Judgments About Male Victims of Sexual Assault by Women: A 35-Year Replication Study

Sexual assault of men by women has received increasing attention in recent years, as has research on rape myths about male victims. This study is a cross-generational replication of a 1984 study of college students’ judgments about male and female victims in a scenario involving a sexual assault carried out by male or female assailants. The 1984 data ( n = 172) were compared with those of a 2019 cohort ( n = 372) in a 2 (participant gender) x 2 (assailant gender) x 2 (victim gender) x 2 (cohort) factorial design to assess potential generational changes in perceptions of victims. Judgments by male participants of male victims of assaults carried out by women changed notably over time. The 2019 male cohort was less likely to judge that the victim initiated or encouraged the incident (40% in 1984 compared with 15% in 2019) and derived pleasure from it (47.4% in 1984 compared with 5.8% in 2019). In contrast, the 2019 female cohort was more likely to attribute victim encouragement (26.9% compared with 4.3% in 1984) and pleasure to the male victim (25% in 2019 compared with 5% in 1984). A similar gender pattern occurred in judgments of how stressful the event was for the male victim. Analysis of the 2019 data revealed that overall, despite scientific and cultural shifts that have occurred over the past three decades, participants continued to judge the male victim of assault by a female to have been more encouraging and to have experienced more pleasure and less stress than in any other assailant/victim gender combination. Results are discussed in relation to gendered stereotypical beliefs and male rape myths, as well as possible sensitization to power differentials inspired by the #MeToo movement. We emphasize the need for greater awareness and empirical attention to abuse that runs counter to preconceived notions about sexual victimization.

Te Tiriti in Conversation: A Qualitative Approach to Biculturalism and Multiculturalism in Aotearoa

<p>Aotearoa is a unique context with complex relationships between many cultural groups. As a result, there are various perspectives on whether society in Aotearoa should adopt biculturalism or multiculturalism to ensure cultural cohesion. This thesis examines the perspectives of two minority groups on this issue by discussing these two cultural approaches with indigenous Māori and migrant groups. Focus groups were held with ten Māori and twelve migrant participants. Participants were asked questions about what biculturalism and multiculturalism mean, how these systems operate in participants lives, and how Aotearoa should develop in regard to these systems. Thematic analysis was used to analyse and pool responses, with five themes identified: biculturalism, multiculturalism, generational changes, sustainability, and identity. Using these themes to help unpack how participants navigate life in Aotearoa, I conclude by discussing whether Aotearoa should be formally identifying as bicultural or multicultural, what a “New Zealand” national identity is to minority citizens, and how immigration policy could be shaped to better fit the ideals of our indigenous and “newest” New Zealanders.</p>

Te Tiriti in Conversation: A Qualitative Approach to Biculturalism and Multiculturalism in Aotearoa

<p>Aotearoa is a unique context with complex relationships between many cultural groups. As a result, there are various perspectives on whether society in Aotearoa should adopt biculturalism or multiculturalism to ensure cultural cohesion. This thesis examines the perspectives of two minority groups on this issue by discussing these two cultural approaches with indigenous Māori and migrant groups. Focus groups were held with ten Māori and twelve migrant participants. Participants were asked questions about what biculturalism and multiculturalism mean, how these systems operate in participants lives, and how Aotearoa should develop in regard to these systems. Thematic analysis was used to analyse and pool responses, with five themes identified: biculturalism, multiculturalism, generational changes, sustainability, and identity. Using these themes to help unpack how participants navigate life in Aotearoa, I conclude by discussing whether Aotearoa should be formally identifying as bicultural or multicultural, what a “New Zealand” national identity is to minority citizens, and how immigration policy could be shaped to better fit the ideals of our indigenous and “newest” New Zealanders.</p>

