The Effect of Extralegal Factors in Decision-Making About Juvenile Offenders in Chile: A Quasi-Experimental Study

2022 ◽  
pp. 0306624X2110668
Author(s):  
Pablo Carvacho ◽  
Catalina Droppelmann ◽  
Mariel Mateo
Keyword(s):  
Decision Making ◽  
Juvenile Offenders ◽  
Latin American ◽  
Gender Stereotypes ◽  
School Attendance ◽  
Survey Method ◽  
Critical Weight ◽  
Quasi Experimental ◽  
Extralegal Factors ◽  
And Gender

This study seeks to identify the underlying factors related to the sentencing process for juvenile justice cases in Chile. To this end, a factorial survey method or quasi-experimental vignette method was used. This method allows us to understand with greater clarity the complex cognitive process involved in judicial decision-making. The results confirm that legal factors carry the critical weight for judicial decisions, though extralegal factors also play a role. Among these, factors associated with the offender (such as drug use and school attendance) and characteristics of the judges themselves (such as judicial attitudes and their previous experience) all influenced the decision-making process. These findings allow us to provide evidence about decision-making in the Latin American contexts and add to existing evidence in order to understand the moderating effect of certain class and gender stereotypes.

Intersectional Stereotyping in Political Decision Making

2019 ◽  
Author(s):  
Erin C. Cassese
Keyword(s):  
Decision Making ◽  
Gender Stereotypes ◽  
Political Institutions ◽  
Academic Disciplines ◽  
Policy Outcomes ◽  
Power Dynamics ◽  
Race And Gender ◽  
Wide Range ◽  
And Gender ◽  
Voter Decision Making

Intersectionality is an analytic framework used to study social and political inequality across a wide range of academic disciplines. This framework draws attention to the intersections between various social categories, including race, gender, sexuality, class, and (dis)ability. Scholarship in this area notes that groups at these intersections are often overlooked, and in overlooking them, we fail to see the ways that the power dynamics associated with these categories reinforce one another to create interlocking systems of advantage and disadvantage that extend to social, economic, and political institutions. Representational intersectionality is a specific application of intersectionality concerned with the role that widely shared depictions of groups in popular media and culture play in producing and reinforcing social hierarchy. These representations are the basis for widely held group stereotypes that influence public opinion and voter decision-making. Intersectional stereotypes are the set of stereotypes that occur at the nexus between multiple group categories. Rather than considering stereotypes associated with individual social groups in isolation (e.g., racial stereotypes vs. gender stereotypes), this perspective acknowledges that group-based characteristics must be considered conjointly as mutually constructing categories. What are typically considered “basic” categories, like race and gender, operate jointly in social perception to create distinct compound categories, with stereotype profiles that are not merely additive collections of overlapping stereotypes from each individual category, but rather a specific set of stereotypes that are unique to the compound social group. Intersectional stereotypes in political contexts including campaigns and policy debates have important implications for descriptive representation and material policy outcomes. In this respect, they engage with fundamental themes linked to political and structural inequality.

scholarly journals The Influence of Applicant's and Rater’s Sex on Decision Making in Hiring Simulation

Psichologija ◽  
2021 ◽  
Vol 63 ◽  
pp. 72-85
Author(s):  
Justė Norvaišaitė ◽  
Vita Mikuličiūtė
Keyword(s):  
Decision Making ◽  
Gender Stereotypes ◽  
Comparison Group ◽  
Experimental Strategy ◽  
Gender Study ◽  
Management Positions ◽  
Position Data ◽  
Quasi Experimental ◽  
Age Range ◽  
Management Position

Gender stereotypes have determined that the concepts of management and leadership are more associated with men than women. There are more men working in management positions than women in various countries, including Lithuania. The most widely discussed cause for that is discrimination against women in the labor market. The aim of the study was to examine evaluation differences between personnel specialists and comparison group, depending on their own and candidate‘s gender. Study was based on quasi-experimental strategy which included a hiring simulation. Participants had to evaluate potential candidates, a man and a woman, seeking for a job in management position. Data was collected from 128 people (age range - 19 to 56 years): 48 personnel specialists (M=29,38; SD=7,48), 49 women, who represented other specialties (M=26,29; SD=7,36) and 31 men, who represented other specialties (M=25,39; SD=5,05). Both personnel specialists and comparison group evaluated man and woman-candidate as similar. There were no significant differences between the two candidates on their hireability, reliability, competence, potential salary and promotability. However, results also indicate that personnel specialists and women, representing other specialties, suggested that man was more capable to work in teams than woman. The study gives an insight about the possibility of gender stereotype change.

Te laag, te traag en te omstreden

2012 ◽  
Vol 28 (1) ◽  
Author(s):  
Inge Bleijenbergh ◽  
Marloes van Engen ◽  
Jac Vennix ◽  
Eric Jacobs
Keyword(s):  
Decision Making ◽  
Gender Stereotypes ◽  
Cognitive Bias ◽  
Equal Opportunities ◽  
Representation Of Women ◽  
Gender Balance ◽  
Support Organizations ◽  
Stocks And Flows ◽  
And Gender

Too low, too slow and too controversial: Why gender target figures are set so low Too low, too slow and too controversial: Why gender target figures are set so low Many Dutch organizations set target figures to increase the number of women in top positions. This paper aims to support executives and policymakers in taking measures to support gender target figures by showing that cognitive bias and gender stereotypes play a role in decision making about this issue. We discuss an experiment in which respondents determine a yearly hiring percentage of women to reach an equal representation of women and men in top positions at a given point in time. From the 168 participants two thirds severely underestimate the percentage needed to reach an equal gender balance in the target year; one third recommends a percentage by which equal representation would never be reached. Arguments participants use to justify their decision show cognitive bias such as mixing up stocks and flows and an underestimation of delay. Gender stereotypes were that hiring (more) women is considered a threat to quality and a threat to equal opportunities for men. Participants using more pragmatic arguments towards gender target figures were best able to predict the effects of their decisions. We argue that addressing both cognitive bias and gender stereotypes is needed to support organizations in reaching gender balance in top positions.

