Turkish College Students' Attitudes Toward Women Managers: The Effects of Patriarchy,Sexism, and Gender Differences

The authors examined how patriarchy, sexism, and gender influence Turkish college students' attitudes toward women managers. Turkish undergraduate students (N = 183) from Middle East Technical University completed questionnaires measuring attitudes toward women managers as well as attitudes toward the concepts of hostile and benevolent sexism and support for patriarchy. Participants were of upper- or middle-class Turkish backgrounds. The results showed that male participants exhibited less positive attitudes toward women managers than did female participants. In addition, participants who held more favorable attitudes toward patriarchy and who scored high on hostile sexism also held less positive attitudes toward women managers than those who held less favorable attitudes toward patriarchy and who scored low on hostile sexism. A regression analysis showed that support for patriarchy and hostile sexism was more important for explaining less favorable attitudes toward women managers than was benevolent sexism.     

“Math is Hard!” The effect of gender priming on women’s attitudes

In three studies, we examined the effect of a self-relevant category prime on women’s attitudes towards the gender-stereotyped domains of arts (positively stereotyped) and mathematics (negatively stereotyped). In Study 1, women who were subtly reminded of the category female (Study 1a) or their gender identity (Study 1b) expressed more stereotype consistent attitudes towards the academic domains of mathematics and the arts than participants in control conditions. In Study 2, women who were reminded of their female identity similarly demonstrated a stereotype-consistent shift in their implicit attitudes towards these domains relative to women in a control condition. The potential role of the working self-concept in mediating social category priming effects as well as the practical implications of these findings are discussed.     

An Examination of the Psychologists' Attitudes Towards Complementary and Alternative Therapies Scale Within a Practitioner Sample

This study assessed the validity of a scale measuring psychologists' attitudes towards complementary and alternative therapies and compared the attitudes of psychologists with a previous sample of psychology students. The scale, derived from existing measures for medical professionals and previously tested on a sample of psychology students, was completed by practising psychologists (N = 122). The data were factor analysed, and three correlated subscales were identified, assessing the perceived importance of knowledge about available therapies, attitudes towards integration with psychological practice, and concerns about associated risks of use. This structure was similar, but not identical, to that found in a previous sample of psychology students; however, psychologists expressed more concern for risks associated with integration and were less likely to hold a positive attitude towards integration. This scale will be useful in gauging changes in psychologists' attitudes towards integrative practice over time.     

Turkish college students' attitudes toward women managers: the effects of patriarchy,sexism, and gender differences

The authors examined how patriarchy, sexism, and gender influence Turkish college students' attitudes toward women managers. Turkish undergraduate students (N = 183) from Middle East Technical University completed questionnaires measuring attitudes toward women managers as well as attitudes toward the concepts of hostile and benevolent sexism and support for patriarchy. Participants were of upper- or middle-class Turkish backgrounds. The results showed that male participants exhibited less positive attitudes toward women managers than did female participants. In addition, participants who held more favorable attitudes toward patriarchy and who scored high on hostile sexism also held less positive attitudes toward women managers than those who held less favorable attitudes toward patriarchy and who scored low on hostile sexism. A regression analysis showed that support for patriarchy and hostile sexism was more important for explaining less favorable attitudes toward women managers than was benevolent sexism.     

I loved him and he scared me: Migrant women,partner visas and domestic violence

This study considers the experience of migrant women engaging with the Australian Department of Immigration through the Family Violence Provisions (Migration Regulations, 1994). These provisions allow women applying for partner visas to remain in the country after separation, if they can prove they experienced domestic violence. Forty semi-structured interviews were conducted with twenty migrant women from diverse backgrounds, focusing on their experiences of intimacy and violence and their emotions regarding the relationship. Using the Listening Guide methodology, data was analysed focusing on women's voices and the emotions concerning this subject. This paper considers Australian Immigration Law's requirement of a ‘genuine and continuing relationship’ and how it engages with women's emotions. The study argues that there is a distance between women's emotional responses to their relationships and immigration demands for proof and emotional consistency. The result is that women's emotions are dismissed by the same immigration system that has been historically shaped by emotions towards immigrants. The article ends by proposing that women's stories and emotions are valuable sources of information for visa processes and indicates countries where, in some cases, immigration laws already engage with women's emotions as reliable sources of information.     

