Social competence in Zimbabwean multicultural schools: Effects of ethnic and gender differences

S tudents' social competence was investigated in relation to race/ethnicity and gender for a sample of 371 Zimbabwean students attending racially/ethnically integrated schools. About 42% of the students were black, and 58% white (mean age 12 years; SD=9 months). Peer and teacher sociometric ratings of children's social behaviour, social responsibility, and friendliness comprised the social competence measures. Tests of empirical independence among these social competence measures supported their uniqueness in reliably assessing components of the general construct of social competence among Zimbabwean students. Multiple analysis of variance procedures were used to examine the relationship between social competence statuses and group membership (i.e., race/ethnicity, gender) while controlling for aggregate scores and classroom racial proportions. Superior academic achievement and racial/ehnic propinquity are social status levelling factors in multiracial school settings. Teachers rated white students higher on social responsibility and social behaviour. Students rated white students higher on social responsibility only. Comparisons of social competence by ethnicity and gender revealed that white and female students were rated significantly higher on social behaviour and social responsibility than their black and male classmates. Female students were perceived as more socially competent or better adjusted to school than males. Reliable differences in social competence in race/ethnicity and gender groups were concentrated in peer ratings of social responsibility and in teacher ratings of social behaviour and social responsibility. In postcolonial settings or settings with a history of race/ethnicity and gender‐based privilege, minorities from a dominant culture may have higher social status than peers from a majority culture. Superior social competence in females is a resource for school adaptation and social climate. Students have perceptions of social competence in peers that only partially overlap with those of teachers and contribute uniquely to their experience of school. Social competence in students is multifaceted, gendered, and differently perceived by teachers and peers.     

Making Things Happen (Un)Expectedly: Interactive Effects of Age,Gender, and Motives on Evaluations of Proactive Behavior

Proactive behavior entails self-starting actions oriented toward change in the future. Other people’s perceptions of an employee’s proactive behavior are likely shaped by personal characteristics of the employee and related expectations. We hypothesized that the intersectionality of age, gender, and two motives (i.e., achievement and benevolence) influences others’ evaluations of proactive behavior. Consistent with the social role theory and the notion of a lack of fit, results of a first experimental vignette methodology study with an employee sample (N?=?101; 1818 ratings) showed that proactive behavior was rated as more effective for older men compared to younger men motivated by achievement, whereas proactive behavior was rated as more effective for younger men compared to older men motivated by benevolence. Younger women compared to older women received higher effectiveness ratings for proactive behavior independent of their motive. In a second experimental vignette methodology study with a sample of participants in supervisory roles (N?=?164; 1205 ratings), we partially replicated the results of the first study: proactive behavior was rated as more effective for older men compared to younger men motivated by achievement, and proactive behavior was rated as more effective for younger women compared to older women motivated by achievement. In contrast, effectiveness ratings of proactive behavior of younger and older men as well as younger and older women motivated by benevolence did not differ. Overall, by investigating the intersectionality of age, gender, and motives, these findings advance research on influences of person characteristics on others’ evaluations of proactive behavior.

     

Gender and Race Achievement Profiles of Black and White Third-Grade Students

The interrelationships between gender, race, and academic achievement levels were examined. Third-grade students (N = 107) were randomly selected from the poulation of a desegregated metropolitan school district in the deep South. The school district provided the researchers with the gender, race, and California Achievement Test (CAT) score of each student. Results showed that, although the average scores for all subjects on all CAT areas exceeded the national third-grade average, females and whites outperformed males and blacks in all 11 academic areas. The results support the Grant-Sleeter (1986) thesis that important information is neglected if race and gender are treated discretely.     

Do College Students’ Gender-typed Attitudes About Occupations Predict Their Real-World Decisions?

