THE PSYCHOSOCIAL WELL-BEING OF BLACK AND WHITE MOTHERS FOLLOWING MARITAL DISSOLUTION

This study proposed that African American cultural, social, and economic experiences would positively influence the psychosocial adjustment to marital dissolution of Black mothers as compared to White mothers. The study sample consisted of 235 Black and 662 White divorced or separated mothers from the National Survey of Families and Households. The mothers were not remarried and reported having at least one or more biological or adopted children, 18 years of age or younger, living in the home. Discriminant analysis (stepwise), after controlling for socioeconomic status and time since divorce or separation, indicated that Black mothers had higher levels of personal mastery and economic well-being and received greater formal support after divorce. Contrary to the hypotheses, White mothers received more informal support and evidenced earlier entry into dating than Black mothers. The findings document cultural variations in marital dissolution and the strengths of Black families in coping with this transition.     

JOB CHARACTERISTICS AND WELL-BEING AT MIDLIFE Ethnic and Gender Comparisons

Lacking in the research on work and well-being is a focus on the characteristics of the employment role that contribute to well-being and their differential relations across ethnicity and gender. White and Black women and men at midlife (ages 40-64) were studied. The samples were drawn from two national surveys and included 186 White women, 202 White men, 254 Black women, and 169 Black men. Multiple regression analyses were conducted to assess the relation of work commitment, job satisfaction, role stress, occupational status and personal income to perceived control, life satisfaction, and happiness. Marital status, age, and hours worked were included as control variables. Results indicate that job satisfaction is positively related to life satisfaction for all four groups, and to happiness for White women and Black men. Personal income is positively related to perceived control for Black women and White men, and to life satisfaction for White women. Occupational status is positively related to perceived control for White and Black women; role stress is negatively related to life satisfaction among White men, and to happiness among Black women. Among the control variable, being married positively related to well-being for all four race-sex groups.     

Vicarious Experiences of Major Discrimination and the Life Satisfaction of Black and White Adults from a Community Sample

The racism-related stress framework argues that racism can influence the well-being of individuals through personal and vicarious experiences of discrimination, but studies on racism and health have primarily focused on understanding how personally experienced discrimination shapes these outcomes. Using data from the Nashville Stress and Health Study (N?=?1,252) the present study examines the racial differences in vicarious experiences of major discrimination among Black and non-Hispanic White adults from a community sample. Additionally, given longstanding evidence of racial disparities in life satisfaction, this study assesses whether the effects of vicarious experiences of discrimination influence overall life satisfaction of both Black and White adults. Results reveal significant racial differences in the types of vicarious discrimination that both groups are exposed to, and that Black adults are more exposed to vicarious experiences of major discrimination relative to White adults. Furthermore, findings indicate that vicarious experiences of discrimination, in addition to personal experiences of discrimination, are associated with lower levels of overall life satisfaction among Black adults, but not for White adults. This study extends the broader literature on racism-related stress and offers new insights for understanding racial differences in overall life satisfaction and well-being.

     

The Psychosocial Well-Being of Black and White Mothers Following Marital Dissolution: A Brief Report of a Follow-Up Study

A subsample of divorced/separated Black and White mothers from the National Survey of Families and Households was followed over a five-year period to determine cultural differences in psychosocial well-being. Discriminant analysis, with education and time since divorce/separation controlled, indicated that White mothers at Time 2 differed from Black mothers in terms of higher levels of personal mastery, informal support, and economic well-being. Also, White mothers evidenced significant improvement in five of the six psychosocial domains: informal support, self-esteem, happiness, economic well-being, and depression, whereas Black mothers indicated improvement in informal support and happiness, and evidenced a marginal decline in personal mastery. Cultural differences also were noted in the greater income of White mothers at Time 2 as well as a greater likelihood for White mothers to remarry.     

Life and neighborhood satisfaction of black and white residents in a middle-class suburb of Johannesburg

Prior research indicates that Black South Africans are generally less satisfied with their lives and neighborhoods than White South Africans. 375 Black and 358 White adult residents of a multiracial, middle-class suburb of Johannesburg rated, from 0 to 10, their satisfaction with 9 personal and 9 environmental quality of life domains. Two items, also rated from 0 to 10, assessed satisfaction with life and the neighborhood. Although there were no differences between Black and White suburbanites on life satisfaction scores, the Black group reported being more satisfied with the neighborhood than the White group. Stepwise multiple regression indicated that health and personal safety explained the highest variance in life (29% for the Black group and 43% for the White group) and neighborhood (26% for the Black group and 18% for the White group) satisfaction.     

