Business Students' Perceptions of Best University Professors: Does Gender Role Matter?

This study investigated the relationship between the gender and gender-role of students and their “best” university professors. Two hundred and ninety two business students in 2 universities in Atlantic Canada rated their best professors and themselves using Bem's Sex Role Inventory. Male business students were more likely than females to choose a male as their best professor, and female business students were more likely than males to choose a female as their best professor. The study also indicates that a student's own gender and gender role are significantly related to those of his/her best professor. Male professors with low femininity scores (but not necessarily high masculinity scores), and female professors who are gender-neutral (i.e., androgynous or undifferentiated) were more often chosen by students as their best professors. In general, masculinity seems to be valued more by older, part-time students with greater work experience. Implications of these findings for university teachers are discussed.     

Students' perceived closeness to professors: The effects of school,professor gender,and student gender

The present study is a replication and expansion of F. J. Crosby and L. M. Reinardy's 1993 study, which found that female college students felt closer to female professors than to male professors. While the original study was conducted at a women's college, the present study includes students at a women's college, a coed college that was previously a women's college, a coed college that was previously a men's college, and a large university. Seventy-four percent of students were Caucasian, 7% Asian, 5.5% African American, 3% Latino/Latina, 0.5% Native American, 5.5% Mixed Race, and 4% Other. Feelings of closeness were examined as a function of institution, professor gender, and student gender. It was again found that students at the women's college felt closer to female professors than to male professors. This affinity for female professors held true for both male and female students at the other three institutions. Additionally, students at the previously women's college felt closer to their professors than did students at either the university or the previously men's college. The importance of female professors in higher education are considered.     

Students' Perceptions of Expressiveness: Age and Gender Effects on Teacher Evaluations

In this study we investigated the relationship between college students' perceptions of professors' expressiveness and implicit age and gender stereotypes. Three hundred and fifty-two male and female students watched slides of an age- and gender-neutral stick figure and listened to a neutral voice presenting a lecture, and then evaluated it on teacher evaluation forms that indicated 1 of 4 different age and gender conditions (male, female, “old,” and “young”). Main and interaction effects indicated that students rated the “young” male professor higher than they did the “young” female, “old” male, and “old” female professors on speaking enthusiastically and using a meaningful voice tone during the class lecture regardless of the identical manner in which the material was presented. Implications of biased teacher-expressiveness items on student evaluations are discussed.     

Another Look at Sex Bias in Students' Evaluations of Professors

Forty male and forty female students evaluated the identical teaching methods of three female and three male award-winning professors in two traditionally masculine, two traditionally feminine and two relatively non-sex-linked areas. Different ratings were assigned as a function of the sex of the professor and the teaching field. Students attributed the success of male professors to instrumental qualities and that of females to affective qualities.     

Students Aggress Against Professors in Reaction to Receiving Poor Grades: An Effect Moderated by Student Narcissism and Self‐Esteem

Laboratory evidence about whether students’ evaluations of teaching (SETs) are valid is lacking. Results from three (3) independent studies strongly confirm that "professors" who were generous with their grades were rewarded for their favor with higher SETs, while professors who were frugal were punished with lower SETs (Study 1, d = 1.51; Study 2, d = 1.59; Study 3, partial η² = .26). This result was found even when the feedback was manipulated to be more or less insulting (Study 3). Consistent with laboratory findings on direct aggression, results also indicated that, when participants were given a poorer feedback, higher self‐esteem (Study 1 and Study 2) and higher narcissism (Study 1) were associated with them giving lower (more aggressive) evaluations of the "professor." Moreover, consistent with findings on self‐serving biases, participants higher in self‐esteem who were in the positive grade/feedback condition exhibited a self‐enhancing bias by giving their "professor" higher evaluations (Study 1 and Study 2). The aforementioned relationships were not moderated by the professor's sex or rank (teaching assistant vs.professor). Results provide evidence that (1) students do aggress against professors through poor teaching evaluations, (2) threatened egotism among individuals with high self‐esteem is associated with more aggression, especially when coupled with high narcissism, and (3) self‐enhancing biases are robust among those with high self‐esteem. Aggr. Behav. 39:71‐84, 2013. © 2012 Wiley Periodicals, Inc.     