We investigated US college students’ gender-typed attitudes about occupations for themselves as a predictor of their real-world decisions regarding an academic major and intended future career. We also investigated US college students’ attitudes about the appropriateness of gender-typed occupations for other men and women. The sample (N = 264) was mostly Caucasian and was drawn from a large state university in the Mid-Atlantic region of the US. An established self-report measure (see Liben and Bigler 2002) was used to assess attitudes about occupations for the self and other people. Gender-typed majors and intended careers were categorized using a coding scheme that was developed for the study. College students preferred gender-stereotypical occupations for themselves. Women’s, but not men’s, preferences for gender-typed occupations predicted their decisions about their academic major and the career they intended to pursue. Both men and women reported that men should only hold masculine occupations, but that women should hold both masculine and feminine occupations. We discuss the implications of our results for understanding the gender gap in occupations in the US, such as the underrepresentation of women in STEM careers and barriers for men in stereotypically female occupations.     

Homemaking as an occupational plan: Evidence from a national longitudinal study

While several guidelines for avoiding sexist language in career materials have been published, little empirical evidence exists to support the assumption that sexist language in career information has deleterious effects on clients. The purpose of this study was to explore the effects of sex-biased language in occupational information on subject interest and attitudes regarding gender appropriateness of occupations. Eighth-grade students read occupational briefs on two occupations presented in either neutral, female-biased, or male-biased language. Results showed a nonsignificant language effect and a significant sex difference in interest in the occupations. A significant three-way interaction (language by subject sex by occupation) was found for gender-appropriateness ratings. The findings, together with previous research, suggest that language may have little impact on specific occupational interests, but may affect other career attitudes related to interests.     

NAVIGATING SEX, SEXUALITY, AND CHRISTIAN VALUES

This is an autobiographical essay that attempts to illuminate the cultural factors (e.g., race, religion, social class, gender, and sexuality) that shaped the author's efforts to embrace herself, including her non-conforming sexuality in a context that was quite rigid about most things. The reader is invited to experience some of the author’s grapplings about Christianity, growing up black and female in a changing America, and the constant longing to please others that many people from non-dominant positions express. This essay also hopes to provide at least one point of entry into an academic and/or personal exploration of culture and sexuality in America, including discussions about how morality, social class, race, and gender socialization may interact to shape choices and personal expressions of who one is.     

Gender differences in STEM undergraduates' vocational interests: People–thing orientation and goal affordances

This study addressed why women have greater representation in some STEM (science, technology, engineering, and mathematics) fields compared to others by linking two theoretical approaches, people–thing orientation (PO, TO) and role congruity theory, which emphasizes occupation goal affordances associated with traditionally feminine and masculine roles. Vocational interest and goal affordance ratings (having a positive social impact, family, and occupation status) for occupations characterized as working with people or things were assessed in 1848 students (42% female; 81% white non-Hispanic) majoring in biology (gender balanced), non-biology STEM (male-dominated), and female-dominated health fields. Participant PO and TO interests were also collected. Results indicated that non-biology STEM majors showed lower PO and higher TO interests than biology and health majors. Non-biology STEM majors also endorsed PO and TO interests at similar levels, but the other two major groups indicated higher PO than TO. People Jobs were perceived to more likely afford goals related to family and positive social impact; whereas Thing Jobs were perceived to more likely afford status goals. Interest in People Jobs was similar for women in both STEM major groups. Female non-biology STEM majors were equally interested in People and Thing Jobs; whereas biology majors preferred People Jobs. PO, TO, and goal affordance ratings independently predicted interest in People and Thing Jobs, and gender accounted for very little additional variance. Taken together, the findings point to the importance of using both person–thing orientation and role congruity theory when explaining varied gender representations in different STEM fields.     

Hardiness commitment,gender, and age differentiate university academic performance

Background The increasing diversity of students, particularly in age, attending university has seen a concomitant interest in factors predicting academic success. Aims This 2‐year correlational study examined whether age, gender (demographic variables), and hardiness (cognitive/emotional variable) differentiate and predict university final degree grade point average (GPA) and final‐year dissertation mark. Sample Data are reported from a total of 134 university undergraduate students. Method Participants provided baseline data in questionnaires administered during the first week of their second year of undergraduate study and gave consent for their academic progress to be tracked. Final degree GPA and dissertation mark were the academic performance criteria. Results Mature‐age students achieved higher final degree GPA compared to young undergraduates. Female students significantly outperformed their male counterparts in each measured academic assessment criteria. Female students also reported a significantly higher mean score on hardiness commitment compared to male students. Commitment was the most significant positive correlate of academic achievement. Final degree GPA and dissertation mark were significantly predicted by commitment, and commitment and gender, respectively. Conclusions The findings have implications for universities targeting academic support services to maximize student scholastic potential. Future research should incorporate hardiness, gender, and age with other variables known to predict academic success.     

