Gender differences in cross-generation networks

In later life, cross-generational networks are primarily among kin; friends are considered to be of the same cohort. Kin networks are likely to have an integrity of their own, independent of any of their members. Members are likely to share basic values or to avoid issues that might cause conflict or estrangement. Sex differences are profound. Mother-daughter bonds are both strongest throughout life and most complex, serving to link household units into modified extended family networks. Major life events like marriage of a daughter, birth of a child, or illness of a parent alternatively loosen or strengthen these bonds. Critical conceptual/methodological problems abound, such as definitions of the basic constructs like “closeness,” and “affect.”     

Career satisfaction and role harmony in a sample of young women physicians

In a sample of young women physicians, self-ratings of Career Satisfaction and Role Harmony were correlated with a group of situational, achievement, and personality variables. Career Satisfaction was extremely high with about 88% reporting they are satisfied or very satisfied. However, over half experienced at least a moderate amount of strain in integrating professional and sex roles. In addition women who were high on both Career Satisfaction and Role Harmony were compared with the others in the sample and individual differences were apparent: These women were exceptionally confident, intellectually resourceful, and tolerant; they tended to have clear priorities with either family or work coming first. Overall their current level of personality adjustment was superior to the others who, as a group, were very well-functioning women.     

Gender and ethnicity: Perspectives on dual status

The role of gender and ethnicity as status variables, i.e., as cues to social standing, personal experiences, and cultural expectations, is discussed and the relevant literature is reviewed. The point is made that gender research typically fails to include race/ethnic concerns, and that studies of ethnic groups often ignore gender issues. Consideration is given to the relative scarcity of research which deals with both gender and race/ethnic issues. The impact of each variable, gender and race, is examined separately, and in combination. Issues of racism and sexism are specifically addressed, and the need for research which utilizes an interaction approach is presented. An overview of the articles presented in this special issue is provided. They are discussed in terms of their ability to confirm the importance of the gender/ethnic interaction.     

THE CULTURAL CONTEXT: A FACTOR IN ASSERTIVENESS TRAINING WITH MAINLAND PUERTO RICAN WOMEN

This study examined the inclusion of a cultural component in an assertiveness training program. Participants ( n = 40) were low income Puerto Rican women. There were four training groups divided up according to educational level. In addition, there was a no-training group consisting of Puerto Rican women who did not receive assertiveness training. Ten sessions of an hour and a half each were conducted over a period of 10 weeks. The training program was evaluated using a translation of the Adult Self-Expression Scale (Gay, Hollandsworth, & Galassi, 1975) as a pre/post program measure of assertiveness; evaluation forms completed by recipients at the close of each session were also used for evaluation purposes. Assertiveness scores of the training group were significantly higher than those of the no-training group. In addition, this effect was true regardless of level of education. Session-by-session evaluation forms suggested that cultural context may be an important mediator of assertive behavior. Limitations of the study are discussed, and it is recommended that future research examine the role of cultural factors in assertiveness training.     

Does mentoring matter? A multidisciplinary meta-analysis comparing mentored and non-mentored individuals

The study of mentoring has generally been conducted within disciplinary silos with a specific type of mentoring relationship as a focus. The purpose of this article is to quantitatively review the three major areas of mentoring research (youth, academic, workplace) to determine the overall effect size associated with mentoring outcomes for protégés. We also explored whether the relationship between mentoring and protégé outcomes varied by the type of mentoring relationship (youth, academic, workplace). Results demonstrate that mentoring is associated with a wide range of favorable behavioral, attitudinal, health-related, relational, motivational, and career outcomes, although the effect size is generally small. Some differences were also found across type of mentoring. Generally, larger effect sizes were detected for academic and workplace mentoring compared to youth mentoring. Implications for future research, theory, and applied practice are provided.     

