A New Way of Assessing Ways of Knowing: The Attitudes Toward Thinking and Learning Survey (ATTLS)

In four studies, college students (both male andfemale, predominantly white) filled out a 50-item surveyconsisting of statements illustrating“separate” (critical, detached) and“connected” (empathic) ways of knowing (Belenky, Clinchy, G oldberger,& Tarule, 1986). The instrument showed acceptableinternal reliability. Scores on the two scales wereuncorrelated, supporting the view that the twoepistemological positions are independent. Females consistentlyrated connected knowing (CK) statements higher thanseparate knowing (SK) statements, while males showed aslight, but non-significant difference favoring SK statements. When participants were dividedinto groups using a joint median split of the two ratingscores, females were disproportionately likely to beplaced in the High CK-Low SK group. CK and SK scores were unrelated to performance on avariety of cognitive tasks, but were related to somemeasures of preference, suggesting that ways of knowingmay function more as approaches or styles rather than basic abilities.     

Gender Differences in Ways of Knowing: The Context Dependence of the Attitudes Toward Thinking and Learning Survey

In this article we challenge the notion of stable, gender-related differences in the way people acquire and process information, with men more likely to utilize separate knowing and women connected knowing. An alternative analysis highlights malleability and the importance of social context in determining knowing style. We examined the responses of 186 women and 81 men on the Attitudes Toward Thinking and Learning Survey (ATTLS; Galotti, Clinchy, Ainsworth, Lavin, & Mansfield, 1999) across 3 contexts. Results revealed that both men and women were more likely to use connected knowing in the context of similar in-groups compared to the context of dissimilar out-groups. Gender differences were only apparent where gender was made salient. Our data support an analysis of ways of knowing as flexible and context dependent and question the notion that knowing is intrinsically related to gender.     

Empathy, Ways of Knowing, and Interdependence as Mediators of Gender Differences in Attitudes Toward Hate Speech and Freedom of Speech

Women are more intolerant of hate speech than men. This study examined relationality measures as mediators of gender differences in the perception of the harm of hate speech and the importance of freedom of speech. Participants were 107 male and 123 female college students. Questionnaires assessed the perceived harm of hate speech, the importance of freedom of speech, empathy, relational and collective interdependence, and connected and separate ways of knowing. Gender differences were found for the harm of hate speech, freedom of speech, empathy, and separate learning as a way of knowing. Women were more negative regarding the harm of hate speech and regarded freedom of speech as less important than men. Additionally, the perceived harm of hate speech was positively associated with empathy, connected knowing, and interdependence, and freedom of speech was positively associated with separate learning and negatively with empathy. Empathy mediated gender differences in the perceived harm of hate speech, and separate learning mediated gender differences in the importance of freedom of speech.     

White Men’s Fears, White Women’s Tears: Examining Gender Differences in Racial Affect Types

This investigation extends research on White students’ affective costs of racism. Consistent with previous research that identified distinct costs of racism (or racial affect) types, the authors used cluster analysis to examine unique patterns in White empathy, guilt, and fear among White undergraduate women (n?=?227) and men (n?=?175) from a large university in the Midwestern United States. Extending prior research and building on conceptual scholarship concerned with intersections of race and gender, the authors separated the sample by gender to determine whether different affective costs of racism types emerged for women and men. The authors found the same five cluster solution for both women and men in the present study, and these solutions were consistent with previous research conducted among combined samples of women and men. Findings suggested that women were significantly more likely than men to be in the most desirable, Antiracist type, compared to the least desirable, Insensitive and Afraid type. Additionally, the authors examined whether support for affirmation action differed by racial affect type for women and men. Partially supporting their hypothesis, the authors found that racial affect types with different levels of White empathy distinguished levels of support for affirmative action among White women. Among White men, the authors found that racial affect types with different levels of White fear explained differing levels of affirmative action support. Implications for future research and diversity education interventions are discussed.     

Sex differences in coping with career decision making

Sex differences in coping with career decision making were investigated among 247 undergraduate students. Men and women differed on three of four coping factors. Men scored significantly higher on Self-Efficacy Behavior (p < .05) while women scored higher than men on Reactive Behavior (p < .01) and Support-Seeking Behavior (p < .001) strategies. Coping factors were investigated in relation to career decidedness. Although men and women differed on the coping factors, the pattern of relationships between coping and career indecision was virtually identical for both sexes. Self-Efficacy Behavior (Factor 1) was negatively related to career indecision while Symptom-Altering/Avoidant Behavior (Factor 2) was positively related to indecision for both men and women.     

