Good intentions gone awry? Effects of weight-related social control on health and well-being

A negative body image has been associated with a variety of negative health and well-being outcomes. Social pressures from others, in the form of weight-related social control, may serve to exacerbate this effect, especially for college-aged women. Undergraduate students (N = 399) completed a variety of questionnaires assessing weight-related social control, well-being, and diet and exercise behaviors. The results suggest that weight is associated with a variety of negative health and well-being outcomes and particularly for women, weight-related social control is also associated with these negative effects. In addition, men of higher body mass indexes (BMIs) or higher self-perceived weight did not experience negative health and well-being outcomes to the same degree that overweight women did. Parents in particular seem to instigate weight-related social control to change students’ diet and exercise behaviors. These results help clarify the effects of weight-related social control in a college population, where weight may be especially important.     

Attitudes towards obesity in the Swedish general population: The role of one's own body size,weight satisfaction,and controllability beliefs about obesity

This study examined the associations of different socio-demographic and psychological factors with attitudes towards obesity. Individuals with different weight status (N = 2436) were drawn from an annual population-based survey in Sweden, and data on attitudes towards obesity (ATOP) and predictor variables were assessed in 2008. The strongest predictor of ATOP was controllability beliefs about obesity (β = 0.83). Thus, greater controllability beliefs about obesity predicted more negative attitudes. Sex and weight satisfaction were also independently associated with ATOP. However, there was no, or only a weak, association between weight satisfaction and ATOP among individuals with normal weight or overweight. And the higher the weight satisfactions of individuals with obesity, the more positive were their attitudes. It seems that stigma-reduction strategies in the general public should address the uncontrollable factors in the aetiology of obesity. However, more research is needed to understand the underlying causes of people's attitudes towards obesity.     

Personality change in adolescence: Results from a Japanese sample

We examined developmental trends in personality traits during adolescence by using data from the secondary school affiliated with the University of Tokyo (N = 3656; range 12–18; 1832 female), collected from 1981 to 2010. Hierarchical linear modeling analyses revealed cumulative mean-level changes in personality averaging approximately 1 SD across adolescence. Scales related to Neuroticism showed linear increases, and those related to Extraversion showed distinct developmental patterns: General Activity and Rhathymia did not change, while Ascendance and Social Extroversion declined. Additionally, we found significant gender and birth cohort effects on personality. Although the intercepts differed according to both factors, the trajectories were different only for the birth cohort. These findings suggest that personality development trajectories differ according to the sociocultural context.     

Conceptualizing and measuring perceptions of sexual attractiveness: Are there differences across gender and sexual orientation?

There is no consistent conceptualization of sexual attractiveness in the literature. The present paper reviews previous literature on sexual attractiveness, examining the different terms used to refer to sexual attractiveness, as well as the measures designed to evaluate perceptions of sexual attractiveness. A new measure of self-perceptions of sexual attractiveness is proposed and psychometrically tested based on this material. The review of the literature demonstrates that there are multiple, often ambiguous, terms used in relation to sexual attractiveness, with few definitions provided. Additionally, there is no standardized measure of perceptions of sexual attractiveness. Single item measures are commonly used to assess an individual’s perceptions of their own or of another’s sexual attractiveness, and few studies provide a psychometric evaluation of the measures used. A clearer picture of sexual attractiveness is formed in this paper and, with this, a new scale measuring self-perceptions of sexual attractiveness is developed. The new scale is a valid and reliable measure of self-perceived sexual attractiveness that may be used among men and women who identify as heterosexual, gay, lesbian or bisexual. Furthermore, the findings suggest that sexual attractiveness may be conceptualized similarly across gender and sexual orientation.     

Comfortable and safe spaces? Gender,sexuality and ‘race’ in night-time leisure spaces

This article aims to contribute to the fields of emotional geographies and geographies of sexualities by exploring the relationship between emotions and gender, sexuality, and ‘race’ in sexualised night-time leisure spaces. By drawing on ethnographic research conducted in Manchester's Gay Village, the article highlights the importance of taking into account intersections of social identities when exploring how people feel in certain spaces. It explores how relations of ‘othering’ work through emotions, in particular how people are othered through feelings of comfort and safety. Whilst these feelings are triggered by a particular reading of bodies and spaces, they also produce bodies and spaces that are gendered, sexualised, and racialised (and classed). The article offers a rethinking of comfort and safety as not just feelings individuals have but as being constitutive of sexual, gender, and racial subjectivities and spaces.     

The preference to work for a man or a woman: A matter of sex and gender?

A survey of 455 individuals sampled from two populations that varied in age, educational level, and work experience posed a question asked in Gallup polls over six decades: “If you were taking a new job and had your choice of a boss, would you prefer to work for a man or a woman?” Respondents could state that they would prefer a male boss, prefer a female boss, or had no preference. As expected from theory and Gallup results, respondents who had a preference preferred to work for a man more than a woman, although a majority expressed “no preference.” When they expressed a preference, women preferred to work for a female boss over a male boss more than men did, whereas men preferred to work for a male boss over a female boss more than women did. Sex-typed (i.e., masculine or feminine) respondents in gender identity exhibited a greater preference to work for a boss of a particular sex over having no preference than non-sex-typed respondents. Further, feminine respondents preferred to work for a female boss over a male boss more than masculine respondents did, whereas masculine respondents preferred to work for a male boss over a female boss more than feminine respondents did. Overall, these results suggest that the preference to work for a man or a woman is a matter of both sex and gender. Implications for job applicants' vocational decisions and how female leaders fare in the workplace are discussed.     

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.     

What Can We Learn from the Study of Mexican‐Origin Families in the United States?

Mexican‐origin families are a large and rapidly increasing subgroup of the U.S. population, but they remain underrepresented in family scholarship. This paper introduces a special section of four papers on Mexican‐origin families designed to contribute to the advancement of research on how cultural, family, and gender socialization processes unfold across key developmental periods and life transitions in this cultural context. Two longitudinal studies of Mexican‐origin families provided the data for these four papers: (a) The Juntos Project, an 8‐year longitudinal study of mothers, fathers, and adolescent sibling pairs in 246 Mexican‐origin families; and (b) The Supporting MAMI Project, a study following 204 adolescent mothers and their mother figures from the third trimester of pregnancy through their young children's 5th birthdays. In this introductory paper, we highlight four themes, including (a) differential acculturation and reciprocal socialization, (b) interdependence in families, (c) the intersection of culture and gender, and (d) methodological issues. We end with suggestions for future research.     

Stereotype Lift

When a negative stereotype impugns the ability or worth of an outgroup, people may experience stereotype lift—a performance boost that occurs when downward comparisons are made with a denigrated outgroup. In a meta-analytic review, members of non-stereotyped groups were found to perform better when a negative stereotype about an outgroup was linked to an intellectual test than when it was not (d=.24,p<.0001). Notably, people appear to link negative stereotypes to evaluative tests more or less automatically. Simply presenting a test as diagnostic of ability was thus sufficient to induce stereotype lift. Only when negative stereotypes were explicitly invalidated or rendered irrelevant to the test did the lift effect disappear.