Behavioral Goals for a Diverse Organization: The Effects of Attitudes, Social Norms, and Racial Identity for Asian Americans and Whites

This research identified 5 behaviors that may enhance the effectiveness of a diverse organization and used Fishbein and Ajzen's (1975) theory of reasoned action to identify predictors of these behaviors. Results from samples of White and Asian undergraduate students from 2 universities generally supported the Fishbein and Ajzen model. Attitudes and subjective norms were significant predictors of behavioral intentions when gender, race, and social desirability bias were controlled. Racial identity also had a significant, positive effect on attitudes toward diversity-related behaviors among the Asian American students, but no significant effect among Whites. These results supported our reasoning that members of historically excluded racial groups with strong racial identities will be most likely to welcome organizational attempts to become more pluralistic because pluralism means that their valued identities will be respected rather than repressed.     

Childhood play experiences of women in traditional and nontraditional professions

One hundred ten women in both traditional and nontraditional professions were compared on childhood play and related socialization experiences. The purpose of the study was to investigate the effects that different play experiences had on career choices of professional women. A survey questionnaire on play experiences and related factors was administered to the subjects. Chi Squares and t-tests for differences between means revealed significant differences among subgroups of women on several independent variables. Professional business women had participated more in competitive sports as children, and-along with women in other nontraditional professions-reported more male playmates and fewer female playmates than did women in traditional professions. Forms of encouragement by fathers differed from that of mothers, and women in nontraditional professions received different forms of parental encouragement than women in traditional professions.     

Construction and cross-validation of an MMPI Black-White scale

A robust set of MMPI items, sensitive to the effect of race (Blacks versus Whites), was constructed by compiling the results of six prior studies. Thirty-two items comprised the MMPI B-W scale. The scale was cross-validated on psychiatric patients and police cadets. Statistically significant mean differences were found between races in both groups, with 83% and 60% correct racial classification, respectively. These findings suggested that when used as a clinical instrument, the MMPI might pick up nonpathology-related racial variance contributing to scale devotion biased against the black respondent, but the degree of nonpathology-related racial scale score covariance has yet to be determined. For future research, the B-W scale was proposed as a set of standard queries in studies assessing connotative meaning for Black-White contrast groups, and to index "functional" as opposed to "objective" race membership.     

Inclusionary Discrimination: Pigmentocracy and Patriotism in the Dominican Republic

This study explored the nature of racial hierarchy and the connection between racial identity and Dominican patriotism using a questionnaire given to an in situ sample in the Dominican Republic. The analyses compared the contradictory expectations of the "racial democracy" (or "Iberian exceptionalism") thesis and social dominance theory. Results showed that despite the very high level of racial intermarriage in the Dominican Republic, there was strong evidence of a "pigmentocracy," or group-based social hierarchy based largely on skin color. Furthermore, despite a slight tendency for people to give slightly higher status ratings to their own "racial" category than were given to them by members of other "racial" categories, this pigmentocracy was highly consensual across the racial hierarchy. These results were consistent with the expectations of social dominance theory. However, in contrast to similar analyses in the United States and Israel, these Dominican findings showed no evidence that members of different "racial" categories had different levels of patriotic attachment to the nation. Also in contrast to recent American findings, there was no evidence that Dominican patriotism was positively associated with anti-black racism, social dominance orientation, negative affect toward other racial groups, or ethnocentrism, regardless of the "racial" category one belonged to. These latter results were consistent with the racial democracy thesis. The theoretical implications of these somewhat conflicting findings are discussed.     

Coalition or derogation? How perceived discrimination influences intraminority intergroup relations

Five studies explored how perceived societal discrimination against one's own racial group influences racial minority group members' attitudes toward other racial minorities. Examining Black-Latino relations, Studies 1a and 1b showed that perceived discrimination toward oneself and one's own racial group may be positively associated with expressed closeness and common fate with another racial minority group, especially if individuals attribute past experiences of discrimination to their racial identity rather than to other social identities (Study 1b). In Studies 2-5, Asian American (Studies 2, 3, and 4) and Latino (Study 5) participants were primed with discrimination against their respective racial groups (or not) and completed measures of attitudes toward Black Americans. Participants primed with racial discrimination expressed greater positivity toward and perceived similarity with Blacks than did participants who were not primed. These results suggest, consistent with the common ingroup identity model (Gaertner & Dovidio, 2000), that salient discrimination against one's own racial group may trigger a common "disadvantaged racial minority" (ingroup) identity that engenders more positive attitudes toward and feelings of closeness toward other racial minorities.     

