Gender and Ethnic Differences in Obesity-Related Behaviors and Attitudes In a College Sample

This study looked at gender and Black/White differences for a number of variables related to attitudes toward obesity in a sample of 650 college students. The overall stereotypes of overweight persons were both negative and unrelated to subjects' own degree of obesity, although individuals reported that their personal views were less negative than those of others.
Women indicated greater concern with obesity than men in several ways, and the societal stereotype of an overweight woman was seen as more negative than that of an overweight man. Men were more concerned about a date's weight than women, and White women's weight (unlike that of other subgroups) was negatively related to their likelihood and frequency of dating. Although Blacks, particularly Black females, were heavier than Whites, they were more satisfied with their body shape. Black males were less likely than White males to have refused to date someone because of her weight, and Blacks personally considered overweight women to be more attractive, sexier, less ugly, and less sloppy than did Whites. The findings suggest that both gender and ethnicity should be considered when discussing people's attitudes towards obesity and the consequences of such attitudes.     

Sex role as a mediator of achievement in task performance

Participants in a test of the influence of sex role on performance in a masculine task were 96 male and female undergraduates. Subject sex, norm (challenging or not challenging), and experimenter (male, female, or no experimenter present) were varied in a 2×2×3 design. When challenged, subjects worked more successfully in the presence of a female than before a male or with no experimenter present. Results support the hypothesis that the arousal of achieving tendencies may depend in part on the importance and conspicuousness of role cues. Implications for industrial performance and for future research are discussed.The authors would like to acknowledge the thoughtful assistance of Barbara Moely and Beverly Jafek, who commented on earlier drafts of this paper.All correspondence should be sent to Dr. Laurie Larwood, Claremont Men's College Claremont, California 91711. Portions of this paper were presented at the meeting of the American Psychological Association, Chicago, August 1975.     

Subjective career success: A study of managers and support personnel

Despite popular belief that managers are successful by virtue of their positions, few studies have examined the position-success relationship. In this research, it was predicted that subjective career success is a multi-dimensional construct whose facets can be measured by several factors. Moreover, the phenomenon of career success was tested to see if it would relate to an employee's perception of occupational self-concept and job features. The notion that these dimensions would predict some aspects of career success more accurately for either managers or support personnel was also investigated. The confirming results obtained in this study and their implications for future research as well as practitioners are discussed.An earlier version of this article was presented at the 93rd Annual Convention of the American Psychological Association, Los Angeles, California, 1985.     

Women as managers: Toward second generation research

A review of women in management research indicates that most studies are concerned with theoretical issues and their implications. This article asserts that the current position of women in management is unstable and might be greatly assisted by an increase in action-oriented research. Such second generation studies can build on the theoretical work, but focus most importantly on the needs of present and potential women managers, investigating the means by which their success may be brought about. Specific research suggestions are offered concerning investigation of the relative task effectiveness of women and men, the career strategies most useful for women managers, the validation of specialized training programs for women, and the institutional qualities most favorable to women.     

Sex discrimination in managerial selection: Testing predictions of the vertical dyad linkage model

The behavior of 60 male and female students in soliciting volunteer leaders for a series of leadership experiments was studied. The solicitation behavior was consistent with the vertical dyad linkage leadership model which predicted that ingroup members would share more responsibilities and benefits with the leader/manager than would outgroup members. Members of the same sex were expected to be more frequently ingroup (operationalized as acquaintances). Results showed that same-sex acquaintances were solicited more often than cross-sex acquaintances. No sex discrimination was found when subjects solicited others who had not been previously known. Acquaintances were most frequently asked to volunteer on highly valued tasks and were more likely than nonacquaintances to agree to participate. The results are interpreted as demonstrating a bias in favor of aiding and promoting members one's own sex in managerial situations.A shorter version of this paper was presented at the meeting of the Academy of Management, Kansas City, 1976. The authors would like to thank Peter Weissenberg of the State University of New York School of Management for his helpful suggestions. This research was completed while the first author was a member of the Organizational Behavior group at State University of New York — Binghamton.     

Stress and cardiac beta adrenoceptors

Most modern theories about stress recognize that although stress is not a disease, it may be the trigger for the majority of diseases when allostatic overload has been generated. During stress, the glucocorticoids and catecholamines play a key role in the regulation of physiological parameters and homeostasis during stress. In the heart, positive chronotropic, inotropic, and lusitropic responses to catecholamines are mediated by various subtypes of adrenergic receptors (beta-ARs), mainly beta1- and beta2-adrenergic receptors. beta-ARs also control cardiomyocyte growth and death, thus contributing to cardiac remodelling. The structural basis of each beta-AR subtype, as well as their signalling pathways, and adaptive responses to stress are discussed. The participation of beta3- and putative beta4-ARs in the control of cardiac function is also discussed, with emphasis on low affinity beta-AR isoforms and the role they play in the response to the catecholamines under stress. The changes in beta-AR signalling under pathogenic conditions as well as under stress are reviewed.     

The association of macro- and microstructure of the corpus callosum and language lateralisation

The present study aimed to examine how differences in functional lateralisation of language are related to interindividual variations in interhemispheric connectivity. Utilising an fMRI silent word-generation paradigm, 89 left- and right-handed subjects were subdivided into four lateralisation subgroups. Applying morphological and diffusion-tensor MRI, midsagittal cross-sectional area as well as quantitative measures of molecular diffusion (anisotropy, mean diffusion) of the corpus callosum were determined to assess interhemispheric connectivity. Statistical analyses revealed group differences in molecular diffusion but not in callosal size, which may be interpreted to reflect a stronger and/or faster interhemispheric connection in strongly left-lateralised subjects as compared to moderately left-lateralised, bilateral, or moderately right-lateralised subjects.     

Frequency-range discriminations and absolute pitch in black-capped chickadees (Poecile atricapillus), mountain chickadees (Poecile gambeli), and zebra finches (Taeniopygia guttata)

The acoustic frequency ranges in birdsongs provide important absolute pitch cues for the recognition of conspecifics. Black-capped chickadees (Poecile atricapillus), mountain chickadees (Poecile gambeli), and zebra finches (Taeniopygia guttata) were trained to sort tones contiguous in frequency into 8 ranges on the basis of associations between response to the tones in each range and reward. All 3 species acquired accurate frequency-range discriminations, but zebra finches acquired the discrimination in fewer trials and to a higher standard than black-capped or mountain chickadees, which did not differ appreciably in the discrimination. Chickadees' relatively poorer accuracy was traced to poorer discrimination of tones in the higher frequency ranges. During transfer tests, the discrimination generalized to novel tones when the training tones were included, but not when they were omitted.     

Prediction of treatment outcome among patients with irritable bowel syndrome treated with group cognitive therapy

Using a sample of over 125 patients with irritable bowel syndrome (IBS) who were treated with cognitive therapy administered in small groups, we sought to predict end of treatment and 3-month follow-up improvement in two changes indices of gastrointestinal (GI) symptoms (Pain/Discomfort Index which assessed change in abdominal pain, abdominal tenderness and bloating and Bowel Regularity Index which assessed change in diarrhea and constipation). We also sought to predict scores on IBS specific quality of life (QOL) and overall level of psychological distress using the Global Severity Index (GSI) of the Brief Symptom Inventory (BSI). Significant, but modest, levels of prediction were found for prediction of improvement in GI symptoms (4-15% of variance). Stronger significant prediction was obtained for the QOL and global psychological distress measure with R(2)'s ranging from 0.36 to 0.50. A wide variety of demographic, GI symptom, psychological status and psychiatric status variables entered the final prediction equations.