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- Title
- MIXED SIGNALS AT THE INTERSECTION: THE EFFECT OF ORGANIZATIONAL COMPOSITION ON RATINGS OF BLACK WOMEN'S MANAGEMENT SUITABILITY.
- Creator
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Bowens, Laticia, Fritzsche, Ph.D., Barbara, University of Central Florida
- Abstract / Description
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Historically, Black women's workplace experiences have been understudied, partially due to an implicit assumption that their experiences are subsumed by research on Black men and/or White women. This oversight is even more evident in the field of management. However, considerable attention has been given to the debate about whether Black women are at a double advantage (i.e., as supposed affirmative action "two-for-one bargains") or at a double disadvantage due to their double marginalizing...
Show moreHistorically, Black women's workplace experiences have been understudied, partially due to an implicit assumption that their experiences are subsumed by research on Black men and/or White women. This oversight is even more evident in the field of management. However, considerable attention has been given to the debate about whether Black women are at a double advantage (i.e., as supposed affirmative action "two-for-one bargains") or at a double disadvantage due to their double marginalizing characteristics. Empirical research in the area has found support for each side, furthering the debate, but also advancing an overly simplistic explanation for a set of experiences that is certainly much more complicated. Therefore, the purpose of this study was to investigate the conditions under which Black women, when seeking managerial employment, are at a double advantage or disadvantage, using Critical Race Feminism, Cox's Interactional Model of Cultural Diversity (IMCD; 1994), and theories of social categorization as the theoretical foundation. A 2 (sex) x 2 (race) x 2 (demographic composition of the workplace) between-subjects design was used to test the hypotheses that the Black female applicant would have a double disadvantage in a more demographically balanced organization and double advantage in an organization that is more White and male. Participants (N = 361) reviewed information about an organization (where demographic composition was manipulated) and three available management positions. They also reviewed a fictional professional networking profile of a job applicant where race and sex were manipulated through photos, and job qualifications and experience were held constant. Based on all of the information, they rated the applicant on his/her suitability for the jobs. Results of planned contrasts and ANOVAs showed partial support for the hypotheses. In the balanced organization, the Black female applicant was rated lower in suitability for entry-level management than the Black male and White female applicants. Likewise, she was rated higher than the Black male and White female applicants in the less diverse organization, when evaluated for upper-level management. Thus, the study clarifies the theories of double advantage and double disadvantage by identifying organizational composition as a moderator of the relationship between applicant race/sex and employment outcomes (i.e., management suitability ratings). The implications of these findings are discussed.
Show less - Date Issued
- 2011
- Identifier
- CFE0003761, ucf:48761
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0003761
- Title
- MUSLIMS IN THE MEDIA:THE NEW YORK TIMES FROM 2000 - 2008.
- Creator
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Bishop, Autumn, Gay, David, University of Central Florida
- Abstract / Description
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Although it is widely recognized that Muslims and Middle Easterners were negatively portrayed in the media after the terrorist attacks on September 11, 2001, few scholars examine the long term media presentations of Islam in the United States. The studies that have explored the relationship of the portrayal of Islam by the media have used short term, limited sampling techniques, which may not properly reflect the popular media as a whole. The current research uses data from the New York Times...
Show moreAlthough it is widely recognized that Muslims and Middle Easterners were negatively portrayed in the media after the terrorist attacks on September 11, 2001, few scholars examine the long term media presentations of Islam in the United States. The studies that have explored the relationship of the portrayal of Islam by the media have used short term, limited sampling techniques, which may not properly reflect the popular media as a whole. The current research uses data from the New York Times from 2000-2008 in order to determine whether the popular media was portraying Islam in a disparaging manner. The analysis includes the use of noun phrases in the publications in order to establish if the media portrays Muslims and Islam negatively. In particular, I am interested in the trends of this media's representation of Islam, if the publications promoted a stigma towards Islam, and if the trend continued from 2000 to 2008. The results of the analyses are presented and discussed. The need for additional research in this area is also discussed.
Show less - Date Issued
- 2010
- Identifier
- CFE0003255, ucf:48545
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0003255
- Title
- A CONTACT ANALYSIS OF CALDECOTT MEDAL AND HONOR BOOKS FROM 2001-2011: EXAMINING GENDER ISSUES AND EQUITY IN 21ST CENTURY CHILDREN'S PICTURE BOOKS.
- Creator
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Yello, Nicole, Hoffman, Ph.D., Elizabeth S., University of Central Florida
- Abstract / Description
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An abundance of research has been conducted about the importance of including books and literature as part of a young child's developmental process. Much of this research suggests that picture books are vital to a young child's healthy development and "are important influences that shape us by reflecting the politics and values of our society". This study was completed to analyze character roles and gender representation of male and female characters exclusively in children's picture books....
Show moreAn abundance of research has been conducted about the importance of including books and literature as part of a young child's developmental process. Much of this research suggests that picture books are vital to a young child's healthy development and "are important influences that shape us by reflecting the politics and values of our society". This study was completed to analyze character roles and gender representation of male and female characters exclusively in children's picture books. The entire population of Caldecott Award and Honor Medal books published between 2001 and 2011 was utilized for a frequency analysis. Each Caldecott Award and Honor Medal book meeting this study's criteria was examined, read and analyzed. Books included only works of fiction and were delimited to exclude biographies, autobiographies, informational books, concept books and poetry. A total of 24 books were used in the data analysis. This research attempted to answer the following question: Are males and females equitably represented in recently published children's literature? From a content-analysis approach, within a historical perspective, this research aimed at examining if gender bias still dominates the literature, and if so, to what extent. The intellectual interest of this project is in discovering male and female presence and imagery in children's picture books.
