Assessing the theoretical models for sex differences in causal attributions for success and failure

Three basic models of attributional sex differences are reviewed: General Externality, Self-Derogation, and Low Expectancy. Although all of the models predict that women are unlikely to attribute their successes to ability, the models were quite different in other predictions. A meta-analysis of 21 studies examining sex differences in success-failure attributions was done to determine which of these three models had the most empirical support. Wording of attribution questions was also assessed. Results indicated only two consistent sex differences: Men make stronger ability attributions than women regardless of the outcome when informational attributional wording is used; and men attribute their successes and failures less to luck. Empirically, none of the models was well supported.     

Spontaneous fixation tendencies for visual forms

Haidinger’s brush was used as a method of locating fixation positions on a display. The various experimental patterns studied showed: (1) It is the already organized cortical representation of shape which governs fixation, rather than the peripheral input per se; (2) Acute angles near 20 deg are the most effective angular stimuli: (3) For figures subtending angles less than 5 deg, the eye is directed toward the center of the figure. and not toward its edge; and (4) Removing one segment from a completely enclosed figure may not alter the mean fixation position.     

Work motivation and job values among professional men and women: A new accounting

The professional literature is replete with theoretical examples explaining women's “lesser work commitment.” In this study of 208 accountants in one of the “big eight” international public accounting firms there were no significant differences between males and females on any of the components of work motivation measured. That is, women did not appear significantly different from men on any of the motivational variables, in the rewards they valued on the job, or on job characteristics they valued. In general, the “deficit theories” about women workers do not seem to apply to the women accountants under study.     

Group decision making in the planning team process: Myth or reality?

Based upon theories from organizational psychology, this study assessed the relationships among school staff role, participation, and satisfaction during planning Team meetings which decide special education placements and programming. A strong positive relationship was found between staff role and participation. Regular education teachers were lowest in participation and satisfaction whereas school psychologists were ranked the highest on both variables. Other staff roles did not necessarily show a one-to-one relationship between participation and satisfaction levels, yet within roles, the level of satisfaction increased with higher levels of participation. These findings were discussed in the context of interdisciplinary decision making and implementation of the placement team decision.     

Associational ties in academe: Some male and female differences

Although a growing body of empirical research has examined discriminatory policies and psychological barriers to ascent for women, it has virtually ignored structural barriers. Noticeably absent are data regarding the social organization of collegial ties. An analysis of the collegial-friend relationships among academicians in this study indicates that female professors, especially unmarried, have fewer males in their collegial-friend networks than men. Whether by choice or exclusion, it is suggested that isolation from these informal collegial contacts leaves women at a professional disadvantage.I am indebted to the Manpower Research Program, Cornell University, which is funded by the Manpower Administration, U.S. Department of Labor (Institutional Grant No. 31-34-70-02), for making this study possible. Researchers undertaking such projects under government sponsorship are encouraged to express freely their professional judgment. Therefore, points of view or opinions stated in this article do not necessarily represent the official position or policy of the Department of Labor. I am thankful to several of my colleagues, Joe Scimecca, John Stutz, and Sandra Peterson-Hardt, for their helpful criticisms in revising this paper for publication.     

Gender-Role Variables and Attitudes Toward Homosexuality

Two studies examined the relationships of gender-role variables to attitudes toward homosexuality. Study 1, a meta-analysis, found that endorsement of traditional gender-role beliefs, modern sexism, and hypermasculinity were related to attitudes, but that gender-role self-concept was not. Study 2 examined the relationships of endorsement of male role norms, attitudes toward women, hostile sexism, benevolent sexism, modern sexism, hypermasculinity, and hyperfemininity to attitudes toward homosexuality and self-reported antigay behaviors in a college student sample. The best predictors of attitudes were participant gender, endorsement of male role norms, attitudes toward women, benevolent sexism, and modern sexism. The best predictors of antigay behavior were participant gender and hyper-gender-role orientation; attitudes toward women and modern sexism were also predictors for men but not for women.     

Resilience and Family Psychosocial Processes Among Children of Parents with Serious Mental Disorders

Resilience involves successful adaptation despite adverse circumstances, and is operationalized in this study as a multidimensional construct which consists of both positive and negative indicators of adaptation. Previous research has emphasized the importance of parental psychopathology in predicting child adaptation among children of parents with serious mental disorders. In contrast, we hypothesized five family psychosocial processes as common sequelae to serious parental mental disorder that are central to child adaptation beyond that predicted by parental psychiatric status. These are diminished family financial resources, social network constriction, impaired performance of parenting tasks, increased familial stress, and disruption of the parent-child bond. We examined the relationship of these processes to child adaptation independently through hierarchical regression analyses after taking into account parental psychiatric symptoms and functioning as well as the child's age and gender. One hundred seventy-seven children of mothers with serious mental disorder, ages 2–17 years old, were assessed on measures of adaptation. Results indicated that family psychosocial processes are a more consistent and powerful predictor of child adaptation than parental psychopathology. Results also indicated that, for these children, adaptation is predicted most consistently by parenting performance, and to lesser extents, by the parent-child bond and familial stress. We discuss our results in terms of their implications for theory and intervention with children of parents with serious mental disorders and for the study of resilience.     

Area-Based Socioeconomic Characteristics of Industries at High Risk for Violence in the Workplace

This study examined socioeconomic factors associated with the presence of workplaces belonging to industries reported to be at high risk for worker homicide. The proportion of 2004 North Carolina workplaces in high-risk industries was computed following spatial linkage of individual workplaces to 2000 United States Census Block Groups (n = 3,925). Thirty census-derived socioeconomic variables (selected a priori as potentially predictive of violence) were summarized using exploratory factor analysis into poverty/deprivation, human/economic capital, and transience/instability. Multinomial logistic regression models indicate associations between higher proportion of workplaces belonging to high-risk industries and Block Groups with more poverty/deprivation or transience/instability and less human/economic capital. The relationship between human/economic capital and Block Groups proportion of high-risk industry workplaces was modified by levels of transience/instability. Community characteristics therefore contribute to the potential for workplace violence, and future research should continue to understand the relationship between social context and workplace violence risk.