Gender Differences in Perceived Family Involvement and Perceived Family Control during Emerging Adulthood: A Cross-Country Comparison in Southern Europe

Journal of Child and Family Studies - The aim of the present study was to explore gender differences in perceived parental involvement and perceived psychological and behavioral control during...     

Goal Commitment Buffers the Negative Effects of Perceived Abusive Supervision

Abstract

The effects of abusive supervision may be more intricate than what reason would suggest. To examine why individuals may respond differently to perceptions of supervisor abusive, this study relies on goal-setting theory to present a model that accounts for the influence of abusive supervision on job performance and organizational deviance. To be precise, motivation control and self-defeating cognition are proposed to mediate the interaction of perceived abusive supervision with goal commitment in predicting organizational deviance and job performance. In particular, the extent to which goal commitment alleviates the deleterious effects of abusive supervision is examined such that when goal commitment is high, the indirect effects of perceived abusive supervision on job performance and organizational deviance via motivation control and self-defeating cognition were predicted to be weaker. The proposed model was supported by multisource and multiwave data. The understanding of when the deleterious effects of supervisor abuse as perceived by followers are likely might help the human resource personnel to adopt measures that buffer against such outcomes.     

Giving Directions: Gender and Perceived Quality

Two related studies examined gender differences in directions given between 2 campus buildings (Experiment 1) and the rated quality of these directions and their authorship in terms of gender (Experiment 2). In the first experiment, 95 participants gave written directions for newcomers to their college campus. No significant gender differences were found in 6 assessment categories adapted from Ward, Newcombe, and Overton (1986). In the second experiment, 14 sets of directions from Experiment 1 were evaluated by 111 participants in a between-subjects design, half evaluating them in terms of the gender of the author and half in terms of the quality of the directions. Results indicated that length (in terms of gender) and errors (in terms of quality) most clearly differentiated the directions. The findings are discussed in terms of the schism between performance and perception.     

Ambivalent Sexism and Applicant Evaluations: Effects on Ambiguous Applicants

The purpose of the current research was to evaluate how gender stereotypes and sexist attitudes affect responses to hypothetical job applicants. In Study 1 (N?=?93) undergraduate and graduate students in the Southwestern USA evaluated a male, female, or gender-ambiguous resume. They also completed the Ambivalent Sexism Inventory (ASI; Glick and Fiske 1996). Hypotheses were tested using ANOVA. Results suggested that participants who expressed more hostile sexist attitudes evaluated the gender-ambiguous applicant more negatively than a male or female applicant. In Study 2 (N?=?117), graduate and undergraduate participants were asked to indicate the gender of the ambiguous applicant. Those who scored high on hostile sexism, and perceived a gender-ambiguous applicant to be male, provided the most favorable evaluations.     

Interaction of Recruiter and Applicant Gender in Resume Evaluation: A Field Study

In the present study, we examined the effect of recruiter and applicant gender on recruiters' evaluations of applicants' qualifications as reported on actual applicant resumes. Forty recruiters evaluated applicant resumes that were randomly allocated to them. In total, 388 recruiter evaluations of applicant resumes comprised the sample. Results indicate that recruiter and applicant gender interacted to predict recruiters' perceptions of applicants' qualifications. Male recruiters' perceptions of applicants' work experiences did not differ depending on applicant gender. However, female recruiters perceived male applicants' resumes to report more work experiences than resumes of female applicants. Furthermore, male recruiters perceived female applicants as having more extracurricular interests than male applicants. Female recruiters rated both male and female applicants as having about the same amount of extracurricular activity information on their resumes. Gender role theory provides a possible explanation for the study's findings.     

Family Structure: Its Effects on Adolescent Attachment and Identity Formation

This quantitative study examines the association between family structure, attachment, and identity formation. Results partially support the hypotheses and indicate that unresolved spouse conflict is associated with low levels of attachment in adolescents and attachment to father is linked to identity achieved and the diffused identity status. Lastly, parental coalition was inversely related to the moratorium and diffused identity statuses. These findings support a link between parent/adolescent relationships and the identity formation process. Directions for future research and clinical implications are also discussed.     

Associations Among Family Structure,Demographics, and Adolescent Perceived Life Satisfaction

Relationships between perceived life satisfaction and family structure were examined among 5,021 public high school adolescents using the self-report CDC Youth Risk Behavior Survey (YRBS). Adjusted multiple logistic regression analyses and multivariate models (via SUDAAN) constructed separately, revealed significant race by gender effects. Living with other relatives, non-relatives, or guardians was significantly related (p < .01) to reported life dissatisfaction for all race and gender groups, except black males. However, white females and males living with both parents were significantly less likely (p < .001) to report dissatisfaction with life. Black females living with their mothers only were also significantly less likely (p < .001) to report dissatisfaction with life while black males living with their fathers only and white females living with their mother and another adult/adults were significantly more likely (p < .01) to report dissatisfaction with life. Differing family structures appear to exert disparate effects for life satisfaction on adolescents as a function of race and/or gender. Thus, a particular health promotion intervention may not benefit all adolescents. Intervention efforts must be tailored to adolescents’ specific race and gender characteristics.     

