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- Title
- AN EXAMINATION OF THE RELATIONSHIPS AMONG PERCEIVED GENDER DISCRIMINATION, WORK MOTIVATION, AND PERFORMANCE.
- Creator
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Cornejo, Jessica, Pritchard, Robert, University of Central Florida
- Abstract / Description
-
Gender discrimination and work motivation are two important constructs for employers to consider. Changing workforce trends towards a more diverse workforce make understanding discrimination in the workplace more important than ever. And, established direct relationships between motivation and performance make understanding motivation key to organizational success. The purpose of this study was to examine the relationships among perceived gender discrimination at work, work motivation, and...
Show moreGender discrimination and work motivation are two important constructs for employers to consider. Changing workforce trends towards a more diverse workforce make understanding discrimination in the workplace more important than ever. And, established direct relationships between motivation and performance make understanding motivation key to organizational success. The purpose of this study was to examine the relationships among perceived gender discrimination at work, work motivation, and performance. Although much theory and research exists regarding motivation and performance, this study uses a new measure of motivation based on the Pritchard and Ashwood (2007) theory of work motivation. It was hypothesized that perceived gender discrimination would be negatively related to motivation, and that motivation would be positively related to performance. It was further hypothesized that motivation would mediate the relationship between perceived discrimination and performance. Consistent with social identity and attribution theory, gender identification was examined as a moderator of the relationship between perceived discrimination and motivation. Additionally, race and locus of control were examined as moderators of this same relationship. Measures of study variables were surveys administered on-line to 170 female undergraduate students. Upon completion of this part of the study, participants were emailed a link for their supervisors to complete on-line measures of participants' overall motivation and performance at work. Results indicated that both overall motivation and action-to-result motivation connections were negatively related to perceived gender discrimination. However, other motivation connections were not related to this discrimination. Furthermore, overall motivation and the motivation connections had strong relationships with performance. Despite the practical significance of these relationships, they did not reach statistical significance because of the small sample size of supervisor performance ratings (n = 37). Neither race, work locus of control, or gender identification significantly moderated hypothesized relationships. Additionally, there was no significant relationship between discrimination and performance, and so work motivation could not mediate this relationship. Reasons for non-significant results are discussed, as are implications for theory and practice. Although moderator hypotheses were not supported, this research represents an important step in discrimination research because it examines the possible influence of perceived discrimination on those who are impacted by it. This study also reaffirms the relationship between motivation and performance using Pritchard and Ashwood's (2007) theory of motivation.
Show less - Date Issued
- 2007
- Identifier
- CFE0001906, ucf:47485
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0001906
- Title
- THE AMERICAN DREAM SHORT-LIVED: THE DECLINE OF ACADEMIC ACHIEVEMENT AND COLLEGE CONFIDENCE THROUGH ACCULTURATION, PERCEPTIONS OF ETHNIC DISCRIMINATION, AND CONCERNS WITH CONFIRMING STEREOTYPES.
- Creator
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Miller, Alexis N, White, Grace, Mishtal, Joanna, University of Central Florida
- Abstract / Description
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In this exploratory study, the goal was to examine patterns of perceived ethnic discrimination, stereotype confirmation, and acculturation within the context of a diverse, inclusive university. It was predicted that reported rates of perceived ethnic discrimination would be low, but the majority of students would still experience some type of discrimination at least once. The second hypothesis for this study was that higher levels of discrimination, acculturation and stereotype confirmation...
Show moreIn this exploratory study, the goal was to examine patterns of perceived ethnic discrimination, stereotype confirmation, and acculturation within the context of a diverse, inclusive university. It was predicted that reported rates of perceived ethnic discrimination would be low, but the majority of students would still experience some type of discrimination at least once. The second hypothesis for this study was that higher levels of discrimination, acculturation and stereotype confirmation would result in lower levels of college self-efficacy and GPA. These factors were also predicted to be positively associated with each other as well. The personality trait, conscientiousness was predicted to positively associated with acculturation, college self-efficacy, and GPA. The study surveyed 50 undergraduate students from the University of Central Florida taking psychology courses through the online SONA participation system. 86.4% of participants perceived at least one instance of ethnic discrimination. Perceived ethnic discrimination was also associated with lower levels of college self-efficacy, but not GPA. Acculturation and stereotype confirmation had no significant relationships with neither college self-efficacy or GPA. High rates of acculturation to the dominant American society was associated with lower rates of perceived discrimination and stereotype confirmation, opposite of the original hypothesis. The personality trait conscientiousness was also not captured in this study, but agreeableness and openness revealed significant relationships between all ethnicity-related factors and GPA. Acculturation's role in perceptions of discrimination and stereotype concerns is discussed in detail. Limitations and future directions are addressed in the context of sample size, race and ethnicity statistics, and the complexities of discrimination and acculturation.