Race,social class,and predictive bias: An evaluation using the WISC,WRAT, and teacher ratings

This study evaluated the interrelationships of a brief form of the Wechsler Intelligence Scale for Children (WISC), the Wide Range Achievement Test (WRAT), and teacher ratings of classroom achievement in a large sample (n = 7,028) of 6- to 11-year-old children. Additionally, the study focused on the differential accuracy of these measures in predicting achievement among test takers who differed in race and socioeconomic status (SES). Overall, the results indicated a substantial relationship between the WISC and WRAT (r = .67); the WISC and teacher ratings (r = .45); and the WRAT and teacher ratings (r = .55). The relationship between the WISC and WRAT was found to be independent of race but did tend to decrease with increasing SES. The two relationships involving teacher ratings were found to be lower for black children (WISC vs. Teacher ratings, r = .33; WRAT vs. Teacher ratings, r = .47) and for black children tended to decrease with increasing SES. Although the correlational analyses indicated that race and SES functioned as moderator variables to some extent, an evaluation of possible predictive biases when using the common (total sample) regression equation indicated that biases in predicting achievement tended to be small and in some cases favored the socially disadvantaged child.     

Situational and Individual Influences on Judgments of Hostile Environment Sexual Harassment1

The current research examines the judgment processes of third-party evaluators of sexual harassment situations. Four situational variables were hypothesized to influence ratings of situation appropriateness and judgments of sexual harassment. The evaluator's gender and personality also were hypothesized to influence both ratings. Participants were 73 male and 51 female undergraduate students. Results indicated that behavior severity and victim response significantly influenced ratings. The frequency of the behavior influenced appropriateness ratings, but interacted with behavior severity for harassment judgments. The effects of the gender of the evaluator were mediated by the evaluator's level of tolerance for harassment. The effects of the power relationship and rater personality were not significant.     

Achievement and Power Motives, Performance Feedback, and Creativity

Undergraduate students in engineering and science completed the Thematic Apperception Test, which was scored for achievement motivation and also for power motivation. They later participated in an experiment in which they first provided a solution to an engineering problem. The experimenter then gave them preprogrammed, written feedback on how well they performed in two conditions of the experiment (positive or negative feedback) and no feedback in a third condition. Feedback was couched in the language of both achievement and power imagery. Last, students rendered solutions to a second engineering problem—the water-for-Tonya problem. Two students who had completed a course in the psychology of creativity performed ratings of each solution on dimensions designated as creativity and complexity. Ratings for the two dimensions moderately correlated with one another (r = .62) and therefore were combined and summed across the two evaluators to form a single overall Creativity score. Achievement motivation correlated positively with Creativity score in the positive- and negative-feedback conditions (rs = .43 and .38) but not significantly in the no-feedback condition (r = .10). Power motivation correlated positively with Creativity in the positive-feedback condition (r = .32), and negatively in the negative-feedback condition (r = −.25), but not significantly in the no-feedback condition (r = .17). Multiple regression/correlation analysis lent further support to these findings. A major conclusion that these data suggest is a differential response to negative feedback. Achievement-motivated people appear to benefit from it, whereas power-motivated people do not.     

An Examination of Happiness, Racism, and Demographics on Judgments of Guilt

A policy-capturing study was conducted to evaluate the roles of both plaintiff and defendant race and gender on judgments of criminal guilt in either an assault or a theti case. It was hypothesized that defendant gender and race would affect likelihood of guilt ratings. Moreover, mock jurors' dispositional happiness, scores of modern racism, and race and gender were explored as potential influences on their decision-making policies and judgments. As predicted, strong support was found for the role of defendant gender on judgments of guilt. However, defendant race did not significantly impact guilt ratings. Post hoc analses revealed the importance of race and gender of the victim to juror decisions. In addition, participants' own race and gender played signiticant roles in the decisionmaking policies that were produced. Limitations of the study are discussed. as are topics for future research.     

