Using the interactional model of cultural diversity, we examined whether the negative effects of perceived racial discrimination on affective commitment can be mitigated by perceived organizational efforts to support diversity. Across 3 studies, we found that perceptions of workplace racial discrimination are negatively related to affective commitment. In 2 out of 3 studies, this negative relationship was attenuated as employees perceived more organizational efforts to support diversity. Studies 1 (mostly Whites) and 2 (mostly Hispanics) showed that organizational efforts to support diversity attenuate the negative effects of perceived racial discrimination on affective commitment. However, in Study 3 (African Americans), results showed that when organizational efforts to support diversity are high, the negative relationship between perceived racial discrimination and affective commitment became stronger. Studies 2 and 3 also extended these results by showing that the interaction of perceived racial discrimination and organizational efforts to support diversity indirectly influences turnover intent.

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We examined (1) how interviewers construct fit perceptions about applicants and (2) the relationship between these perceptions and actual hiring recommendations. It was hypothesized that actual demographic similarity and human capital similarity would indirectly affect fit perceptions. These fit perceptions would be predicted by the interviewer's perceived similarity to applicants, mediated by two factors: interviewers' liking of the applicant and interviewers' expectations of applicant performance. Actual interviewer-applicant dyads (N ¼ 118) were studied. The results indicated that the relationship between perceived similarity and fit perceptions is mediated by performance expectations but not by liking. This study provides evidence that interviewers are more rational than previous research suggested. However, the fact that human resource interviewers are more likely to perceive applicants as similar to themselves than line interviewers suggests that interviewers' neutrality is questioned.

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Crisis migration refers to displacement of large numbers of individuals and families from their home countries due to wars, dictatorial governments, and other critical hazards (e.g., hurricanes). Although crisis migration can adversely influence direct and indirect effects on the mental health of adults and their children collectively as families, there is a deficiency in theory that addresses family level processes in this crisis migration context. We propose the Family Crisis Migration Stress Framework, which consolidates what is known about the multiple factors affecting mental health outcomes of crisis migrants into one cohesive model. In our article, we synthesize relevant theories and models of disaster, migration, and family resilience in order to create a framework in which to organize the complex processes that occur within families as a result of migration and that affect the mental health of children. We include examples from various national settings to illustrate the tenets of our framework. Future policy and intervention for crisis