Gender, fraud opportunity, and rationalisation

2021 ◽  
pp. 263380762110651
Author(s):  
Rashid Ameer ◽  
Radiah Othman
Keyword(s):  
New Zealand ◽  
Large Percentage ◽  
Multinomial Regression ◽  
Legal Cases ◽  
Men And Women ◽  
Similar Position ◽  
Significant Difference ◽  
And Gender ◽  
Gender Theories

Framed by opportunity and gender theories, this study examines whether men and women who occupy similar organisational positions differ in the types of fraud committed and their rationalisations. Based on 261 published legal cases of convicted fraudsters in New Zealand, our results show that fraudster's position and rationalisation are important fraud predictors. Our multinomial regression results show that there is a significant difference in the fraud committed in a similar position. There is a relationship between female gambling and embezzlement fraud. A large percentage of fraudsters of both genders offered no rationalisation; those who did, claimed they were victims of circumstances (denial of responsibility) and morally justified their offending. The morally justified rationalisation was associated with lifestyles and pleasing others. Moreover, two rationalisation categories —appeal to higher loyalties and condemning the condemners—are significant in predicting the likelihood of obtaining by deception and embezzlement fraud in the New Zealand context. We also identify two distinct patterns of fraud offending: instrumental-opportunist and pathological-opportunist.

The Role of Deceptive Communication and Gender in Shaping Online Dating Interactions

2019 ◽  
pp. 460-474
Author(s):  
Anna Maria Kuzio
Keyword(s):  
Gender Differences ◽  
General Population ◽  
Online Dating ◽  
Significant Others ◽  
Online Environment ◽  
Men And Women ◽  
Significant Difference ◽  
And Gender ◽  
Deceptive Communication

Online dating is becoming an increasingly used method for meeting significant others. As the research of lying behavior has advanced so has the technique of detecting the act of lying, especially in the online environment where deception is more likely to happen. The aim of this chapter is to simplify the perception of lying behavior to the general population and examine gender differences of lying behavior, namely, to verify whether one can observe a statistically significant difference in the speech behavior and exploitation of lying cues among men and women. The study shows correlation between gender and deception in online environment.

The Changing Demographics

2008 ◽  
pp. 2284-2298
Author(s):  
M. B. Knight ◽  
J. M. Pearson
Keyword(s):  
Knowledge Workers ◽  
Peer Pressure ◽  
Demographic Variables ◽  
Computer Usage ◽  
Empirical Examination ◽  
Age And Gender ◽  
Men And Women ◽  
Significant Difference ◽  
And Gender ◽  
Changing Demographics

As the changing demographics of the workplace influence how organizations operate, the need to reexamine relationships between these demographic variables and their effect on the organization continues. This study provides an empirical examination of the effect of two demographic variables, age and gender, and any moderating impact anxiety, enjoyment, and/or peer pressure may have on computer usage. Based on our analysis of 292 knowledge workers, we identified no significant difference between men and women and/or young and old regarding their computer usage in the workplace. Therefore, the findings from this study do not seem to support earlier research regarding age and gender, which indicated that these variables did impact computer usage. However, the moderating construct (anxiety) did appear to be significant in the employees’ computer usage.

Power, Sexism, and Gender: Factors in Biblical Interpretation

2017 ◽  
Vol 45 (4) ◽  
pp. 274-285 ◽  
Author(s):  
Laura M. Northrop Orme ◽  
M. Elizabeth Lewis Hall ◽  
Tamara L. Anderson ◽  
Jason McMartin
Keyword(s):  
Social Dominance ◽  
Social Dominance Orientation ◽  
Biblical Interpretation ◽  
Social Attitudes ◽  
Hostile Sexism ◽  
Men And Women ◽  
Conservative Protestant ◽  
Significant Difference ◽  
Gender Hierarchy ◽  
And Gender