Unpacking Backlash: Individual and Contextual Moderators of Bias against Female Professors

This research unpacks backlash against female professors by examining how individual characteristics and social context interact to predict student evaluations on RateMyProfessors.com. As predicted, students evaluated female professors in high-status departments more negatively than female professors in low-status departments, and this backlash effect was attenuated when the female professor was “hot.” Moreover, backlash was most pronounced for female professors who had been hired more recently and who were tough graders. A follow-up experiment replicated the main findings concerning status and attractiveness and suggested that perceived gender nonconformity may help to explain backlash against female professors.     

Best and Worst Professors: Gender Patterns in Students' Choices

Over 100 primarily White students described their best and worst professor. For best, female professors were chosen more by their female students and less by their male students than expected. There were no gender differences in choice of worst professors. The qualities that students criticize are similar for their male and female professors, mainly a lack of organization and clarity. Best professors most often are described as caring and knowledgeable, but other qualities vary as a function of professor or student gender. These findings suggest that more attention should be paid to gender dynamics in classroom teaching and in student evaluations.     

Views from Above the Glass Ceiling: Does the Academic Environment Influence Women Professors’ Careers and Experiences?

Using data from 188 female full professors from all 14 Dutch universities this study examines whether skewed sex ratios in the environment and the absence of a women-friendly environment are related to their career path experiences and to their perception of the general ease of women’s obtaining a professorship. Results from multi-level analyses show a positive relationship between the perception of women-friendly environment and both the experience of their own career path, and the perceived ease with which other women could become a full professor. Moreover results show that the higher the percentage of women professors in the academic field the stronger the relationship between perception of women friendliness and the experienced ease with which they became a full professor.     

Talking About Safe Sex: The Role of Expectations and Experience1

We examined how affective expectations and objective experience influenced female college students' (N= 69) evaluations of discussions of safe‐sex practices and willingness to engage in future discussions. Participants interacted with a confident male confederate (positive experience) or a nervous one (negative experience). Positive experiences produced more positive evaluations and greater willingness to participate in the future. Expectations were manipulated after the discussion by telling participants that discussions became easier over time (positive expectations) or telling participants nothing (neutral expectations). Independent of experience, positive expectations also resulted in more positive evaluations and greater willingness. Similar results were obtained 2 weeks later. Findings are discussed in terms of previous studies of affective expectations and implications for safe‐sex education programs.     

Student Evaluations and Gendered Expectations: What We Can't Count Can Hurt Us

Does teacher's gender impact students' evaluations? We critically evaluated the research literature and concluded that the form gender bias takes may not be easily detectible by quantitative scales. To explore this possibility, we did a qualitative analysis of the words that 288 college students at two campuses used to describe their best- and worst-ever teachers. Although we found considerable overlap in the ways that students talked about their male and female teachers, we also saw indications that students hold teachers accountable to certain gendered expectations. These expectations place burdens on all teachers, but the burdens on women are more labor-intensive. We also saw signs of much greater hostility toward women than toward men who do not meet students' gendered expectations.     

Sexual harassment of women professors by students: Exploring the dynamics of power,authority, and gender in a university setting

Although much research on sexual harassment within the academy has been concerned with how prevalent this problem is, it continues to be very narrow in its scope by focusing almost entirely on the abuse directed toward subordinates. This study explores the sexual harassment of women professors by students to gain insight into how widespread the problem is, and to understand better how both gender and status define an individual's vulnerability to sexual harassment. Survey data from 208 female instructors employed at a major university revealed that women professors experience a variety of behaviors, mostly from male students, which range from sexist comments to sexual assault. Furthermore, most professors perceive such behaviors to be sexual harassment, despite the professor's formal power. Generally, women professors are able to deal effectively with these situations, usually by confronting the individual directly or trying to avoid the student, at least in relatively minor instances of sexual harassment.     

