Discrimination and unfair treatment: relationship to cardiovascular reactivity among African American and European American women.

This study examined the relationship of cardiovascular reactivity to both interpersonal mistreatment and discrimination in a community-based sample of African American and European American women (N=363) in midlife. Subtle mistreatment related positively to diastolic blood pressure (DBP) reactivity for African American participants but not their European American counterparts. Moreover, among the African American participants, those who attributed mistreatment to racial discrimination exhibited greater average DBP reactivity. In particular, these women demonstrated greater DBP reactivity to the speech task, which bore similarities to an encounter with racial prejudice but not to a nonsocial mirror tracing task. These findings are consistent with the hypothesis that racial discrimination is a chronic stressor that can negatively impact the cardiovascular health of African Americans through pathogenic processes associated with physiologic reactivity.     

工作特征对农村中学教师职业倦怠的影响

对20例农村中学教师的深度访谈进行内容分析,发现人际消耗以及社会偏见对职业倦怠起着重要的影响作用。根据访谈的结果编制了教师工作特征的本地化测量工具,对266名被试的测量结果进行因素分析,显示4个因素：缺乏支持和公平感,忙碌感,人际消耗,社会偏见。人际消耗和社会偏见在预测职业倦怠总分和热情枯竭有大于5%的增益方差。人际消耗通过影响精力枯竭造成职业倦怠,社会偏见则通过所有三条路径造成职业倦怠。本研究揭示了影响中国农村中学教师职业倦怠的重要因素——人际消耗和社会偏见     

Perceptions of occupational prestige: Differences between African American and White college students

The present study examined perceptions of occupational prestige among university students. One hundred and twenty-four African American and 174 White students rated the prestige levels of 36 occupations evenly sampled from the six RIASEC types and three levels of prestige. Results indicated that there was a significant difference in perception of occupational prestige. African Americans reported more prestige for R, S, E, and C occupations than did Whites. For African Americans there was a positive relation between endorsement of the centrality of African American identity and prestige ratings R, A, S, and E. These results suggest that perceptions of prestige vary across and within ethnicity and also provide additional insight into how prestige might influence African American students' occupational selection.     

At the doorstep to employment: Discrimination against immigrants as a function of applicant ethnicity,job type,and raters' prejudice

This study examined the impact of applicant ethnicity, job type, and prejudice on evaluation biases and intentions to interview in an experimental simulation. We suggest that bias and discrimination are more likely when foreign applicants who belong to disliked ethnic groups apply for jobs that require high interpersonal skills, and when raters are prejudiced against immigrants. Subjects were Swiss university students who evaluated Swiss, Spanish, and Kosovo Albanian fictitious applicants. Foreign applicants were second‐generation immigrants, i.e., Swiss‐born descendants of immigrants. Thus, all applicants had similar schooling and language proficiencies but differed with respect to ethnicity. As predicted, discrimination was only observed for members of the disliked ethnic group (Kosovo Albanian) and not for members of the well‐accepted group (Spanish). Moreover, this discrimination was only apparent when applying for a job requiring high interpersonal skills and not when applying for a job requiring high technical skills. Symbolic prejudice towards second‐generation immigrants interacted with applicant ethnicity and job type to affect evaluations of foreign applicants: Persons high in symbolic prejudice devalued foreign applicants belonging to the disliked group but only when applying for a job requiring high interpersonal skills. Overt prejudice was unrelated to evaluations and intentions to interview. These results suggest that discrimination against immigrants is highly specific, targeting only members of certain ethnic groups who apply for certain types of jobs. Moreover, evaluation biases may be more apparent in raters who are prejudiced. Thus, our results support the notion that discrimination for employment results from a complex interaction between characteristics of the applicant, the job, and the rater.     

