Images of Women’s Sexuality in Advertisements: A Content Analysis of Black- and White-Oriented Women’s and Men’s Magazines

This article represents an analysis of the sexual images of women in magazine advertisements. I examined advertisements in Black- and White-oriented, mens and womens magazines to compare the images of womens sexuality that are constructed for each specific audience. Over 600 images of women were analyzed based on seven dimensions, including function/role, relative function/authority, physical/body position, relative size/height, character traits, body view, and physical characteristics. The images of womens sexuality vary depending on the race of the intended audience and the race of the women in the advertisements. Advertisements for White audiences portray women in roles and with characteristics that suggest dependency and submissiveness, whereas advertisements for Black audiences portray women as independent and dominant. I also found that White women are objectified much more than Black women are.     

The Inducement of Meaningful Work: A Response to Anderson and Weijer

James A. Anderson and Charles Weijer take the wage payment model proposed by Neil Dickert and Christine Grady and extend the analogy of research participation to unskilled wage labor to include just working conditions. Although noble in its intentions, this moral extension generates unsavory outcomes. Most notably, Anderson and Weijer distinguish between two types of research subjects: occasional and professional. The latter, in this case, receives benefits beyond the moral minima in the form of “the right to meaningful work.” The problem is that meaningful work can itself be a form of inducement, and consequently, may in fact increase the incidence of inducement contrary to the intentions of the wage payment model.     

Changes at work and employee reactions: organizational elements, job insecurity, and short-term stress as predictors for employee health and safety

The objective was to identify focus areas for possible reduction of job insecurity and its outcomes. A model was specified and tested as a prediction model for health and safety. First, a parsimonious model was specified. The model consisted of perceived job insecurity (as a stressor), organizational factors (information quality, leadership style, work task administration), and short-term stress reactions (job dissatisfaction, reduced work motivation). Second, the model was tested as a prediction model in three separate path analyses, in order to examine the model's contribution in explaining (1) physical health complaints, (2) mental health complaints, and (3) risk taking behavior. A quota sample of Norwegian employees ( N = 1,002) was obtained by means of a self-completion questionnaire survey. The results of the structural equation modeling (path analyses) supported the hypothesized model. Mental health complaints and employee risk taking behavior were significantly predicted (not physical health complaints).     

Mother–Daughter Eldercare and Changing Relationships: A Path-Analytic Investigation of Factors Underlying Positive, Adaptive Relationships

One hundred and twenty-two pairs (n = 244) of caregiver daughters and care recipient mothers were interviewed individually to investigate the factors underlying positive, adaptive eldercare relationships. The 2 eldercare outcome variables examined were caregiving pairs' degree of congruency in role expectancies and perceived personal growth and an enhanced understanding of personal aging (self, other) through the caregiving experience. Participants were also categorized by caregiving pair type (e.g., positive), derived from blind ratings of participants' responses. Factors examined as being significant predictors of these 2 outcome variables for both caregivers and care recipients were perceived relationship roles (perceived role changes, perceived role relations) and individual-difference characteristics (big five personality dimensions, fluid intellectual ability). Path analysis results supported the importance of both role-related and individual-difference factors in understanding what works. Further, the need to differentiate between the perceptions and motivations of caregivers and care recipients is supported by the present research findings.     

Gender-Role Congruence and Self-Referencing as Determinants of Advertising Effectiveness

In an initial experiment, men and women with varied gender-role orientations evaluated gender-stereotyped and nonstereotyped advertisements for gendered products that are actually used by both sexes. Consistent with a gender-role congruence model of advertising effectiveness, traditional participants (masculine men; feminine women) responded more favorably to traditional (i.e., gender-stereotyped) than to nontraditional advertisements, whereas nontraditional participants (androgynous individuals; feminine men; masculine women) reacted somewhat more favorably to the nontraditional advertisements. Experiment 2 revealed that when encouraged to self reference, traditional participants became much more responsive to nontraditional advertisements, even more so than were the nontraditional participants. Practical implications of these results are discussed.     