Race versus belief about race as determinants of attraction: Belief prejudice and two kinds of race prejudice

An experiment was conducted to assess the effects of actual racial membership versus similarity of beliefs about racial issues on interpersonal evaluations. Prejudiced and unprejudiced White male students observed a videotaped interaction of two Black and two White male actors discussing racial issues and then evaluated the actors on several scales. One White and one Black actor took a conservative stand on racial issues, and the other White and Black pair of actors took a liberal position. Results from the ratings showed strong belief prejudice effects. Prejudiced subjects were attracted to conservative actors while unprejudiced subjects were attracted to liberal actors. Additionally, there were two kinds of race effects. Prejudiced subjects preferred White to Black actors, but unprejudiced subjects showed a reverse bias, preferring Black to White actors. A tentative explanation for this unusual finding was proposed.     

Culture and beliefs about time: comparisons among black Americans, black Africans, and white Americans

The authors investigated the extent to which racial factors, cultural factors, or both influence a person's beliefs about physical time, personal time, and experienced and remembered duration. A total of 750 Black American, Black African, and White American students responded to a questionnaire on these beliefs about time. Factor analysis was used to compare belief structures. Pairwise comparisons, performed separately for each statement, tested the direction and strength of the reported beliefs. The groups showed many similarities, but they also showed some differences. All 3 groups differed in beliefs about physical and personal time, but they did not differ in beliefs about duration experiences. This evidence does not support simplistic views of racial or cultural influences. Culture may differentially influence beliefs about physical time and personal time. Beliefs about duration experiences may represent an ethnic factor that transcends cultures.     

What are the odds? How demographic similarity affects the prevalence of perceived employment discrimination

Because research is needed to identify the conditions that facilitate or impede the prevalence of perceived workplace discrimination, the authors examined the effects of demographics and demographic similarity on the prevalence of sex- and race/ethnicity-based perceived workplace discrimination. Results from a national survey of 763 full-time, United States employees show perceived sex-based discrimination at work was more prevalent among female than male employees, and perceived race-based discrimination at work was more prevalent among Black and Hispanic than White employees. Additionally, perceived racial/ethnic discrimination was less prevalent among those with same-race/ethnicity supervisors. The effect of employee-coworker sex similarity on perceived sex discrimination was significant only for women, and the effects of supervisor-subordinate racial similarity on the prevalence of perceived racial discrimination varied between Black and White respondents, depending on employee-residential-community racial similarity.     

The development of intergroup bias in childhood: how social norms can shape children's racial behaviours

The present research examined the developmental course of racial behaviours in childhood. It tested the hypothesis that White children's expressions of racial prejudice do not necessarily decline in middle childhood due to the development of particular cognitive skills but that instead, as argued by the socio-normative approach, children older than seven will go on expressing prejudiced attitudes under appropriate conditions. This would be explained by the presence of an anti-racism norm, along with the existence of values promoting equal rights, which impede blatant expressions of racism. In the first study 283 White children aged 6-7 and 9-10 years performed a task of resource allocation to White and Black target children in conditions of high (White interviewer was present) or low (White interviewer was absent) salience of the anti-racist norm. The 6- to 7-year-old children discriminated against the Black target in both conditions whereas older children discriminated against the Black child only when the anti-racist norm was not salient. In Study 2, 187 White children aged 6-7 and 9-10 years performed the same resource allocation task in conditions of explicit activation of similarity vs dissimilarity or egalitarian vs merit-based norms regarding race relations. Supporting the hypothesis of the role of racist or anti-racist norms on the expression of intergroup discrimination, results have again shown that 6- to 7-year-old children discriminated against the Black target in both conditions while older children presented significantly different prejudiced/nonprejudiced behaviours consistent with the activated norms. These results were discussed in terms of the need for a reanalysis of the assumptions and research results of the cognitive-developmental theory and of further developments in the socio-normative approach regarding the development of prejudice in childhood.     

Pain in the eye of the beholder: Variations in pain visual representations as a function of face ethnicity and culture

Pain experienced by Black individuals is systematically underestimated, and recent studies have shown that part of this bias is rooted in perceptual factors. We used Reverse Correlation to estimate visual representations of the pain expression in Black and White faces, in participants originating from both Western and African countries. Groups of raters were then asked to evaluate the presence of pain and other emotions in these representations. A second group of White raters then evaluated those same representations placed over a neutral background face (50% White; 50% Black). Image-based analyses show significant effects of culture and face ethnicity, but no interaction between the two factors. Western representations were more likely to be judged as expressing pain than African representations. For both cultural groups, raters also perceived more pain in White face representations than in Black face representations. However, when changing the background stimulus to the neutral background face, this effect of face ethnic profile disappeared. Overall, these results suggest that individuals have different expectations of how pain is expressed by Black and White individuals, and that cultural factors may explain a part of this phenomenon     

