Identity-based motivation and health

People do not always take action to promote health, engaging instead in unhealthy habits and reporting fatalism about health. One important mechanism underlying these patterns involves identity-based motivation (D. Oyserman, 2007), the process by which content of social identities influences beliefs about in-group goals and strategies. Seven studies show the effect of identity-based motivation on health. Racial-ethnic minority participants view health promotion behaviors as White middle class and unhealthy behaviors as in-group defining (Studies 1 and 2). Priming race-ethnicity (and low socioeconomic status) increases health fatalism and reduces access to health knowledge (Studies 3 and 4). Perceived efficacy of health-promoting activities is undermined when racial-ethnic minority participants who identify unhealthy behavior as in-group defining are asked to consider their similarities to (middle-class) Whites (Studies 5-7).     

Prolonged exposure therapy for combat-related posttraumatic stress disorder: comparing outcomes for veterans of different wars

There is significant support for exposure therapy as an effective treatment for posttraumatic stress disorder (PTSD) across a variety of populations, including veterans; however, there is little empirical information regarding how veterans of different war theaters respond to exposure therapy. Accordingly, questions remain regarding therapy effectiveness for treatment of PTSD for veterans of different eras. Such questions have important implications for the dissemination of evidence based treatments, treatment development, and policy. The current study compared treatment outcomes across 112 veterans of the Vietnam War, the first Persian Gulf War, and the wars in Afghanistan and Iraq. All subjects were diagnosed with PTSD and enrolled in prolonged exposure (PE) treatment. Veterans from all three groups showed significant improvement in PTSD symptoms, with veterans from Vietnam and Afghanistan/Iraq responding similarly to treatment. Persian Gulf veterans did not respond to treatment at the same rate or to the same degree as veterans from the other two eras. Questions and issues regarding the effectiveness of evidence based treatment for veterans from different eras are discussed.     

Moving Beyond Self‐Report: Implicit Associations about Death/Life Prospectively Predict Suicidal Behavior among Veterans

Reliance on self‐report limits clinicians' ability to accurately predict suicidal behavior. In this study the predictive validity of an objective measure, the death/suicide Implicit Association Test (d/sIAT), was tested among psychiatrically hospitalized veterans. Following acute stabilization, 176 participants completed the d/sIAT and traditional suicide risk assessments. Participants had similar d/sIAT scores regardless of whether they had recently attempted suicide. However, d/sIAT scores significantly predicted suicide attempts during the 6‐month follow‐up above and beyond other known risk factors for suicidal behavior (OR = 1.89; 95% CI: 1.15–3.12; based on 1SD increase). The d/sIAT may augment the accuracy of suicide risk assessment.     

GENDER DIFFERENCES IN LEADER EMERGENCE PERSIST EVEN FOR DOMINANT WOMEN: AN UPDATED CONFIRMATION OF ROLE CONGRUITY THEORY

Role congruity theory predicts that women will be less likely than men to emerge as leaders when expectations for the leader role are incongruent with gender stereotypes. A 2 × 2 × 3 design that crossed the sex of the dominant partner, mixed- and same-sex dyads, and masculine, feminine, and neutral tasks involved 120 dyads of unacquainted college students in which one partner scored higher in dominance. In same-sex partnerships, the dominant member consistently emerged as leader. In mixed-sex dyads, the gender typing of the task did not influence dominant male ascendance but it did affect women's. When the task was masculine-typed or neutral, less dominant men were more likely to emerge as the leader of the dyad, frequently being appointed by the dominant woman herself. Thus, even when women possess the agentic quality of dominance consistent with the leader role, the incongruence between masculinized task demands and gender stereotypes mitigate against women's leadership emergence.     

Eye movement desensitization and reprocessing for mental health problems: a systematic review and meta-analysis

ABSTRACT

There is no comprehensive meta-analysis of randomised trials examining the effects of Eye Movement Desensitization and Reprocessing (EMDR) on post-traumatic stress disorder (PTSD) and no systematic review at all of the effects of EMDR on other mental health problems. We conducted a systematic review and meta-analysis of 76 trials. Most trials examined the effects on PTSD (62%). The effect size of EMDR compared to control conditions was g = 0.93 (95% CI: 0.67–.18), with high heterogeneity (I²= 72%). Only four of 27 studies had low risk of bias, and there were indications for publication bias. EMDR was more effective than other therapies (g = 0.36; 95% CI: 0.14–0.57), but not in studies with low risk of bias. Significant results were also found for EMDR in phobias and test anxiety, but the number of studies was small and risk of bias was high. EMDR was examined in several other mental health problems, but for none of these problems, sufficient studies were available to pool outcomes. EMDR may be effective in the treatment of PTSD in the short term, but the quality of studies is too low to draw definite conclusions. There is not enough evidence to advise it for the use in other mental health problems.     

2001 Division 35 Presidential Address: Context Matters: Understanding Tokenism Processes and their Impact on Women's Work

Research on tokenism processes is reviewed and coalesces around two conclusions. First, gender constructs different social contexts for token women and for token men. Second, gender is most usefully conceptualized as a status variable, not something internal to the individual. Gender serves as a status marker such that women's subordinated status intersects with other indicators of status, such as race/ethnicity, and token difference to produce negative and variable outcomes for women not experienced by similarly underrepresented men. Thus, reducing negative tokenism outcomes, most notably unfavorable social atmosphere and disrupted colleagueship, can be done effectively only by taking gender status and stereotyping into consideration. These findings have applied implications for women's full inclusion in male-dominated occupations.     

"Outsider Within" the Firehouse: African American and White Women Firefighters

Prior findings regarding (a) the subordination of African American women firefighters through imposed exclusion, (b) expanded definitions of tokenism and workgroup composition, and (c) the omnirelevance of race/ethnicity in Black women's perceptions of work experiences are extended to White women firefighters. A nationwide sample of 24 White women firefighters completed a 20-page survey and 1 hr interview developed from these previous findings. Both groups experienced insufficient instruction, hostility, silence, hyper-supervision, lack of support, and stereotyping and supportive as well as strained relationships with coworkers. Specific enactments of these global commonalties often varied along racial/ethnic lines. The present data, which start with the experiences of Black women then examine the experiences of White women, model an important methodological approach for understanding difference.     

TO TEACH IS TO LEARN: OVERCOMING TOKENISM WITH MENTORS

Active mentors, persons who are not simply role models, have been shown to facilitate and enhance career growth, yet the token role of women entering traditionally masculine professions was shown to inhibit sponsorships. An analysis of a sample of exit interviews from the first women cadets to graduate from West Point revealed that the marginal peer acceptance of tokens within a competitive, somewhat constrained atmosphere discouraged the development of these sponsorships. If women plan to play sustained roles in the professions, they must actively sponsor other women. A first step in this process is to be aware of the situational pressures, noted in the present paper, that are directed against sponsorships within a token group.