Trends in Marital Happiness by Gender and Race, 1973 to 2006

2009 ◽  
Vol 30 (10) ◽  
pp. 1379-1404 ◽  
Author(s):  
Mamadi Corra ◽  
Shannon K. Carter ◽  
J. Scott Carter ◽  
David Knox
Keyword(s):  
General Social Survey ◽  
The Other ◽  
Marital Happiness ◽  
Social Survey ◽  
Gender And Race ◽  
Race And Gender ◽  
And Gender ◽  
Over Time

This article uses data from the 1973-2006 General Social Survey to assess the interactive impact of race and gender on marital happiness over time. Findings indicate independent and significant effects for both variables, with Whites and husbands reporting greater marital happiness than Blacks and wives. Comparing four subgroups (White husbands, White wives, Black husbands, and Black wives), the authors find that White husbands report the highest levels of marital happiness whereas Black wives report the lowest. Assessment of trends from the 1970s to the 2000s reveals a convergence among the groups: Although White husbands consistently report the highest levels of marital happiness, there has been a steady decline in the gap between all four groups. Most notably, Black wives exhibit a significant increase in marital happiness relative to the other groups. Findings are discussed in the context of the changing structure and composition of families in contemporary U.S. society.

scholarly journals The Intersection of Racial and Gender Attitudes, 1977 through 2018

2021 ◽  
pp. 000312242110335
Author(s):  
William J. Scarborough ◽  
Joanna R. Pepin ◽  
Danny L. Lambouths ◽  
Ronald Kwon ◽  
Ronaldo Monasterio
Keyword(s):  
Black Women ◽  
Black Men ◽  
Latent Class ◽  
White Women ◽  
General Social Survey ◽  
The Other ◽  
Gender Attitudes ◽  
Race And Gender ◽  
Gender Egalitarianism ◽  
And Gender

Intersectionality scholars have long identified dynamic configurations of race and gender ideologies. Yet, survey research on racial and gender attitudes tends to treat these components as independent. We apply latent class analysis to a set of racial and gender attitude items from the General Social Survey (1977 to 2018) to identify four configurations of individuals’ simultaneous views on race and gender. Two of these configurations hold unified progressive or regressive racial and gender attitudes. The other two formations have discordant racial and gender attitudes, where progressive views on one aspect combine with regressive views on the other. In the majority of survey years, the most commonly held configuration endorsed gender equality but espoused new racialist views that attributed racial disparities to cultural deficiencies. This perspective has become increasingly common since 1977 and is most prevalent among White women and White men, likely due to racial-group interest. Black women and Black men, in contrast, are more likely to embrace progressive racial and gender attitudes. We argue that White men’s gender egalitarianism may be rooted in self-interest, aimed at acquiring resources through intimate relationships. In contrast, Black men adopt progressive racial and gender attitudes to form a necessary coalition with Black women to challenge racism.

scholarly journals Racial and Gender Differences in Extramarital Sex in the United States in the Last Three Decades

2020 ◽  
Vol 3 (1) ◽  
pp. 06-18
Author(s):  
Yanyi K. Djamba ◽  
Sitawa R. Kimuna
Keyword(s):  
United States ◽  
Gender Differences ◽  
General Social Survey ◽  
The United States ◽  
Future Research ◽  
Social Survey ◽  
Race And Gender ◽  
Extramarital Sex ◽  
Marital Infidelity ◽  
And Gender

Marital infidelity is a serious problem because it can lead to separation and even divorce. Yet, little is known about racial and gender differences in levels of extramarital sex in the United States in the last three decades (1991 to 2018). This study represents the first analysis of the racial and gender differences in levels and determinants of extramarital sex in the United States. We use data from all the 15 waves of the General Social Survey in which respondents were asked if they have ever had sex with someone other than their husband or wife when they were married. Descriptive and multivariate (logistic regression) analyses were conducted to determine the levels and determinants of racial and gender differences in extramarital sex in the last three decades. There are small changes in percent of extramarital sex between 1991 (14.63 percent) and 2018 (16.48 percent). However, despite some fluctuations observed across the 15 General Social Survey waves, the prevalence of extramarital sex has remained significantly higher for blacks compared to whites, and higher also for men than women. The results show the importance of race and gender in explaining extramarital sexual behavior in the United States. We discuss these findings in relation to previous studies and suggest directions for future research.

