The Role of Internalized Stereotyping,Parental Pressure,and Parental Support on Asian Americans' Choice of College Major

The author explored the relationship between internalized stereotyping, parental pressure, and parental support on major choices among 315 Asian American undergraduate and graduate students. Results indicated that parental support, but not parental pressure, toward certain majors was associated with more stereotypical major choices. In addition, internalization of academic and career stereotypes was associated with more stereotypical major choices. El autor exploró la relación entre los estereotipos internalizados, la presión de los padres y el apoyo de los padres en la elección de estudios universitarios de 315 estudiantes de grado y posgrado asiático‐americanos. Los resultados indicaron que el apoyo de los padres, pero no la presión de los padres, hacia ciertas carreras está asociado con elecciones de estudios más estereotípicos. También, la internalización de estereotipos académicos y de carrera laboral está asociada con elecciones de estudios más estereotípicos.     

Prevalent Disorders of Women

No abstract available for this article.     

The Emotional Consequences of Gender-Based Abuse in the Workplace

No abstract available for this article.     

CULTURAL APPROPRIATION IN BIOREGIONALISM AND THE NEED FOR A DECOLONIAL ETHICS OF PLACE

Bioregionalism is an environmental movement that attempts to create decentralized, self‐determined communities connected to landscape and ecological features. Activists and scholars have used the phrase “becoming native” to describe the process of belonging to place. Despite its cultural appropriation, not only do bioregional writers still use the metaphor, but it has also been defended within religious studies. Instead of relying on these arguments to address ethical issues, claims to place need a decolonial framework. Looking at various voices within bioregionalism through Indigenous critiques displays both the movement’s issues as well as decolonial processes for local adaptation. Wendell Berry exemplifies the problems of bioregional ethics but also shows bioregionalism's capacity for decolonization.     

The Case for or Against Diagnostic and Therapeutic Sexism

No abstract available for this article.     

Asian American Female College Students' Subjective Femininity Conceptualizations: Using a Mixed‐Methods Approach

This mixed‐methods study explored 184 Asian American female college students' subjective femininity conceptualizations and their associations with family conflict. A direct content analysis of responses identified 5 categories of subjective femininity conceptualizations: model minority, physical attributes, traditional femininity, subordinate roles, and modern femininity. Conceptualizations of subordinate roles were positively related to intensity of family conflict. Interdependent self‐construal moderated the relationship between subjective conceptualizations of subordinate roles, modern femininity, and intensity of family conflict. Clinical implications of these findings are discussed. Este estudio de métodos combinados exploró las conceptualizaciones subjetivas de feminidad y sus asociaciones con conflictos familiares entre 184 estudiantes universitarias asiático‐americanas. Un análisis directo del contenido de las respuestas identificó 5 categorías de conceptualizaciones subjetivas de feminidad: modelo de minoría, atributos físicos, feminidad tradicional, roles subordinados y feminidad moderna. Las conceptualizaciones de roles subordinados se relacionaron de forma positiva con la intensidad de los conflictos familiares. La autoconstrucción interdependiente moderó la relación entre las conceptualizaciones subjetivas de roles subordinados, la feminidad moderna y la intensidad de los conflictos familiares. Se discuten las implicaciones clínicas de estos hallazgos.     

The Paradox Between Integration and Perceived Discrimination Among American Muslims

Muslim Americans are increasingly integrated into American life, displaying high socioeconomic status, political participation, and adherence to American values. However, they are evaluated more negatively than many other racial, ethnic, and religious minorities and are frequent targets of discrimination. This article examines the mismatch between the integration of Muslims and their poor reception. Drawing on theories of cultural fluency and cognitive dissonance, we argue that cultural integration can exacerbate, rather than mitigate, perceived discrimination because integrated individuals are socialized to expect fair treatment and can recognize and decode even subtle forms of discrimination due to high levels of cultural and language fluency. Using three nationally representative surveys and an opt-in, online study of American Muslims between 2007 and 2017, we find that integrated Muslims are consistently more likely than their counterparts to report individual- and group-level societal and political discrimination. The paradox between adopting the host culture and feeling marginalized poses a challenge to the assumption that integration naturally leads to a sense of belonging among minorities, with important implications for liberal democracies.     

Are Adewale and Ngochi more employable than Jamal and Lakeisha? The influence of nationality and ethnicity cues on employment-related evaluations of Blacks in the United States

ABSTRACT

Previous research has consistently shown that racial bias can influence employers’ perceptions and evaluations of Black individuals in hiring and promotion decisions. However, within-race differences (e.g., skin tone, Afrocentric features) can lead to variation in these decisions. In addition to phenotypical variation, ethnicity cues (e.g., perceived country of origin, name) may be important within-race factors influencing the perception and evaluations of Black job applicants. Using a resume evaluation paradigm, participants evaluated one of three resumes in which the target applicant’s name provided cues about ethnicity (either Black American, Black African, or White American). Results suggest that Black Americans may experience more discrimination in hiring and are generally perceived less positively across several employment-related domains than both White and Black African applicants. Specifically, we find that Black Americans are less likely to be selected for an interview or offered a job and are evaluated more negatively overall relative to Black Africans.