The company you keep: Fear of rejection in intergroup interaction

People use many cues to infer the likelihood of acceptance or rejection in intergroup interactions. Nearly all prior research has focused on personal cues directly given off by the potential interaction partner (e.g., eye contact and smiling). However, we argue that in the context of intergroup interactions, individuals may be especially sensitive to broader social cues, such as an interaction partner's social network. Across three experiments we explored differences in White participants' evaluations of a smiling Black man presented with a Black or White friend. When this Black man was featured with a Black friend, White participants reported greater rejection concerns and a greater inclination to reject this Black man compared to when he was featured with a White friend (Experiments 1-3) or featured alone (Experiment 2). Furthermore, when participants received a simple intervention designed to buffer against social rejection, the race of the Black man's friend no longer influenced participants' interests in befriending the Black man (Experiment 3). This research demonstrates the power of friendships in interracial interactions and provides evidence for a simple intervention to reduce the weight of rejection concerns in interracial interactions.     

Black Women and White Women: Do Perceptions of Childhood Family Environment Differ?

INTRODUCTION: Few studies have examined racial differences in perceptions of childhood. Little is known about how Blacks perceive their own families, particularly the family environment that they experienced in childhood. METHODS: A community sample of 290 women (55% White, 45% Black) from two-parent families, heterogeneous in age and social class, was examined using a self-administered questionnaire, including the Family Environment Scale (FES), followed by a focused interview. Siblings were used as collateral informants. RESULTS: The psychometric properties of the FES showed remarkably little variation by race: The internal scale reliability, correlations between scales, and factor structures were quite similar. Although both White and Black women reported good childhood family environments, Black women when compared with White women rated their families of origin as more cohesive, organized, and expressive, and lower in conflict. Sibling responses corroborated these findings. DISCUSSION: This study addresses a gap in the research literature and provides important evidence of strengths in Black family relationships as reported by a community sample of women. The psychometric properties of the FES, found to be strong for families of both races, lends support to our findings and those of other researchers who have used this measure.     

Denying Diversity: Perceptions of Beauty and Social Comparison Processes Among Latina,Black, and White Women

The purpose of this study was to investigate Latina, Black, and White women's conceptions of beauty and perceptions of cultural standards of beauty, as well as whether or not the participants were engaging in similar social comparison processes, specifically, the denial of personal disadvantage. One hundred and fifty-seven college women participated: 48 Latinas, 52 Black women, 51 White women, and 6 Others. Results indicate that there are significant differences in Latinas', Black women's, and White women's relationships with their bodies, and their relationships to dominant cultural standards of beauty. In addition, there were differences by race in the tendency to engage in the denial of personal disadvantage response. These findings contribute to the understanding of how racial identity affects, or interacts with, the experience of beauty standards among Latina, Black, and White women.     

Black students' experiences of “acceptable” racism at a UK university

Our research, conducted with 30 Black students at a predominantly White institution, used mixed qualitative methods to investigate Black students' sense-making of experiences that signalled their non-belonging. All participants experienced both overt and covert racism including the n-word, racist humour, and negative stereotyping; and this occurred in public and intimate spaces. Our reflexive thematic analysis centred on interactional dynamics that can explain how racism on campus is rendered acceptable; and how and why this is consequential for how Black students can act. We found that White students' practices of “acceptable” racism entailed the denial of responsibility and the privileging of White experiences to deflect responsibility. Importantly, these devices signal that the use of racist discourses does not always arise from unconscious bias or naivety. The perceived power dynamics whereby White students decide who belongs and what is acceptable contributed to Black students' inability to act on their own terms.     

Racism leads to pushups: How racial discrimination threatens subordinate men's masculinity

Two studies explored the gendered nature of racial discrimination for Black men, focusing on the relationship between race, discrimination, and masculinity threat. Specifically, we hypothesized that racial discrimination may also represent a threat to Black, but not White, men's masculinity. Both studies examined the target's perspective (i.e. Black and White men's perspectives) on the experience of racism and threat. Black men who experienced discrimination reported greater endorsement of male gender norms and were more vigilant to masculinity threat cues than were those who did not experience discrimination. Additionally, Black men engaged in masculine-typed behaviors–for our purposes, completing more pushups–in proportion to their experience of masculinity threat. Conversely, White men disengaged from the pushup task after experiencing discrimination. Study 2 suggests that White men's disengagement is mediated by affirming their social status. Our data suggest the importance of considering the gendered consequences of racial discrimination toward subordinate-group men.     

