Prevalance of female circumcision in two nigerian communities

A study conducted to determine the prevalence of female circumcision in two Nigerian communities revealed that over 90% of the females interviewed were themselves circumcised. The majority of the respondents (over 50% do not support the elimination of the practice. Their reasons for supporting female circumcision were adherence to cultural and traditional heritage, attenuation of the sexual urges of young females, reduction of clitoral growth, and use as a device to enhance childbirth. Grandfathers and fathers were reported by over 36% of the respondents to be more concerned about female circumcision. Traditional healers were the principal health care providers who perform this surgery. The strategies to eliminate this practice were discussed.The author gratefully acknowledges the critical comments of the anonymous reviewers. Their comments have improved the quality of this paper. This study was supported by the University of Ilorin Senate Research Grant on Primary Health Care.     

Dropped on the way to the top: Gender and managerial derailment

We attempt to make sense of ongoing gender disparities in the upper ranks of organizations by examining gender bias in leaders’ assessments of managers’ derailment potential. In a large managerial sample (Study 1: N ～ 12,500), we found that ineffective interpersonal behaviors were slightly less frequent among female managers but slightly more damaging to women than men when present. Evidence of bias was not found in performance evaluations but emerged when leaders were asked about derailment potential in the future. We replicated this pattern of effects in a second large managerial sample (Study 2: N ～ 35,500) and in two experimental studies (Studies 3 and 4) in which gender and interpersonal behaviors were manipulated. In Study 4, we also showed that when supervisors believe that a manager might derail in the future, they tend to withdraw mentoring support and sponsorship, which are especially critical for women's career advancement. Our research highlights the importance of leaders’ perceptions of derailment potential—which differ from evaluations of performance or promotability—both because they appear to be subject to stereotype‐based gender bias and because they have important implications for the mentoring and sponsorship that male and female managers receive.     

Nozick's experience machine is dead,long live the experience machine!

Robert Nozick's experience machine thought experiment (Nozick's scenario) is widely used as the basis for a “knockdown” argument against all internalist mental state theories of well-being. Recently, however, it has been convincingly argued that Nozick's scenario should not be used in this way because it elicits judgments marred by status quo bias and other irrelevant factors. These arguments all include alternate experience machine thought experiments, but these scenarios also elicit judgments marred by status quo bias and other irrelevant factors. In this paper, several experiments are conducted in order to create and test a relatively bias-free experience machine scenario. It is argued that if an experience machine thought experiment is used to evaluate internalist mental state theories of well-being, then this relatively bias-free scenario should be used over any of the existing scenarios. Unlike the existing experience machine scenarios, when this new scenario is used to assess internalist mental state theories of well-being, it does not provide strong evidence to refute or endorse them.     

管理者大五人格与心理契约违背对辱虐管理的影响:基于特质激发理论的实证分析

基于特质激发理论探讨管理者人格特质和心理契约违背对实施辱虐管理的影响,并进一步分析了管理者人格特质与心理契约违背之间的交互作用对辱虐管理的影响。以213份两轮时点的配对问卷为样本,通过多元线性回归方法进行实证检验,结果表明:(1)管理者的亲和力对辱虐管理有显著的负向作用,而神经质则对辱虐管理有显著的正向作用;(2)管理者心理契约违背对辱虐管理有显著的正向影响;(3)心理契约违背不但调节了管理者亲和力与辱虐管理之间的负向联系,还调节了神经质与辱虐管理之间的正向联系。     

Enhanced perceived responsibility decreases metamemory but not memory accuracy in obsessive-compulsive disorder (OCD)

