Establishing motion control in children with autism and intellectual disability: Applications for anatomical and functional MRI

Excessive motion makes magnetic resonance imaging (MRI) extremely challenging among children with autism spectrum disorder (ASD). The medical risks of sedation establish the need for behavioral interventions to promote motion control among children with ASD undergoing MRI scans. We present a series of experiments aimed at establishing both tolerance of the MRI environment and a level of motion control that would be compatible with a successful MRI. During Study 1, we evaluated the effects of prompting and contingent reinforcement on compliance with a sequence of successive approximations to an MRI using a mock MRI. During Study 2, we used prompting and progressive differential reinforcement of other behaviors (DRO) to promote motion control in a mock MRI for increasing periods of time. Finally, during Study 3, some of the participants underwent a real MRI scan while a detailed in‐session motion analysis informed the quality of the images captured.     

Supporting Survivors: The Roles of Rape Myths and Feminism in University Resident Assistants’ Response to Sexual Assault Disclosure Scenarios

Sex Roles - Sexual assault is a widespread and deleterious issue on U.S. college campuses. Resident assistants (RAs) in university housing are in a unique position to support students who...     

Prediction and Cross-Situational Consistency of Daily Behavior across Cultures: Testing Trait and Cultural Psychology Perspectives

Trait and cultural psychology perspectives on the cross-situational consistency of behavior, and the predictive validity of traits, were tested in a daily process study in the United States (N = 68), an individualistic culture, and the Philippines (N = 80), a collectivistic culture. Participants completed the Revised NEO Personality Inventory (Costa & McCrae, 1992) and a measure of self-monitoring, then reported their daily behaviors and associated situational contexts for approximately 30 days. Consistent with trait perspectives, the Big Five traits predicted daily behaviors in both cultures, and relative (interindividual) consistency was observed across many, although not all, situational contexts. The frequency of various Big Five behaviors varied across relevant situational contexts in both cultures and, consistent with cultural psychology perspectives, there was a tendency for Filipinos to exhibit greater situational variability than Americans. Self-monitoring showed some ability to account for individual differences in situational variability in the American sample, but not the Filipino sample.     

Sexual Harassment Mythology: Definition, Conceptualization, and Measurement

Using rape myth research as a template, we developed a conceptual definition and measurement instrument for the mythology regarding male sexual harassment of women, resulting in the 20-item Illinois Sexual Harassment Myth Acceptance (ISHMA) Scale. Surveys from 337 students in the Midwestern region of the United States revealed that this measure consists of four factors, which share predicted relationships with rape mythology, sexism, hostility toward women, traditional attitudes toward women, and ideological support for the feminist movement. We also found that women and individuals with prior training on sexual harassment reject these myths more than men and untrained individuals. It is hoped that this new definition, conceptualization, and measure will advance knowledge on attitudes that support and perpetuate violence against women.     

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.     

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.     

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.