Institutional ethnoracial discrimination and microaggressions among a diverse sample of undergraduates at a minority-serving university: a gendered racism approach

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Florence Lui ◽  
Deidre M. Anglin
Keyword(s):  
Gender Differences ◽  
Middle Eastern ◽  
Racial Microaggressions ◽  
Self Report ◽  
Urban Setting ◽  
Interactive Effects ◽  
Institutional Discrimination ◽  
Content Type ◽  
Race Ethnicity ◽  
Predominantly Female

PurposeEthnoracial minorities report a variety of discriminatory experiences due to systemic racism. Yet, few studies have examined whether gender and race/ethnicity interact to predict institutional discrimination and racial microaggressions through an intersectional approach.Design/methodology/approachA predominantly female (60%), ethnoracial minority (20.8% Black, 31.6% Asian, 30.8% Latina/o, 8.2% White, 6.6% Middle Eastern) sample of 895 undergraduates attending a minority-serving public university in an urban setting completed self-report measures of sociodemographic characteristics, experiences of racial microaggressions and institutional discrimination.FindingsSignificant (p < 0.05) gender × race/ethnicity interaction effects were found in several institutional discrimination domains: Males reported more police/court discrimination overall, but gender differences in police/court discrimination were less pronounced for non-Black vs Black students. While males tended to report more institutional discrimination than females, the reverse was true for the Middle Eastern group: Middle Eastern females reported institutional discrimination in more domains and more discrimination getting hired than their male counterparts. There was a significant race/ethnicity × gender interaction effect for environmental microaggressions: White males reported more environmental microaggressions than White females, but gender differences were not found in the overall sample.Originality/valueThis study is the first to the authors’ knowledge to assess the interactive effects of gender and ethnicity on the type of microaggressions experienced in a diverse sample that includes individuals of Middle Eastern descent. The authors highlight the range of discriminatory events that ethnoracially minoritized undergraduates experience, even at a minority-serving institution.

scholarly journals Lucky to reach the top?

2019 ◽  
Vol 34 (7) ◽  
pp. 541-553 ◽  
Author(s):  
Christina Lundsgaard Ottsen
Keyword(s):  
Gender Differences ◽  
Achievement Motivation ◽  
Gender Gap ◽  
Design Methodology ◽  
Middle Eastern ◽  
Content Type ◽  
Middle Eastern Women ◽  
Low Expectations ◽  
And Gender ◽  
Middle Easterners

Purpose As organizations aim to become increasingly diverse, it is important to understand how perspectives of potential future leaders vary across culture and gender. This study aims to advance the understanding of the persistent gender gap in management. Design/methodology/approach Samples from the gender-segregated Qatar and the co-ed Denmark present a unique opportunity to investigate the potential effects of gender. Here, 115 Middle Easterners and 121 Scandinavians rated perceived importance of job-related skills, networking upward and serendipity in leadership acquisition. Findings Effects of gender showed that compared to men, women across cultures expected that serendipity has less to do with leadership acquisition. Middle Eastern women also showed low expectations regarding networking with people in powerful positions. Nevertheless, both genders showed conviction of meritocracy by rating job-related skills as the most important factor in leadership acquisition. Cross-culturally, Scandinavians presumed job-related skills to be more important than Middle Easterners. Research limitations/implications Despite meritocracy beliefs, it appears that gender differences in perceived possibility of leadership acquisition contribute to the gender gap in management. Scandinavian women relied more on networking than Middle Eastern women, but still lacked faith in serendipitous opportunities compared to male peers. Perceived luck enhances achievement motivation. If men rely more on luck than women, then they are more confident in succeeding and more ambitious about pursuit of leadership. Women’s lack of faith in serendipity might affect their career ambitions negatively even in societies emphasizing equality. Originality/value This is the first study that directly focuses on gender differences in perception of opportunities for leadership acquisition through serendipity.

scholarly journals Gender differences in mental health prevalence in autism

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Felicity Sedgewick ◽  
Jenni Leppanen ◽  
Kate Tchanturia
Keyword(s):  
Mental Health ◽  
Gender Differences ◽  
Eating Disorders ◽  
Self Report ◽  
Health Issues ◽  
Content Type ◽  
Mental Health Issues ◽  
Autistic People ◽  
Gendered Patterns ◽  
Autistic Population

