Generational Differences in Gender Attitudes Between Parents and Grown Offspring

This study examined generational differences in gender attitudes between parents and grown offspring, including the extent to which these differences vary in families with daughters vs families with sons and in African American vs European American families. Participants included 158 African American and European American men and women (aged 22 to 49 years), their mothers, and their fathers (N?=?474) recruited predominantly through purchased telephone lists. Participants completed a self-report measure of gender attitudes toward marital and childrearing roles. Mixed method ANOVAs revealed offspring were less traditional than parents, although there were greater generational differences in attitudes between mothers and daughters and in European American families. Findings are discussed in terms of implications for family roles and relationships.     

Exploring Differences in Attitudes Between Light and Heavy Brand Users

Prior research on attitude has suggested that examining differences in attitudinal dimensions between known groups is a fruitful area of inquiry. In this research, we examine differences in attitudinal dimensions between heavy and light users of a brand. In the first, exploratory study, we find that brand‐name accessibility is linked with feelings about the brand for heavy users, and with thoughts about the brand for light users. In a second, follow‐up study, we show that advertising messages that are feelings based are more likely to enhance brand‐name accessibility for heavy users than messages that are attribute based.     

Gender Differences in the Influence of Professional Tenure on Work Attitudes

In this study we examined gender differences in the influence of professional tenure on 3 work attitudes: career salience, organizational commitment, and job involvement. In total, 220 men and 125 women working in high-level jobs in a large multinational organization completed a written questionnaire. Using hierarchical regression analyses, and controlling for differences between men and women in age, the presence of children, and number of working hours, we found no significant gender differences in the 3 work attitudes. The results further show that although career salience, job involvement, and organizational commitment increase with age, these work attitudes decrease with professional tenure. In terms of organizational commitment, the negative influence of professional tenure was significantly stronger for women than for men. Finally, the implications for future studies and for organizational practice are discussed.     

A Review of the Empirical Evidence on Generational Differences in Work Attitudes

Purpose  

This article reviews the evidence for generational differences in work values from time-lag studies (which can separate generation from age/career stage) and cross-sectional studies (which cannot). Understanding generational shifts is especially important given the coming retirement of Baby Boomer workers and their replacement by those born after 1982 (GenMe/GenY/Millennials).     

Differences Between Condom Users and Condom Nonusers in Their Multidimensional Condom Attitudes

In two studies, we examined multidimensional condom attitudes of college students separately for (a) condom users vs. condom nonusers, (b) women vs. men, and (c) partnered individuals vs. single individuals (Study 1). Almost all single people (97%) expected to use condoms during each incident of sexual intercourse during the next 2 months. Across both studies, condom users were distinguished from nonusers by the attitude that condom use would interfere with sexual pleasure, and by skepticism that they would be able to use condoms in the face of obstacles (i.e., the action-maintenance dimension of condom attitudes). These effects held for expected future condom use, as well as current condom use. One gender difference also emerged across both studies: Men were more concerned about condoms interfering with sexual pleasure than were women. Implications for condom-use promotion are discussed.     

Racial Differences in Work Attitudes: What You See Depends on What You Study

Differences in a constellation of work attitudes were studied with respect to black and white employees using a sample of healthcare workers. Preliminary analyses using MANOVA indicated that blacks had more positive work attitudes than did whites. However, systematic analyses of set of covariates including personal, lifestyle, and organizational variables eliminated all racial differences in work attitudes. Implications of these findings and directions for future research were discussed.     

Disentangling the Relationship Between Implicit Aggressiveness and Counterproductive Work Behaviors: The Role of Job Attitudes

Implicit aggressiveness, measured by the Conditional Reasoning Test for Aggression (CRT-A), has been shown to be important for understanding counterproductive work behaviors (CWBs). However, it is not clear how employees justify CWBs that stem from their unconscious tendencies. We tested the idea that implicitly aggressive individuals develop negative job attitudes (JAs) to justify their CWBs. In Study 1, 333 employees completed the CRT-A, a battery of JAs, and a CWBs scale. In Study 2, another sample (n = 341) completed the CRT-A and different measures of JAs and CWBs. In both studies, implicit aggressiveness explained JAs and self-reported CWBs. Although the design did not allow establishment of exact causal sequence, both studies were more consistent with the model where CWBs mediated the CRT-A and JA relationship.     