Inventing a Gay Agenda: Students' Perceptions of Lesbian and Gay Professors1

Students' perceptions of lesbian and gay professors were examined in 2 studies (Ns = 622 and 545). An ethnically diverse sample of undergraduates read and responded to a syllabus for a proposed Psychology of Human Sexuality course. Syllabuses varied according to the political ideology, carefulness, sexual orientation, and gender of the professor. Students rated professors on dimensions such as political bias, professional competence, and warmth. Lesbian and gay professors were rated as having a political agenda, compared to heterosexual professors with the same syllabus. Student responses differed according to their homonegativity and modern homonegativity scores. The findings from these studies suggest that students may use different criteria to evaluate lesbian, gay, and heterosexual professors' ability to approach courses objectively.     

Not all automatic associations are created equal: How implicit normative evaluations are distinct from implicit attitudes and uniquely predict meaningful behavior

We propose a new construct (implicit normative evaluations) that purports to measure automatic associations about societal evaluations. We develop a new measure of this construct based on a modification of the Implicit Association Test (IAT) and describe how it is related to but not redundant with implicit attitudes and explicit normative evaluations. Study 1 provided evidence that implicit normative evaluations and implicit attitudes uniquely predicted evaluations measured by the traditional IAT. Study 2 demonstrated that Asian-Canadian immigrants' implicit normative evaluations toward older people became more negative the longer they were in Canada. Study 3 found that engineering students' (both men and women) implicit normative evaluations toward female engineers became more negative as they were exposed to engineering and that for women these negative normative evaluations predicted their intention to drop out of engineering. Study 4 demonstrated that implicit normative evaluations predicted the speed at which participants decide to “shoot” an African Canadian target on a shooter bias task (Correll, Park, Judd, & Wittenbrink, 2002). Finally, in Study 5, an experimental manipulation of an audience's reaction to racist jokes targeting people from the Middle East affected implicit normative evaluations about this group and that these implicit normative evaluations in turn affected discrimination. The implications of these results for the importance of social influence and culture in shaping thoughts and behavior are discussed.     

Building blocks of bias: Gender composition predicts male and female group members’ evaluations of each other and the group

The present research examined how a group's gender composition influences intragroup evaluations. Group members evaluated fellow group members and the group as a whole following a shared task. As predicted, no performance differences were found as a function of gender composition, but judgments of individuals’ task contributions, the group's effectiveness, and desire to work with one's group again measured at a 10-week follow-up were increasingly negative as the proportion of women in the group increased. Negative judgments were consistently directed at male and female group members as indicated by no gender of target effects, demonstrating that men, simply by working alongside women, can be detrimentally affected by negative stereotypes about women. Implications for gender diversity in the workplace are discussed.     

Role‐Playing and Religion: Using Games to Educate Millennials

Abstract. I have been experimenting with using role‐playing and games in my religion classes for several years and have found that students respond well to these pedagogical tools and methods. After reviewing my experiences, I explore the reasons for students' positive response. I argue that role‐playing games capitalize on our students' educational expectations and fondness for game‐play, by drawing them into exploring significant texts and ideas. Of particular interest for religion and theology professors, these sorts of games also encourage empathy towards other viewpoints.     

Teaching Very Large Classes

The editor of Teaching Theology and Religion facilitated this reflective conversation with five teachers who have extensive experience and success teaching extremely large classes (150 students or more). In the course of the conversation these professors exchange and analyze the effectiveness of several active learning strategies they have employed to overcome the passivity and anonymity of the large lecture format. A major point of debate emerges that contrasts the dynamically performative and highly informed and skilled lecturer with the “wasted time and money” that results from encouraging students to participate through various active learning strategies. Other themes include the importance of story telling in the religious studies classroom, the significance of the differences between students' learning styles, and the challenge of teaching and assessing critical thinking and communication skills.