Purpose Mental health conditions are known to be more common amongst autistic than non-autistic people. To date, there is little work exploring gender differences in mental health amongst autistic people and no work including non-binary/trans people. This paper aims to address this gap. Design/methodology/approach This was a large-scale online study, with 948 participants between 18 and 81 years old. Participants self-reported autism, anxiety, depression and eating disorder status. Analyses were run examining gender differences in the rates of these conditions in each group. Findings Autistic people are more likely to have anxiety and depression than non-autistic people of all genders. Autistic women and non-binary people experienced mental health issues at higher rates than men and at similar rates to each other. Autistic people were twice as likely as non-autistic people to have all eating disorders. Further, gendered patterns of eating disorders seen in the non-autistic population are also present in the autistic population. Research limitations/implications There are inherent issues with self-report of diagnoses online, but this study showed that using screening questionnaires is effective. Originality/value This is the first paper to look at gender differences in common mental health issues amongst autistic and non-autistic adults. It highlights that there are significant gendered patterns in the prevalence of mental health issues in both the autistic and non-autistic population and that these have an impact for how treatment should be approached to be effective.

Gender differences in career planning and success

2016 ◽  
Vol 31 (2) ◽  
pp. 603-623 ◽  
Author(s):  
Yuhee Jung ◽  
Norihiko Takeuchi
Keyword(s):  
Gender Differences ◽  
Social Exchange ◽  
Career Success ◽  
Social Exchange Theory ◽  
Career Planning ◽  
Interactive Effects ◽  
Content Type ◽  
Subjective Career Success ◽  
Practical Implications

Purpose – The purpose of this paper is twofold. First, it attempts to examine how employees’ career planning (CP) interacts with the quality of leader-member exchange (LMX) to explain subjective career success. Second, the authors investigate how the pattern of such interactions differs between male and female employees. Design/methodology/approach – To increase the generalizability, the study tested hypotheses in two studies whose data were collected in different national settings. Study 1 was designed to analyze 144 Korean employees and Study 2 investigated 140 Japanese employees. Both groups of employees worked for privately owned firms. Findings – The authors found a three-way interaction effect between gender, CP, and LMX quality in predicting subjective career success. As hypothesized, the positive relationship between quality of LMX and subjective career success was stronger for males with high CP, whereas for females such a stronger relationship was found for women with low CP. Research limitations/implications – This study contributes to the literature in two ways. First, it extends career research by considering the interactive effects of individual and interpersonal factors on employees’ subjective career success. Second, it combines the research streams of social exchange theory (LMX), career theory (the boundaryless career), and gender theory (agentic and communal personality traits). This suggests that the ideas of the three theories could serve together as a useful framework for explaining gender differences in subjective career success through setting career goals and building relationships with supervisors. Practical implications – The findings have important practical implications for managers and leaders, who generally seek to motivate their employees toward career achievement. Originality/value – This study is one of the first to provide a new perspective for understanding the process by which men and women perceive their subjective career success differently with regard to social exchange relations with their supervisors and CP.

Workplace bullying

2018 ◽  
Vol 40 (2) ◽  
pp. 264-280 ◽  
Author(s):  
Darcy McCormack ◽  
Nikola Djurkovic ◽  
Apollo Nsubuga-Kyobe ◽  
Gian Casimir
Keyword(s):  
Policy Development ◽  
Workplace Bullying ◽  
Self Report ◽  
Interactive Effects ◽  
Cross Sectional ◽  
Content Type ◽  
Work Related ◽  
Gender Dyads ◽  
Report Data ◽  
Self Report Data

Purpose The purpose of this paper is to examine if the gender of the perpetrator and the gender of the target have interactive effects on the frequency of downward workplace bullying to which targets are subjected. Design/methodology/approach A cross-sectional design was used on a sample of 125 schoolteachers in Uganda. Self-report data on downward workplace bullying were obtained using the Negative Acts Questionnaire. Findings The perpetrator’s gender and the target’s gender have interactive effects on the level of downward bullying to which targets are subjected. Although targets in within-gender dyads reported higher levels of overall downward workplace bullying than did targets in between-gender dyads, a significant gender-gender interaction was found for personal harassment and work-related harassment but not for intimidation nor organisational harassment. Research limitations/implications The generalisability of the findings is limited due to the sample consisting entirely of schoolteachers in Uganda. Self-report data are a limitation as they are subjective and thus susceptible to various perceptual biases (e.g. social desirability, personality of the respondent). Examining the interactive effects of gender on workplace bullying helps to provide a better understanding of the potential influence of gender in bullying scenarios. The findings from research that considers only the main effects of gender whilst ignoring interactive effects can misinform any theory or policy development. Practical implications Organisations need to resocialise their members so that they learn new attitudes and norms regarding aggressive behaviour in the workplace. Originality/value This paper contributes to the literature on workplace bullying by examining the interactive effects of gender on the frequency of downward workplace bullying.

