People with different ideological identities differ in their values, personality, affect, and psychological motivations. These differences are observed on measures of practical and clinical importance and these differences are the central node tying together theories about the psychology of political ideology; however, they rest on a critical untested assumption: The measures are invariant across ideological groups. Here, we test this assumption across 28 constructs in data from the United States and the Netherlands. Measures are not invariant across ideological divisions. At the same time, estimates of ideological similarities and differences are largely similar before and after correcting for measurement non-invariance. This may give us increased confidence in the results from this research area, while simultaneously highlighting that some instance of non-invariance did change conclusions and that individual items are not always comparable across political groups.

The aim of the study was to investigate the relationship between job crafting dimensions and job satisfaction across three samples of nurses from different cultures, and to assess whether and the extent to which basic need satisfaction plays a mediating role in this relationship across the distinguished cultural contexts. We conducted a cross-sectional survey study in hospital settings in three cultural contexts (Lebanon, N = 109; India, N = 115; USA, N = 139). Our results indicated that increasing social job resources is directly related to job satisfaction, only in the Lebanese sample, and that increasing challenging job demands is related to job satisfaction via the need for autonomy in the Lebanese and USA samples. We found no relationship between any of the job crafting dimensions and job satisfaction in the Indian sample. We concluded that job crafting might be a concept that manifests differently depending on the cultural context. Our data showed that job crafting is not always related to positive work outcomes and that consideration of cultural contexts is of utmost importance to better understand its predictive value and the underlying mechanisms in relationships under study. This study sheds light on the applicability and functionality of job crafting in the nursing profession. Furthermore, by studying this phenomenon in two underrepresented cultural contexts (i.e., Lebanon and India), and comparing our findings with the ones from the USA, we gain more insight into aspects of measurement (in)variance and cross-cultural (dis)similarities in the relationships under study.

Minorities facing adverse intergroup contact can experience both increased identification with their ethnic group and decreased identification with a host majority group. First, we argue it is important to understand what is associated with adversity, particularly in previously overlooked samples. Muslim refugee samples are often treated differently and experience more adversity than other immigrants. Second, we combine insights on the role of religiosity in acculturation with the observation that religiosity may not have positive effects in societies that do not value (a specific) religion (religiosity-as-social-value hypothesis) as well as insights from rejection (dis)identification models, to understand which domains of being a Muslim are associated with discrimination, (dis-)identification, and well-being. We hypothesized that Muslim religious practices, but not beliefs, coping, or values, are associated with increased perceived discrimination, and suggest that this is because practices are highly visible. Data from Muslim Afghan refugees in the Netherlands (N = 183) revealed that indeed only religious practices were related positively to perceived discrimination. Perceived discrimination in turn mediated the relationship between religious practices and dis-identification with the majority group, as well as the relationship between religious practices and well-being. We suggest that the visibility of one’s religious behavior is relevant for acculturation outcomes.