Mixed findings have been obtained in prior research with respect to the presence and severity of memory and metamemory deficits in obsessive-compulsive disorder (OCD). We tested the hypothesis that experimentally induced increments of subjective responsibility would lead to a disproportionately strong decline of memory confidence and enhanced response latencies in OCD while leaving memory accuracy unaffected. Twenty-eight OCD patients and 28 healthy controls were presented a computerized memory test framed with two different scenarios. In the neutral scenario, the participant was requested to imagine purchasing 15 items from a do-it-yourself store. In the recognition phase, the 15 needed items were presented along with 15 distractor items. The participant was asked to decide whether items were on his or her shopping list or not, graded by subjective confidence. In the responsibility scenario, the general experimental setup was analogous except that the participant now had to envision that he or she was a helper in a region recently struck by an earthquake, dispatched to provide 15 urgently needed goods from a nearby town. In line with prior work by our group, samples did not differ in either condition on memory accuracy in a subsequent recognition task. As hypothesized, OCD participants were less certain in their responses for the high responsibility condition than controls. Whereas patients and controls did not differ in their subjective estimates for memorized items, patients expressed stronger doubt that their earthquake mission was successful. The findings indicate that low memory confidence in OCD may only be elicited in situations where perceived responsibility is high and that patients may share higher performance standards ("good is not good enough") than controls when perceived responsibility is inflated.     

Perception and Reactions to Inequity as a Function of Social Comparison Referents and Hierarchical Levels1

Perceptions and reactions to inequity may hinge on referents of comparison and also on employees' rank in the organization. This study examined how three comparison referents—internal same-rank, external same-rank and external whole-organization—and respondents' hierarchical status in the company influence perceptions of inequity. The study also examined the relationship of perceived inequity with affect, job satisfaction, job involvement, organizational commitment, and stress. Seventy-five employees randomly selected from the three hierarchical levels of a manufacturing company (managers, supervisors, and workers) were the respondents. Results suggest that when individuals made comparisons with external same-rank and external whole-organization referents they experienced more inequity than when they made internal same-rank comparisons. Managers in comparison to supervisors and workers perceived less inequity related to pay, general rules administration, promotion, company and fringe benefits, advancement opportunities, and social power. Perception of inequity was found to be negatively related to job involvement, job satisfaction, and affect, and positively related to stress. Results implicate the role of social comparison referents in the evaluation of organizational rewards and perceptions of inequity.     

Encouraging Active Classroom Discussion of Academic Integrity and Misconduct in Higher Education Business Contexts

The present study assessed business students’ responses to an innovative interactive presentation on academic integrity that employed quoted material from previous students as launching points for discussion. In total, 15 business classes (n = 412 students) including 2nd, 3rd and 4th year level students participated in the presentations as part of the ethics component of ongoing courses. Students’ perceptions of the importance of academic integrity, self-reports of cheating behaviors, and factors contributing to misconduct were examined along with perceptions about the presentation. Discussion sessions revealed that academic misconduct is a complex issue. For example, knowledge of what constitutes misconduct was not consistent across domains (e.g. exam contexts versus group work), penalties were not wholly known, and there was variation in perceived responsibility for reporting and representing academic integrity. Survey measures revealed that self-reported academic misconduct was more prevalent than expected with only 7.5% of students indicating they had never cheated in any way. Furthermore, results showed gender and year of study as predictive factors for issues related to academic misconduct. In general, students were receptive to this form of presentation. The implications of such instructional interventions for enhancing ethical behaviors in higher education classrooms are discussed.     

Corporate Responses to Claims of Environmental Misconduct: The Case of Phelps Dodge and Blackwell,Oklahoma

Drawing from fieldwork and thematic content analysis, we examine corporate responses to allegations of environmental misconduct surrounding a decommissioned zinc smelter plant in Blackwell, Oklahoma. Environmental grievances center on health effects associated with exposures to lead, cadmium, and arsenic and local activists charge the responsible company, Phelps Dodge, with pandering to local city officials and state regulatory agencies. Local citizens and their lawyers accuse the company of compromising public health and environmental safety by conducting improper soil samples and neglecting proper cleanup of resident homes and public spaces. Findings indicate that Phelps Dodge responded to charges of organizational misconduct by engaging in a strategic campaign of organizational impression management that included the development of a “good neighbor campaign,” the establishment of a community outreach program to promote their voluntary environmental remediation efforts, and the diffusion of responsibility through the identification of alternative exposure scenarios.     

