EVALUATIONS OF SEXY WOMEN IN LOW- AND HIGH-STATUS JOBS

We hypothesized that women who dress in a sexy versus business-like manner evoke negative emotions and perceptions of lesser competence if employed in high- (but not low-) status jobs. Male and female undergraduates evaluated a videotaped female target whose physical attractiveness was held constant, but who was (a) dressed in sexy or business-like attire and (b) allegedly either a manager or a receptionist. Participants exhibited more negative affect toward the sexily attired manager and rated her as less competent than the neutrally attired manager. This effect was fully mediated by emotional reactions. In contrast, the appearance manipulation had no effect on emotions toward or competence ratings of the receptionist. These findings suggest that a sexy self-presentation harms women in high-, but not low-, status jobs.     

Gender differences in the family-relatedness of relocation decisions

Using a dyadic study design, the present study draws on research into the family-relatedness of work decisions to examine the impact of the spouse's characteristics on an employee's willingness to engage in job-related relocation. With a sample of 1234 employees, the results show that spousal willingness to relocate mediates (a) the negative effect of the spouse's community ties and (b) the positive effect of the spouse's job alternatives on an employee's willingness to relocate. The indirect effect of the spouse's job alternatives was stronger among female than among male employees. To validate employees' perceptions, this study uses matched data from a subsample of 207 employees and their spouses to test a multi-source model, which revealed several notable inconsistencies. Our exploration of discrepancies between employee and spousal ratings helps explain these differences between single-source and multi-source models. Overall, findings suggest that employees consider various spousal factors in their career decision-making, and the family-relatedness of relocation decisions is particularly strong among female employees.     

Experiences of Women Who Underwent Predictive BRCA 1/2 Mutation Testing Before the Age of 30

This qualitative interview study focuses on the experiences of a sample of British female BRCA 1/2 carriers who had predictive testing before the age of 30, which is the minimum age for breast screening in the UK. Following appropriate informed consent procedures participants were recruited through the Cancer Genetics Service for Wales. Semi-structured interviews were conducted face-to-face with seven participants, transcribed in full and analyzed using thematic analysis. The motives for testing and perceived advantages described by participants were similar to those identified in previous studies with older participants, such as increased awareness and knowledge and feeling more in control. However some of the perceived disadvantages were specific to younger women, including feeling pressured to make important life decisions earlier than they would have liked, such as about family planning and risk reducing surgery. Participants also reported feeling abandoned or forgotten because of lack of ongoing clinical contact, or feeling “stuck waiting” for screening to begin. However, none felt that these disadvantages were a reason to regret having testing. Findings in this small study suggest that having BRCA 1/2 predictive testing can have positive outcomes for young women even though they may be unable to access interventions such as breast screening. However it may be helpful to encourage young women during pre-test counseling to explore the decisions and choices they may face. These young women could benefit from ongoing support and follow up and increased interaction with healthcare professionals.     

Why Do Women Endorse Honor Beliefs? Ambivalent Sexism and Religiosity as Predictors

Cultures of honor, such as Turkey, prioritize defending individual and family reputations, but in gender-specific ways (Nisbett and Cohen 1996). Men maintain honor via reputations for toughness, aggression, control over women, and avenging insults. Women maintain honor through obedience to men, sexual modesty, and religious piety. Honor beliefs support women’s subordination, justifying violence against them (Sev’er and Yurdakul, Violence against Women, 7, 964–998, 2001) and therefore should be challenged. Understanding honor beliefs’ ideological correlates may inform such efforts. We hypothesized that benevolent sexism, a subjectively favorable system-justifying ideology, would more strongly, positively predict Turkish women’s (versus men’s) honor beliefs; whereas hostile sexism, which is openly antagonistic toward women, would more strongly, positively predict Turkish men’s (versus women’s) honor beliefs. Additionally, due to justifications for gender inequality embedded in Islamic religious teachings, we expected Islamic religiosity to positively predict honor beliefs for both genders. A convenience sample of Turkish undergraduates (313 women and 122 men) in Ankara completed the Ambivalent Sexism Inventory, Religious Orientation Scale, and Honor Endorsement Index. Regression analyses revealed that benevolent (but not hostile) sexism positively predicted women’s honor beliefs, whereas hostile (but not benevolent) sexism positively predicted men’s honor beliefs. Islamic religiosity positively predicted honor beliefs for both genders, but (unexpectedly) did so more strongly for men than women. We suggest that combating benevolent sexism and promoting feminist interpretations of Islamic religiosity may help to empower Turkish women to challenge honor beliefs.     

A Pilot Evaluation of Portfolios for Quality Attestation of Clinical Ethics Consultants

Although clinical ethics consultation is a high-stakes endeavor with an increasing prominence in health care systems, progress in developing standards for quality is challenging. In this article, we describe the results of a pilot project utilizing portfolios as an evaluation tool. We found that this approach is feasible and resulted in a reasonably wide distribution of scores among the 23 submitted portfolios that we evaluated. We discuss limitations and implications of these results, and suggest that this is a significant step on the pathway to an eventual certification process for clinical ethics consultants.     

Elementary schoolchildren know a logical argument when they see one

Both empirical data and theoretical approaches suggest that argumentation is an important component of development of reasoning skills. We argue that if argumentation does have a primary role, then children should be able to distinguish more from less logical justifications even when they are incapable of determining the correct conclusion by themselves. We asked 8- and 11-year-old children to choose one of two conclusions for abstract reasoning problems, based on justifications from authority (friends and teacher) or logical ones (probability and counterexamples). Although there was a clear age-related increase, even the younger children considered logical justifications to be better than authority, irrespective of the specific conclusion endorsed. Thus, children can distinguish logical and non-logical justifications even when they cannot easily arrive at the correct conclusion by themselves.