scholarly journals Potential Misinterpretation of Data on Racial Representation

2021 ◽  
Author(s):  
Chris C. Martin
Keyword(s):  
Demographic Change ◽  
Alternative Explanation ◽  
Developmental Psychology ◽  
White Participant ◽  
Participant Recruitment ◽  
Base Rates ◽  
Psychological Science ◽  
Racial Representation ◽  
Proper Interpretation ◽  
The U.S

In an article in Perspectives on Psychological Science, Roberts et al. (2020) analyzed racial representation among publications and authors within three fields of psychology. This commentary points to two aspects of that article that may inhibit proper interpretation of the findings. First, Roberts et al. do not present population base rates in U.S. demographics when drawing inferences. Specifically, they interpret their bibliometric analysis as indicating an over-representation of White authors in social and developmental psychology with no consideration of base rates. I demonstrate that when base rates are considered, the data show equal representation in the 1980s, 1990s, and 2000s, and White under-representation in the 2010s in both subfields. They also report a correlation between non-White editorship, non-White authorship, and non-White participant recruitment, and then suggest that editorship causes an increase in authorship and participant recruitment. They do not consider that demographic change—an overall increase in the proportion of non-Whites in the U.S.—is an alternative explanation for this phenomenon. Lastly, they claim that race is an unpopular topic but a comparative PsycInfo analysis shows race may be one of the most popular topics in psychology. Thus, there are alternative ways to interpret their data.

scholarly journals Equal Representation is Inequality, and Other Fallacies: A Commentary on Roberts et al. (2020)

2020 ◽  
Author(s):  
Chris C. Martin
Keyword(s):  
Demographic Change ◽  
Racial Inequality ◽  
Developmental Psychology ◽  
Psychological Research ◽  
White Participant ◽  
Participant Recruitment ◽  
Base Rates ◽  
Psychological Science ◽  
Psychological Bias ◽  
The U.S

In an article in Perspectives on Psychological Science, Roberts et al. (2020) claimed there is significant racial inequality in the publication process within psychology. Roberts et al. raise important questions, but some of their conclusions are inadequately supported. Among other things, they claim to have demonstrated that there is racial inequality in psychological research but do not define a threshold to separate inequality from equality. In addition, Roberts et al. fail to account for population base rates in U.S. demographics when drawing inferences. Specifically, they interpret their bibliometric analysis as indicating an over-representation of White authors in social and developmental psychology with no consideration of base rates. I demonstrate that when base rates are considered, the data actually show equal representation in the 1980s, 1990s, and 2000s, and White under-representation in the 2010s in both subfields. They also report a correlation between non-White editorship, non-White authorship, and non-White participant recruitment, and then suggest that editorship causes an increase in authorship and participant recruitment. They do not consider that demographic change—an overall increase in the proportion of non-Whites in the U.S.—is a better explanation than psychological bias for this association. They claim that race is an unpopular topic but a comparative PsycInfo analysis shows race may be one of the most popular topics in psychology. Their method for assessing a focus on race is also downward biased.

P1-598: EMR-BASED PRAGMATIC PARTICIPANT RECRUITMENT FOR THE U.S. POINTER CLINICAL TRIAL

2006 ◽  
Vol 14 (7S_Part_10) ◽  
pp. P567-P567
Author(s):  
Jing Su ◽  
Shyh-Huei Chen ◽  
Lynn S. Huang ◽  
Fang-Chi Hsu ◽  
Laura D. Baker ◽  
...  
Keyword(s):  
Clinical Trial ◽  
Participant Recruitment ◽  
The U.S

scholarly journals INTEREST GROUP SESSION—AGING AMONG ASIANS: RESEARCH METHODS IN AGING AMONG ASIANS

2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S364-S364
Author(s):  
Wenjun Li ◽  
Shantha Balaswamy ◽  
Allen Glicksman
Keyword(s):  
Interest Group ◽  
Successful Aging ◽  
Oldest Old ◽  
Lessons Learned ◽  
World Population ◽  
Participant Recruitment ◽  
Promotion Policy ◽  
Age Related ◽  
The World ◽  
The U.S