Job demands, health, and absenteeism: does bullying make things worse?

2013 ◽  
Vol 36 (2) ◽  
pp. 165-181 ◽  
Author(s):  
Dwayne Devonish
Keyword(s):  
Health Outcomes ◽  
Workplace Bullying ◽  
Longitudinal Research ◽  
Job Demands ◽  
Self Report ◽  
Interactive Effects ◽  
Causal Inferences ◽  
Cross Sectional ◽  
Content Type ◽  
Job Strains

Purpose – The purpose of this paper is to examine workplace bullying as a potential moderator (or exacerbator) in the relationship between job demands and physical, mental and behavioral strain. Design/methodology/approach – Survey data from a cross-section of 262 employees were collected using a range of measures and hierarchical moderated regressions were performed to examine the interactive effects of job demands and workplace bullying on physical exhaustion, depression, and medically certified and uncertified absenteeism. Findings – The results revealed that workplace bullying significantly exacerbated the effects of job demands on physical exhaustion, depression, and uncertified absenteeism. Research limitations/implications – The study utilized a cross-sectional self-report survey research design which does not permit causal inferences to be made. Longitudinal research is needed to further investigate these relationships reported here. Practical implications – Managers should seek to minimize workplace bullying as well as excessive job demands to help alleviate the risk of employees developing negative health outcomes. Originality/value – The study investigated how different categories of stressors interact with each other to predict various health outcomes or forms of job strains.

If children won lotteries: materialism, gratitude and imaginary windfall spending

2016 ◽  
Vol 17 (4) ◽  
pp. 404-418 ◽  
Author(s):  
Lisa Kiang ◽  
Sara Mendonça ◽  
Yue Liang ◽  
Ayse Payir ◽  
Lia T. O’Brien ◽  
...  
Keyword(s):  
Psychosocial Development ◽  
Survey Methodology ◽  
Interactive Effect ◽  
Self Regulation ◽  
Well Being ◽  
Self Report ◽  
Interactive Effects ◽  
Character Traits ◽  
Future Research ◽  
Content Type

Purpose Despite USA’s emphasis on children as consumers with great spending power, little is known about their actual spending preferences and how they might be linked to personal character traits such as materialism and gratitude. This study aims to address this literature gap by examining children’s spending preferences in an imaginary windfall scenario, as well as main and interactive effects of materialism and gratitude on such preferences. Design/methodology/approach This was a school-based research study. Survey methodology was used in which self-report measures were collected from 247 7-14-year-old children (58 per cent male). Findings Results suggest that materialism was significantly associated with saving resources and allocating less money to charity. Gratitude was related to more charitable giving. One interactive effect was found whereby the link between more materialism and saving was attenuated by high levels of gratitude. Contrary to expectations, no age or gender differences in spending preferences or materialism were found, but older children and girls reported higher gratitude than did younger children and boys. Research limitations/implications Although cross-sectional data limit conclusions regarding directionality, the results have implications for understanding children’s consumer behavior, as well as children’s well-being, self-regulation and ability to delay gratification. Practical implications The results suggest that materialism, with its emphasis on consumption, and gratitude, with its positive feedback loop that encourages prosocial connections, are particularly relevant avenues to continue examining in future research on youth consumer patterns. Social implications Gratitude not only promotes social connectedness but also is more environmentally sustainable in promoting appreciation for what one has rather than wanting more. Uncovering ways that these characteristics are linked to hypothetical and, ultimately, actual spending behavior reflects a meaningful contribution to the field. Originality/value This paper fills gaps in the literature by examining links between specific character traits and potential spending behaviors, with deeper implications for children’s psychosocial development, self-regulation and environmental sustainability.

The relationships amongst leader-member exchange, perceived organizational support, affective commitment, and in-role performance

2014 ◽  
Vol 35 (5) ◽  
pp. 366-385 ◽  
Author(s):  
Gian Casimir ◽  
Yong Ngee Keith Ng ◽  
Karen Yuan Wang ◽  
Gavin Ooi
Keyword(s):  
Social Exchange ◽  
Organizational Support ◽  
Affective Commitment ◽  
Self Report ◽  
Interactive Effects ◽  
Role Performance ◽  
Content Type ◽  
Attitudes And Behaviors ◽  
Workplace Attitudes ◽  
And Behaviors