This study assesses individual social attitudes and ideological beliefs regarding systems of power and sexism (i.e., Authoritarianism, Conservatism, Traditionalism, Social Dominance Orientation [SDO], Hostile Sexism [HS], and Benevolent Sexism [BS]) in relationship to Bible interpretation choice about passages related to gender. Data were collected from 216 conservative Protestant Christian churchgoers. It was hypothesized that individuals with higher levels of Authoritarianism, Conservatism, Traditionalism, SDO, HS, and BS would prefer interpretations that endorse gender hierarchy. The results supported these hypotheses, finding Traditionalism and HS to be the primary factors related to interpretation choice. Additionally, it was hypothesized that any significant difference between men and women regarding interpretation choice would be explained by individual differences in these social attitudes and ideological beliefs. Men were significantly more likely than women to prefer Bible interpretations oriented toward gender hierarchy, and this difference was primarily explained by Traditionalism and HS.

The Changing Demographics

2011 ◽  
pp. 197-215
Author(s):  
Michael B. Knight ◽  
J. Michael Pearson
Keyword(s):  
Knowledge Workers ◽  
Peer Pressure ◽  
Demographic Variables ◽  
Computer Usage ◽  
Empirical Examination ◽  
Age And Gender ◽  
Men And Women ◽  
Significant Difference ◽  
And Gender ◽  
Changing Demographics

As the changing demographics of the workplace influence how organizations operate, the need to reexamine relationships between these demographic variables and their effect on the organization continues. This study provides an empirical examination of the effect of two demographic variables, age and gender, and any moderating impact anxiety, enjoyment, and/or peer pressure may have on computer usage. Based on our analysis of 292 knowledge workers, we identified no significant difference between men and women and/or young and old regarding their computer usage in the workplace. Therefore, the findings from this study do not seem to support earlier research regarding age and gender, which indicated that these variables did impact computer usage. However, the moderating construct (anxiety) did appear to be significant in the employees’ computer usage.

scholarly journals Photoanthropometry of the Face in the Young White Brazilian Population

2018 ◽  
Vol 29 (6) ◽  
pp. 619-623 ◽  
Author(s):  
Paola Sampaio Gonzales ◽  
Carlos Eduardo Palhares Machado ◽  
Edgard Michel-Crosato
Keyword(s):  
White Women ◽  
White Men ◽  
Brazilian Population ◽  
The Other ◽  
Men And Women ◽  
Significant Difference ◽  
The Face ◽  
Upper Face ◽  
And Gender ◽  
Student’S T

Abstract The aim of the present study is to describe the simplified facial pattern of young Brazilian men and women using the facial index (FI), upper face index (UFI), and nasal index (NI) in indirect anthropometric measurements applied to frontal photographic images. The images were obtained from 660 adult white men and 689 adult white women aged 30 years ± 6 months, and classified according to regions of birth, as follows: south (S), southeast (SE), midwest (MW), northeast (NE), and north (N). The nasion, zygion, gnathion, stomion, subnasale, and alare landmarks were labeled on the images using the SAFF 2D® software. Based on the coordinates, the linear distances between the landmarks of interest were calculated and presented as indices. The analysis of variance and Student’s t-test were used for assessing the regions of birth and gender, respectively. The collected data allowed obtaining the facial profile of the young adult Brazilian population. There were differences in the facial profiles between men and women and also between some regions, especially between the N and the other Brazilian regions (p<0.05). The UFI did not show a statistically significant difference (p>0.05) between genders for any of the regions. The discriminant analysis for gender assessment demonstrated higher accuracy when the three indices were analyzed together. In the decision tree for gender assessment, the NI showed better results than the other indices.

scholarly journals Gender and Workaholism: A Study of New Zealand Academics

2021 ◽  
Author(s):  
◽  
Amanda Lea Smith
Keyword(s):  
New Zealand ◽  
Future Research ◽  
Work Addiction ◽  
Work Related ◽  
Work Enjoyment ◽  
Gender Perceptions ◽  
Work Involvement ◽  
Significant Difference ◽  
And Gender ◽  
The Individual