A Cross‐Cultural Comparison of U.S. and Japanese Trainees’ Emotion‐Recognition Ability

This study investigated the ability of non‐Hispanic White U.S. counseling psychology trainees and Japanese clinical psychology trainees to recognize facially expressed emotions. Researchers proposed that an in‐group advantage for emotion recognition would occur, women would have higher emotion‐recognition accuracy than men, and participants would vary in their emotion‐intensity ratings. Sixty White U.S. students and 60 Japanese students viewed photographs of non‐Hispanic White U.S. and Japanese individuals expressing emotions and completed a survey assessing emotion‐recognition ability and emotion‐intensity ratings. Two four‐way mixed‐factor analyses of variance were performed, examining effects of participant nationality/race, participant gender, poser nationality/race, and poser gender on emotion‐recognition accuracy scores and intensity ratings. Results did not support the in‐group advantage hypothesis, rather, U.S. participants had higher accuracy rates than Japanese trainees overall. No gender differences in accuracy were found. However, respondents varied in their intensity ratings across gender and nationality. Implications for training applied psychology students and for future research are presented.     

Career aspirations of youth: Untangling race/ethnicity, SES, and gender

This study examined the influence of gender, socioeconomic status, and race/ethnicity on the career aspirations of over 22,000 8th and 10th grade youth. The top five occupations identified by youth as aspirations included artist, lawyer, musician, FBI agent, and actor/actress. Top occupations were also reported for each gender × socioeconomic status × race/ethnicity group. Aspirations were coded by social prestige level, minimum education requirements, and median salary. Results revealed significant main effects for socioeconomic status and race/ethnicity as well as significant interaction effects. Further, significant gender main effects and a significant gender × ethnicity interaction were found for occupational prestige and educational requirements.     

Are Gender Differences in Vocational Interests Universal?: Moderating Effects of Cultural Dimensions

Are men and women more similar or different in their interests in careers? This question has propelled decades of research into the association between gender and vocational interests. However, our understanding of this question in an international context remains limited. In this study, we examined gender differences in vocational interests across national and cultural contexts by exploring whether national cultural dimensions would be associated with gender differences in the structure and mean levels of vocational interests in people/things, ideas/data, and prestige. Our findings support similarity in the structure of vocational interests for men and women across 42 countries based on two major models on interests. General trends of gender differences in interests emerge such that in comparison to men, women tend to report a large preference for working with people (versus things; d = 1.04), and smaller preferences for working with ideas (versus data; d = 0.29) and with prestige (d = 0.18). National cultural dimensions appear to moderate gender differences in interests beyond the influences of national gender inequality. Specifically, gender differences in interests in people (versus things) tend to be larger in countries of higher uncertainty avoidance and higher indulgence whereas gender differences in ideas (versus data) tend to be larger in countries of higher indulgence, uncertainty avoidance, and lower power distance. This study highlights how a better conceptualization of the influences of culture can inform vocational psychologists, gender studies researchers, and career counselors’ work with men and women in understanding their vocational interests.

     

Importance of race,gender, and personality in predicting academic performance

Substantial research has demonstrated that African American students tend to perform more poorly than their White counterparts in terms of academic performance (e.g., Bali & Alvarez). However, this knowledge has proven insufficient in highlighting a clear path for countering this gap in academic achievement. The present study (n = 719) provides evidence that race (African Americans and Whites) interacts with personality in predicting academic performance (i.e., grade point average) in a college setting and that the pattern of effects differs for men and women. Agreeableness reduced race effects for women, and extraversion and openness reduced race effects for men. Our results suggest new avenues for educators and policymakers to consider when attempting to reduce this performance gap.     

Reading-disabled hyperactive children: A distinct subgroup of Attention Deficit Disorder with Hyperactivity?

