Culture, cross-role consistency, and adjustment: testing trait and cultural psychology perspectives

Trait and cultural psychology perspectives on cross-role consistency and its relation to adjustment were examined in 2 individualistic cultures, the United States (N=231) and Australia (N=195), and 4 collectivistic cultures, Mexico (N=199), the Philippines (N=195), Malaysia (N=217), and Japan (N=180). Cross-role consistency in trait ratings was evident in all cultures, supporting trait perspectives. Cultural comparisons of mean consistency provided support for cultural psychology perspectives as applied to East Asian cultures (i.e., Japan) but not collectivistic cultures more generally. Some but not all of the hypothesized predictors of consistency were supported across cultures. Cross-role consistency predicted aspects of adjustment in all cultures, but prediction was most reliable in the U.S. sample and weakest in the Japanese sample. Alternative constructs proposed by cultural psychologists--personality coherence, social appraisal, and relationship harmony--predicted adjustment in all cultures but were not, as hypothesized, better predictors of adjustment in collectivistic cultures than in individualistic cultures.     

Beyond targets: consequences of vicarious exposure to misogyny at work

The present study tested a model examining 2 indicators of a hostile interpersonal workplace climate for women-observed hostility (i.e., incivility and sexual harassment) toward women and perceived organizational unresponsiveness to sexual harassment--and how they relate to well-being and withdrawal for employees. Participants included 871 female and 831 male employees from a public university. According to structural equation analyses, observing hostility toward women and perceiving the organization as lax about harassment predict lower well-being, which translates into higher organizational withdrawal for both female and male employees. Results hold even after controlling for personal mistreatment, negative affectivity, and observed hostility toward men. These findings suggest that working in a misogynistic environment can have negative effects for all employees.     

VOICE MATTERS: BUFFERING THE IMPACT OF A NEGATIVE CLIMATE FOR WOMEN IN SCIENCE

The current study examined whether women scientists' perceptions of voice moderate the impact of poor workplace climates on job satisfaction and whether effective leadership and mentoring promote women's voice. Survey data were collected from 135 faculty women in the natural sciences. The results from multiple regression analyses indicated that negative (e.g., sexist, hostile) departmental climates were related to lower job satisfaction. However, voice interacted with climate, such that women who perceived that they had more voice in departmental matters showed higher levels of job satisfaction than those who perceived having less voice. An additional regression indicated that mentoring by other women (but not men) in academia and effective departmental leadership were positively related to women's sense of voice. Theoretical and practical implications for the retention and success of women in male-dominated fields are discussed.     

Effects of Language of Instruction on Response Accuracy and Challenging Behavior in a Child with Autism

Discrete trial training was delivered using English and Spanish languages to a student with autism from a Spanish-speaking family. An alternating treatments design was used to examine the effects of language of instruction on the child’s response accuracy and challenging behavior. More correct responses and fewer challenging behaviors occurred when instruction was delivered in Spanish compared to English. Results suggest that the language of instruction may be an important variable even when a student initially presents with very little spoken language and comparable scores on English and Spanish standardized language assessments.     

THE CLIMATE FOR WOMEN IN ACADEMIC SCIENCE: THE GOOD, THE BAD, AND THE CHANGEABLE

Deficits theory posits that women scientists have not yet achieved parity with men scientists because of structural aspects of the scientific environment that provide them with fewer opportunities and more obstacles than men. The current study of 208 faculty women scientists tested this theory by examining the effect of personal negative experiences and perceptions of the workplace climate on job satisfaction, felt influence, and productivity. Hierarchical multiple regression results indicated that women scientists experiencing more sexual harassment and gender discrimination reported poorer job outcomes. Additionally, perceptions of a generally positive, nonsexist climate, as well as effective leadership, were related to positive job outcomes after controlling for harassment and discrimination. We discuss implications for the retention and career success of women in academic science.     