Hiring Discrimination Against Arab Minorities: Interactions Between Prejudice and Job Characteristics

Individuals of Arab descent have increasingly experienced prejudice and employment discrimination. This study used the social identity paradigm to investigate whether greater Arab identification of applicants led to hiring discrimination and whether job characteristics and raters' prejudice moderated this effect. One hundred forty-one American and 153 Dutch participants rated résumés on job suitability. Résumés with Arab name and affiliations negatively influenced job suitability ratings, but only when job cognitive demands and external client contact were limited. Within the Dutch sample job suitability rating of Arab applicants was lowest when Dutch raters' implicit prejudice was high. As expected, no effects of explicit prejudice were found: discrimination may operate in subtle ways, depending on the combined effect of applicant, job, and rater characteristics. Further research and implications for employment-related decision making, such as anonymous résumé-sifting, are discussed.     

Careers,contingencies, and locus of control among White college women

This study examined social-psychological antecedents of the sex type of occupational preferences and expectations of White college women. High sex-role contingency orientation (SRCO)—attitudes and explanations for occupational choices which reflect a primary and explicit concern with marriage and family—was associated with expectations and preferences for occupations in which females predominate and with the tendency to have more traditionally feminine expectations than preferences.SRCO was significantly related to locus of control (I-E) with women high or intermediate in SRCO being primarily internal or external; women with low SRCO being primarily intermediate in I-E.This study was supported by a Faculty Research Grant from the Graduate Research Council of the University of Massachusetts at Amherst.     

Correlates of African American and Latino parents' messages to children about ethnicity and race: a comparative study of racial socialization

Recently, social scientists have become increasingly interested in the nature of communications from parents to children regarding ethnicity and race. Termed racial socialization, race-related messages to children may have important consequences for children's identity development and well-being. This study examined the frequency and correlates of two dimensions of racial socialization—messages about ethnic pride, history, and heritage (Cultural Socialization) and messages about discrimination and racial bias (Preparation for Bias)—among 273 urban African American, Puerto Rican, and Dominican parents. Parents reported more frequent Cultural Socialization than Preparation for Bias. There were no significant ethnic group differences in the frequency of Cultural Socialization. However, African American parents reported more frequent Preparation for Bias than did Dominican parents who, in turn, reported more frequent messages of this sort than did Puerto Rican parents. Ethnic identity was a stronger predictor of Cultural Socialization among Puerto Rican and Dominican parents than among their African American counterparts. In contrast, perceived discrimination experiences was a stronger predictor of Preparation for Bias among African American and Dominican parents than among Puerto Rican parents. Finally, race-related phenomenon accounted for more variance in both Cultural Socialization and Preparation for Bias among parents reporting on their behaviors with children 10–17 years old as compared to parents reporting on their behaviors with children 6–9 years old.     

Resilience from Childhood Stressors: The Role of Cultural Resilience,Ethnic Identity,and Gender Identity

This study examined the potential influence of cultural resilience, ethnic identity, and gender identity on resilience processes across diverse racial/ethnic groups of young women. A sample of 200 women who attended a large state university were studied, of whom 50 self-identified as White, 50 as African American, 50 as Asian or Asian American, and 50 as Latina. Results indicated significant racial/ethnic differences in childhood stressors experienced by the women such that African American, Asian/Asian American, and Latina women reported more overall childhood stressors and more stress associated with racism and sexism than their White counterparts. Furthermore, ethnic identity search and an androgynous gender identity contributed to greater resilience. Implications for research and practice are discussed.     

Gender and Preferences for Job Attributes: A Cross Cultural Comparison

This study examined attitudes toward work and worker compensation among American (n = 201) and Australian (n = 177) business students. Although country-related differences were found, the data did not support the presumption that men and women differ in preferences for job attributes or work-related attitudes that might influence career progression. Expectations for salary were not related to gender or to work experience. In contrast to a self-selection theory of attitude and occupational choice, similarities between men and women were apparent before career entry and not related to prior employment. Observed differences in work attitudes between countries appeared to reflect the greater emphasis placed on achievement through work by Americans.     

