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This paper seeks to investigate the individual‐level determinants of self‐declared social tolerance towards six groups/practices in Sub‐Saharan Africa (SSA): tolerance to linguistic differences, racial distinction, religious dissimilarity, homosexuality, acquired immuno deficiency syndrome (AIDS) victims and immigrants.

Using individual‐level data from the 2005 World Values Survey, the paper simultaneously estimates multivariate probit models for all six dimensions of social tolerance.

Apart from the strong interdependency among all social tolerance indicators, the analysis reveals that individual attributes affect tolerance towards the six groups differently. For instance, education enhances social tolerance for all groups except homosexuals while access to media increase tolerance for people living with AIDS.

Effective social tolerance policies can be enhanced through joint targeting of the indicators considered. Moreover, tolerance‐enhancing policies generally benefit from improved access to education while improved access to media could increase tolerance for AIDS victims.

The originality of the analysis lies in the joint analysis or determination of a wider spectrum of social tolerance indicators. This paper can help to inform policies that are aimed at reducing SSA's recurrent inter‐ and intra‐group conflicts attributed primarily to the region's high levels of ethnic and cultural fragmentation.

The paper aims to examine factors that influence individuals' preferences between wages indexed on job performance or efficiency over equity-based wages.

Generalized linear latent and mixed models (GLLAMM) are estimated on the 2005 wave of the World Values Survey on employed individuals from 43 countries.

Results suggest that employees' preference for efficiency-based wages increases with education and globalization, while it decreases with unemployment rates.

Institutions and specifically public policies that promote education, and globalization, along with policies that reduce unemployment rates could be used to promote wage setting policies that reward performance or efficiency.

The originality of the study lies in its use of both individual- and country-level data to estimate GLLAMM that take into account the multi-level nature of the dataset. This study can inform firms and policymakers on what measures to adopt to promote preferences for efficiency-based wages among individuals.

The paper seeks to examine the impact of social exclusion on individuals' propensity to be employed and how, if employed, social exclusion affects individuals' perceived job insecurity and the likelihood of being covered by social insurance in their jobs.

Using the United Nations Development Program/United Nations Children Fund 2009 survey data from Eastern Europe and Central Asia, the paper employs comprehensive econometric methods that overcome challenges posed by endogeneity of social exclusion in labour market outcomes, self‐selection into employment, and the interdependency between perceptions of job security and social insurance coverage.

Results suggest that socially excluded individuals face hurdles in securing jobs and exhibit higher risk of job loss. Further, results suggest that a holistic educational policy could help promote social inclusion.

Formulation of policies aimed at promoting social inclusion and improved labour market outcomes should not be done in isolation; rather they should be based on a holistic understanding of the multi‐faceted nature of social exclusion.

The originality of the analysis is that it takes into account the multi‐dimensional nature of social exclusion by treating social exclusion as an outcome of a diverse set of an individual's socio‐economic characteristics that ultimately shape the way they feel about their exclusion or inclusion in their societies. This gives an indication of the types of people that are socially excluded and form the group for which a further investigation of labour market outcomes is conducted.

Building on the social exchange theory, this study aims to investigate the impact of perceived workgroup inclusion on migrant subjective well-being, organization identification and organizational citizenship behavior (OCB).

Structural equation modeling was applied to 440 surveyed migrant workers in Macau’s tourism and hospitality industry.

Perceived workgroup inclusion has a positive influence on migrant workers’ subjective well-being and organizational identification, which both in turn positively affect their OCBs.

Based on the social exchange theory, this study formulates a model that explains how migrant workers' inclusion impacts their well-being, identification and organizational behaviors. It provides theoretical and practical insights into how migrant workers’ inclusion could serve as a talent management strategy that promotes OCBs.

采用结构方程模型对440名澳门旅游和服务业流动劳工进行了分析。

基于社会交换理论, 本研究旨在探讨感知工作小组融入对流动劳工主观幸福感、组织认同、组织公民行为的影响。

感知工作组融入对流动劳工的主观幸福感和组织认同有正向影响, 而反过来这两者都积极影响它们的组织公民行为。

本研究基于社会交换理论, 建构了流动劳工融入对其幸福感、认同和组织行为的影响模型。它为流动劳工融入如何成为促进组织公民行为的人才管理战略提供了理论和实践见解。

Se aplicó un modelo de ecuaciones estructurales a 440 trabajadores inmigrantes encuestados en la industria del turismo y la hostelería de Macao.

Partiendo de la teoría del intercambio social, este estudio pretende investigar el impacto de la inclusión percibida en el grupo de trabajo sobre el bienestar subjetivo de los inmigrantes, la identificación con la organización y el comportamiento de ciudadanía organizativa (OCB).

La inclusión percibida en el grupo de trabajo influye positivamente en el bienestar subjetivo de los trabajadores inmigrantes y en su identificación con la organización, lo que a su vez afecta positivamente a su OCB.

Basándose en la teoría del intercambio social, este estudio formula un modelo que explica cómo la inclusión de los trabajadores inmigrantes influye en su bienestar, su identificación y sus comportamientos organizativos. Aporta ideas teóricas y prácticas sobre cómo la inclusión de los trabajadores inmigrantes podría servir como estrategia de gestión del talento que promueva los OCB.