Religion,Race, and Discrimination: A Field Experiment of How American Churches Welcome Newcomers

This article reports the results of a nationwide audit study testing how Christian churches welcome potential newcomers to their churches as a function of newcomers’ race and ethnicity. We sent email inquiries to 3,120 churches across the United States. The emails were ostensibly from someone moving to the area and looking for a new church to attend. That person's name was randomly varied to convey different racial and ethnic associations. In response to these inquiries, representatives from mainline Protestant churches—who generally embrace liberal, egalitarian attitudes toward race relations—actually demonstrated the most discriminatory behavior. They responded most frequently to emails with white‐sounding names, somewhat less frequently to black‐ or Hispanic‐sounding names, and much less to Asian‐sounding names. They also sent shorter, less welcoming responses to nonwhite names. In contrast, evangelical Protestant and Catholic churches showed little variation across treatment groups in their responses. These findings underscore the role of homophily, organizational homogeneity, and the costs of racial integration in perpetuating the racial segregation of American religious life.     

Teammates On and Off the Field? Contact With Black Teammates and the Racial Attitudes of White Student Athletes1

The intergroup contact hypothesis holds that proximate, cooperative interactions on an equalized basis between Blacks and Whites can minimize Whites’ prejudice (Allport, 1954). This experiment investigated the effect of contact between White and Black high school teammates on White student athletes’ racial attitudes. Using the 1996 Social and Group Experiences (SAGE) survey (created by the authors and administered in the Fall of 1996) commissioned by the National Collegiate Athletic Association, the results indicated a significant relationship between amount of contact with Black teammates in high school and racial policy support and affect, depending on the type of sport played. White student athletes playing team sports who had higher percentages of Blacks as high school teammates expressed more policy support for and greater positive affect toward Blacks as a group than did their counterparts playing individual sports. The role of athletic experiences in changing racial attitudes is discussed.     

The Effects of Nonsexist Television Commercials and Perceptions of Reality on Children's Attitudes About Women

To test the hypothesis that television content can teach sex-typed attitudes, this study presented third and eighth graders with television commercials showing either traditional or nontraditional women. Crossing this manipulation, the children's perceptions of the reality of the commercials were altered with instructions that the characters in the commercials were all real people (reality set), that they were all acting (acting set), or that the commercials were just like ones seen at home (no instructions). Results showed that the children's perceptions of reality were successfully manipulated, and that younger children thought all content was more real. The two sets of commercials were found to have a significant differential impact on the children's attitudes about women only for groups that had been in-structed about reality. For these groups, there was an interaction with sex of subject so that eighth grade boys had more traditional attitudes about women after viewing the nontraditional women, while all other groups showed the reverse pattern of means. Finally, rather than the predicted interaction, perceived reality had a main effect such that children who believed the characters to be acting were less traditional in their attitudes about women. This result is supported by a matching correlation between the two variables for the noninstructed groups.     

Stability and change in parental attitudes following an infant's birth into traditional and nontraditional Swedish families

Fifty-one Swedish couples were interviewed in the last trimester of their first pregnancy and again when their infants were 5 months old. Twenty-five of the couples indicated that the mothers would be primary caretakers throughout the first year (traditional families) whereas the other 26 couples said that the fathers would be primary caretakers for between 1 and 6.5 months during the year (nontraditional families). Analyses showed that the value of parenthood and the value of work were stable from the first (prenatal) to the second (postnatal) interview, although prenatally-anticipated paternal involvement was only marginally correlated with actual paternal involvement. Subjects agreed with their spouses when asked about the same issues, suggesting that the constructs had some validity. Parenthood and work were more highly valued by nontraditional parents than by traditional parents. Degree of paternal caretaking was positively correlated with the fathers satisfaction with and value of parenthood and negatively correlated with their resentment of the infant. Correlations differed somewhat among traditional and nontraditional mothers and fathers. Fathers were more involved with "difficult" sons and "easy" daughters than with "easy" sons and "difficult" daughters.     