Gender‐typing of leadership: Evaluations of real and ideal managers

This research focuses on female underrepresentation in managerial positions. Specifically, two studies examine gender‐typing for managerial roles in Spain using ratings for real and ideal managers. In addition, we analyse the existence of same‐gender bias on evaluations of the behavior of actual leaders. In the first study, 195 Spanish workers evaluate the extent to which gender‐stereotypical traits are important for becoming a successful middle manager in three conditions (female managers, male managers, and managers in general). In the second study, we explore the degree to which the behavior of real Spanish managers is gender‐typed and the existence of same‐gender bias on leadership styles – transformational, transactional and avoidant/passive – and on leadership outcomes – effectiveness, extra effort and satisfaction – from the perspective of subordinates (N = 605). Overall, the results demonstrate that masculine characteristics were rated as more important than feminine characteristics for managerial positions, and they were more often assigned to male managers than to female managers. Unexpectedly, this manager‐male association is stronger among female participants than among male participants. Our findings also demonstrate that women subordinates evaluate their same‐sex supervisors more favorably in transformational leadership, effectiveness, and extra effort. The negative consequences derived from gender‐typing managerial positions are highlighted according to the role congruity theory of prejudice toward female leaders. The positive effects of in‐group female bias on behavior ratings are also noted. The mixed implications of these results for women's advancement to leadership positions are discussed.     

The Effects of Leader and Subordinate Characteristics in the Development of Leader–Member Exchange Quality1

This study investigated the contribution of both subordinate and leader characteristics in the development of leader-member exchange (LMX) quality. Data from 56 subordinate-superior dyads working at a large West-coast media company revealed that subordinates high in work self-efficacy were liked more by their supervisors, perceived to be more similar to their supervisors, experienced more positive LMX quality, and were rated as better performers than subordinates low in self-efficacy. Previous job experience, was related only to one outcome; supervisor's liking of the subordinate. Subordinates initially low in self-efficacy benefited from high LMX, as evidenced by increased end-of-program self-efficacy. Perceptions of similarity between supervisor and subordinate were found to be more important to LMX quality than actual demographic similarity. Leader self-efficacy and optimism predicted subordinates' ratings of LMX quality only for female supervisors. Unexpectedly, leader self-efficacy and optimism were related to the leaders' own ratings of LMX and subordinate performance.     

The role of consumer ethical beliefs in product‐harm crises

The purpose of this paper is to investigate the consumer reaction during a product‐harm crisis by examining the interdependencies that exist among their ethical beliefs as consumers, their attributions of blame, their feelings of anger and finally their purchase intentions towards the affected company. To test the five research hypotheses, a questionnaire containing a hypothetical crisis scenario of a fictitious company was distributed to 277 consumers. Respondents were asked to read the scenario and answer questions regarding their attribution of responsibility to the company, their feelings of anger and their purchase intentions. In order to investigate consumers' ethical beliefs, a Consumer Ethics Scale was also included in the questionnaire. Structural equation modelling revealed a significant, positive correlation between attributions of blame, anger and ethical beliefs. Moreover, anger negatively affects purchase intentions, whereas the attribution of blame was not found to be significantly connected to purchase intentions. In spite of the rational connection between ethics and crisis, there is lack of research correlating these two concepts. Based on this gap in the literature, the current research attempts to connect ethical beliefs with consumer reactions and emotions during product‐harm crises. Copyright © 2011 John Wiley & Sons, Ltd.     