Effects of Applicant Personality on Resume Evaluations

Purpose

This study examined the extent that personality information in resumes impacts hiring judgments through applicant’s resumes. Study 1 examined lay theories regarding relationships between resume cues and the applicant’s personality and hireability. Study 2 examined how the applicant’s personality impacted hiring judgments through resumes.

Design/Methodology/Approach

Data for both studies were collected in the context of a managerial position. For Study 1, participants assessed resume cues in regards to their relationship with personality and hireability. For Study 2, Human Resource personnel evaluated each resume in regards to personality and hireability.

Findings

Results for Study 1 highlight several connections between applicants’ personality and resumes, with strong links between resume content and perceptions of conscientiousness and agreeableness. Results for Study 2 indicate that personality was largely unrelated to ratings of hireability but perceptions of personality were strongly linked to hireability; actual personality was linked to the variability in cue information related to hireability, and conscientiousness was indirectly related to hireability through judgments of conscientiousness.

Implications

Results from these studies suggest that personality and perceptions of personality play a greater role in resume development and screening than has been previously suggested. The pattern of results reported suggest that there are a number of resumes cues that accurately reflect an applicant’s personality and influence perceptions of hireability.

Originality/Value

By taking an exploratory approach, the current studies were able to explore a large variety of cues linked to personality and ratings of hireability. Results have implications for both applicants and HR personnel evaluating resumes.     

Effects of Race, Gender, Perceived Similarity, and Contact on Mentor Relationships

This study examined the effects of similarity, both actual (race and gender) and perceived, and amount of contact between mentor and protégé on the quality of mentor relationships. Mentor relationship quality was measured by liking, satisfaction, intended retention, and degree of psychosocial and instrumental functions experienced by the protégé. The participants were 104 summer intern protégés and their volunteer staff mentors employed at a large West coast media organization. Protégés were randomly assigned to one of two types of mentor pairings—same and different race mentors. Results indicate that liking, satisfaction, and contact with mentor were higher when protégés’ perceived themselves to be more similar to their mentors. Actual race pairing was related to protégés’ perceptions of the amount of career support and to mentors’ liking of protégés.     

Perceptions of Justice in Employment Selection Decisions: The Role of Applicant Gender

In contrast to the vast majority of justice literature that controls for applicant gender, the present study investigated the role of applicant gender in relation to applicant procedural and distributive justice perceptions after being informed of an organization's reject/accept decision. A sample of 503 students completed a selection test, believing the results would be used to make initial selection decisions for an organization recruiting from a university. Two weeks later, participants were given selection decisions (randomly assigned), and procedural and distributive justice perceptions were assessed. Hierarchical regression analyses indicated gender moderated the relationship between selection decision favorability and organizational justice perceptions. As hypothesized, in comparison with rejected males, rejected female applicants reacted most negatively to both forms of justice. On the other hand, selected female applicants had a more positive reaction than selected male applicants to both procedural and distributive justice. Potential implications for these and other findings are discussed.     

家庭经济压力与青少年抑郁:歧视知觉和亲子依恋的作用

对703名初中生(平均年龄14.30岁)进行问卷调查, 探讨了青少年歧视知觉、亲子依恋在家庭经济压力与青少年抑郁关系中的中介和调节作用。结果表明:(1)在控制了性别、年级后, 家庭经济压力对青少年抑郁具有显著的正向预测作用;(2)在家庭经济压力对抑郁的正向预测关系中, 歧视知觉起中介作用;(3)家庭经济压力通过歧视知觉对抑郁的中介作用受到亲子依恋的调节, 相对于亲子依恋水平较高的青少年, 中介效应仅在亲子依恋水平较低的青少年中显著。     

Relation Between Parent Psychiatric Symptoms and Youth Problems: Moderation through Family Structure and Youth Gender

Links between parents’ psychiatric symptoms and their children’s behavioral and emotional problems have been widely documented in previous research, and the search for moderators of this association has begun. However, family structure (single versus dual-parent households) has received little attention as a potential moderator, despite indirect evidence that risk may be elevated in single-parent homes. Two other candidate moderators—youth gender and age—have been tested directly, but with inconsistent findings across studies, perhaps in part because studies have differed in whether they used youth clinical samples and in which informants (parents vs. youths) reported on youth problems. In the present study, we examined these three candidate moderators using a sample of exclusively clinic-referred youths (N?=?333, 34 % girls, aged 7–14,) and assessing youth problems through both parent- and youth-reports. Both family structure and youth gender emerged as robust moderators across parent and youth informants. Parent symptoms were associated with youth internalizing and externalizing problems in single-parent but not dual-parent homes; and parent symptoms were associated with youth internalizing problems among boys, but not girls. The moderator findings suggest that the risks associated with parent psychopathology may not be uniform but may depend, in part, on family structure and youth gender.     

Sequential and Combined Effects of Recruitment Information on Applicant Reactions

Purpose  

The purpose of this study was to investigate the sequential effects of recruitment information on applicant reactions following three recruitment stages (campus fair, recruitment interview, and site visit) and the timing of communications independently, across stages, and in combination.     

