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The current study, using random-effects meta-analysis, provides a review of communication campaigns designed to promote organ donation. Findings across 23 campaigns indicate an overall 5% increase in study outcomes (e.g., registry signing) compared to control groups (k ¼ 23, N ¼ 6,647,801). Several moderators were tested including publication bias, target audience, and type of campaign. Statistically significant differences were not found for any of the moderator factors tested. Results are discussed in terms of future campaigns designed to promote organ donation.The gap between the number of organs available and the number of organs needed has historically been wide and this disparity has increased in the last decade. One promising strategy to decrease the gap is to increase the consent and conversion rates for available organs.

Regarding the effect of the third‐person perception on censorship attitudes, the present study first highlighted logical weaknesses of previously proposed rationales and limitations of previously used statistical models to test the effect. This study reanalyzed data from past research on the effect of the third‐person perception. In Study 1, the average effects of the other‐self perceptual gap in the media influence on censorship attitudes were estimated based on reports from 13 previous studies (total N = 6,414). Study 2 reanalyzed Schmierbach, Boyle, Xu, and McLeod's (2011) correlational data (N = 692). The results of these two studies showed that the presumed effect on others is a stronger predictor of censorship attitudes than the other‐self differential in perceived media effect.

An Erosion Model (EM) of employee turnover is introduced to explain the previously observed negative relationship between network centrality and employee turnover. The EM hypothesizes that social support moderates the centralityÁturnover relation as those more active in the organization's social network experience less job strain due to esteem provided by work peers. Three EM hypotheses were supported using meta-analytic procedures with significant relations identified between centrality and turnover (k05, r 0.29), social support and centrality (k07, r 0.23), and social support and turnover intentions (k 017, r 0.35). Future research for EM expansion and practical applications are proposed.The current study proposes patterned relationships among employees reliably predict which employees are more likely to remain at their position and which employees are likely to leave their job. The current model hypothesizes employee communication provides much of the glue that holds together or binds employees to the organization. The goal of the current investigation is to argue the vital role of supportive relationships in explaining the centralityÁturnover relation through the lens of an erosion model of employee turnover. Specifically, the current study uses metaanalytic procedures to establish a predictive and explanatory model that proposes social support moderates the negative relationship between network centrality and employee turnover.Organizations can be considered webs of relationships wherein employees are voluntarily and involuntarily spun together through work and relational commu-