Show less - Date Issued
- 2012
- Identifier
- CFH0004186, ucf:44840
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFH0004186
- Title
- Beauty and the Beast: The Attractiveness Bias in an Online Peer Mentoring Program.
- Creator
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Garcia, Carollaine, Jentsch, Kimberly, Jentsch, Florian, Fritzsche, Barbara, Burke, Shawn, University of Central Florida
- Abstract / Description
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The bias against attractiveness is fairly implicit and furthermore, powerfully impacts people's subsequent impressions of and behaviors toward others (Cash, Gillen, (&) Burns, 1977; Dion et al., 1972). Pallet, Link and Lee (2010) examined the effect of various facial spatial configurations on attractiveness and found that raters rated faces as most attractive when the eye-to-mouth ratio approximated 36% of the face length (the "golden ratio"), which coincides with the measurements of an...
Show moreThe bias against attractiveness is fairly implicit and furthermore, powerfully impacts people's subsequent impressions of and behaviors toward others (Cash, Gillen, (&) Burns, 1977; Dion et al., 1972). Pallet, Link and Lee (2010) examined the effect of various facial spatial configurations on attractiveness and found that raters rated faces as most attractive when the eye-to-mouth ratio approximated 36% of the face length (the "golden ratio"), which coincides with the measurements of an average and thus more attractive face. The present study examined the extent to which the distance of these objectively measured facial features affected mentors' perceptions of their prot(&)#233;g(&)#233;s, the subsequent mentoring given to them, and the prot(&)#233;g(&)#233;s' own behavior (e.g. seek feedback, request specific information).The gender composition of the mentor-prot(&)#233;g(&)#233; dyad was expected to moderate these relationships. I also examined whether, given the expected effects of facial measurements, withholding access to visual cues would affect mentor perceptions and behavior. Participants were 118 mentor/prot(&)#233;g(&)#233; dyads from a large Southeastern university who volunteered to participate in a formal online peer mentoring program. After seeing their prot(&)#233;g(&)#233;s' profiles (and for those in the experimental condition, a picture), mentors chatted with their prot(&)#233;g(&)#233;s once a week for 30 minutes for a total of 4 weeks. Results indicated that prot(&)#233;g(&)#233;s with facial features moderately distant from the golden ratio were perceived as more similar by mentors in same-gender dyads and received greater mentoring than did prot(&)#233;g(&)#233;s closest and farthest from the golden ratio. In opposite-gender dyads, however, mentors reported greater similarity toward those that were farthest from the golden ratio but provided the greatest mentoring to those closest to the golden ratio. The relationship between facial measurements and prot(&)#233;g(&)#233; proactivity was moderated by whether or not their mentor had access to their picture. While prot(&)#233;g(&)#233;s closest to the ratio were more proactive in the picture condition, those that were farthest from it were more proactive in the non-picture condition. Proactivity was as expected associated with greater levels of mentoring, which was ultimately related to a more fulfilled and beneficial relationship for prot(&)#233;g(&)#233;s (i.e. less stress, greater self-efficacy and satisfaction). The results of this study indicate that facial measurements are associated with both differences in mentor and in prot(&)#233;g(&)#233; behavior and that the specific nature of these relationships differs as a function of gender composition. Implications for practice and theory will be discussed.
Show less - Date Issued
- 2012
- Identifier
- CFE0004504, ucf:49275
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0004504
- Title
- Not Woman Enough Harassment: Scale Development and an Integrated Model from Antecedent to Outcome.
- Creator
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Wolcott, Amanda, Jentsch, Kimberly, Jentsch, Florian, Shoss, Mindy, Lopez, Stephanie, University of Central Florida
- Abstract / Description
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The rise of research on workplace mistreatment in the past twenty years can be attributed to the realization that workplace mistreatment is associated with a host of deleterious outcomes for both the individual targets of the mistreatment and the organizations in which they work. However, the extant literature is failing to capture the full range of sex-based mistreatment that people may experience through a tendency to focus solely on sexual harassment and sex discrimination, which are very...
Show moreThe rise of research on workplace mistreatment in the past twenty years can be attributed to the realization that workplace mistreatment is associated with a host of deleterious outcomes for both the individual targets of the mistreatment and the organizations in which they work. However, the extant literature is failing to capture the full range of sex-based mistreatment that people may experience through a tendency to focus solely on sexual harassment and sex discrimination, which are very specific types of behavior based on one's sex and gender stereotypes. In this dissertation, I introduce the construct of Not Woman Enough Harassment, or the extent to which women perceive that they are treated unfavorably because they do not meet traditionally held stereotypes of femininity. A scale was developed and validated in order to measure this type of harassment, and a model from antecedent to outcome was proposed. Results demonstrated that not woman enough harassment was experienced by approximately 32.5% of the sample. The scale showed good psychometric properties, with two distinct factors of harassment based on physical and non-physical traits. Not woman enough harassment was demonstrated to be distinct from other forms of sexual and workplace harassment. Discomfort with gender norm conformity and masculine physical and non-physical expression were shown to be antecedents of not woman enough harassment, along with a moderating effect of job gender context. In addition, not woman enough harassment significantly predicted decreased job satisfaction, affective organizational commitment, and task performance and increased withdrawal and job stress. Similar patterns were found for males with not man enough harassment.
Show less - Date Issued
- 2017
- Identifier
- CFE0006962, ucf:51629
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0006962