Gender Attitudes Mediate Gender Differences in Attitudes Toward Adoption in Guatemala

Gender differences in gender role attitudes, including machismo, and attitudes toward adoption were studied in Guatemala, a country that provides a large number of children for international adoption. Guatemalan university students (N = 152) completed the machismo subscale of the Multiphasic Assessment of Cultural Constructs–short form (Cuéllar, Arnold, & González, 1995), the attitudes toward women scale for adolescents (Galambos, Peterson, Richards, & Gitelson, 1985), and an adoption beliefs scale developed for the present study. Men endorsed more machismo, more traditional gender role attitudes, and held less favorable attitudes toward adoption than women did. Gender differences in adoption attitudes were mediated by machismo and gender role attitudes. These results suggest that machismo and traditional gender role attitudes may serve as barriers in the promotion of intra-country adoption.     

Hearing From Both Sides: Differences Between Liberal and Conservative Attitudes Toward Scientific and Experiential Evidence

Two studies examined how political ideology relates to attitudes towards opposing scientific and nonscientific perspectives on apolitical topics. Participants read an article excerpt containing quotes from a researcher debunking a common misconception, such as the existence of lucky streaks in games of chance. They also read the perspective of someone who rejected the researcher in favor of personal experience, either in the form of a quote in the article from a relevant professional (e.g., a casino manager, Study 1) or a comment from a purported previous respondent with no clear expertise (Study 2). In both studies, conservatives, compared to liberals, evaluated the views of the scientist and the person rejecting the science as closer in legitimacy. Differences in evaluation of the science rejecter were mediated by conservatives' heightened intuitive thinking. By spotlighting how partisans evaluate nonscientific perspectives alongside science and by focusing on apolitical topics, these results bring new clarity to the debate on whether conservatives are more biased than liberals in attitudes towards science.     

Belief in a Just World and Attitudes Toward Immigrants and Foreign Workers: A Cultural Comparison Between Hawaii and Germany

University students in Hawaii ( N = 171) and in Germany ( N = 61) completed the 6-item Belief in a Just World Scale (BJWS; Dalbert, Montada, & Schmitt, 1987), an instrument developed in Germany to measure general just world belief. Results indicated that the BJWS is equally well suited to measure just world belief in an American sample. Subjects also completed a short instrument to assess justice judgments about the situation of a disadvantaged group (in Hawaii: Pacific Island immigrants; in Germany: foreign workers). For both samples, the disadvantaged group's situation was judged as more just by subjects with a greater belief in a just world and by those who were more socially similar to the disadvantaged group. Compared to students in Germany, those from Hawaii held stronger beliefs in a just world. Results were discussed in terms of generality and cultural specifity of the just world belief.     

Work Attitudes and Values of College Women

Despite woman's fast emergence into the working world, few studies have focused on individual changing attitudes and values that become initially responsible for setting future employment trends in our society. Following a historical perspective, a survey is presented that samples the inner feelings of young college women and their personal stand on the world of work. The results indicate a general rejection of much of the traditional work ethic. Although the attitudes expressed in this survey are simply contemporary, their hidden strength hints to the shape of a future American society that will potentially change the life-style of every individual.     

Generational Differences in Work-Related Attitudes: A Meta-analysis

Purpose

Differences among generations on a wide variety of outcomes are of increasing interest to organizations, practitioners, and researchers alike. The goal of this study was to quantitatively assess the research on generational differences in work-related attitudes and to provide guidance for future research and practice.