<p>The aim of this study was to examine gender's impact on Workaholism and, in particular, the correlates of 'Workaholism' characteristics (Work Involvement, Drive and Work Enjoyment). The Literature review draws attention to the various definitions developed, providing the source and foundation of the definition used in this study. This thesis defines Workaholism as the tendency towards heavy work investment and involvement (the behavioural dimension) with considerable allocation of time to work-related activities and work-related thoughts and the combination of high-drive with low-enjoyment (the cognitive dimension), which manifests itself in working compulsively and being obsessed with work for reasons that are not derived from external necessity. A sample of 331 New Zealand academic employees from the eight different universities completed a web-based survey measuring 'Workaholism', Workaholism perceptions, hours worked and gender perceptions. Results show that there are differences in the degree of Workaholism and Workaholism-related variables between genders in academics in New Zealand. Furthermore, it was found that there was a statistically significant difference between genders in Work Involvement and Drive – females were found to exhibit more of both characteristics. No significant difference between genders in Work Enjoyment was found. Again, there is no significant difference between genders in Workaholism perceptions. There was, however, a significant difference between genders in the proportion of overworkers. These findings provide insight into possible directions for future research as well as potentially influencing treatment for work addiction. In order for this knowledge to directly contribute towards benefiting practitioners further study is needed, leading to the ability to allow actions taken to reduce/prevent Workaholism to be tailored to the specific needs of employees. By understanding gender differences and the individual's perception of their own Workaholism, treatment could be tailored specifically for the individual. The current study suggests that blanket policies designed to promote work-life balance are unlikely to benefit all employees.</p>

Analysis of Course Type, Gender, and Personal Incentives to Exercise

1994 ◽  
Vol 78 (1) ◽  
pp. 155-159 ◽  
Author(s):  
Mel E. Finkenberg ◽  
James M. Dinucci ◽  
Sandra L. McCune ◽  
E. Donice McCune
Keyword(s):  
Physical Activity ◽  
Multivariate Analysis ◽  
Discriminant Analysis ◽  
Canonical Discriminant Analysis ◽  
Men And Women ◽  
Independent Variables ◽  
Significant Difference ◽  
Dependent Variables ◽  
And Gender ◽  
Main Effects

206 women and 88 men enrolled in classes requiring different amounts of physical activity were administered the Personal Incentives for Exercise Questionnaire A two-way multivariate analysis of variance, with course type and gender as the categorical independent variables and 10 subscale scores representing incentives to exercise as the multivariate dependent variables, was completed. Canonical discriminant analysis was used to identify which of the incentives is most useful in discriminating among participants in active and less active classes or between men and women. For main effects, analysis indicated an over-all significant difference for both course type and gender. Men scored higher than women on activity and on competition, for example, while women scored higher on appearance and weight management.

scholarly journals Gender and survival from out-of-hospital cardiac arrest: a New Zealand registry study

2018 ◽  
Vol 35 (6) ◽  
pp. 367-371 ◽  
Author(s):  
Bridget Dicker ◽  
Kate Conaglen ◽  
Graham Howie
Keyword(s):  
Logistic Regression ◽  
Cardiac Arrest ◽  
New Zealand ◽  
Spontaneous Circulation ◽  
Logistic Regression Models ◽  
Significant Difference ◽  
Outcome Differences ◽  
And Gender ◽  
Using Data ◽  
Hospital Cardiac Arrest

ObjectiveTo determine the relationships between survival from all-cause out-of-hospital cardiac arrest (OHCA) and gender in New Zealand.MethodsA retrospective observational study was conducted using data compliant with the Utstein guidelines from the St John New Zealand OHCA Registry for adult patients who were treated for an OHCA between 1 October 2013 and 30 September 2015. Univariate logistic regression was used to investigate factors associated with return of spontaneous circulation sustained to handover at hospital and survival to 30 days. Multivariate logistic regression models were used to investigate outcome differences in survival according to gender at 30 days postevent.ResultsWomen survived to hospital handover in 29% of cases, which was not significantly different from men (31%). When adjusted for age, location, aetiology, initial rhythm and witnessed status, there was no significant difference in 30-day survival between men (16%) and women (13%) (adjusted OR 1.22, 95% CI (0.96 to 1.55), p=0.11).ConclusionNo statistical differences were found in 30-day survival between genders when adjustments for unfavourable Utstein variables were accounted for.