Gender Differences in Family Stories: Moderating Influence of Parent Gender Role and Child Gender

One hundred and twenty families and their 4-year-old children participated in a study on family stories. The participants were primarily White (91%), with the remainder Black (4%), Hispanic (2%), and Asian (2%). The parents were primarily middle class and upper class, with approximately 5% identifying themselves as from a lower socioeconomic background. Parents were asked to tell their son or daughter stories about when the parent was growing up. All parents completed measures of child behavior and a subset of parents completed the Bem Sex Role inventory. Stories were coded for the strength of affiliation, achievement, and autonomy themes. No gender differences were found for parents or child in the strength of affiliation themes. Fathers told stories with stronger autonomy themes than did mothers, and sons were more likely to hear stories with themes of autonomy than were daughters. An interaction was found between gender type of parent and gender of child for strength of achievement theme. Traditional gender-typed parents told stories with stronger achievement themes to their sons, and nontraditional gender-typed parents told stories with stronger achievement themes to their daughters. Exploratory analyses were conducted examining the relations among story theme, parent gender type, and child behavior. Higher levels of externalizing behaviors were found in boys whose fathers endorsed strong masculine attitudes, but told stories with weak achievement themes. Higher levels of internalizing behaviors were found in girls whose mothers told stories with strong affiliation themes, but endorsed weak feminine attitudes. Family stories are proposed to be one aspect of socialization that includes an interaction between child and parent characteristics.     

Effects of Applicant Pregnancy on Hiring Decisions and Interview Ratings

The effects of pregnancy on hiring decisions during employment interviews are examined in a United States sample of 210 undergraduate business school students at a Midwestern university. A pregnant applicant was compared to a non-pregnant applicant with identical credentials and interview performance to explore any differences in interviewer ratings of qualifications and hiring by having participants view videotaped interviews. Results show that in spite of being viewed as equally qualified and well-suited for the job, the pregnant applicant received significantly lower hiring recommendation ratings. The pregnant applicant was also rated as more likely to need time off, miss work and quit compared to the non-pregnant applicant, indicating a concern about absenteeism regarding the pregnant applicant.     

基于性别平等的和谐家庭论

性别平等是实现和谐家庭与和谐社会的重要条件和特征.和谐家庭应是保障男女人格尊严、人生价值、权利地位、家庭责任及生存和发展机会的平等基础上的新型有序状态.男女平等基本国策在我国家庭领域基本得到贯彻,但是当今家庭仍然存在一些性别不平等现象.实现基于性别平等的家庭和谐的社会途径是提高女性家庭经济地位、建设先进性别文化和进一步推进社会性别主流化.     

The Effects of Equal Opportunity Fairness Attitudes on Job Satisfaction,Organizational Commitment,and Perceived Work Group Efficacy

We examined a causal model relating military respondents’ attitudes toward equal opportunity (EO)-related fairness to job satisfaction, organization commitment, and perceptions of work group efficacy. A distinction between EO fairness at the work group and organizational levels was made. Respondents’ perceptions of organizational EO-related fairness were hypothesized to influence perceptions of work group EO fairness. Respondents’ perceptions of work group EO fairness were in turn hypothesized to influence their organizational commitment, job satisfaction, and perceived work group efficacy. Structural equation modeling with a measurement model sample and two random samples each consisting of 5,000 observations provided support for these hypothesized paths. As a part of the investigation, we also examined and found support for causal linkages between perceived work group efficacy, job satisfaction, and organizational commitment. The practical and theoretical importance of the findings for the U.S. military, particularly with regard to issues of retention and training, are discussed.     

Ethics Code Awareness,Perceived Ethical Values,and Organizational Commitment

This study examines the relationships among ethics code awareness, perceived corporate ethical values, and organizational commitment. Three key findings emerged. First, those aware of the existence of an ethics code in their organizations perceived their organizations as having more ethical values than those not aware of an ethics code in their organizations. Second, respondents exhibited higher levels of organizational commitment when they were aware of an ethics code in their companies. Finally, the relationship between ethics code awareness and organizational commitment was fully mediated by perceptions of an organization’s ethical values. The results suggest that ethics codes may lead to higher levels of organizational commitment by increasing the belief that their organizations have strong ethical values, as long as the existence of ethics codes are adequately communicated.     

Sexual Outcasts: The Perceived Impact of Body Weight and Gender on Sexuality1

A person's weight may be perceived as an important aspect of his or her sexuality and a significant determinant of his or her interpersonal sexual experiences. However, researchers interested in body weight and sexuality have focused exclusively on sexual disorders found in individuals with eating disorders; consequently, little is known about people's beliefs about weight and sexuality, despite the individual and interpersonal significance of such beliefs. Undergraduates received information about a male or female, obese or normal-weight stimulus person and then evaluated that person along several dimensions related to sexuality. Participants believed that an obese man's sexual experiences would be highly similar to those of a normal-weight man. However, participants viewed an obese woman as less sexually attractive, skilled, warm, and responsive, and perceived her as less likely to experience desire and various sexual behaviors than a normal-weight woman. In addition, participants believed that an obese woman was less sexually attractive, skilled, warm, and responsive than an obese man.