Design/Methodology/Approach

We conducted a meta-analysis of generational differences on three work-related criteria: job satisfaction, organizational commitment, and intent to turnover. Our review of published and unpublished research found 20 studies allowing for 18 generational pairwise comparisons across four generations (Traditionals, Baby Boomers, Generation Xers, and Millennials) on these outcomes using 19,961 total subjects.

Findings

Corrected mean differences for job satisfaction ranged from .02 to .25, for organizational commitment they ranged from ?.22 to .46, and for intent to turnover the range was ?.62 to .05. The pattern of results indicates that the relationships between generational membership and work-related outcomes are moderate to small, essentially zero in many cases.

Implications

The findings suggest that meaningful differences among generations probably do not exist on the work-related variables we examined and that the differences that appear to exist are likely attributable to factors other than generational membership. Given these results, targeted organizational interventions addressing generational differences may not be effective.

Originality/Value

This is the first known quantitative review of research on generational differences in the workplace.     

Exploring the Relationship Between Authoritarianism and Attitudes Toward Unions

This study examines the relationship between authoritarianism and attitudes toward unionism. The present study, using a sample of undergraduate business majors, finds a significant and positive correlation between authoritarianism and anti-union attitudes. This suggests that attitudes toward unions are, to some extent, rooted not in simple economic rationality, rather in rigid and dogmatic thought patterns. The implications for labor/management relations, and for successful programs of employee involvement are discussed.     

Perceived discrimination of international visitors to universities in Germany and the UK

The extent to which international students and academics feel discriminated against in the host country was explored in three samples from two countries: students in Germany (N=161), students in the UK (N=139), and academics in Germany (N=79). Respondents completed a measure of perceived discrimination of increasing severity, comprising antilocution (verbal derogation), avoidance, behavioural discrimination, and physical assault. Physical discernibility as foreigner, quality of private contacts with host nationals, and language proficiency were explored as predictors of perceived discrimination. Across the three samples, respondents who were identifiable as foreigners by their appearance reported more discrimination. Positive contacts with host nationals were associated with lower levels of perceived discrimination. Language proficiency predicted perceived antilocution in the two German samples. All samples perceived their personal level of discrimination to be lower than that of their respective in‐groups (international students/academics), but the tendency was moderated by visibility and contact quality.     

Attitudes Toward Private Practice in Social Work:

This article, based upon a study examining attitudes of social workers toward private practice, describes social work educators and nonprivate clinical social workers as having some inaccurate perceptions of the private practitioner. Private practitioners do want to remain identified with social work although they are frequently dissatisfied with the profession. Findings are also described which reveal a "tension" all social workers may feel in their attempt to integrate personal goals with professional values and beliefs.     

Relationships Between Contraceptive Behavior and Love Attitudes,Sex Attitudes,and Self-Esteem

The current research took into account two previously developed models of effective contraceptive behavior, a model emphasizing interpersonal variables and a model emphasizing intrapersonal variables. The purpose was to identify variables related to contraception that could be addressed during contraceptive counseling and to aid persons in deciding the most effective contraceptive method within the context of an intimate relationship. The research used questionnaire responses from 350 male and female college undergraduates. Results indicated some support for aspects of both models, with modest relationships between contraceptive behavior and attitudes toward both love and sex, and self-esteem. The difficulties of developing a comprehensive model of contraceptive behavior are discussed, as are some practical implications of this research.     

Explaining Demographic Group Differences in Affirmative Action Attitudes1

This research identified mediators and a moderator of the relationship between demographic category and attitudes toward affirmative action (AA). Data were collected from national samples of sociologists and business academics. The results indicate that racism, traditional attitudes toward women, and belief in the existence of gender and race discrimination in academe were significant predictors of AA attitudes. Several findings provide support for the prediction that these factors mediate the relationship between demographic group membership and AA attitudes. Additionally, male sociologists who believed they personally experienced discrimination had more negative attitudes toward AA. Perceiving personal discrimination increased support of AA among female business academics. Implications for attitude and intergroup conflict theories are discussed.