Purpose – The purpose of this paper is to examine whether leader-member exchange (LMX) and perceived organizational support (POS) have interactive effects on affective commitment to the organization. The utility of Social Exchange Theory for explaining workplace attitudes and behaviors in non-Western settings has been questioned. Another objective is to test the hypotheses, which are based on Social Exchange Theory, within a Chinese context. Design/methodology/approach – Cross-sectional, self-report data on LMX, POS and affective commitment were obtained from 428 full-time employees in China. In-role performance ratings were provided by immediate supervisors. Findings – LMX and POS have synergistic effects on affective commitment. Affective commitment mediates both the relationship between LMX and in-role performance and the relationship between POS and in-role performance. Research limitations/implications – The limitations include using a cross-sectional, self-report design for LMX, POS and affective commitment, and only sampling employees in organizations in China. The findings support an explanation of workplace attitudes and behaviors in a non-Western setting based on social exchange. The effects of a proximate source of social exchange (i.e. LMX) on affective commitment depend on the level of a remote source of social exchange (i.e. POS), and vice versa. Practical implications – Organizations need to improve the quality of their leader-follower relationships and support their members. Organizations need to increase affective commitment because it appears to drive in-role performance. Originality/value – The authors show that LMX and POS from the same source (i.e. followers) may have interactive effects on affective organizational commitment as well as that social exchange may explain workplace attitudes and behaviors in China.

Who are you talking about? Contrasting determinants of online disclosure about self or others

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nik Thompson ◽  
Jack Brindley
Keyword(s):  
Gender Differences ◽  
Information Sharing ◽  
Online Survey ◽  
Social Networking Site ◽  
Gender Effects ◽  
Self Report ◽  
Equation Modeling ◽  
Future Research ◽  
Content Type ◽  
The Subject

PurposeThis paper contrasts the determinants of online disclosures about self and others in social media.Design/methodology/approachData from 216 respondents were collected through an online survey. The formal research model was tested with covariance based structural equation modeling.FindingsThe determinants of online disclosures vary whether the subject is self or others. Social networking site (SNS) users who self-disclose are also more likely to share information about others. Furthermore, there are significant gender effects in the influences of disclosure as revealed by multi-group SEM.Research limitations/implicationsFuture research models should incorporate the construct of disclosure about others and examine the intertwining of different types of disclosure on SNS. Future work should include behavioral measures, as this study relied on self-report measures.Practical implicationsThe current understanding of information sharing does not accommodate different forms of disclosure. Employers or systems administrators concerned about data sharing may need to tailor interventions to the subject of the disclosure. Furthermore, the significant gender differences in determinants of disclosure suggest that this should be considered in practical applications.Originality/valueDisclosure about others has not been examined in prior work. This study contributes by offering empirical data on the contrasting determinants of disclosure as well as gender differences. It improves the understanding of online information sharing, a topic of particular relevance in today's information oriented society.

scholarly journals Job insecurity, workload and job exhaustion in temporary agency workers (TAWs)

2016 ◽  
Vol 21 (1) ◽  
pp. 3-18 ◽  
Author(s):  
Marianna Giunchi ◽  
Federica Emanuel ◽  
Maria José Chambel ◽  
Chiara Ghislieri
Keyword(s):  
Gender Differences ◽  
Structural Equation ◽  
Job Insecurity ◽  
Well Being ◽  
Equation Model ◽  
Self Report ◽  
Negative Consequences ◽  
Content Type ◽  
The Relationship ◽  
Temporary Agency Workers

Purpose – Different studies underline that perceived job insecurity (PJI) has negative consequences at both individual and organisational level. Some authors investigated PJI in temporary agency workers (TAWs) but these studies did not focus on specific countries and did not discuss the relationship with job exhaustion. Other researchers explored gender differences in PJI and found different results; some investigated differences in PJI perception and others its relationship with the outcome of stress or well-being. The purpose of this paper is to inquire about the effects of PJI (as a demanding condition) on job exhaustion, considering the mediation role of workload and exploring differences between male and female TAWs. Design/methodology/approach – This research involved 474 Portuguese TAWs (209 men, 265 women). Data were collected through a self-report questionnaire; data analyses were performed using IBM Spss Statistics 22 for descriptive statistics, correlations and t-test; Mplus7 was used to estimate a multi-group structural equation model and to test the mediation. Findings – The results confirmed that workload is a mediator and indicated gender differences in how PJI relates to workload and job exhaustion in TAWs. In fact, the mediation of workload in the relationship between PJI and job exhaustion was partial in men and total in women: in the women group the direct effect of PJI on job exhaustion is not significant, and the indirect effect mediated by workload is significant; in the men group both direct and indirect effects are significant. Originality/value – This paper contributes to extend the research on job insecurity of TAWs in a specific national context and highlights gender differences in the relationship between PJI and job exhaustion.

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