Sex differences in aggression: Origins and implications for sexual integration of combat forces

2009 ◽  
Vol 32 (3-4) ◽  
pp. 270-271 ◽  
Author(s):  
Kingsley R. Browne
Keyword(s):  
Sex Differences ◽  
Risk Taking ◽  
Role Theory ◽  
Social Role ◽  
Social Role Theory ◽  
The Social ◽  
Risk Taking Behaviors ◽  
Female Soldiers ◽  
Practical Implications ◽  
Military Combat

AbstractSex differences in aggressive and risk-taking behaviors have practical implications for sexual integration of military combat units. The social-role theory implies that female soldiers will adapt to their role and display the same aggressive and risk-taking propensities as their male comrades. If sex differences reflect evolved propensities, however, adoption of the soldier's role is unlikely to eliminate those differences.

Age, Gender, And Occupational Label: A Test of Social Role Theory

1996 ◽  
Vol 20 (3) ◽  
pp. 361-374 ◽  
Author(s):  
Mary E. Kite
Keyword(s):  
Role Theory ◽  
Social Role ◽  
The Elderly ◽  
Gender Effects ◽  
Social Role Theory ◽  
Age Related ◽  
The Social ◽  
Agency And Communion ◽  
Independent Variable

Two studies tested the social role theory (Eagly, 1987) prediction that role information would override the age-related agency stereotype. Although results of Study 1 showed that employed people were viewed similarly in agency regardless of target age, interpretation was limited because employed targets were most often imagined to be male and young homemaker targets were most often imagined to be female. To control for this, target gender was added as an independent variable in Study 2. As expected, agency and communion ratings of employed targets and targets who cared for a home did not differ by target age, but agency ratings of average targets were higher for 35-year-old than for 70-year-old targets. Communion ratings for average targets did not differ by target age. Target gender effects on the agency measure replicated Eagly and Steffen's (1984, 1988) results. The importance of context to understanding stereotypes of the elderly is illustrated.

scholarly journals Sex differences in the developmental antecedents of aggression

2009 ◽  
Vol 32 (3-4) ◽  
pp. 269-270
Author(s):  
Joseph M. Boden
Keyword(s):  
Sex Differences ◽  
Sexual Selection ◽  
Role Theory ◽  
Social Role ◽  
Social Role Theory ◽  
Selection Theory ◽  
Sexual Selection Theory ◽  
Developmental Antecedents

AbstractArcher examines sex differences in aggression, and argues that these differences may be better explained by sexual selection theory than by social role theory. This commentary examines sex differences in the developmental antecedents of aggression and violence, and presents a preliminary framework for examining whether the observed sex differences amongst these developmental antecedents can also be accounted for by sexual selection theory.

Does sexual selection explain why human aggression peaks in early childhood?

2009 ◽  
Vol 32 (3-4) ◽  
pp. 267-268 ◽  
Author(s):  
Christina Behme
Keyword(s):  
Early Childhood ◽  
Sex Differences ◽  
Sexual Selection ◽  
Role Theory ◽  
Social Role ◽  
Compelling Evidence ◽  
Social Role Theory ◽  
Human Aggression ◽  
Better Than

AbstractArcher provides seemingly compelling evidence for his claim that sexual selection explains sex differences in human aggression better than social role theory. I challenge Archer's interpretation of some of this evidence. I argue that the same evidence could be used to support the claim that what has been selected for is theability to curbaggression and discuss implications for Archer's theory.

scholarly journals WHOM WOULD YOU HIRE? AGEISM IN ORGANIZATIONAL CONTEXTS

2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S570-S570
Author(s):  
Hannah Swift ◽  
Vanessa Dias ◽  
Dominic Abrams
Keyword(s):  
Role Theory ◽  
Social Role ◽  
Organisational Culture ◽  
Hiring Practices ◽  
Social Role Theory ◽  
Age Bias ◽  
Organizational Contexts ◽  
Age Diversity ◽  
The Social ◽  
Age Profile

Abstract People want to work at older ages, yet ageism and discrimination remain a barrier. Using theories of prejudice, social role theory, and conceptual models of age diversity in organisational contexts, we explore age-bias in hiring practices (Study 1) and how to reduce it (Study 2). Study 1 (N=150) investigated pro-youth bias in hiring practices and how this manifests depending on job/occupation. Study 2 (N=150) investigated whether pro-youth bias is reduced by manipulating organisational culture. In both studies, participants were given a fictional organisation, a job ad, and two applicants’ profiles manipulated to represent men one each in their 30s and 50s. Study 1 supported the social role theory hypothesis: people match candidates to the age profile of the job. In the age-neutral job occupation participants chose equally between candidates. Study 2 supported the hypothesis that pro-youth bias can be mitigated when age-diverse nature of the organisational culture is made salient.

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