Influence of discrimination awareness on the occupational interests of African American children

This study examined the influence of discrimination awareness on children's occupational interests. Participants included 46 African American children aged 10 to 13. Children completed pretest measures of perceptions of occupational racial discrimination, discrimination-related self-efficacy beliefs, occupational outcome expectations, and the perceived status of their aspired-to and expected occupations. Participants were then randomly assigned to a bias resistance condition or a control condition. After participating in workshops that either did or did not address bias resistance, children completed posttest measures identical to pretest measures. At pretest, the gap in status of children's aspired-to and expected occupations was positively correlated to their perceptions of occupational racial discrimination, and this relation was mediated by occupational outcome expectations. At posttest, children in the bias resistance condition had higher-status occupational expectations than children in the control condition, and this difference was due to improved occupational outcome expectations in the bias resistance condition.     

Race-related stress,quality of life indicators,and life satisfaction among elderly African Americans

This article examined the relationships among race-related stress, quality of life indicators, and life satisfaction among elderly African Americans. A sample of 127 elderly African Americans, consisting of 87 women and 26 men (and 14 missing values), were administered the Index of Race-Related Stress, the Satisfaction With Life Scale, and the 36-item Short-Form Health Survey. Results indicated that elderly African American men and women differed significantly with regard to institutional and collective racism-related stress. In addition, the authors found that institutional racism-related stress was a significant predictor of psychological health in this sample of elderly African Americans.     

Do You See What I See? Effects of Group Consciousness on African American Women's Attributions to Prejudice

This study examined the effects of three types of group consciousness among African American women ( ethnic , feminist , and womanist ) on prejudice attributions and appraised personal significance ( centrality ) of a negative intergroup event. African American female college students  ( N = 123)  imagined themselves in an audiotaped scenario in which they overheard two European American male classmates make negative evaluations of them. The scenario provided no cause for the negative evaluations and no references to race or gender. Multiple regression analyses revealed that higher ethnic and womanist consciousness were related to increased prejudice attributions and greater centrality appraisals  ( p  <.05)  , while feminism had no effect. Results suggest that womanist consciousness may be more relevant than traditional feminist consciousness in predicting African American women's perceptions of prejudice.     

GENDER AS A MODERATOR OF THE RELATION BETWEEN RACE-RELATED STRESS AND MENTAL HEALTH SYMPTOMS FOR AFRICAN AMERICANS

The present study tested gender as a moderator of the relationship between race-related stress and mental health symptoms among African American adults. Because African American women are exposed to stressors associated with race and gender, we hypothesized that African American women would have higher levels of race-related stress and more severe mental health outcomes related to experiences of race-related stress compared to African American men. Multivariate analyses revealed that African American men had higher stress appraisals for institutional racism than did women. No significant gender differences were found for cultural and individual racism. Moderated regression analyses revealed that increases in stress appraisals for individual racism were associated with increases in anxiety and obsessive-compulsive symptoms for African American women. Race-related stress had no significant effects on mental health symptoms for African American men. The findings suggest that gender is an important factor in determining the impact of race-related stress on mental health.     

Vocational choice and values in adolescent women

The study investigated the relationship of values, internal-external locus of control, and two career maturity variables — career planning orientation and knowledge and use of resources for planning — and the occupational aspiration of 590 adolescent women. Significant value differences were found among females who chose innovative, moderately innovative, or traditional occupations for women. The values clean, forgiving, and helpful were ranked as more important by females aspiring to traditional occupations, while the values courageous, imaginative, and independent were ranked as more important by women aspiring to innovative occupations. No significant differences were found among the three groups on locus of control and career planning orientation. The mean of knowledge and use of resources for planning was found to be significantly higher for the moderately innovative group than the traditional group. The findings of this study are used to propose the utility of values as a representation of sex-role beliefs and the use of values in self-confrontation procedures to change occupational aspirations.The author gratefully acknowledges the comments of Milton Rokeach and Robert Tolsma on an earlier draft of this article.     