When Sexism Leads to Racism: Threat,Protecting Women,and Racial Bias

The stated goal of protecting White women from harm has been used, historically and contemporarily, as a pretext for racial violence. Two studies explored the relationship between protective paternalism (the belief that men should protect and care for women—part of benevolent sexism; Glick and Fiske 1996) and anti-minority racial attitudes. In Study 1 (n = 474, 61% women, 61% White), survey data found that protective paternalism was related to anti-Black bias, but only for White respondents. Study 2 (n = 242, 52% women, 74% White) experimentally manipulated feelings of threat to test for increases in protective paternalism and its corresponding effect on three anti-minority racial attitudes. For male participants only, threat (i.e., reading about recent increases in violent crime) increased endorsement of protective paternalism, which was in turn associated with a more negative view of immigration, and, for White men only, less support for policies that benefit racial minority groups and greater denial of racial bias in policing. Threat did not increase protective paternalism in female participants. For White men in particular, news of crime and danger increases racial bias by first increasing the desire to protect women. Policymakers should be aware that framing policies around safety concerns or appealing to the protection of women might unintentionally bolster anti-minority racial prejudices.     

Men’s Likely Responses to Clinical Depression: What Are They and Do Masculinity Norms Predict Them?

This study was designed to investigate (1) men’s most likely and least likely actions in response to a vignette describing an episode of depression, (2) whether conformity to masculine norms related to the likelihood of men’s responses, and (3) which masculinity norms were associated with men’s responses. One hundred fifty-three mostly White and heterosexual undergraduate men were asked to read a vignette describing an episode of major depression, reported the likelihood of taking 20 separate actions in response to those symptoms, and completed the Conformity to Masculine Norms Inventory (Mahalik et al., Psychology of Men and Masculinity, 4: 3–25, 2003b). Results identified the most likely and least likely responses to depression, indicated that global masculinity significantly related to four of the responses, and found three orthogonally distinct sets of relationships between specific masculinity norms and those four responses to symptoms of depression.     

Racial Identity and Gender as Moderators of the Relationship Between Body Image and Self-esteem for African Americans

This study explored whether multiple dimensions of racial identity and gender moderated the relationship between body dissatisfaction and self-esteem for African American men and women (N?=?425) using an intersectional approach. Centrality (strength of identification with racial group), private regard (positive feelings about racial group), public regard (positive feelings others have about racial group), and gender moderated the relationship between body dissatisfaction and self-esteem for a sample of men (n?=?109) and women (n?=?316) college students from three regions of the United States. Body dissatisfaction was related to lower self-esteem only for those African Americans for whom race was less central to their identities. High private regard and low body dissatisfaction were synergistically associated with higher self-esteem. Similarly, low public regard and high body dissatisfaction were synergistically related to lower self-esteem. There was a positive main effect for assimilation ideology (emphasis on similarities between African Americans and Western society) on self-esteem; however it was not a significant moderator. The relationship between body dissatisfaction and self-esteem was stronger for women than for men. This study extends our knowledge of the ways in which racial attitudes and gender shape how African Americans experience their bodies and are related to self-esteem.     

Endorsements by Mexican-Americans of the Bem Sex-Role Inventory: cross-ethnic comparison

Gender-related personality traits among Mexican-American men and women were examined. The sample consisted of 307 Mexican-Americans (150 women, 157 men) in a predominantly Mexican and Mexican-American community in South Texas. Mexican-American men scored significantly higher than the women on eight masculine items, whereas Mexican-American women scored higher than the men on four feminine items. A comparison between the scores of Mexican-Americans on the Bem Sex-Role Inventory with those of the original sample in the inventory's manual showed that the scores for the Masculinity and Femininity subscales for both Mexican-American men and women were not significantly different from those of the original sample. A significant difference, however, was found on some of the items of the inventory. Analysis also indicated that more Mexican-American men were categorized as Feminine and Androgynous than were non-Hispanic Euro-American males in the original sample. Among Mexican-American women there were more individuals classified as Masculine and Undifferentiated and a lower percentage as Feminine than among the original sample. Implications and recommendations based on the results are discussed.     

