The Generalizability and Construct Validity of the Modern Sexism Scale: Some Cautionary Notes

Our purposes are to explore the generalizability of the Modern Sexism Scale [J. T. Swim et al. (1995) “Sexual and Racism: Old-Fashioned and Modern Prejudices,” Journal of Personality and Social Psychology, Vol. 68, pp. 199–214] beyond mostly white, traditionally aged undergraduates and to extend analyses of its construct validity. Fourteen African American and 32 white women firefighters nationwide, having previously completed an extensive mail survey, were followed up with the Modern Sexism Scale. A four-factor solution, low inter-item correlations, and a low coefficient alpha argue against combining the 8-items of the scale. Racial differences on one item and in response variances as well as correlations with age, years of service, and education caution against handily overgeneralizing scale usage beyond students. Coherent patterns of interrelationships among Modern Sexism items and other personality, attitudinal, work experiential, and gender identity scales suggest strong convergent validity.     

Community recognition of objective and subjective characteristics of depression

Assessed knowledge of depression in a random sample of 527 community-living adults. Vignettes were presented which described a young or old protagonist with depressive symptoms. Respondents were asked to identify potential problems and possible solutions. A depression information measure followed. Results indicated that community residents were aware of many objective features of depression although they identified less information about treatment issues. Older respondents were least informed. Although there were no gender differences in objective knowledge, men were less likely to mention depression with regard to the vignettes. Suggestions for implementing more effective community interventions are discussed.     

When pranks become harassment: The case of african American women firefighters

Surveys and interviews with 22 African American women firefighters suggest that a key to defining gender harassment rests in the organizational climate. Eight subtle as well as overt climatic indicators of gender harassment are identified. Initiation rites into a work group or pranks become harassing when they occur in a context of exclusion rather than ultimate inclusion. Although such harassment undermines workers' feelings of acceptance and organizational self-esteem, they do not diminish survivors' job commitment or satisfaction. Finally, these data suggest that race and gender discrimination are intertwined for African American women who are excluded from their work groups because of both racial and gender discrimination.We wish to thank Maureen Aniakudo, Brenda Brooks and the International Association of Black Professional Firefighters, and Terese Floren and Women in the Fire Service for their invaluable advice and support. This project was supported by funding from the Fromkin Research Grant and Lectureship at the University of Wisconsin—Milwaukee, the Society for the Psychological Study of Social Issues' Grants-in-Aid Program, and the University of Wisconsin System's Institute on Race and Ethnicity.     

CHANGES IN STUDENTS' EXPLANATIONS FOR GENDER DIFFERENCES AFTER TAKING A PSYCHOLOGY OF WOMEN CLASS: MORE CONSTRUCTIONIST AND LESS ESSENTIALIST

We explored how students' endorsements of essential (biological and personality) and constructed (socialization and contextual) explanations for gender differences changed from the start to the end of Psychology of Women (POW) classes along with their feminist attitudes. Results from surveys of 120 POW students from three universities indicated that these students began class with more feminist awareness, immersion, and constructionist thinking than 228 general students, and that constructionist thinking was associated with perceptions that gender differences can be eliminated. Students' essentialism declined across their POW class, whereas their constructionist thinking increased and their feminist attitudes strengthened. End-of-semester feminist identification was associated with stronger endorsement of contextual explanations for gender differences above and beyond initial identification. We discuss implications for researchers, instructors, and activists.     

An Evaluation of the Psychometric Properties of the Womanist Identity Attitudes Scale

Responses from 101 African American/Black and 100 White women were used to examine the psychometric properties of the Womanist Identity Attitudes Scale (WIAS; Ossana, 1986; Ossana, Helms, & Leonard, 1992). First, internal consistency reliabilities suggested the need for further development of 3 of the 4 WIAS subscales. Second, links between WIAS scores and (a) sexist, (b) hostile sexist attitudes toward women, (c) benevolently sexist attitudes toward women, and (d) egalitarian attitudes toward women's rights and roles provided mixed support for the convergent validity of the WIAS. Third, consistent with theoretical conceptualization, the intercorrelations among WIAS subscales were similar for African American/Black and White women. These intercorrelations, however, were not entirely consistent with the theorized developmental process of the womanist identity model. Finally, the structural validity of the WIAS was examined using confirmatory and exploratory factor-analytic procedures. Both sets of analyses challenged the fit of the theorized womanist identity development model with data produced by the WIAS.     

Exploring Moderators of Gender Differences: Contextual Differences in Door‐Hoiding Behavior1

The simple behavior of holding a door for another person can be interpreted as gender‐neutral, helpful, or benevolently sexist. Each interpretation leads to competing hypotheses predicting no gender differences in door holding, consistent door holding by men as chivalrous helpers, and door holding by men in the gender‐salient context of dating but not in everyday interactions, respectively. Observations of 769 college‐aged, female‐male dyads found a strong pattern of male door holding in dating but not in everyday contexts. This pattern highlights social role theory's emphasis on understanding contextual moderators of apparent gender differences, changes in door‐holding behavior in everyday contexts across the past 20 years, and the benevolent sexism subtly conveyed by male dominance in door holding in dating contexts.     

Self-efficacy and resource allocation: support for a nonmonotonic, discontinuous model

Self-regulation theories are paving the way to integrating motivational theories of behavior. However, a review of the motivation literature reveals several possible relationships between self-efficacy and motivation. Past findings were reduced to 4 empirical models, which were compared within a single study using undergraduates playing a computer task. The effects of 2 manipulations of self-efficacy on resource allocation decisions were assessed. Consistent with a multiple goal process conceptualization, self-efficacy was found to relate positively to directing resources toward a goal but negatively to the magnitude of resources allocated for accepted goals. Differences in methods are used to reconcile current and past findings.