Abstract Asians are the largest and the fastest growing segment of the world population. Asian immigrants are the second largest immigrant population in the U.S. However, age-related social and health issues are understudied among late-life immigrant and the oldest old Asians. Little data exist to support public health promotion, policy studies and clinical practice in this population. To advance research into aging among Asians living in the U.S. and elsewhere in the world, sound methodologies can be adopted from those well-developed in other settings while novel methodologies are to be developed to meet the unique needs of Asian studies. This symposium brings together four abstracts that address a variety of common methodological issues in social and health studies among Asian older adults. The topics range from culturally and linguistically appropriate strategies for recruiting non-English speaking research participants, assessment of social isolation and transportation barriers using an ethnographical approach, development of a new culturally appropriate measure for successful aging among the oldest old Chinese in China, and evaluation of preventive healthcare use among faith-based first-generation Chinese immigrants using self-administered surveys in the U.S. These studies involve qualitative ethnographical analysis, mixed methods for instrument development, quantitative data analysis, use of geographic information systems and demography to plan participant recruitment, and use of staged community engagement to increase efficiency and representativeness of participant recruitment. Lessons learned from these studies are valuable to future studies on aging among Asians. This symposium is a collaborative effort of the GSA Aging Among Asians Interest Group.

The Humanistic Revolution in Psychology: Its Inaugural Vision

2020 ◽  
Vol 61 (1) ◽  
pp. 8-32
Author(s):  
Eugene Mario DeRobertis
Keyword(s):  
Cognitive Psychology ◽  
Textual Analysis ◽  
Cultural Psychology ◽  
Developmental Psychology ◽  
Humanistic Psychology ◽  
Integrative Approach ◽  
Psychological Science ◽  
The Creation

This article presents a textual analysis of the inaugural issue of the Journal of Humanistic Psychology. The analysis culminated in the creation of a composite narrative that expresses the character of the humanistic vision for psychological science, a historical snapshot of the evolving humanistic revolution circa 1961. The analysis showed humanistic psychology to have proposed a nonreactionary, inclusive, integrative approach to psychology. This approach was anchored in a radicalized image of humanity, one that would not rely wholly on theories and methods of research designed for nonhuman beings. The findings further indicate that, from its inception, humanistic psychology was envisioned to be a unique amalgam of what would today be considered cultural psychology, cognitive psychology, and developmental psychology, without being reducible to any one of these subfields. It was and remains an effort in earnest to do justice to a truer self, engaged in the process of becoming, operating within biological and cultural parameters.

Management Representativeness, Ethical Leadership, and Employee Job Satisfaction in the U.S. Federal Government

2018 ◽  
Vol 47 (3) ◽  
pp. 265-286 ◽  
Author(s):  
Kuk-Kyoung Moon ◽  
Changhoon Jung
Keyword(s):  
Job Satisfaction ◽  
Federal Government ◽  
Ethical Leadership ◽  
Positive Influence ◽  
Employee Job Satisfaction ◽  
Racial Representation ◽  
Racial Representations ◽  
Managerial Positions ◽  
Practical Implications ◽  
The U.S

As the proportion of women and racial minorities in managerial positions has increased in public organizations, considerable attention has been paid to how management representativeness shapes employee work attitudes and what leadership styles moderate these relationships. This study explores separate and joint effects of two types of management representativeness (gender and racial representation of management) and ethical leadership on employee job satisfaction using panel data from the U.S. federal government. The statistical results indicate that racial representation of management and ethical leadership have a positive influence on employee job satisfaction. Further analysis shows that ethical leadership significantly moderates the relationships between the two types of management representativeness and employee job satisfaction, such that gender and racial representations of management are more positively related to job satisfaction under high ethical leadership. Theoretical and practical implications of these findings are addressed.

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