Does the big five predict learning approaches?

The present study examines if the big five personality traits can statistically predict learning approaches. Four hundred and twenty (286 female and 134 male) university students from Shanghai, PR China volunteered to participate in the study. The participants responded to the NEO Five-Factor Inventory and the Study Process Questionnaire. A cross-examination of the results from zero-order correlation, t-tests, multivariate analysis, and multiple-regression procedures indicated that the big five personality traits predict learning approaches to a certain degree. In this prediction, the conscientiousness and openness traits contributed the most in accounting for the differences in students' learning approaches. Conscientiousness is a good predictor for both the deep and the achieving approaches. Openness significantly predicted the deep approach to learning. Neuroticism is a good predictor for the surface approach to learning, whereas the agreeableness trait clearly predicted a learning approach that is not achieving. Finally, no distinct pattern was identified regarding the relationship of extraversion to any of the learning approaches.     

Do Appearance Focused Cognitive Distortions Moderate the Relationship between Social Comparisons to Peers and Media Images and Body Image Disturbance?

The research questions addressed gender differences in the subjective appraisal of teens experiencing sexual harassment, and the psychosocial maturation of male and female teens appraising such events as threatening to their well-being. Using survey methodology, U.S. undergraduate women (n?=?316; 85% White Caucasian) and men (n?=?270; 85% White Caucasian) reported on their earliest formal work experiences (participants?? average age was M?=?19.03, SD?=?1.87). Results indicated that women, more than men, were more upset by, and were more likely to label an event as, sexual harassment. Results further demonstrated that men, particularly men who appraised harassment as bothersome and relied on behavioral coping, reported detriment to maturity outcomes of autonomy and social responsibility. Implications for a ??wimpy male?? hypothesis are discussed.     

Self-objectification and depressive symptoms: Does their association vary among Asian American and White American men and women?

Objectification Theory (Fredrickson & Roberts, 1997) posits that viewing one's body as an object – i.e., self-objectification – increases depressive symptomatology. Though a handful of studies to date have found self-objectification and depressive symptoms correlated among White American women, few studies have examined whether this finding generalizes to other social groups. We examine whether self-objectification and depressive symptoms are associated among Asian Americans and White Americans in a college sample of women and men (N = 169). Self-objectification and depressive symptoms were positively associated among White American women but not among White American men or Asian American men or women. These data suggest the parameters of Objectification Theory are circumscribed by both race/ethnicity and gender and self-objectification may put White women, in particular, at risk for depressive symptoms.     

Relational and Social Aggression and Reflective Processing in a University Sample

This study examined whether the dimension of reflective processing (e.g., deep and elaborative processing) was connected to the use of relational aggressions, social aggression, or both. A convenience sample of 629 college students (66% female, 91.6% White) was surveyed to ascertain the relation between self-reported relational and social aggression and deep and elaborative processing. The overall multivariate regression model was significant, Wilks’s λ = .12, F(4, 2162) = 1010.80, p < .001. Univariate results were used to show that the two predictors (relational and social aggression) significantly and strongly positively predicted the use of deep processing, R² = .81, p < .001, as well as the use of elaborative processing, R² = .87, p < .001. In summary, higher levels of social and relational aggression were related to higher levels of deep and elaborative processing. Implications for these findings are presented.     

The UCLA Body Project I: Gender and Ethnic Differences in Self-Objectification and Body Satisfaction Among 2,206 Undergraduates

This study examined whether objectification theory is useful for understanding gender, body mass, and ethnic differences in body satisfaction among 2,206 US undergraduates who completed a body image survey. Women reported lower body satisfaction than men (d?=?.37) and this was true across the majority of the BMI continuum. Very slender men, however, were less satisfied than very slender women who approached the female thin-ideal. Differences in body satisfaction among White, Asian, and Hispanic participants were small to moderate (ds?=?.18 to .45). Consistent with the prediction that self-objectification has particularly negative effects on women who deviate from the slender White ideal, the association between body dissatisfaction and appearance surveillance was strongest for heavier and minority women.     