The White standard: racial bias in leader categorization

In 4 experiments, the authors investigated whether race is perceived to be part of the business leader prototype and, if so, whether it could explain differences in evaluations of White and non-White leaders. The first 2 studies revealed that "being White" is perceived to be an attribute of the business leader prototype, where participants assumed that business leaders more than nonleaders were White, and this inference occurred regardless of base rates about the organization's racial composition (Study 1), the racial composition of organizational roles, the business industry, and the types of racial minority groups in the organization (Study 2). The final 2 studies revealed that a leader categorization explanation could best account for differences in White and non-White leader evaluations, where White targets were evaluated as more effective leaders (Study 3) and as having more leadership potential (Study 4), but only when the leader had recently been given credit for organizational success, consistent with the prediction that leader prototypes are more likely to be used when they confirm and reinforce individualized information about a leader's performance. The results demonstrate a connection between leader race and leadership categorization.     

Racial Stereotypes: Measurement Variables and the Stereotype-Attitude Relationship

The widely used paradigm developed by Katz and Braly (1933) for the assessment of "stereotypes" has been criticized because of the ambiguity of the subject's task. In the present study, 2 alternate sets of instructions were used, attempting to make the subject's task more clearcut. Traits attributed to each of 5 ethnic groups were virtually identical to those given under the instructional format usually utilized in such studies. When subjects were asked to list the trait-attributions most commonly made by "others" in our society to each of the ethnic groups, responses concerning Negroes were considerably different from subjects' own attributions to Negroes. This own-others difference was not evident for the other 4 ethnic groups rated. Racial attitude was significantly related to attribution for 5 of the 17 traits attributed to blacks by over 10% of the subjects, when subjects were giving their own views. The degree to which a subject's attributions to Negroes agreed with those of the sample as a whole was not related to his racial attitude. However, the degree to which a subject's attributions to Negroes agreed with those seen as most commonly attributed by "others" in our society was positively related to racial prejudice. The implications of these findings for common conceptualizations of stereotype are discussed.     

Sex role attitude and perception of psychological abuse

This study focuses on the relationship between sex role attitude—traditionality and nontraditionality—and perception of psychological abuse. It was hypothesized that nontraditional women would be more adept at perceiving abuse than traditional women. Two hundred and fourteen subjects were polled using the Attitude Toward Women Scale. The 30 most traditional and 30 least traditional women were compared in terms of their reactions to vignettes depicting marital interactions. Several factors were analyzed in an attempt to explain why the nontraditional women were more sensitive in their perception of psychological abuse. Among these factors were educational level, tolerance for conflict, participation in consciousness-raising groups, psychological sophistication, and religious background.     

Gender-Role Congruence and Self-Referencing as Determinants of Advertising Effectiveness

In an initial experiment, men and women with varied gender-role orientations evaluated gender-stereotyped and nonstereotyped advertisements for gendered products that are actually used by both sexes. Consistent with a gender-role congruence model of advertising effectiveness, traditional participants (masculine men; feminine women) responded more favorably to traditional (i.e., gender-stereotyped) than to nontraditional advertisements, whereas nontraditional participants (androgynous individuals; feminine men; masculine women) reacted somewhat more favorably to the nontraditional advertisements. Experiment 2 revealed that when encouraged to self reference, traditional participants became much more responsive to nontraditional advertisements, even more so than were the nontraditional participants. Practical implications of these results are discussed.     

Exploring the Links Between Racial Identity Attitudes and Psychological Feelings of Closeness in African American College Students

The relationship between racial identity attitudes and psychological closeness to various African American groups was examined in 171 African American college students at a predominantly White southeastern university. The data were collected using the Racial Identity Attitude Scale (Helms & Parham, 1985), and a scale measuring Perceived Psychological Closeness to African Americans. The closeness scale is a 14-item instrument that was found to represent (in this sample) psychological closeness to 4 African American groups. Internalized racial identity attitudes indicated positive feelings toward various groups of African Americans. A hierarchical multiple regression analysis indicated that internalized racial identity attitudes were predictive of psychological closeness to African Americans, although this varied somewhat depending on the subgroup.     