Race, Gender, and Perceived Employment Discrimination

2021 ◽  
Vol 52 (5) ◽  
pp. 509-527
Author(s):  
Philip Q. Yang
Keyword(s):  
Black Women ◽  
White Women ◽  
Social Inequalities ◽  
Employment Discrimination ◽  
General Social Survey ◽  
Self Report ◽  
Independent Effect ◽  
Race And Gender ◽  
Job Discrimination ◽  
And Gender

This study investigates the effects of race and gender on perceived employment discrimination using the 2016 General Social Survey that provides new data on perceived employment discrimination that aligns more closely with the legal definition of employment discrimination. It is found that 19% of the American adults self-reported the experience of employment discrimination in job application, pay increase, or promotion in the past 5 years. The results of logistic regression analysis show that either controlling or not controlling for other factors, Blacks were much more likely to perceive being discriminated in employment than Whites, but other races were not significantly different from Whites in perceived employment discrimination after holding other variables constant. While gender did not have a significant independent effect on perceived job discrimination, it did interact with race to influence perceived job discrimination. Regardless of race, women were somewhat less likely than men to perceive job discrimination, but Black women were significantly even less likely than White women to self-report job discrimination, and Black men were much more likely to self-report employment discrimination than White men. These findings have implications for combating employment discrimination and addressing social inequalities.

The Law of the Father, the Law of the Land: Power, Gender and Race in The Shield

2007 ◽  
Vol 41 (3) ◽  
pp. 659-673 ◽  
Author(s):  
MIKE CHOPRA-GANT
Keyword(s):  
Race Relations ◽  
White Male ◽  
Legitimate Authority ◽  
Television Series ◽  
Real Power ◽  
Gender And Race ◽  
Race And Gender ◽  
The Law ◽  
And Gender

This article examines the construction of gender and race in the television series The Shield (FX 2002–). The article argues that while The Shield seems to offer an ostensibly progressive vision of a multi-cultural society in which race and gender represent no barrier to the possession of legitimate authority, the series premises the possibility of such access to power on the continuing possession of “real” power by a paternalistic white, male figure, thus presenting a regressive conservative vision of gender and race relations in contemporary US society.

Nonstandard, Mismatched, and Precarious Work

2020 ◽  
pp. 20-37
Author(s):  
David S. Pedulla
Keyword(s):  
The United States ◽  
Background Information ◽  
Economic Strain ◽  
Precarious Employment ◽  
Race And Gender ◽  
Hiring Process ◽  
Gender Divisions ◽  
And Gender ◽  
Changes Over Time ◽  
Over Time

This chapter considers what nonstandard, mismatched, and precarious employment can entail and details the changing nature of the broader economy. There is a growing emphasis on the institutional arrangements and changes that have resulted in economic strain and anxiety for many workers in the United States. The chapter delves into the ways that these nonstandard, mismatched, and precarious employment experiences are evaluated by employers during the hiring process. It also provides basic definitions and background information about these types of employment experiences and how they overlap with race and gender divisions in the labor market. Finally, the chapter examines the existing scholarship on changes over time in these positions and how they impact the lives of workers, their families, and the organizations where they labor.

Race, Gender, and Emotion Work among School Principals

2019 ◽  
Vol 33 (3) ◽  
pp. 387-409 ◽  
Author(s):  
Simone Ispa-Landa ◽  
Sara Thomas
Keyword(s):  
Leadership Style ◽  
Emotional Labor ◽  
Women Of Color ◽  
White Women ◽  
Novice Principals ◽  
Race And Gender ◽  
Managerial Authority ◽  
And Gender ◽  
Gender And Emotion ◽  
Over Time

Researchers have highlighted how gendered associations of femininity with emotional labor can complicate professional women’s attempts to exercise managerial authority. However, current understandings of how race and gender intersect in professional women’s emotional labor remain limited. We draw on 132 interviews from eight white women and 13 women of color who are novice principals. White women began the principalship wanting to establish themselves as emotionally supportive leaders who were open to others’ influence. They viewed emotional labor as existing in tension with showing authority as a leader. Over time, however, most white women reported adopting more directive practices. By contrast, women of color reported beginning the principalship with a more directive, take-charge leadership style. They viewed emotional labor and authority as part of a blended project and did not talk about these two aspects of leadership as existing in tension. Over time, their self-reported leadership style changed little. We analyze our findings in light of recent theorizing about gender and intersectionality.

scholarly journals Balancing Research and Service in Academia: Gender, Race, and Laboratory Tasks

2019 ◽  
Vol 34 (1) ◽  
pp. 131-152 ◽  
Author(s):  
Candace Miller ◽  
Josipa Roksa
Keyword(s):  
Ethnic Minority ◽  
White Men ◽  
Racial Groups ◽  
Gender And Race ◽  
Race And Gender ◽  
Gendered Organizations ◽  
Minority Men ◽  
And Gender ◽  
Racial Ethnic ◽  
Depth Interviews

Our study highlights specific ways in which race and gender create inequality in the workplace. Using in-depth interviews with 67 biology PhD students, we show how engagement with research and service varies by both gender and race. By considering the intersection between gender and race, we find not only that women biology graduate students do more service than men, but also that racial and ethnic minority men do more service than white men. White men benefit from a combination of racial and gender privilege, which places them in the most advantaged position with respect to protected research time and opportunities to build collaborations and networks beyond their labs. Racial/ethnic minority women emerge as uniquely disadvantaged in terms of their experiences relative to other groups. These findings illuminate how gendered organizations are also racialized, producing distinct experiences for women and men from different racial groups, and thus contribute to theorizing the intersectional nature of inequality in the workplace.