Interpreting and reacting to feedback in stereotype-relevant performance domains

Feedback on task performance is often phrased in subjective language (e.g., “not bad!”), but how do recipients understand or translate that feedback into a clear, objective, performance metric? We suggest that when feedback is provided in a stereotype-relevant domain, translation is made with reference to stereotyped expectations for one's group. In Study 1, women and men were exposed to negative subjective feedback about their performance on a leadership task; in Study 2, Black and White participants were provided subjective negative feedback, or no feedback, on an academic writing task. Women relative to men, and Black students relative to White students, translated their feedback to indicate objectively worse performance. Furthermore, this translation mediated a drop in the importance placed on the domain among women and Blacks. This research extends the literature on gender- and race-based reactions to feedback by noting the importance of the immediate interpretation of the feedback received.     

Preference for opening lines: Comparing ratings by men and women

Opening lines were conceptualized as a method for expanding one's marketplace for dating and marriage partners. In Study 1, university students and employees rated opening lines used by men for meeting women. Respondents (n=600) in one survey rated opening lines for general situations. Respondents (n=431) in a second survey rated opening lines for specific situations, including bars, restaurants, supermarkets, laundromats, and beaches. In Study 2, university students and employees (n=831) rated opening lines used by women for meeting men in general situations. Factor analyses identified three categories of opening lines: cute-flippant, innocuous, and direct. Overall, respondents agreed that cute-flippant opening lines were the least desirable and that innocuous and direct opening lines were the most desirable. Within this general consensus, there was a consistent tendency for women to dislike cute-flippant opening lines more than men and to prefer innocuous opening lines more than men. These differences were related to sex role socialization. Discussion focused on reasons people persist in using cute-flippant opening lines and on an attributional analysis of responses to opening lines.     

Rethinking women's ways of knowing: Gender commonalities and intersections with postformal thought

Belenky, Clinchy, Goldberger, and Tarule (1986) identified five ways of knowing in women: silent, received, subjective, procedural, and constructed. This study examined the extent to which they were used by both women and men and their intersection with postformal, relativistic thought (Sinnott, 1989b). As listed, the ways of knowing fall along a continuum of increasingly complex thought; hence, overlap between constructed knowing and relativistic thought was expected. Thirty female and 30 male university students (aged 27 to 43 years) completed a structured interview about ways of knowing, solved two hypothetical everyday problems, and completed the Bem Sex Role Inventory. Age predicted neither ways of knowing nor relativistic thought; increasing education was predictive of relativistic thought but not constructed knowing. Neither women nor men relied on received knowing; women used subjective knowing more than men did, while the opposite was true for procedural knowing. While there were no gender differences in relativistic thought or constructed knowing, femininity was associated positively with both. Finally, procedural knowing decreased while constructed knowing increased with increasing evidence of relativistic thought.     

Prototypes of race and gender: The invisibility of Black women

Research on racial and gender stereotyping typically focuses on the role of one of these social categories at a time rather than race/gender combinations. We suggest that the relative non-prototypicality of Black women’s race and gender results in their “invisibility” relative to White women and to Black and White men ( [Fryberg and Townsend, 2008] and [Purdie-Vaughns and Eibach, 2008]). Two studies address whether Black women go “unnoticed” and their voices “unheard,” by examining memory for Black women’s faces and speech contributions. We found that photos of Black women were least likely to be recognized (Study 1), and statements said by a Black woman in a group discussion were least likely to be correctly attributed (Study 2) compared to Black men and White women and White men. The importance and implications of invisibility as a unique form of discrimination are discussed.     

JOB CHARACTERISTICS AND WELL-BEING AT MIDLIFE Ethnic and Gender Comparisons

Lacking in the research on work and well-being is a focus on the characteristics of the employment role that contribute to well-being and their differential relations across ethnicity and gender. White and Black women and men at midlife (ages 40-64) were studied. The samples were drawn from two national surveys and included 186 White women, 202 White men, 254 Black women, and 169 Black men. Multiple regression analyses were conducted to assess the relation of work commitment, job satisfaction, role stress, occupational status and personal income to perceived control, life satisfaction, and happiness. Marital status, age, and hours worked were included as control variables. Results indicate that job satisfaction is positively related to life satisfaction for all four groups, and to happiness for White women and Black men. Personal income is positively related to perceived control for Black women and White men, and to life satisfaction for White women. Occupational status is positively related to perceived control for White and Black women; role stress is negatively related to life satisfaction among White men, and to happiness among Black women. Among the control variable, being married positively related to well-being for all four race-sex groups.