Research highlights several risk and resilience factors at multiple ecological levels that influence individuals’ mental health and wellbeing in their everyday lives and, more specifically, in disaster or outbreak situations. However, there is limited research on the role of these factors in the early days of the COVID-19 crisis. The present study examined if and how potential risk factors (i.e., reduction in income, job insecurity, feelings of vulnerability to contracting the virus, lack of confidence in avoiding COVID-19, compliance with preventative policies) and resilience factors (i.e., trait resilience, family functioning, social support, social participation, and trust in healthcare institutions) are associated with mental health and well-being outcomes, and whether these resilience factors buffer (i.e., moderate) the associations between risk factors and said outcomes. One to two weeks after the government recommended preventative measures, 1,122 Canadian workers completed an online questionnaire, including multiple wellbeing outcome scales in addition to measures of potential risk and resilience factors. Structural equation models were tested, highlighting that overall, the considered risk factors were associated with poorer wellbeing outcomes, except social distancing which was associated with lower levels of stress. Each of the potential resilience factors was found to have a main effect on one or more of the wellbeing outcomes. Moderation analysis indicated that in general these resilience factors did not, however, buffer the risk factors. The findings confirm that the COVID-19 crisis encompasses several stressors related to the virus as well as to its impact on one’s social, occupational, and financial situation, which put people at risk for lower wellbeing as early as one to two weeks after the crisis began. While several resilience factors emerged as positively related to wellbeing, such factors may not be enough, or sufficiently activated at that time, to buffer the effects of the numerous life changes required by COVID-19. From an ecological perspective, while mental health professionals and public health decision-makers should offer/design services directly focused on mental health and wellbeing, it is important they go beyond celebrating individuals’ inner potential for resilience, and also support individuals in activating their environmental resources during a pandemic.

Background: Due to the current coronavirus (COVID-19) crisis, workplaces have had to make significant alterations in the way they conduct business. This, in addition to the current financial instability, may put workers at risk of experiencing job insecurity and, in turn, lower wellbeing. Job insecurity is a key determinant of wellbeing, but little is known on how it is impacted by public health crises, and more specifically how it relates to workers' positive and negative wellbeing in the midst of a pandemic. Research is lacking on resilience levers that workplace interventions should target to support wellbeing in times of insecurity. Objective: Framed from a multidisciplinary perspective (public health, positive and organizational psychology), the study explores (1) workers' job (in)security during the COVID-19 pandemic one to two weeks after social distancing measures were implemented by Canadian governments, (2) how job (in)security relates to wellbeing during the pandemic, and (3) the potential positive effects of workplace-related resilience levers. Method: 1,073 Canadian workers working full-/part-time or who were temporarily laid off completed an online survey, including measures of wellbeing at work or in general, job security and potential resilience levers (workplace disaster preparedness, policy, social capital). Results: Multiple regression findings highlight that marginalized workers (e.g., women, migrants, people facing financial hardships) reported lower job security, and having temporarily lost one's job was negatively associated with job security. Low job security was related to lower scores across measures of wellbeing. Distress was high in the sample. Workplace disaster preparedness, policy and social capital were associated with higher wellbeing. The effects of these resilience levers tended to be stronger at higher job security levels. Discussion: Recommendations include a systemic, collaborative approach that includes policies fostering job security as well as resilience-promoting interventions in the workplace to protect/increase the wellbeing of workers during COVID-19.

Evolutionary psychologists propose that humans evolved a first line of defense against pathogens: the behavioral immune system (BIS). The BIS is thought to be functionally flexible such that the likelihood and magnitude of BIS activation depends on the individual's perceived vulnerability to disease (PVD). Because conspecifics are sources of infection, the BIS has implications for affiliation. By priming and measuring chronic levels of PVD, we examined PVD's relation to affiliation in zero-acquaintance situations in the laboratory, online, and during speed-dating events. Elevated BIS activation was associated with decreased attraction and affiliative behavior in situations that varied in the trade-off between social reward and potential risk of infection. These results were not due to attachment style, personality traits, or disgust sensitivity. This suggests that in social interactions, approach motivation associated with the need to belong may be weighed against avoidance motivation associated with the need to protect the self from disease.

The first objective of the present study was to investigate the association between perceived stress, psychological distress, and job performance among workers during the first wave of the COVID-19 pandemic. As a second objective, this study sought to examine whether management practices aimed at promoting employees’ psychological health can moderate this relationship. A total of 435 workers answered a self-reported questionnaire assessing perceived stress, psychological distress, and job performance as well as health-promoting management practices adopted by their manager, which focused on establishing work structure, demonstrating consideration and showing support. Results indicated that perceived stress was negatively associated with job performance and this relation was mediated by psychological distress. Moderation analysis revealed that for low and average levels of health-promoting management practices, perceived stress was negatively associated with job performance. However, when workers perceived that their supervisor adopted several health-promoting management practices, the association between perceived stress and job performance became non-significant. Also, the association between perceived stress and psychological distress was positive and significant for all levels of health-promoting management practices, but its strength diminished as management practice increased. Finally, a moderated mediation analysis indicated that the indirect effect of perceived stress on job performance through psychological distress was moderated by health-promoting management practices. This study contributes to the advancement of knowledge by demonstrating that, in a context of a crisis which can cause considerable stress, such as the COVID-19 pandemic, health-promoting management practices can buffer the deleterious effect of perceived stress on psychological health and job performance.

Dramatic social change involves profound transformations that impact an entire group moving forward. Such is the reality for race relations in South Africa. Research has found that most people report a trajectory of group-based relative deprivation that appears to parallel actual historical events. However, a significant subset of respondents reported a trajectory in which the perceived status of their group remained stable despite dramatic social change. The first goal of our research was to assess whether both the historically 'assumed' and 'stable' group trajectories arise consistently among South Africans (N = 2,989). The second and more important goal was to identify the factors that might account for this dichotomy in perceived trajectory building on both traditional and recent advances in relative deprivation theory as well as on social identity theory. We hypothesized that higher levels of in-group identification would be associated with the historically assumed group trajectory. Results supported this hypothesis. The third goal was to link the different group trajectories with important psychological outcomes such as personal well-being, group self-esteem, and interracial attitudes.