The role of media and peer influences in Australian women's attitudes towards cosmetic surgery

The study aimed to examine the influence of media and peers on attitudes towards cosmetic surgery using a sociocultural framework. A sample of 351 Australian women aged 18–69 years completed measures of media exposure, friend conversations, internalisation of appearance ideals, appearance comparison, body dissatisfaction, and attitudes towards cosmetic surgery. Correlational analysis showed that almost all media and friend variables were significantly correlated with positive attitudes towards cosmetic surgery. A structural equation model based on the sociocultural model showed a good level of fit to the data. The effects of media exposure and friend conversations on body dissatisfaction and attitudes towards cosmetic surgery were mediated by internalisation. We concluded that media exposure and friend conversations affected attitudes towards cosmetic surgery both directly and indirectly. Our results contribute to the understanding of the sociocultural mechanisms underlying women's motivations for cosmetic surgery.     

Ambivalent Sexism and the Sexual Double Standard

The sexual double standard is the notion that women are evaluated negatively and men positively for engaging in similar sexual behaviors. Because traditional, gender-based stereotypes are reflected in the attitudes that people hold towards men and women, it is likely that sexism plays a part in the manifestation of the double standard. The goal of the present study is to investigate the relationship between sexism (prejudice against individuals based on their gender) and the sexual double standard. There are two types of sexism: hostile (negative prejudice) and benevolent (positive prejudice). We hypothesized that participants displaying high levels of either type of sexism would be most likely to exhibit the sexual double standard. A US-sample of 232 undergraduates from a Southwestern university completed the Ambivalent Sexism Inventory (ASI) and the Ambivalence Towards Men Inventory (AMI) and then evaluated a hypothetical target individual who reported having zero, one or 12 sexual partners. Results show that participants’ sexist attitudes towards men and women were related to their exhibition of the sexual double standard. Specifically, men and women’s hostile attitudes towards targets of their own gender were related to negative evaluations of highly sexually active targets of the same gender, while men and women’s benevolent attitudes towards the opposite gender were related to positive evaluation of highly sexually active targets of the opposite gender. Implications of the present results and directions for future research are discussed.     

Attitudes toward women as managers in library and information science

This study reviewed the current literature for attitudes toward women as managers, level of managerial attainment by women, and the promotion/evaluation process in the field of library and information science (LIS). Eighty percent of the LIS work force consists of women, but 80% of management positions are held by men in the LIS profession. One reason could be the sex stereotypical view of women by evaluators. Another reason could be the attribution of women's successful performance to luck rather than to effort and ability. Thus women are not given an equal chance for promotion. A survey questionnaire was administered to the LIS students currently enrolled in master's degree programs (MSLS/MLS) in the 11 southeastern United States LIS schools. Data were collected on the Women As Managers Scale designed by Terborg and others. Personal data were also gathered on sex, age, marital status, parental influence, etc., to assess the attitudes of students toward women as managers. This study showed that a vast majority of both male and female students felt women are capable of being good managers. They felt women are emotionally stable, responsible, adventurous, objective, aggressive, and as capable of handling managerial situations as men.     

Key Success Factors for Women in Management in Turkey

Cette étude recense les facteurs qui influencent l’évolution de la carrière des femmes en Turquie. Bien que les femmes soient bien représentées dans les emplois intellectuels, elles occupent, en Turquie, seulement 4% des situations directoriales. Cet article expose les résultats de deux recherches. La première visait l’investigation du contexte socioculturel par le mise en évidence des stéréotypes sexuels et des attitudes envers la promotion professionnelle des femmes. 318 hommes et femmes ont rempli un questionnaire évaluant les attitudes envers les femmes managers. L’autre étude était qualitative et explorait la perception des facteurs de succès jugés fondamentaux dans le développement des carrières féminines, cela par l’entremise d’entrentiens en profondeur réalisés auprès de 52 femmes managers de niveau moyen et élevé de 27 organisations différentes. Les données sont analysées à partir de trois catégories: les facteurs individuels, organisationnels et familiaux. Il apparaît que les facteurs de succès clés pour les femmes managers sont la confiance qu’elles ont en elles‐mêmes et leur détermination à atteindre leurs objectifs de carriére. Puis vient le soutien de la famille et de l’organisation. L’obstacle le plus difficile à surmonter relève des normes culturelles relatives aux rôles sexués. This study explores the factors that influence women's career advancement in Turkey. Despite the fact that women are well represented in scientific and professional jobs, they occupy only 4 per cent of top management positions in Turkey. This paper reports the results of two studies. The first study aimed at investigating the socio‐cultural context by identifying gender‐role stereotypes and attitudes towards women's career advancement. A total of 318 male and female respondents filled out a questionnaire assessing attitudes towards women in management. The second study was qualitative and explored the key perceived success factors affecting women's career development through in‐depth interviews with 52 high and middle‐level women managers in 27 different organisations. The results are discussed under three categories: individual, organisational, and family‐related factors. Findings show that the key success factors for women managers are their self‐confidence and determination to achieve their career objectives. Next comes support from the family and organisations. The most significant barrier seemed to be the cultural norms toward gender roles.     