Gender and conversational behaviour in family therapy and live supervision

The association between supervisors' and therapists' gender and the conversational behaviour of four supervisors, nineteen trainee family therapists and twenty clients before, during and after eighty-eight live supervisory phone in events were examined in this study. Clients' co-operation was not directly related to the gender of therapists and supervisors. The quality of supervisors' collaborative behaviour was highest for events in systems where male supervisors were supervising male therapists and lowest for events in systems where male supervisors were supervising female therapists. In systems containing female supervisors and male therapists, therapists engaged in frequent collaborative behaviour and less frequent teaching behaviour with their clients. The quality of therapists' collaborative and supportive behaviour was highest in these systems. The unexpected results of this study suggest that the way supervisors interact with therapists and therapists interact with clients does not conform to gender stereotypic conversational behaviour in which males are directive and females affiliative. It may be that individuals whose conversational behaviour does not conform to gender stereotypes decide to become family therapists or that family therapy training helps people develop alternatives to gender-stereotypical conversational behaviour.     

Catholic Priests' Knowledge of Pastoral Codes of Conduct in the United States

This exploratory study investigated Catholic priests' knowledge and perceptions of pastoral codes of conduct and their perceptions about the processes for reporting misconduct. Overall, respondents understood that they had to breach confidentiality when parishioners divulged a threat to harm self or others or when there was an allegation of misconduct involving a colleague. Fewer respondents understood that information received in spiritual counseling or spiritual direction must be maintained confidentially. Respondents were aware that their codes of pastoral conduct offered guidance about engaging in dual relationships (i.e., friendships with parishioners), but most respondents included parishioners in their circles of friends.     

Honoring accounts for sexual harassment: A factorial survey analysis

This study analyzes a factorial survey, incorporating vignettes about student-to-student sexual harassment, completed by undergraduates at a small liberal arts college. As in previous studies, perceived seriousness levels for such incidents are shown to depend primarily on the perpetrator's behavior. However, perceived seriousness also depends strongly on the accounts offered by the perpetrator for his behavior and to a lesser extent on verbal reactions of the female victim. Furthermore, some types of accounts reduce the perceived seriousness of the behavior, while others increase it. Male and female respondents differ in their overall means, but do not differ significantly in the factors that influence perceived seriousness. Some implications of these results for the study of sexual harassment and of accounts are noted.     

The Effects of Sex and Power Schemas,Attitudes Toward Women,and Victim Resistance on Rape Attributions1

This study examined the effects of attitudes toward women, rape schemas, and victim resistance on rape attributions in a hypothetical rape scenario. One hundred twenty-eight female subjects participated in the investigation. In line with the hypotheses, a 2 × 2 × 2 (Traditional vs. Nontraditional Attitudes × Sex vs. Power Schemas × Presence vs. Absence of Resistance) ANOVA demonstrated a significant interaction effect between rape schemas and victim resistance for rape attributions. As predicted, those who held sex schemas of rape attributed less fault and responsibility to resisting, compared to nonresisting, victims. In addition, they attributed more fault and responsibility to the nonresisting victim than did those who held power schemas. Rape schemas and victim resistance exerted an interactive influence on perpetrator attributions. Although attitudes toward women did not affect victim attributions, traditional women attributed less fault and responsibility to perpetrators than did nontraditional women.     

Gender bias in employment contexts: A closer examination of the role incongruity principle

This research extends the role incongruity analysis of employment-related gender bias by investigating the role of dispositional and situational antecedents, specifically political ideology and the salience of cues to the traditional female gender role. The prediction that conservatives would show an anti-female candidate bias and liberals would show a pro-female bias when the traditional female gender role is salient was tested across three experimental studies. In Study 1, 126 participants evaluated a male or a female job applicant with thoughts of the traditional female gender role activated or not. Results showed that when the gender role is salient, political ideology moderates evaluations of the female candidates such that conservatives evaluate her negatively and liberals evaluate her positively. Study 2 (89 participants) replicated this effect and showed that this political ideology-based bias does not occur when the non-traditional female gender role is made salient. Study 2 also demonstrated that the observed effects are not driven by liberals' and conservatives' differing perceptions regarding the female applicant's qualifications for the job. Finally, Study 3 (159 participants) both replicated the political ideology-based evaluation bias for female candidates and demonstrated that this bias is mediated by conservatives' and liberals' attitudes toward the roles of women in society.     

