three subgroups, distinct in terms of personal values, were identified. No evidence for groupthink was found. The results suggest that personal values should be considered in composition of crews for long duration missions

The risk for Groupthink during long-duration space missions: results from a 105-day confinement study

On a mission to Mars the crew will experience high autonomy and interdependence. “Groupthink,” known as a tendency to strive for consensus at the cost of considering alternative courses of action, represents a potential safety hazard. This chapter addresses two aspects of “groupthink”: the extent to which confined crew members perceive increasing convergence in personal values, and whether they attribute less tension to individual differences over time. It further examines the impact of personal values for interpersonal compatibility. These questions were investigated in a 105-day confinement study in which a multinational crew (N 1/4 6) simulated a Mars mission. The Portrait of Crew Values Questionnaire was administered regularly to assess personal values, perceived value homogeneity, and tension attributed to value disparities. Interviews were conducted before and after the confinement. Multiple regression analysis revealed no significant changes in value homogeneity over time; rather the opposite tendency was indicated. More tension was attributed to differences in hedonism, benevolence and tradition in the last 35 days when the crew was allowed greater autonomy. Three subgroups, distinct in terms of personal values, were identified. No evidence for “groupthink” was found. The results suggest that personal values should be considered in composition of crews for long-duration missions

Intended Self-Presentation Tactics in Job Interviews: A 10-Country Study

van de Vijver, Fons/0000-0003-0220-2485; Bye, Hege H./0000-0003-4494-2158; Sandal, Gro Mjeldheim/0000-0001-9017-9654; Sun, Catherine Tien Lun/0000-0002-6739-1849WOS: 000337566600007Intended self-presentation in job interviews was examined among university students in 10 countries (N = 3,509). The aim was to assess cross-cultural differences in the endorsement of self-presentation tactics, and whether such differences could be explained by cultural values and socioeconomic variables. The Cultural Impression Management Scale-Applicant Scale (CIM-A) was used that measures assertiveness, individual excellence, accommodation, and pointing out obstacles. Cross-cultural differences were found in endorsement of all tactics, most notably in individual excellence and pointing out obstacles. Importance assigned to self-presentation tactics was larger among individuals from cultures emphasizing embeddedness, mastery, and hierarchy, and with larger income disparities. The exception to this pattern was the American sample. Implications for personnel selection in international contexts are discussed