Bingeing,purging, and estimates of parental attitudes regarding female achievement

A questionnaire measuring respondents' beliefs about the attitudes regarding female achievement held by their parents was distributed to 326 women attending a state university. Women who report frequent bingeing are more likely than other women to report that (1) their parents believed a woman's place is in the home (2) their mothers were unhappy with their own careers, (3) their fathers thought the respondents' mothers were not intelligent, and (4) their fathers treated a male as the most intelligent sibling in the family. Reports of fathers' attitudes regarding mothers' intelligence and the proper role for women are related to respondents' self-reports of purging, but only among those women who are much more concerned with academic achievement than with household skills.     

Attributions for the Success and Failure of Female Managers: A Replication and Extension

This study attempted to extend earlier work on the relationship between attitudes toward women in management and attributions for the success and failure of female managers. One hundred and ten employees of a large state human services agency responded to a survey measuring their attitudes toward women in management and their attributions for either the success or failure of a hypothetical female manager. Results for males were highly supportive of earlier findings, with attitudes toward women in management significantly related to attributions for success but not for failure. Females showed an opposite pattern of results, with attitudes toward women in management significantly related to attributions for failure but not for success. It is suggested that these differences in attitude-attribution relationships may be the result of males expecting failure from female managers while females expect success.     

Validation Studies on a Measure of Overall Managerial Readiness for the Chinese

The Overall Managerial Readiness (OMR) scale was first developed as a simple measure of managerial potential for the Chinese workforce. OMR purports to predict managerial performance by assessing a person's attitudes and intention to engage in managerial practices. It consists of 28 forced‐choice statements most of which refer to attitudes and behaviors in a work setting. Three studies together showed that OMR was correlated negatively with neuroticism, and positively with conscientiousness, agreeableness, openness to experience, and extraversion. Notwithstanding, OMR was distinct from the Big Five, and had incremental predictive power on work performance (Study 3). Besides, OMR alone predicted bank managers' productivity (Study 4). Finally, internal consistency and concurrent validity of a Likert version of OMR was ascertained (Study 5).     

Johannes Scotus Erigena on Imagination

This study attempted to check, in an authoritarian culture, Ray's hypothesis that there is no relationship between authoritarian behavior and authoritarian attitudes. Scales measuring these two variables were administered to 38 white Afrikaans-speaking South African college men and women (average age 20.74 years). The correlation between the two scales was -.21 which is not significant. The results were therefore seen as a confirmation of Ray's hypothesis.     

The Ideology of Anti-Fat Attitudes1

We surveyed over 1,000 undergraduates about their attitudes toward fatness and fat people. A consistent pattern of attitudes emerged: People who were anti-fat shared an ideologically conservative outlook on life. Those who disliked fatness tended to be politically conservative, racist, in favor of capital punishment, and less supportive of nontraditional marriages. By contrast, negative attitudes toward fatness were not associated with conservative sexual attitudes (which are less likely to be ideologically based), although they were related to less tolerance of sexuality among the handicapped, homosexuals, and the elderly. Antifat attitudes seem to be based on ideology, and not on one's own weight situation: Anti-fat attitudes were virtually unrelated to one's own degree of fatness. The relationship between ideology and anti-fat attitudes was stronger among men than among women, which indicates that a variety of other, perhaps more self-relevant factors, play into the anti-fat attitudes of women. For example, when women held a conservative, anti-fat ideology, and were in the heaviest weight group, they suffered from low self-esteem. This relationship did not hold for men, indicating that the relationship between ideology and self-derogation may be based on the greater self-relevance weight holds for women. In a second study, we found that anti-fat attitudes were substantially correlated with authoritarianism, indicating that prejudice against fat people may be another manifestation of a collection of political and social attitudes predicated on conventionalism and a narrow latitude of acceptance of others' behaviors.     

Gender Differences in Attitudes Toward Women as Sales Managers in the People's Republic of China

The present study promulgates a research stream in the area of understanding women's position in the management of the Chinese sales force. The study investigates attitudes toward women as sales managers held by Chinese salespeople. Male salespeople consistently rated the female sales managers lower than did female salespeople on three sets of attitude items. This finding indicates the presence of male resistance to women in sales management positions.     

