scholarly journals Attitudes and Sexual Prejudice in Sport and Physical Activity

2006 ◽  
Vol 20 (4) ◽  
pp. 554-564 ◽  
Author(s):  
Diane L. Gill ◽  
Ronald G. Morrow ◽  
Karen E. Collins ◽  
Allison B. Lucey ◽  
Allison M. Schultz

This study focused on attitudes and sexual prejudice as part of a larger project on inclusive practice in sport and physical activity settings. Questionnaires were administered to a large sample of undergraduate students and to selected samples of upper-level preprofessional students and a campus pride group to investigate attitudes toward gays and lesbians, and other minority groups. Attitude scores were in the middle range, with females more positive than males toward gay men. Evaluation Thermometer scores were generally positive, but markedly lower for gay men and lesbians than for other minority groups. Upper-level preprofessional students were more positive than other undergraduates, but still expressed negative attitudes toward lesbians and gay men. These results confirm persistent sexual prejudice, suggest that attention to sexual minorities is particularly important for effective diversity management, and underscore the need for continuing research and educational programs to enhance cultural competence among sport management professionals and future professionals.

Author(s):  
Melanie C. Steffens ◽  
Sabine Preuß

Over the last decades, in many so-called Western countries, the social, political, and legal standing of lesbians, gay men, and bisexual and trans* individuals (henceforth, LGBT* individuals) has considerably improved, and concurrently, attitudes toward these groups have become more positive. Consequently, people are aware that blatantly prejudiced statements are less socially accepted, and thus, negative attitudes toward LGBT* individuals (also referred to as antigay attitudes, sexual prejudice, or homonegativity) and their rights need to be measured in more subtle ways than previously. At the same time, discrimination and brutal hate crimes toward LGBT* individuals still exist (e.g., Orlando shooting, torture of gay men in Chechnya). Attitudes are one of the best predictors of overt behavior. Thus, examining attitudes toward LGBT* individuals in an adequate way helps to predict discriminatory behavior, to identify underlying processes, and to develop interventions to reduce negative attitudes and thus, ultimately, hate crimes. The concept of attitudes is theoretically postulated to consist of three components (i.e., the cognitive, affective, and behavioral attitude components). Further, explicit and implicit attitude measures are distinguished. Explicit measures directly ask participants to state their opinions regarding the attitude object and are thus transparent, they require awareness, and they are subject to social desirability. In contrast, implicit measures infer attitudes indirectly from observed behavior, typically from reaction times in different computer-assisted tasks; they are therefore less transparent, they do not require awareness, and they are less prone to socially desirable responding. With regard to explicit attitude measures, old-fashioned and modern forms of prejudice have been distinguished. When it comes to measuring LGBT* attitudes, measures should differentiate between attitudes toward different sexual minorities (as well as their rights). So far, research has mostly focused on lesbians and gay men; however, there is increasing interest in attitudes toward bisexual and trans* individuals. Also, attitude measures need to be able to adequately capture attitudes of more or less prejudiced segments of society. To measure attitudes toward sexual minorities adequately, the attitude measure needs to fulfill several methodological criteria (i.e., to be psychometrically sound, which means being reliable and valid). In order to demonstrate the quality of an attitude measure, it is essential to know the relationship between scores on the measure and important variables that are known to be related to LGBT* attitudes. Different measures for LGBT* attitudes exist; which one is used should depend on the (research) purpose.


1997 ◽  
Vol 85 (3) ◽  
pp. 859-866 ◽  
Author(s):  
Paula M. Popovich ◽  
Wendi J. Everton ◽  
Karin L. Campbell ◽  
Rhonda M. Godinho ◽  
Kevin M. Kramer ◽  
...  

Researchers have speculated that employers are less likely to hire obese persons for more publicly visible jobs, although this hypothesis remains untested. In the present study, 54 undergraduate students rated 40 jobs on several items, including the likelihood they would hire an obese person for each job. Multidimensional scaling showed a one-dimensional solution, labeled as physical activity, with participants less likely to hire obese persons for more active jobs. For hiring likelihood ratings for jobs at either end of the dimension appear to be most similar for men and individuals with more positive attitudes toward obese persons versus women and individuals with more negative attitudes toward obese persons. Implications for both theory and practice are discussed.


2019 ◽  
Vol 11 (5) ◽  
pp. 697-708 ◽  
Author(s):  
Maria Laura Bettinsoli ◽  
Alexandra Suppes ◽  
Jaime L. Napier

Dominant accounts of sexual prejudice posit that negative attitudes toward nonheterosexual individuals are stronger for male (vs. female) targets, higher among men (vs. women), and driven, in part, by the perception that gay men and lesbian women violate traditional gender norms. We test these predictions in 23 countries, representing both Western and non-Western societies. Results show that (1) gay men are disliked more than lesbian women across all countries; (2) after adjusting for endorsement of traditional gender norms, the relationship between participant gender and sexual prejudice is inconsistent across Western countries, but men (vs. women) in non-Western countries consistently report more negative attitudes toward gay men; and (3) a significant association between gender norm endorsement and sexual prejudice across countries, but it was absent or reversed in China, India, and South Korea. Taken together, this work suggests that gender and sexuality may be more loosely associated in some non-Western contexts.


