Intersectional experiences of discrimination in a low‐resource urban community: An exploratory latent class analysis

There have been increasing calls for the application of an intersectionality framework to understand and address discrimination and health inequities among diverse communities. Yet there have been theoretical debates regarding to whom intersectionality applies and how intersectional experiences of discrimination are associated with health outcomes. The current study aimed to contribute to these theoretical debates and inform practical applications to reduce health inequities. Data were drawn from a community health survey in New Haven, CT (N = 1,293 adults) and analysed using latent class analysis. Results yielded 4 classes. Members of the 4 classes were similar sociodemographically. Three classes of participants reported experiencing discrimination, and members of these classes had greater stress, higher rates of smoking and sleep disruption, and worse overall health than members of the class reporting no discrimination. Members of 2 classes made multiple, or intersectional, attributions for discrimination, and members of these classes reported the most frequent discrimination. Findings suggest that community members who are sociodemographically similar may have diverse discrimination experiences. Multilevel interventions that address multiple forms of discrimination (e.g., racism and sexism) may hold promise for reducing discrimination and, ultimately, health inequities within low‐resource urban community settings.     

Predictive Relationship Between Parental Beliefs and Accommodation of Pediatric Anxiety

Behavior performed by parents to assist a youth in avoiding or alleviating anxiety, known as accommodation, is ubiquitous among pediatric anxiety disorders and strongly related to poor treatment outcome. According to cognitive-behavioral theory, the beliefs parents hold regarding accommodation should predict parental accommodating behavior. Unfortunately, little is known about the beliefs parents hold regarding accommodation, as there exists no validated measure of this construct. First, the psychometric properties were examined for the Parental Accommodation Scale (PAS), a novel measure of parental accommodating behavior frequency (PAS-Behavior scale) and parental beliefs about accommodation (PAS-Belief scale). Second, the relationship between parental beliefs about accommodation and accommodation frequency was examined. Results provide preliminary evidence of the internal consistency and convergent validity of the PAS. Stronger positive beliefs about accommodation significantly predicted accommodation frequency, even after controlling for youth anxiety severity. Specifically, beliefs that accommodation prevents youth from losing behavioral and emotional control significantly predicted accommodation frequency. Therefore, efforts to decrease accommodation in clinical settings should involve correcting maladaptive parental beliefs about accommodation, with a particular emphasis on beliefs regarding the necessity of accommodation in preventing a youth from losing behavioral and emotional control.     

Good government and the vocation of citizenship: A Lutheran perspective

Martin Luther considered governmental authority to be one of the structures through which God exercises providential care of the created world. Consequently, government and civil society are dimensions of life in which one lives out the divine calling to serve one's neighbors. This theological perspective offers a distinct contribution to discussions of the appropriate role of religion in the public square. God's desire for justice for all is the criterion by which to evaluate specific governments, policies, and officials. The goal of justice provides a common framework within which Christians can work for the common good with those of other faiths and no faith.     

Sexual Harassment,Racial Harassment,and Well-Being among Asian American Women: An Intersectional Approach

ABSTRACT

Harassment of Asian American (AA) women has received little attention in popular culture and academic research despite their long legacy of sexualized racial stereotyping (e.g., Geisha, sexually submissive; Shimizu, 2007) and additional risk of mistreatment due to their membership in both marginalized gender and racial groups (Beale, 1970 Beale, F. (1970). Double jeopardy: To be Black and female. In T. C. Bambara (Ed.), The Black woman: An anthology (pp. 90–100). New York: New American Library. [Google Scholar]; Settles & Buchanan, 2014 Settles, I. H., & Buchanan, N. T. (2014). Intersectionality: Multiple categories of identity and difference. In V. Benet-Martinez and Y. Hong (Eds.), The Oxford Handbook of Multicultural Identity (pp. 160–180). New York, NY: Oxford University Press, Inc. [Google Scholar]). This study addresses this dearth of research using an intersectional theoretical framework to comprehensively examine sexual and racial harassment with a sample of AA women. Results validated the underlying factor structure of the Sexual Experiences Questionnaire (Fitzgerald, Gelfand, & Drasgow, 1995 Fitzgerald, L. F., Gelfand, M. J., & Drasgow, F. (1995). Measuring sexual harassment: Theoretical and psychometric advances. Basic and Applied Social Psychology, 17, 425–445. doi:10.1207/s15324834basp1704_2[Taylor & Francis Online], [Web of Science ®] , [Google Scholar]) and the Racial Acts, Crimes, and Experiences Scale (RACES; Bergman & Buchanan, 2008 Bergman, M., & Buchanan, N. T. (2008). Development of the Racial Acts, Crimes, and Experiences Survey (RACES). Unpublished instrument. [Google Scholar]) for AA women. Additionally, our results replicated previous research indicating that participants often reported experiencing behaviors that constitute harassment, but did not label them as such. This supports the use of behavioral measures over items that require individuals to label their experiences as harassment. Finally, we examined the associations between these forms of harassment and two indicators of psychological well-being, depression, and posttraumatic stress (PTS). Our results found that gender harassment was associated with more depression, whereas unwanted sexual attention, sexual coercion, and racial harassment were associated with increased PTS. This supports the utility of including both sexual and racial harassment in providing a more nuanced understanding of AA women’s harassment experiences overall and the relationship of harassment to psychological well-being. We discuss theoretical and clinical implications of these findings.     

Perceptions of Nepotism Beneficiaries: The Hidden Price of Using a Family Connection to Obtain a Job

Purpose

This study tested competing predictions about the impact of nepotistic hiring on perceptions of nepotism beneficiaries, focusing specifically on the performance attributions made about nepotism hires. Of particular interest is how the qualifications of the family member compared to other applicants impacts perceptions of the nepotism hire.

Methodology

Two experimental studies, using scenarios that simulated the hiring process, were conducted. Participants reviewed materials describing the hiring process for a manager and then completed a questionnaire assessing their perceptions of the person hired.

Findings

Results showed that successful performance of nepotism beneficiaries was attributed more to political skills and relationships with upper management and less to ability and effort than was the case for non-beneficiaries and that they were perceived as less competent and as having fewer characteristics of successful managers. These negative perceptions occurred regardless of the family member’s qualifications.

Implications

This study contributes to our understanding of nepotistic hiring practices. More negative performance attributions and perceptions of competence for nepotism beneficiaries may hinder their effectiveness on the job. Knowledge gained from this study may help businesses who want to hire family members of current employees to manage this process more effectively.

Originality/Value

This is one of the first studies to examine the consequences of nepotistic hiring for nepotism beneficiaries and the first study to examine how nepotistic hiring effects the performance attributions made about nepotism beneficiaries. It is also the only study to empirically examine how the qualifications of the nepotism beneficiary influence others’ reactions to them.