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"Wilson, Midge"
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Divine Discrimination: Gender Harassment and Christian Justification
The present study investigated the relationship between gender harassment, or acts which convey demeaning attitudes about women, and college adjustment. Additionally, we explored whether Christian attribution, or the perception that the perpetrator was motivated by their Christian/Catholic beliefs to harass, moderated the relationship. Two hundred and twenty-three female-identified students attending a Catholic university in a large city completed the Gender Experiences Questionnaire (Leskinen & Cortina, 2014) and a separate measure of the specific dimension of sexuality policing, indicated whether they made a Christian attribution for experienced harassment, and completed the Student Adaptation to College Questionnaire (Baker & Siryk, 1989). Christian attribution was not found to moderate the relationship between gender harassment and college adjustment. However, it was found to moderate the relationship between sexuality policing and college adjustment by potentiating its negative effects at lower levels of harassment. Implications and future directions are discussed.
Journal Article
Pregnancy as a source of bias in performance appraisals
Notwithstanding recent gains, women have still not achieved parity with men in the workplace. This is further complicated by common negative images of pregnant women (Taylor and Langer, 1977). The present study investigated (1) stereotypes about pregnant working women, and (2) the effect of an employee's pregnancy on performance evaluation. In the first study, subjects' attitudes about pregnant employees were assessed via questionnaire. Substantial negative stereotyping was found to exist, especially among males. In Study 2, subjects viewed videotapes of either a pregnant or a non-pregnant women doing assessment-center-type tasks and were asked to evaluate her performance. When the employee was pregnant, she was consistently rated lower compared to when she was non-pregnant. A main effect of rater sex and a rater sex by pregnancy condition interaction were found, indicating that males assigned lower ratings than females and were also more negatively affected by the pregnancy condition. Implications for organizational policy regarding employee pregnancy and performance appraisal systems are discussed.
Journal Article
The Effects of Relaxation and Cognitive Expectancy on Attraction in a Social Interaction
On the basis of the reinforcement--affect model of attraction (Byrne & Clore, 1970; Lott & Lott, 1972, 1974), it was hypothesized that the positive feelings obtained from undergoing relaxation exercises could serve to enhance interpersonal attraction in a social setting. A single-factor design, employed to test this prediction, enabled a state of relaxation to be manipulated among dyads of previously unacquainted females immediately prior to their engaging in a 5-minute interaction. Cognitive expectancies regarding the duration of the relaxing effects were also manipulated: Some of the subjects were told that their acquired relaxed feelings would last at least 30 minutes, while others were informed that their state of relaxation would dissipate within 60 seconds. Orthogonal contrasts were used to compare a control group with various relaxation groups, and the \"effects last\" group with the \"effects dissipate\" group. A multivariate analysis of variance performed on various measures of attraction indicated that a state of relaxation does promote interpersonal attraction, but that the relaxation-attraction relationship is mediated by the implanting of cognitive expectancies regarding the duration of the relaxing effects.
Journal Article
Pregnancy as a source of bias in performance appraisals
Notwithstanding recent gains, women have still not achieved parity with men in the workplace. This is further complicated by common negative images of pregnant women (Taylor and Linger, 1977). The present study investigated (1) stereotypes about pregnant working women, and (2) the effect of an employee's pregnancy on performance evaluation. In the first study, subjects' attitudes about pregnant employees were assessed via questionnaire. Substantial negative stereotyping was found to exist, especially among males. In Study 2, subjects viewed videotapes of either a pregnant or a non-pregnant women doing assessment-center-type tasks and were asked to evaluate her performance. When the employee was pregnant, she was consistently rated lower compared to when she was non-pregnant. A main effect of rater sex and a rater sex by pregnancy condition interaction were found, indicating that males assigned lower ratings than females and were also more negatively affected by the pregnancy condition. Implications for organizational policy regarding employee pregnancy and performance appraisal systems are discussed.
Journal Article