Trust differences between supervisors and subordinates: Examining the role of race and gender

This study examined trust differences between supervisor and subordinate dyads that differ in race or gender as well as in dyads that were similar. The results of 301 (the sample consisted of 241 whites and 41 blacks, 216 were women and 86 were men) respondents indicated gender and race do affect trust. More specifically, the highest level of trust was found between female subordinates reporting to male supervisors. It was also found that whites reporting to whites perceived significantly less trust than blacks reporting to blacks, but significantly greater trust than whites reporting to blacks. The results also indicated that whites reporting to blacks and blacks reporting to whites perceive significantly less trust than blacks reporting to blacks. A discussion of these results is also included.     

Boundary Issues and Multiple Relationships in Genetic Counseling Supervision: Supervisor,Non-supervisor,and Student Perspectives

Boundary issues and multiple relationships potentially affect all supervision interactions. Boundary crossings are departures from the strictest professional role and may or may not benefit supervisees. Boundary violations are outside common practice and may place supervisees at significant risk. Multiple relationships occur when supervisors concurrently or consecutively hold two or more roles with supervisees. Studies in other fields indicate supervisors and supervisees may be uncertain about professional conduct regarding these issues. In this study, genetic counselor supervisors (n?=?126), non-supervisors (n?=?72), and genetic counseling students (n?=?129) completed an anonymous survey investigating four major questions: 1) Are various boundary issues and multiple relationships perceived as differentially appropriate? 2) Do supervisor, non-supervisor, and student perceptions differ? 3) What challenging situations have respondents experienced? and 4) What management strategies did they use? There was general agreement among groups in their appropriateness ratings of 56 hypothetical supervisor behaviors, although supervisor ratings tended to reflect stricter boundaries regarding the appropriateness of interactions than student ratings. A majority rated unavoidable boundary crossings and supervisor multiple relationships involving an academic relationship as most appropriate, and romantic/sexual multiple relationships and/or boundary violations as least appropriate. Analysis of respondents’ actual challenging situations revealed many involved boundary violations, placed students at risk of harm, and often resulted in student compliance.     

The Effects of Hindsight Bias and Causal Attribution on Human Response to Environmental Events1

This research examined the influence of hindsight bias and causal attribution on perceptions of a technological disaster. After reading a fictitious account of a toxic substance spill near a populated area, subjects were provided with information that disease rates had either increased or had remained stable (hindsight conditions), or were presented with no outcome information (control condition). Subjects were then asked to predict the likelihood of increases in disease rates and to make causal attributions regarding the target company and residents of the disaster community. When compared to subjects provided with either no outcome information or with information that disease rates remained stable (positive-outcome condition), subjects told that disease rates had increased (negative-outcome condition) showed elevated predictions regarding future disease rates, ascribed greater responsibility for the accident to the target company, and reported more anger toward the company and greater sympathy for the residents. Subjects receiving positive outcome information and no outcome information did not significantly differ on these measures. In addition, results from a path analysis supported the efficacy of attribution theory to account for the cognitive, affective, and behavioral consequences resulting from hindsight bias following a negative environmental event.     

Black students' experiences of “acceptable” racism at a UK university

Our research, conducted with 30 Black students at a predominantly White institution, used mixed qualitative methods to investigate Black students' sense-making of experiences that signalled their non-belonging. All participants experienced both overt and covert racism including the n-word, racist humour, and negative stereotyping; and this occurred in public and intimate spaces. Our reflexive thematic analysis centred on interactional dynamics that can explain how racism on campus is rendered acceptable; and how and why this is consequential for how Black students can act. We found that White students' practices of “acceptable” racism entailed the denial of responsibility and the privileging of White experiences to deflect responsibility. Importantly, these devices signal that the use of racist discourses does not always arise from unconscious bias or naivety. The perceived power dynamics whereby White students decide who belongs and what is acceptable contributed to Black students' inability to act on their own terms.