Exploration of the attitudes of employees towards the provision of counselling within a profit‐making organisation

The provision of workplace counselling has risen significantly over the last 20 years in response to the increase in stress‐related illness amongst employees in UK profit‐making organisations. Despite this expansion there is very little exploration of employee attitudes towards this provision. This paper describes a case study of employee attitudes towards counselling in a UK profit‐making organisation utilising an Employee Assistant Programme (EAP) for staff counselling. The method used for the research was a quantitative approach administered using a short questionnaire distributed to employees by e‐mail. The responses to the questionnaire illustrated that most employees were highly aware of the service and believed stress to be the highest presenting issue to the EAP counsellors. However, stress was actually the lowest presenting issue. The results from this study also suggested that managers had a more negative attitude towards counselling than non‐managers. Men and women were found to have the same highly positive attitude towards counselling. Respondents felt that wider, constant and regular positive promotion of counselling, by the employer as well as the EAP, was needed to increase utilisation of the EAP counselling service. Concerns over confidentiality for those using, or contemplating using, the service were also found — as in other studies — but this study found concerns particularly in relation to managers finding out that an employee had attended counselling. The implications of these findings are discussed.     

Examining cognitive development from a conceptual change point of view: The framework theory approach

Sexual socialization refers to how, through social interaction, an individual acquires and internalizes culture-specific knowledge, values and attitudes about sexuality. Little, however, is known about how an individual's genetic characteristics modify this process, or if individuals gravitate towards specific environments according to their genetic characteristics. The aim was to explore whether adolescents' genetic predispositions modify environmental influences on peer-group sexual attitudes. Using a Finnish population-based sample of twins and their siblings (n = 9534), it was found that genetic effects influenced peer-group sexual attitudes in men (52%) and women (46%), thus offering evidence for gene–environment correlation. Men showed less restricted peer-group sexual attitudes than women. Some indications of different genes influencing environmental exposure in men and women were found.     

Gender and locus of control correlates of body image dissatisfaction

The study concerned sex and various locus of control correlates of body image satisfaction. The results indicated that men and women differ significantly in the degree and in the direction of dissatisfaction towards their bodies, which were consistent with the culturally defined ideals for men and women. Significant differences were also observed regarding self-perceptions, suggesting that women more than men are more likely to suffer from depression and have lower self-esteem which was itself associated with body image satisfaction. Individual beliefs about perceived control towards achieving an ‘ideal’ body shape were assessed using a new locus of control scale which correlated significantly with two scales measuring attitudes relating to body shape. The results from this new scale suggest that perceived locus of control beliefs are important predictors of the resulting behaviours and self-perceptions associated with body shape satisfaction and dissatisfaction.     

Married women's work status: The influence of parents and husbands

The working or nonworking status of married women free of the financial need to work was studied in relation to the balance between their instrumental and expressive needs and in relation to their own and their husbands' attitudes towards women's roles. Also studied were women's needs and attitudes towards women's roles in relation to their parents' child-rearing practices, needs, and attitudes towards women's roles. These variables were rated by 67 working and 48 nonworking women on three sets of scales, each set composed of items reflecting instrumental (I) and expressive (E) orientations. A single score for each set of scales reflected the balance between the sum of the I and E ratings, or (I-E). In 10 of 13 possible correlations, the subjects' I-E needs and attitudes towards women's roles were significantly related to their parents' I-E child-rearing practices, needs, and attitudes towards women's roles. The work status of the subjects was significantly related to their own I-E needs, to their own and their husbands' attitudes towards women's roles, and to whether their mothers worked.     

Education biases perception of social robots

IntroductionRecent research on human–robot interactions (HRI) emphasizes a role of user's attitudes in perceiving robot's with different robot embodiments of varying levels of human likenesses. However, other human factors such as educational background may also help understanding of what conditions contribute to enhance social perception of robot's features.ObjectivesThis study aimed to determine how people's attitudes towards and familiarization with robots influence social perception of particular features of robots.MethodFirst, we measured attitudes towards robots among undergraduate students with diverse educational background (engineering vs. psychology). Then, participants were presented with short movies showing the behaviour of three robots with different levels of sociability. Finally, participants evaluated the characteristics of these robots on a scale.ResultsPeople more familiar with social robots and with more positive attitudes towards them evaluate robots with human traits more highly.ConclusionHuman perception of social robots resembles social phenomena related to human perception of other people.