Discrimination, Religious Coping, and Tobacco Use Among White, African American, and Mexican American Vocational School Students

This study examined whether religious coping moderates the impact of racial/ethnic discrimination on current (past 30 day) cigarette and cigar/cigarillo use among a racially/ethnically diverse sample of 984 technical/vocational school students (47.1% women; mean age = 25 years). Results indicate that discrimination increased the likelihood of current cigarette use among African American students and current cigar/cigarillo use among white and African American students. Positive religious coping decreased the likelihood of cigarette and cigar/cigarillo smoking for white students only. Negative religious coping increased the likelihood of cigarette use for white students and cigar/cigarillo use for white and African American students. Two 2-way interactions indicate that positive and negative religious coping moderate the discrimination–cigarette smoking relationship for African American and Mexican American students, respectively.     

The relative effectiveness of alternative job sources

Vocational research has focused on the occupational choice process and the individual's adjustment to work. Very little research has examined the job search process in which the individual must engage in order to implement occupational choices. This study examines one dimension of the job search process: the relationship between job source and subsequent work experiences. The data reveal that when the respondents initially entered the labor market, those relying on formal job sources tended to work in higher-level occupations and in jobs more closely related to their training than their counterparts who used other job sources. In the longer run, the labor market advantages associated with the use of formal job sources dissipated for the engineering majors but tended to persist for the business alumni.     

Sex,Occupation, Year of Graduation and Perceptions of Job Factors

This article reviews a study that examined sex-related differences in the importance of job factors among recent college graduates and older graduates employed in various occupations. The job orientation factors used to determine preferences included (a) people oriented, (b) self-expression, (c) extrinsic reward, and (d) leadership dimensions. Sex differences in job orientations are considered in relation to the occupation and time of graduation for both men and women.     

Occupational Stressors, Stress Responses, and Alcohol Consumption Among Professional Firefighters: A Prospective, Longitudinal Analysis

This dual-site longitudinal prospective study monitored and measured change in self-reported occupational stressors, emotional trauma, symptoms of stress, and alcohol consumption in urban firefighters. Study participants were 188 firefighters employed by two urban fire departments. The results showed that of 19 occupational stressors examined, only 5 (26%) changed significantly over time, and of those 5, only two—job skill concerns and concerns regarding reduction in force and benefits—decreased, reflecting less bothersome subjective ratings. Of the 12 measures of posttraumatic and other symptoms of stress, 9 (75%) increased significantly over time and none decreased significantly, whereas alcohol consumption was stable over time. Job stressors, trauma caseness, and stress response symptoms at baseline were strongly and significantly associated with the same measures at the two-year follow-up. The implications of the findings for prevention and remediation of stress disorders in fire service personnel are considered. It can be concluded that the stressful nature of urban firefighting is significantly associated with negative health outcomes, including the potential overreliance on alcohol use.     

Job Satisfaction of Women in Nontraditional Occupations

The author investigates factors that influence job satisfaction among Delaware women working in nontraditional occupations. Earnings, household responsibilities, and ability to cope with family and work also were studied.     

Priming Mammies,Jezebels, and Other Controlling Images: An Examination of the Influence of Mediated Stereotypes on Perceptions of an African American Woman

This study examines how mediated portrayals of African American women influence judgments of African American women in social situations. Participants (N = 182) observed a mammy, jezebel, or nonstereotypic image on video. Participants then observed a mock employment interview involving either an African American or White woman. Participants completed measures of implicit and explicit racial prejudice. As hypothesized, participants associated the African American interviewee more quickly with negative terms (e.g., aggressive) than with positive terms (e.g., sincere). Also as hypothesized, when evaluating the job interviewee, participants who observed the jezebel stereotype video and the African American female interviewee responded more quickly to jezebel-related terms (e.g., sexual) than positive, negative, and mammy (e.g., maternal) terms. These results call for an expansion of the boundaries used in stereotype research and closer investigation of how mediated imagery might influence person perception.