Where the Girls (and Women) Are

This paper takes up a theoretical and empirical investigation of how two community-based projects for young women both create safety from community and domestic violence but how, in the process, discourses of multicultural inclusion define one site, and racist discourses of exclusion float through the other site. By relying on two intensive qualitative case studies of community-based organizations for girls, one exclusively White and working class and the other expressly multicultural and antiracist, we try to identify those structures and practices that support feminist, but inadvertently racist, work and those structures and practices that enable, at once, feminist and antiracist consciousness and praxis.     

Cross-national applicability of a game-based cognitive assessment

New technology has had a discernable impact on how organizations recruit and select potential employees. Game-based assessment has emerged as a potential technology that can be used to enhance the assessment of individual differences and applicants' views of the selection process. However, studies investigating the psychometric properties and predictive validity of game-based assessments are still lacking. This study investigated the structural equivalence of a game-based assessment of cognitive ability across 228 Australians and 239 South Africans. A smaller sample of 115 South Africans also received work performance ratings to investigate the predictive validity of the cognitive assessment. Results of factor analysis supported a strong general factor of cognitive ability across the entire sample but only partial metric and scalar invariance across the two nations. The general factor of the game-based assessment further revealed promising results in terms of its predictive validity for five broad dimensions of individual work performance.     

Career adaptability and proactive work behaviour: A relational model

Research on career adaptability has found that it helps people adapt at work. However, in modern uncertain and dynamic work environment, people need to perform proactive work behaviour to ensure individual effectiveness. Thus, to understand how career adaptability advances career development, it is necessary to examine its influences on proactive work behaviour. Adopting a relational perceptive, the current paper proposed leader-member exchange and perceived coworker support as the mediators and future work self salience as a moderator. Data were collected with a three-wave design in China. Findings largely supported the propositions, albeit showing partial mediation effects. This study extends existing understandings of the role of career adaptability at work, provides a new perspective about why it influences work-related outcomes and enriches the knowledge about the antecedents of proactive work behaviour.     

Organizational identification as a trigger for personal well-being: Associations with happiness and stress through job outcomes

Recent literature highlights that well-being, happiness, as well as personal stress, has become important for guiding public policy in areas that might involve suboptimal behaviour. Positive life outcomes can extend from one field of life (family, work, sport, children, hobbies, etc.) to another, multiplying success, performance, and health. In the present study, we aimed to verify whether the positive relation between organizational identification and employees' experiences then extends also into a positive association with more general well-being that is unrelated to the work context. For this purpose, we considered two proxies of organizational well-being: job satisfaction (on the positive side) and turnover intention (on the negative side) as well as the distal associations with happiness. The study involved 305 workers who completed a questionnaire made up of five scales: organization identification, job satisfaction, turnover intention, happiness, and personal stress. We found that organizational identification is positively related to employees' job satisfaction and negatively related to their intention to leave. Afterwards, job satisfaction and turnover intention were related to personal stress and happiness, suggesting a positive effect of organizational identification above and beyond the work context.     

Does remote work erode trust in organizations? A within-person investigation in the COVID-19 context

The global COVID-19 pandemic led to a widespread increase in remote work arrangements. This trend raised concerns regarding the potential negative ramifications it might have for organizational trust and cooperation. We explored the initial effect of COVID-19 induced remote work on trust in organizations: trust in co-workers, trust in the supervisor and in the organization at large. In a four-wave longitudinal survey of remote workers (N ∼ 1000) in the UK conducted between May 2020 and August 2020 (first COVID wave), we examined the association between the share of remote work (out of total working hours) and different forms of trust at work. The results showed that, for the same individual, increasing the share of working hours spent remotely was associated with more trust in the organization at large (but not in the supervisor and co-workers). Further, during the months where individuals spent more time working remotely, they experienced lower turnover intentions (but not less burnout or more work engagement, productivity, and satisfaction) compared to the months where they spent less time working remotely. The results contribute to the literature on flexible work arrangements, organizational trust, and other work outcomes.