Factors Related to Mentor Reports of Mentoring Functions Provided: Gender and Relational Characteristics

In this study we examined the relationship between mentor gender, protégé gender, mentorship characteristics (e.g., mentorship type, mentorship duration, mentor experience), and mentoring functions provided as reported by mentors. Drawing on research regarding diversified mentorships and interpersonal relationships, we proposed that mentoring effectiveness would vary as a function of the gender of the mentorship participants and the characteristics of the relationship. As hypothesized, several interesting gender differences emerged from the data. Male mentors reported providing more career mentoring to their protégés, whereas female mentors reported providing more psychosocial mentoring. Contrary to expectations, mentors in informal mentorships did not report providing more mentoring than did mentors in formal mentorships. The findings demonstrate the importance of examining mentoring from the perspective of the mentor.     

Managerial Support for Dual-Career Relocation Dilemmas

This study examined managerial decision making in the context of a dual-career relocation dilemma. Specifically, 143 managers and professionals responded to a memo contained in an in-basket simulation exercise that involved a dual-career employee relocation and corresponding request for spouse employment assistance. Competing theoretical predictions were tested with regard to managerial support for this dual-career work-family situation as a function of the gender of the employee. Findings indicated that managers offered more extensive assistance to the spouse of a female employee than to the spouse of a male employee. A content analysis of decision-makers' responses indicated a wide range of specific responses, with offering multiple forms of assistance being most common (27%), followed by delegating the issue to human resources (22%). The results are discussed in terms of implications for future research on managerial support for work-family and employee mobility. Practical suggestions are outlined.     

Does Writing About Suicidal Thoughts and Feelings Reduce Them?

To assess whether writing with cognitive change or exposure instructions reduces depression or suicidality, 121 undergraduates screened for suicidality wrote for 20 minutes on 4 days over 2 weeks. They were randomly assigned to reinterpret or to write and rewrite traumatic events/emotions, or to write about innocuous topics. The three groups (N = 98) who completed pre-, post-, and 6-week follow-up were not different on suicidality or depression. All subjects reported fewer automatic negative thoughts over the 2 weeks; they also reported higher self-regard but more health center visits at follow-up. Suicidal thoughts may be more resistant than physical health to writing interventions.     

GIV CARE: A Group Intervention to Reduce Accommodation Among Relatives of Individuals With Fear-Based Disorders

Fear-based disorders (FBDs) occur in an interpersonal context as relatives (e.g., partners, parents) often accommodate symptoms. Symptom accommodation, which is ubiquitous and reinforces FBD behavior, is associated with increased FBD symptom severity and interferes with treatment. Accordingly, reducing accommodation represents a crucial aim for intervention. We describe a brief, manualized group intervention to decrease symptom accommodation and caregiver burden among cohabitating relatives of individuals with FBDs. The intervention is the first to date that (a) jointly includes parents and partners to target symptom accommodation, and (b) uses a transdiagnostic group treatment approach. We also provide preliminary empirical support for this group-based intervention among adult relatives (N = 20) that participated in the five weekly intervention sessions and completed assessments at baseline, posttreatment, and 1-month follow-up (1MFU). Preliminary results suggest that the group intervention is feasible and acceptable. Completers (n = 18) exhibited significant reductions in symptom accommodation and self-reported burden between baseline and 1MFU. The discussion identifies study limitations and future directions.     

Associations among body dissatisfaction,gender, and three latent profiles of religiosity

Body dissatisfaction is a too-common issue for young women in the US. Body dissatisfaction is a rising issue with young men too, although their average body dissatisfaction remains lower than young women’s. Religiosity has been negatively linked to body dissatisfaction for women, but the relation for men is unclear. The current study (N?=?5104) built upon a previous latent profile analysis of a large, diverse sample of US. college students Multi-Site University Study of Identity and Culture (MUSIC). We examined whether body dissatisfaction scores were related to three religious classes, when depressive symptoms were controlled for, and whether gender moderated that potential relation. Body dissatisfaction scores were significantly related to religious class. Gender had a main effect although not a moderating effect: men had better body dissatisfaction than women did, and their religious class similarly affected their body dissatisfaction scores. Religiosity appears important for emerging adult men’s body dissatisfaction, like for emerging adult women.