HR and Ethics. A relationship that is work in progress

<p>In this ever-changing business world, the role of HR has become significantly imperative due to the increasing focus on aligning people of the organisation with the overall business strategy, particularly in an era when unethical behaviour is not tolerated. However, considering the complexity of the HR profession, it has been questioned what the role of HR is. With the changing future of work, this question has become more prevalent considering the influence of factors such as globalisation, automation and generational changes. Various scholars have claimed that HR professionals should be undertaking four distinct roles of administrative expert, strategic business partner, change agent and employee champion, which consequently leads to a role-conflict for HR professionals, hence influencing their decision-making within organisations, particularly in ethical situations. Using Ulrich (1997) model as a benchmark, this thesis aims to explore the relationship between HR and ethics, focusing on the role-conflict that HR professionals experience in organisations, along with the best practices they use to cope with the role-conflict in ethical situations and the influence of these best practices on the future of HR. Employing a qualitative method approach, this study uses in-depth semi-structured interviews with top-tier HR professionals working in organisations who are continually striving to build their ethical stance. The sample of this study was particularly important, as it was crucial to choose HR professionals who would make strong subject matter experts and provide rich and in-depth perspectives with regards to working in HR. The findings indicate that though there is a visibility and recognition of role-conflict within the profession, it wasn’t regarded as a strong issue compared to what was reflected in the literature. Furthermore, support from the organisation leaders and a strong organisation culture along with following a fair, and consistent process allows for the role-conflict to be diminished, particularly in an ethical situation. The thesis also found that the profession is increasingly becoming more strategic, with the operational HR duties delegated to the line managers, and hence illustrating the emergence of two new roles of ‘mentor’ and ‘analyst’. The study contributes to the existing literature by proposing a new model for the HR profession by considering the various roles they are required to undertake and the significance for all the roles to work concurrently with each other for HR to truly succeed. Several implications such as re-training and a creation of an independent body for HR professionals, along with a strong organisational culture that allows HR to thrive, and the recognition of them gaining a seat at the management table are discussed, followed by an overall conclusion of what the future of the HR profession is.</p>

HR and Ethics. A relationship that is work in progress

<p>In this ever-changing business world, the role of HR has become significantly imperative due to the increasing focus on aligning people of the organisation with the overall business strategy, particularly in an era when unethical behaviour is not tolerated. However, considering the complexity of the HR profession, it has been questioned what the role of HR is. With the changing future of work, this question has become more prevalent considering the influence of factors such as globalisation, automation and generational changes. Various scholars have claimed that HR professionals should be undertaking four distinct roles of administrative expert, strategic business partner, change agent and employee champion, which consequently leads to a role-conflict for HR professionals, hence influencing their decision-making within organisations, particularly in ethical situations. Using Ulrich (1997) model as a benchmark, this thesis aims to explore the relationship between HR and ethics, focusing on the role-conflict that HR professionals experience in organisations, along with the best practices they use to cope with the role-conflict in ethical situations and the influence of these best practices on the future of HR. Employing a qualitative method approach, this study uses in-depth semi-structured interviews with top-tier HR professionals working in organisations who are continually striving to build their ethical stance. The sample of this study was particularly important, as it was crucial to choose HR professionals who would make strong subject matter experts and provide rich and in-depth perspectives with regards to working in HR. The findings indicate that though there is a visibility and recognition of role-conflict within the profession, it wasn’t regarded as a strong issue compared to what was reflected in the literature. Furthermore, support from the organisation leaders and a strong organisation culture along with following a fair, and consistent process allows for the role-conflict to be diminished, particularly in an ethical situation. The thesis also found that the profession is increasingly becoming more strategic, with the operational HR duties delegated to the line managers, and hence illustrating the emergence of two new roles of ‘mentor’ and ‘analyst’. The study contributes to the existing literature by proposing a new model for the HR profession by considering the various roles they are required to undertake and the significance for all the roles to work concurrently with each other for HR to truly succeed. Several implications such as re-training and a creation of an independent body for HR professionals, along with a strong organisational culture that allows HR to thrive, and the recognition of them gaining a seat at the management table are discussed, followed by an overall conclusion of what the future of the HR profession is.</p>

Between uncertainty and hope: Young leaders as agents of change in sustainable small-scale fisheries