Sexual Harassment Severity: Assessing Situational and Personal Determinants and Outcomes1

The current study bridges literatures on sexual harassment, person‐environment systems, and stress and appraisal processes. Conventional wisdom equates severity of sexual harassment with type of harassment. We test this notion empirically and posit a more comprehensive model that examines both person‐ and situation‐level variables. Data came from 13,743 U.S. Armed Forces women responding to survey questions about a significant experience of sexual harassment. Multiple regression results indicate that pervasiveness of sexual harassment relates outcomes better than does type of sexual harassment. Pervasiveness and type interact to predict subjective appraisal of harassment. Additionally, according to multiple‐group structural equation models, appraisal mediates relations between pervasiveness and outcomes. Results further suggest that relations among sexual‐harassment antecedents and outcomes are consistent, regardless of the type of sexual harassment. These findings highlight the importance of examining both persons and situations when assessing sexual harassment severity.     

Slurs, Snubs, and Queer Jokes: Incidence and Impact of Heterosexist Harassment in Academia

Previous research has suggested that overt hostility against sexual minorities is associated with decrements in their well-being. However, subtler forms of heterosexism and their potential effects have been overlooked, heterosexuals have not been asked how they fare in a heterosexist environment, and no research has examined whether women and men might respond differently to heterosexism. Data from 3,128 northwestern US university students (representing all sexual orientations) address these gaps. Approximately 40% reported experiences of heterosexist harassment (HH) in the past year, and those who encountered both ambient and personal HH reported worse psychological and academic well-being than those who encountered no HH. Similar patterns of findings held for sexual minorities and heterosexuals, and for women and men. This paper is based on a presentation given at the American Psychological Association Convention in Toronto, Ontario in August 2003.     

Culture,method, and the content of self-concepts: Testing trait,individual–self-primacy,and cultural psychology perspectives

Three theoretical perspectives on cultural universals and differences in the content of self-concepts were tested in individualistic (United States, n = 178; Australia, n = 112) and collectivistic (Mexico, n = 157; Philippines, n = 138) cultures, using three methods of self-concept assessment. Support was found for both trait perspectives and the individual–self-primacy hypothesis. In contrast, support for cultural psychology hypotheses was limited because traits and other personal attributes were not more salient, or social attributes less salient, in individualistic cultures than collectivistic cultures. The salience of some aspects of self-concept depended on the method of assessment, calling into question conclusions based on monomethod studies.     

Receipt of interpersonal citizenship: fostering agentic emotion,cognition, and action in organizations

With an eye to fostering an energized and empowered workforce, we explore the discrete emotion of self‐assurance (characterized by boldness, pride, and audacity), investigating how receipt of interpersonal citizenship behavior (ICB) fuels this agentic emotion. ICB includes acts of everyday concern that may be of a person‐ or task‐focused nature. With two survey samples, we propose and test a model that situates self‐assurance as a mechanism linking ICB‐receipt to employee thriving and empowerment. Additionally, we find links to citizenship enactment, as reported by coworkers. Notably, person‐focused ICB‐receipt may be just as beneficial to self‐assurance as task‐focused ICB‐receipt. These results hold equally for working women and men. Our multi‐study, multi‐source results underscore the role of agentic emotion in cultivating a proactive workforce.     

Increasing Positive Health Behaviors in Adolescents with Nutritional Goals and Exercise

Research has documented that low-income urban youth are at risk for obesity and related health problems. Our goal was to develop a brief, developmentally informed intervention to increase positive health behaviors (e.g., diet and exercise) among low-income, minority adolescents. Our study was designed to examine the feasibility and potential impact of our single session intervention that was delivered in a primary care setting. The participants were 100 adolescents from an urban adolescent medicine clinic who were randomly assigned to one of two conditions: a) a 3–5?min goal-only session or b) a 15–20?min motivationally enhanced intervention. Health behaviors and individual characteristics (i.e., autonomous motivation, self-efficacy) were assessed at baseline and re-assessed at follow-up 1 month later with 53?% of the youth completing the follow-up assessment. Those in the enhanced intervention group were more likely to participate in the follow-up as were those who reported higher baseline motivation and self-efficacy. Both groups reported statistically significant health behavior improvements over time and older adolescents reported more improvements. The two conditions did not significantly differ in reported health improvements. Self-efficacy predicted improvements in self-reported fruit and vegetable intake at follow-up. Results support that a brief “chat” with adolescents about their personal goals and values appears to have the potential to increase their positive health behaviors and appears to be useful as a preparatory intervention for weight management efforts for urban teens. The study demonstrates the feasibility and potential efficacy of implementing this 20?min intervention into primary care settings, thereby helping urban youth focus on their individualized goals, values, and motivations for health.