Panel Effects: Do the Reports of Panel Respondents Get Better or Worse over Time?

2018 ◽  
Vol 7 (4) ◽  
pp. 572-588
Author(s):  
Hanyu Sun ◽  
Roger Tourangeau ◽  
Stanley Presser
Keyword(s):  
Missing Data ◽  
Data Quality ◽  
General Social Survey ◽  
Panel Survey ◽  
Social Survey ◽  
Counter Terrorism ◽  
Item Functioning ◽  
Panel Effects ◽  
Over Time

Abstract It is well established that taking part in earlier rounds of a panel survey can affect how respondents answer questions in later rounds. It is less clear, however, whether panel participation affects the quality of the data that respondents provide. We examined two panels to investigate how participation affects several indicators of data quality—including straightlining, item missing data, scale reliabilities, and differences in item functioning over time—and to test the hypotheses that it is less educated and older respondents who mainly account for any panel effects. The two panels were the GfK Knowledge Panel, in which some respondents completed up to four rounds measuring their attitudes toward terrorism and ways to counter terrorism, and the General Social Survey (GSS), in which respondents completed up to three rounds with an omnibus set of questions. The two panels differ sharply in terms of response rates and the level of prior survey experience of the respondents. Most of our comparisons are within-respondent, comparing the answers panel members gave in earlier rounds with those they gave in later rounds, but we also confirm the main results using between-subject comparisons. We find little evidence that respondents gave either better or worse data over time in either panel and little support for either the education or age hypotheses.

scholarly journals WEALTH PROFILES AND VARIATIONS BY GENDER AND RACE: A GROWTH-MIXTURE MULTIGROUP COMPARISON

2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S733-S733
Author(s):  
Yu-Chih Chen ◽  
Nancy Morrow-Howell
Keyword(s):  
Life Course ◽  
Latent Class ◽  
Dispersion Model ◽  
Latent Class Model ◽  
Growth Mixture Modeling ◽  
Later Life ◽  
Gender And Race ◽  
Race And Gender ◽  
Growth Mixture ◽  
And Gender

Abstract Wealth is fundamentally affected by various life course characteristics. However, little is known about the role of life course factors in shaping wealth trajectories in later life. This study explored how the longitudinal profiles of wealth varied by gender and race (white and non-white populations). Data came from the 2004-2014 Health and Retirement Study with 16,189 older adults aged 51 and older. With corrections for clustered effect within household, this study used growth mixture modeling (GMM) to identify the longitudinal patterns of wealth, and how these profiles varied by these two important life course attributes. The model began with a separate GMM model for race and gender to investigate the optimal latent class model. These results were combined using multi-group approach to incrementally examine the gender and race invariance using configural (same form), structural (same trajectory mean), dispersion (same trajectory variance), and distributional (same latent class size) test. Results identified four distinct wealth profiles—Stable high, Low and increasing, Stable low, and High but decline—for each race and gender category. The multigroup GMM analyses revealed that the wealth profiles varied by gender and race, but the degrees of variation differed a great deal, with results supporting a dispersion model for gender but a configural model for race. Results indicate that race has a stronger effect in shaping wealth development compared to gender. The findings suggest that understanding wealth disparities in later life could be facilitated by examining how wealth varies by gender and race.

scholarly journals Are Men Who Pay for Sex Sexist? Masculinity and Client Attitudes Toward Gender Role Equality in Different Prostitution Markets

2020 ◽  
pp. 1097184X2090156
Author(s):  
Barbara G. Brents ◽  
Takashi Yamashita ◽  
Andrew L. Spivak ◽  
Olesya Venger ◽  
Christina Parreira ◽  
...  
Keyword(s):  
Gender Role ◽  
Online Survey ◽  
General Social Survey ◽  
Gender Role Attitudes ◽  
Male Population ◽  
Services Research ◽  
Social Survey ◽  
Male Client ◽  
And Gender ◽  
Sexual Services

Prostitution clients’ attitudes toward gender equality are important indicators of how masculinity relates to the demand for commercial sexual services. Research on male client misogyny has been inconclusive, and few studies compare men in different markets. Using an online survey of 519 clients of sexual services, we examine whether male client attitudes toward gender role equality are related to the main methods customers used to access prostitution services (i.e., through print or online media vs. in-person contact). We found no differences among men in these markets in attitudes toward gender role equality in the workplace and home. This is in a context where all clients had more egalitarian attitudes toward women’s roles than the U.S. male population in the General Social Survey (GSS). However, clients in in-person markets were less supportive of affirmative action than in online markets in a context where all clients were less supportive compared to the national average. These findings point to need to rethink how masculinity and gender role attitudes affect patterns of male demand for paid sex.

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