The path to sustainable small-scale fisheries (SSF) is based on multiple learning processes that must transcend generational changes. To understand young leaders from communities with sustainable SSF management practices in Mexico, we used in-depth interviews to identify their shared motivations and perceptions for accepting their fishing heritage. These possible future decision-makers act as agents of change due to their organizational and technological abilities. However, young people are currently at a crossroads. Many inherited a passion for the sea and want to improve and diversify the fishing sector, yet young leaders do not want to accept a legacy of complicated socioenvironmental conditions that can limit their futures. These future leaders are especially concerned by the uncertainty caused by climate change. If fishing and generational change are not valued in planning processes, the continuity of fisheries, the success of conservation actions, and the lifestyles of young fishers will remain uncertain. Graphical abstract

The “Undeserving” Narrative in Child and Family Social Work and How It Is Perpetuated by “Progressive Neoliberalism”: Ideas for Social Work Education

“Progressive neoliberalism” is the current hegemonic approach to understanding social justice in Western liberal democracies. “Progressive neoliberalism” also resurrects the “deserving” vs. “undeserving” narrative that can lead to punitive and pathologising approaches to poor and unemployed people—the demographic comprising the majority of child and family social work service users. Indeed, research suggests that social workers’ attitudes towards families in poverty are strikingly congruent with “progressive neoliberalism.” This article suggests that generational changes and the particular form of group-based identity, postmodern social justice ideology often taught in social work education have unwittingly conspired to create this concerning picture. This article suggests that the resurrection of radical social work, with attention to economic inequality, is one way to counteract this trend.

A Portrait of the 2020 Faith Communities Today Study

This article offers an overview of the congregational landscape of the United States using the 2020 Faith Communities Today national key-informant survey. Offering representative results from 15,278 congregations in over 80 different denominations and 4 religious traditions, the article describes the characteristics of the average American congregation as well as significant variations within the results. Overall, this picture is one of diminished health and gradual decline. Following this summary picture, several key trends, including size disparities, aging memberships, generational changes, and a more diverse religious context, are discussed along with their implications for future congregational vitality. These trends further illustrate the challenges facing US faith communities presently. The article concludes with a focus on the most prominent characteristics of those faith communities within the survey that are spiritually vital and growing to highlight possible avenues of revitalization for the country's congregations. These results suggest that congregations need a combination of innovative leadership, a clear sense of mission and purpose, passionate and relevant worship, and an engaged membership willing to adapt and change to address an ever-evolving social and religious context.

Understanding aviation operators’ variability in advanced systems

Purpose This study aims to identify variability in aviation operators in order to gain greater understanding of the changes in aviation professional groups. Research has commonly addressed human factors and automation in broad categories according to a group’s function (e.g., pilots, air traffic controllers [ATCOs], engineers). Accordingly, pilots and Air Traffic Controls (ATCOs) have been treated as homogeneous groups with a set of characteristics. Currently, critical themes of human performance in light of systems’ developments place the emphasis on quality training for improved situational awareness (SA), decision-making and cognitive load. Design/methodology/approach As key solutions centre on the increased understanding and preparedness of operators through quality training, the authors deploy an iterative mixed methodology to reveal generational changes of pilots and ATCOs. In total, 46 participants were included in the qualitative instrument and 70 in the quantitative one. Preceding their triangulation, the qualitative data were analysed using NVivo and the quantitative analysis was aided through descriptive statistics. Findings The results show that there is a generational gap between old and new generations of operators. Although positive views on advanced systems are being expressed, concerns about cognitive capabilities in the new systems, training and skills gaps, workload and role implications are presented. Practical implications The practical implications of this study extend to different profiles of operators that collaborate either directly or indirectly and that are critical to aviation safety. Specific implications are targeted on automation complacency, bias and managing information load, and training aspects where quality training can be aided by better understanding the occupational transitions under advanced systems. Originality/value In this paper, the authors aimed to understand the changing nature of the operators’ profession within the advanced technological context, and the perceptions and performance-shaping factors of pilots and ATCOs to define the generational changes.