scholarly journals The Aspiration of Departement in College by Gender Tendency

2019 ◽  
Author(s):  
Kusumawati Kusumawati ◽  
Suwarjo Suwarjo
Keyword(s):  
Gender Stereotypes ◽  
Random Sampling ◽  
Survey Method ◽  
First Year ◽  
State University ◽  
First Year Students ◽  
Guidance Programs ◽  
And Gender ◽  
Achievement Beliefs ◽  
Cluster Random Sampling

Interest in this research arises from one of the things that sometimes escape the attention, namely the gender tendency toward a major in college. This study used final teenage data at first year students at Yogyakarta State University to see how gender differences can represent aspirations for science and social-humaniora majors. Data were collected using a scale. Scale was distributed to 425 respondents by sampling propotioned cluster random sampling. Using the survey method we found that men dominate in the exact plane of about 62.5% and women about 37.4%. The opposite is shown in the non-exact plane dominated by women with a percentage of about 80.4% and about 19.5% of males. This difference is also supported by other factors such as the importance of achievement beliefs in the department, and gender stereotypes in the community that are still inherent. This research is expected to contribute to the literature on career development and can form the basis of the formulation of career guidance programs that can include attention to gender differences

Quota Women Are Threatening to Men

2017 ◽  
Vol 76 (3) ◽  
pp. 107-116 ◽  
Author(s):  
Klea Faniko ◽  
Till Burckhardt ◽  
Oriane Sarrasin ◽  
Fabio Lorenzi-Cioldi ◽  
Siri Øyslebø Sørensen ◽  
...  
Keyword(s):  
Decision Making ◽  
Organizational Performance ◽  
Gender Stereotypes ◽  
Perceived Threat ◽  
Preferential Treatment ◽  
Public Sector Employees ◽  
Different Types ◽  
Low Levels ◽  
Women In Decision Making ◽  
The Impact

Abstract. Two studies carried out among Albanian public-sector employees examined the impact of different types of affirmative action policies (AAPs) on (counter)stereotypical perceptions of women in decision-making positions. Study 1 (N = 178) revealed that participants – especially women – perceived women in decision-making positions as more masculine (i.e., agentic) than feminine (i.e., communal). Study 2 (N = 239) showed that different types of AA had different effects on the attribution of gender stereotypes to AAP beneficiaries: Women benefiting from a quota policy were perceived as being more communal than agentic, while those benefiting from weak preferential treatment were perceived as being more agentic than communal. Furthermore, we examined how the belief that AAPs threaten men’s access to decision-making positions influenced the attribution of these traits to AAP beneficiaries. The results showed that men who reported high levels of perceived threat, as compared to men who reported low levels of perceived threat, attributed more communal than agentic traits to the beneficiaries of quotas. These findings suggest that AAPs may have created a backlash against its beneficiaries by emphasizing gender-stereotypical or counterstereotypical traits. Thus, the framing of AAPs, for instance, as a matter of enhancing organizational performance, in the process of policy making and implementation, may be a crucial tool to countering potential backlash.

DEVELOPMENT OF ALGORITHM PROCEDURE OF STRATEGY DECISION-MAKING IN A CEMENT INDUSTRY ENTERPRISES

2019 ◽  
Vol 6 (4) ◽  
pp. 60-65
Author(s):  
Elena Vyacheslavovna Zaytseva
Keyword(s):  
Decision Making ◽  
Integrated Assessment ◽  
Information Technologies ◽  
Practical Implication ◽  
Cement Industry ◽  
Survey Method ◽  
Innovative Strategy ◽  
Technological Readiness ◽  
Geological Conditions ◽  
Methodological Principles

The problem statement (relevance). The article illustrates the outcome of analytical research in the area of substantiation of organizational and managerial structures of cement companies on the basis of conducting an integral estimation of complex conditions of operation (manufacturability of mining and geological conditions of cement production, level of production and technical conditions and social conditions) and outputs (production and technical level and financial level). Integrated assessment is provided by the appropriate methodology, the purpose of which supports an increase in the objectivity, reliability and reliability of decisions in the development of technological systems of cement enterprises.Purpose: development of an enlarged flowchart of the decision-making procedure algorithm for development strategies for cement enterprises. Methods used: the work used the method of “vector norm”, based on the methodological principles of the theory of complex decision making, utility theory, game theory, qualimetry, expert survey method and other generally accepted methods and principles.Novelty. The elements of novelty include an improved method of integrated assessment of the technological structure of cement enterprises in the conditions of external and internal environments of operation.Result. The article presents an iterative algorithm and decision-making procedure for structurally selected groups of cement enterprises with the choice of a specific form of their development. The results of the work made it possible to form the key areas of training and a list of information technologies that ensure technological readiness for the implementation of the directions of digitalization in relation to cement enterprises.Practical significance: the organizational and management apparatus with the appropriate mathematical reinforcement for the selection and justification of strategies for the development of cement enterprises. The practical implication of the outcome of the study due to the possibility to increase the effectiveness of organizational-technological and managerial solutions based on the developed methodology, technique and algorithm of formation of innovative strategy of development of the mining enterprises of the cement industry. The main provisions of the work are used in the holding “EUROCEMENT” in the development and implementation of plans for the development of industrial production in the short and long term.

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