Mixed hyperactive/reading-disabled children, selected from a large sample of hyperactive children, were compared to pure hyperactive children on demographic, behavioral, and neuropsychological measures. Children in the Mixed group were reading-disabled relative to age and IQ; those in the Pure group had achievement scores that were average relative to age and IQ. The Mixed group was significantly older than the Pure group; there were no differences in gender, race, or socioeconomic status. Behaviorally, the groups did not differ significantly on teacher ratings or on psychiatric ratings of aggression. The Mixed group had a significantly higher Performance IQ, whereas the Pure group had a significantly higher Verbal IQ and performed better on measures of cognitive impulsivity. Several other measures failed to distinguish the groups. The data give minimal support to the notion that pure hyperactive and mixed hyperative/reading-disabled children constitute distinct subgroups of Attention Deficit Disorder with Hyperactivity.This research was supported in part by Mental Health Clinical Research Grant MH-30906 and by U. S. Public Health Service Grant MH-18579.     

College students' self-estimated and actual knowledge of gender traditional and nontraditional occupations: A replication and extension

This study investigated the degree and congruence of students' estimated and actual information about gender traditional and nontraditional occupations as well as the relationship of students' gender stereotyping of occupations to predicted and actual knowledge. One hundred female and 102 male college students rated how much they thought they knew about 18 male-dominated and 18 female-dominated occupations. They also rated these 36 occupations for their appropriateness for men vs. women, and completed an instrument that measured their actual knowledge of these and a wide variety of occupations. Women rated themselves more knowledgeable about female- than male-dominated occupations. Men rated themselves as equally knowledgeable about the two. Men and women themselves as equally knowledgeable about the two. Men and women didn't differ in any area of their actual knowledge. There was little relationship between actual and predicted scores for either sex. However, men's errors did not relate to the type of occupation, while women overestimated their scores on traditional occupations and underestimated on nontraditional ones. No relationship was found between the degree to which subjects held gender stereotypes of occupations and either actual or predicted knowledge scores.     

Public Attitudes Toward the Trustworthiness, Competence, and Altruism of Twenty Selected Occupations

Ratings on 4-point scales of truthfulness, competence, and altruism of 20 selected occupations were obtained from 4 samples of subjects. The subjects included 200 students from the University of Connecticut, 96 students from the University of Maryland, 50 secretaries from a small town in Connecticut, and 50 teachers from the public schools of the same town. In spite of differences in sex, age, occupation, education, and locale, all the samples and subsamples were remarkably similar in their ratings of the 20 occupations. A strong tendency appears for professionals to be rated high and for people who may be regarded as powerful in our society to be rated poorly on all 3 variables. Several interesting differences in ratings on the 3 variables within professions were obtained.     

Criterion-related bias with the guide to the assessment of test-session behavior for the WISC-III and WIAT: Possible race/ethnicity, gender, and SES effects

Using the Guide to the Assessment of Test-Session Behavior for the WISC-III and WIAT (GATSB), Anglo examiners recorded test observations for 969 children between the ages of 6 and 16 years. The children came from the standardization and validity-study samples of GATSB ratings completed with the Wechsler Intelligence Scale-Third Edition (WISC-III) (Wechsler, 1991). The sample differed by race (Anglo, black, Latino), socioeconomic status (SES) (high, middle, low), and gender. GATSB ratings and WISC-III Verbal, Performance, and Full Scale IQs were compared. Correlations between the GATSB and WISC-III were generally moderate (average R = -.27). Children who exhibited higher levels of avoidance, inattentiveness, and uncooperative behaviors while being tested tended to exhibit lower WISC-III scores. This pattern held true for Anglos, blacks, and Latinos; for girls and boys; and for those from high-, middle-, and low-SES homes. Evidence was generally absent that Anglo examiners display bias in black-Anglo, gender, or SES comparisons. However, consistent differences were noted between Latino and Anglo children. Examiners tended to rate Latinos as displaying better test behaviors than Anglos when children's IQs were below average, but comparable when IQs were average and above. Thus, the GATSB generally displayed similar intrasession validities for children who differ by race/ethnicity, gender, and SES.