2020 ◽  
Vol 51 (2) ◽  
pp. 135-140 ◽  
Author(s):  
Maykel Verkuyten ◽  
Kumar Yogeeswaran

Abstract. Multiculturalism has been criticized and rejected by an increasing number of politicians, and social psychological research has shown that it can lead to outgroup stereotyping, essentialist thinking, and negative attitudes. Interculturalism has been proposed as an alternative diversity ideology, but there is almost no systematic empirical evidence about the impact of interculturalism on the acceptance of migrants and minority groups. Using data from a survey experiment conducted in the Netherlands, we examined the situational effect of promoting interculturalism on acceptance. The results show that for liberals, but not for conservatives, interculturalism leads to more positive attitudes toward immigrant-origin groups and increased willingness to engage in contact, relative to multiculturalism.


2006 ◽  
Vol 31 (1) ◽  
pp. 80-85 ◽  
Author(s):  
Susan J Whiting ◽  
Wade A Barabash

The Dietary Reference Intakes (DRIs) are a set of recommendations for healthy persons. For the most part, recommendations are determined experimentally under controlled conditions of light activity. During increased physical activity, it is expected that micronutrient requirements would increase relative to the inactive state. Micronutrients of interest to athletes are those associated with oxygen handling and delivery, such as iron, and vitamin D, a newly emerging function of which is to maintain muscle strength. The DRI report on electrolytes (including water) is the most recent set of recommendations. In addition to recommendations for intakes to meet needs, many micronutrients have an upper level that indicates caution in consuming a large amount. We illustrate the process of setting DRI values for the micronutrients (including electrolytes and water), and provide a summary of instances where physical activity needs were considered when DRI values were derived. Understanding the origin of DRI values for micronutrients will assist in understanding how to use the values in assessment and planning.Key words: iron, vitamin D, electrolytes, physical activity, nutrient reference standards, adverse effects.


PLoS ONE ◽  
2013 ◽  
Vol 8 (3) ◽  
pp. e58543 ◽  
Author(s):  
Liat Korn ◽  
Ester Gonen ◽  
Yael Shaked ◽  
Moria Golan

2020 ◽  
Vol 4 (Supplement_1) ◽  
pp. 324-324
Author(s):  
Maria Kurth ◽  
Robert Intrieri

Abstract Subjective aging (SA) has generally focused on middle-age and older adults in relation to physical and psychological health for the last 70 years (see Barak & Stern, 1986). Kornadt et al. (2019) recently called for more research examining: co-development of age stereotypes and SA, and this association across the lifespan. Literature examining SA and age stereotypes among younger adults is limited and suggests that age stereotypes are not directly associated with SA (Packer & Chasteen, 2006). Increased contact with older adults, however, is associated with less ageist attitudes (Bousfield & Hutchinson, 2010). This study examined SA and the associations between contact frequency and ageism. The sample consisted of 467 undergraduate students (Mage = 21.48, SDage = 2.63). Subjective age was assessed by asking How old do you feel compared with others your age?, and was scored on a 5-point scale from younger all the time (5) to older all the time (1). Ageism was assessed with the Aging Semantic Differential (ASD), which contains four factors. Results showed significant effects across felt age for contact frequency (F(4, 406) = 3.841, p = .004). Results for the ASD factors were mixed with Autonomy and Integrity showing significant effects for SA (F(4, 405) = 2.763, p = .027; F(4, 405) = 2.773, p = .027 respectively). Instrumentality and Acceptance were nonsignificant. Results suggested feeling older all the time is related to more contact, but more negative attitudes- this increased contact might providing priming for more ageist attitudes (Eibach et al., 2010).


2015 ◽  
Vol 38 (9) ◽  
pp. 992-1015 ◽  
Author(s):  
Thomas Köllen

Purpose – The purpose of this paper is to explore the influence demographic factors have on the way lesbians and gay men manage their sexual orientation at work. Design/methodology/approach – Based on data taken from a cross-sectional survey of 1,308 gay and lesbian employees working in Germany, four regression models are proposed. The means of handling one’s homosexuality at work was measured by the 31 items containing Workplace Sexual Identity Management Measure from Anderson et al. (2001). Findings – Results indicate that being in a relationship is related to increased openness about one’s homosexuality at work. Furthermore, it appears that the older and the more religious lesbian and gay employees are, the more open (and therefore less hidden) about their sexuality they are. Having a migratory background is related to being more guarded about one’s sexual orientation, whereas personal mobility within the country is not related to the way one manages one’s sexual orientation at work. Lesbians tend to be a little more open and less guarded about their homosexuality compared to gay men. Research limitations/implications – The focus of this research (and the related limitations) offers several starting and connecting points for more intersectional research on workforce diversity and diversity management. Practical implications – The study’s findings indicate the need for an intersectional approach to organizational diversity management strategies. Exemplified by the dimension “sexual orientation”, it can be shown that the impact each dimension has for an employee’s everyday workplace experiences and behavior in terms of a certain manifestation of one dimension of diversity can only be understood in terms of its interplay with other dimensions of diversity. Originality/value – It is shown that manifestations of demographic factors that tend to broaden the individual’s coping resources for stigma-relevant stressors lead to more openness about one’s homosexuality in the workplace.


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