Social Role Theory and the Perceived Gender Role Orientation of Athletes

In this research we examined the influence of athletic roles upon the perceived gender role orientations of male and female athletes. Participants were 148 students who read a bogus newspaper article that described either a male or female athlete who had successfully competed in an athletic event. The type of sport (football, basketball, and cheerleading) was manipulated. Female football players and basketball players were perceived as higher in agency than female cheerleaders. Male cheerleaders were perceived as higher in communality than male football players and male basketball players. Participants made external attributions concerning the motivations of athletes who competed in gender traditional sports. They made internal attributions concerning the motivations of athletes who competed in gender nontraditional sports. These findings are examined in relation to social role theory.     

The effects of modifying color-meaning concepts on racial concept attitudes in five- and eight-year-old children

Williams and Edwards (1969) found that changing the positive and negative evaluations given to color concepts by preschool children through reinforcement procedures over two sessions reduced their racial concept attitude scores measured during a third session. The present study replicated their negative reinforcement and control procedures with 5-year-old children, and extended their research to include 8-year-old children. The present results replicated the original findings and in fact showed a larger change in racial attitude scores. While the color-meaning concepts were modified to a greater extent in the older children, the effect of the negative reinforcement procedure on racial attitude scores was similar for the two age groups.     

Racial groups and test fairness, considering history and construct validity

According to Helms, "test fairness" is defined as "removal from test scores of systematic variance attributable to experiences of racial or cultural socialization." Some of Helms's reasoning is based on earlier work, which recommended that racial group or category variables be replaced entirely with individual-level constructs, to reflect racial socialization experiences that vary within racial groups. Treatment of the test fairness issue--a social and political issue--will benefit from explicitly considering historical events that contributed to group-level race differences. In light of this history, D. A. Newman et al suggest (a) retaining a group-level conceptualization of race/racial socialization and also (b) focusing on criterion-irrelevant variance in test scores that is attributable to race.     

The Effects of Commercials on Children’s Perceptions of Gender Appropriate Toy Use

Sixty-two first and second grade students (28 boys, 34 girls) were exposed to one of three commercial videotapes in which either all-boys (traditional condition) or all-girls (nontraditional) were playing with a toy. Participants in the control condition were exposed to nontoy commercials. After exposure to one of the conditions participants performed a toy sort where they were asked if six toys, including the two manipulated toys, were for boys, girls, or both boys and girls. Participants in the nontraditional condition were more likely to report that the manipulated toys were for both boys and girls than were participants in the traditional condition, who were more likely to report that the manipulated toys were for boys. This effect was stronger for boys than for girls.     

Race, ethnicity, and depression: a confirmatory analysis

This study addresses two questions: (a) Are depressive-symptom scales equally indicative of depression in different racial/ethnic groups and (b) are there mean differences between the groups in the underlying depressive disorder assessed by these scales? The data consist of interviews obtained from a large community survey of depression in Los Angeles County. Four racial/ethnic groups were considered: Anglos, blacks, English-speaking Hispanics, and Spanish-speaking Hispanics. Confirmatory factor analysis was used to test both one-factor and two-factor models of depression. An invariant factor pattern was demonstrated. No significant mean differences on a factor of Depression were found, but the groups were found to differ on a Well-Being factor. Implications for survey research on psychiatric impairment among different racial/ethnic groups are discussed.     

Consideration of Genetic Counseling as a Career: Implications for Diversifying the Genetic Counseling Field

Under-representation of racial/ethnic minority counselors has been an ongoing issue in the genetic counseling field. A better understanding of genetic counseling awareness and career consideration may help to increase the number of applicants to genetic counseling training programs from racial/ethnic minorities. This study sampled high school and college students (n = 233) to examine their awareness and perceptions of genetic counseling. Ethnicity, gender, parental level of education, and interest in biology were significant predictors of a subjects genetic counseling awareness; previous awareness of genetic counseling, interest in psychology, and level of education were significant predictors of whether a subject would consider genetic counseling as a career. The findings suggest that knowledge of genetic counseling is lower among racial/ethnic minorities, but that racial/ethnic minorities are just as likely to consider genetic counseling as a career. Awareness of genetic counseling prior to university education may increase racial/ethnic minority representation among potential applicants to genetic counseling training programs.