Therapeutic response to Cognitive Processing Therapy in White and Black female veterans with military sexual trauma-related PTSD

Cognitive Processing Therapy (CPT) is an evidence-based treatment (EBT) for posttraumatic stress disorder (PTSD) which has been validated for female veterans with military-related PTSD. Existing trials have enrolled predominantly White veterans with some studies documenting higher rates of early termination from EBTs among Black females when compared to White females. Data from a previously published randomized clinical trial were used to evaluate the effectiveness of CPT for Black female veterans with military sexual trauma (MST)-related PTSD. Reductions in PTSD symptom severity, number of sessions attended, and early termination rates were compared between Black (n = 20) and White (n = 16) female veterans. A hierarchical linear modeling approach was used, with PTSD symptom severity over the course of treatment and follow-up entered as a level-1 variable and race (Black or White) entered as a level-2 predictor. Piecewise growth curves analyses revealed that both Black and White female veterans experienced significant reductions in PTSD symptom severity over the course of treatment and gains were maintained up to 6 months post-treatment. Race was not found to be a significant predictor of change in the slope of PTSD symptom severity over the course of CPT treatment. Additionally, number of sessions attended and rates of early termination did not significantly differ based on race. Results suggest that CPT was a well-tolerated and effective psychotherapeutic treatment for this sample regardless of racial self-identification.     

General And Culturally Specific Factors Influencing Black And White Rape Survivors' Self-Esteem

Grounded in a culturally inclusive ecological model of sexual assault recovery framework, the influence of personal (e.g., prior victimization), rape context (e.g., degree of injury during last assault), and postrape response factors (e.g., general and cultural attributions, rape related coping) on self-esteem of Black and White college women, who were survivors of attempted and completed rape, were examined. As predicted, Black and White women identified similar general variables (e.g., general attributions) as important in the recovery process. Black women, however, identified a cultural factor (i.e., cultural attributions) as more important in influencing their reactions to the last rape compared to their White counterparts. Using path analysis, findings from this cross-sectional study indicated that severity of the last assault and prior victimization were related to lower self-esteem indirectly through avoidance coping strategies, and victim blame attributions for the latter. Results also suggested that the link between cultural attributions and self-esteem was explained through victim blame attributions, primarily for Black participants. The model accounted for 26% of variance in self-esteem.     

The Teddy-Bear Effect: Does Having a Baby Face Benefit Black Chief Executive Officers?

ABSTRACT— Prior research suggests that having a baby face is negatively correlated with success among White males in high positions of leadership. However, we explored the positive role of such "babyfaceness" in the success of high-ranking Black executives. Two studies revealed that Black chief executive officers (CEOs) were significantly more baby-faced than White CEOs. Black CEOs were also judged as being warmer than White CEOs, even though ordinary Blacks were rated categorically as being less warm than ordinary Whites. In addition, baby-faced Black CEOs tended to lead more prestigious corporations and earned higher salaries than mature-faced Black CEOs; these patterns did not emerge for White CEOs. Taken together, these findings suggest that babyfaceness is a disarming mechanism that facilitates the success of Black leaders by attenuating stereotypical perceptions that Blacks are threatening. Theoretical and practical implications for research on race, gender, and leadership are discussed.     

RATER-RATEE RACE EFFECTS IN DEVELOPMENTAL PERFORMANCE RATINGS OF MANAGERS

The effects of rater and ratee race on performance ratings of managers were examined. Ratings were obtained from peers, subordinates and bosses as part of a multirater, developmental feedback program for managers. Two data sets were created for purposes of this study. The between-subjects data set consisted of ratings from over 20,000 bosses, over 50,000 peers, and over 40,000 subordinates. The repeated measures data set was substantially smaller because it included only those Black and White managers who were rated by both a Black and White rater from each of the three perspectives. Results for rater race indicated that Black raters from all perspectives (peers, subordinates, and bosses) assigned more favorable ratings to ratees of their own race. Results for White raters differed according to the particular rating source. White bosses assigned more favorable ratings to ratees of their own race, but White subordinates did not. White peers assigned more favorable ratings to Whites in the repeated measures analysis, but not in the between-subjects analysis. Results for ratee race indicated that both White and Black managers received higher ratings from Black raters than from White raters, and the effect was more pronounced for ratings assigned to Black managers.     

Assumed race moderates spontaneous racial bias in a computer‐based police simulation

We demonstrated that playing the roles of different outgroup races can elicit extrapersonal racial bias associated with respective racial groups. In a modified version of a computer‐based police simulation, the police officer's race was visually manipulated to be either Black or White. Korean participants made quick decisions whether to shoot targets (Black or White, armed or unarmed) on screen. Comparison of behavioral bias in the task revealed that, as expected, playing the role of a White police officer was associated with a stronger bias against Black targets compared to playing a Black police officer's role. The result suggests that when a social category is activated, one's race‐related behavior can reflect one's beliefs about the biases that members of that category hold.