scholarly journals Organizational Silence in Sports Employees

2016 ◽  
Vol 5 (4) ◽  
pp. 126
Author(s):  
Gulsum Bastug ◽  
Adem Pala ◽  
Taner Yilmaz ◽  
Mehdi Duyan ◽  
Ilker Gunel
Keyword(s):  
Organizational Behavior ◽  
Age Groups ◽  
Statistical Software ◽  
Men And Women ◽  
Organizational Silence ◽  
Women Employees ◽  
Significant Difference ◽  
Female Sports ◽  
Female Employees ◽  
And Gender

<p>Organizational silence can be defined as a way of behaviour belonging to men and women employees in the organization exhibited without reflecting their feelings, ideas, concerns and suggestions related with their workplaces, works for which they are responsible or other activities of the organization. In the period of organizational silence, silence, in other words, decision of not talking clearly about problems and subjects, is an important subject to be laid emphasis on when it is considered that it prevents organizational learning, decreases revealing of different ideas within the organization, prevents innovativeness and creativeness. In this regard, the purpose of this study was to investigate the sports employees, according to some variable of organizational behavior silence. Sports expert and trainers participated in the research, who were employed in Mugla and Antalya Provincial Directorate of Youth Welfare. 52.8% (67 people) of sports employees participated in the research were male whereas 47.2% (60 people) were female. “Organizational Silence Scale” developed by Cakici (2008) and adapted by Soycan (2010) was used. The data obtained from the scale in the research were analyzed by means of SPSS 21.0 statistical software program. In the research, frequency analysis to compare the groups and t-test (gender, marital status, age groups) as well as Anova tests to investigate the differences between groups were used. Consequently, a significant difference was found between the perception of organizational silence in sports employees and gender variable. It was determined that values of organizational silence sub-dimensions of female employees such as administrative and organizational causes, subjects related with work, lack of experience, isolation and fair of damnification in relations were higher than those of male employees. Female sports employees indicated organizational silence behaviour more. Depending on the findings of the research, it was suggested for the directors of Youth Welfares to form a participant culture in their institutions, to encourage their female sports employees to talk clearly and to increase the frequency of interviews with them.</p>

scholarly journals Gender and Workaholism: A Study of New Zealand Academics

2021 ◽  
Author(s):  
◽  
Amanda Lea Smith
Keyword(s):  
New Zealand ◽  
Future Research ◽  
Work Addiction ◽  
Work Related ◽  
Work Enjoyment ◽  
Gender Perceptions ◽  
Work Involvement ◽  
Significant Difference ◽  
And Gender ◽  
The Individual

<p>The aim of this study was to examine gender's impact on Workaholism and, in particular, the correlates of 'Workaholism' characteristics (Work Involvement, Drive and Work Enjoyment). The Literature review draws attention to the various definitions developed, providing the source and foundation of the definition used in this study. This thesis defines Workaholism as the tendency towards heavy work investment and involvement (the behavioural dimension) with considerable allocation of time to work-related activities and work-related thoughts and the combination of high-drive with low-enjoyment (the cognitive dimension), which manifests itself in working compulsively and being obsessed with work for reasons that are not derived from external necessity. A sample of 331 New Zealand academic employees from the eight different universities completed a web-based survey measuring 'Workaholism', Workaholism perceptions, hours worked and gender perceptions. Results show that there are differences in the degree of Workaholism and Workaholism-related variables between genders in academics in New Zealand. Furthermore, it was found that there was a statistically significant difference between genders in Work Involvement and Drive – females were found to exhibit more of both characteristics. No significant difference between genders in Work Enjoyment was found. Again, there is no significant difference between genders in Workaholism perceptions. There was, however, a significant difference between genders in the proportion of overworkers. These findings provide insight into possible directions for future research as well as potentially influencing treatment for work addiction. In order for this knowledge to directly contribute towards benefiting practitioners further study is needed, leading to the ability to allow actions taken to reduce/prevent Workaholism to be tailored to the specific needs of employees. By understanding gender differences and the individual's perception of their own Workaholism, treatment could be tailored specifically for the individual. The current study suggests that blanket policies designed to promote work-life balance are unlikely to benefit all employees.</p>

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