Show less - Date Issued
- 2018
- Identifier
- CFH2000394, ucf:45854
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFH2000394
- Title
- DISCRIMINATION OF ARABS AND MUSLIMS IN SIMULATED HIRING DECISIONS: THE ROLE OF MULTIPLE CATEGORIZATION, PERCEIVED JOB FIT, AND SOCIAL DOMINANCE.
- Creator
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Dhanani, Lindsay, Dipboye, Robert, University of Central Florida
- Abstract / Description
-
Discrimination in hiring contexts has received a lot of attention from researchers in Industrial Organizational Psychology. However, discrimination against Arabs and Muslims in hiring contexts has been overlooked in the literature. The current study explores discrimination targeting Arabs and Muslims in the workplace. The theory of multiple categorization (Crisp & Hewstone, 1999) was applied to Arabs and Muslims in order to determine the relative effect of national origin and religious...
Show moreDiscrimination in hiring contexts has received a lot of attention from researchers in Industrial Organizational Psychology. However, discrimination against Arabs and Muslims in hiring contexts has been overlooked in the literature. The current study explores discrimination targeting Arabs and Muslims in the workplace. The theory of multiple categorization (Crisp & Hewstone, 1999) was applied to Arabs and Muslims in order to determine the relative effect of national origin and religious affiliation. Perceived job fit (Heilman, 1983) was also examined using an airport security position and a shipping and receiving clerk position. Participants rated mock resumes on several measures of hireability and ranked the applicants in the order in which they would hire them. The results show that the Muslim applicants were rated lower than the Christian applicants and the Arab applicants were rated lower than the Caucasian applicants. Furthermore, the Caucasian Christian applicant was rated significantly higher than the Caucasian Muslim applicant, the Arab Christian applicant, and the Arab Muslim applicant. This study shows that Arabs and Muslims were rated lower than their equally qualified counterparts, providing evidence of discrimination of Arabs and Muslims.
Show less - Date Issued
- 2011
- Identifier
- CFH0003802, ucf:44719
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFH0003802
- Title
- Weight Discrimination Through Social Networking Sites: The Moderating Effects of Gender, Occupation, BMI, and Stereotype Consistency.
- Creator
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McHugh, Bridget, Joseph, Dana, Jentsch, Kimberly, Fritzsche, Barbara, Wisniewski, Pamela, University of Central Florida
- Abstract / Description
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As the use of social networking sites (SNSs) in hiring increases, human resources professionals have become concerned with the increased probability of discriminatory hiring decisions. At the same time, there is increasing evidence that discrimination towards overweight and obese applicants has risen in the past decade. The present study addressed these concerns by examining the impact of an applicant's weight in a SNS profile picture on the decision to hire the applicant for a sales position...
Show moreAs the use of social networking sites (SNSs) in hiring increases, human resources professionals have become concerned with the increased probability of discriminatory hiring decisions. At the same time, there is increasing evidence that discrimination towards overweight and obese applicants has risen in the past decade. The present study addressed these concerns by examining the impact of an applicant's weight in a SNS profile picture on the decision to hire the applicant for a sales position. The impact of the applicant's gender, body mass index, and stereotype-consistent behaviors on hiring intentions were examined. In addition, the type of sales position (face to face or over the phone) were also examined. Results indicated that only overweight, and not obese, candidates experienced discrimination. Moreover, whereas the types of behaviors disclosed on social media profiles impact hiring intentions, there were no interaction effects between applicant weight and the types of behaviors disclosed. Analyses suggested that stereotype-consistent behaviors associated with conscientiousness (i.e., laziness, discipline) were a stronger predictor of hiring intentions than behavior that was less work-related (i.e., unhealthy behaviors). In addition, results suggested that weight discrimination did not occur more for the in person position than the phone position. Overall, the present study suggests that disclosing behaviors on social media that reflect negative traits (i.e., lazy, undisciplined, unhealthy) may impact hiring intentions, regardless of the applicant's weight. Moreover, while applicants who are overweight are less likely to be hired than their average weight counterparts, this discrimination does not occur more often when the applicant engages in stereotype-consistent behavior.
Show less - Date Issued
- 2016
- Identifier
- CFE0006141, ucf:51172
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0006141
- Title
- THE RELATIONSHIP BETWEEN PERCEIVED GENDER DISCRIMINATION AND COUNTERPRODUCTIVE WORK BEHAVIORS.
- Creator
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Jaffe, Rachel, Shoss, Mindy, University of Central Florida
- Abstract / Description
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Counterproductive work behaviors are costly behaviors that individuals employ in retaliation to adverse stimuli in the workplace. This study specifically examined the relationship between perceived gender discrimination and counterproductive behaviors, using the variable of control as the mediator. This study also investigated the relationship between perceived gender discrimination and job turnover intentions as well as organizational commitment. Measures for perceived gender discrimination,...
Show moreCounterproductive work behaviors are costly behaviors that individuals employ in retaliation to adverse stimuli in the workplace. This study specifically examined the relationship between perceived gender discrimination and counterproductive behaviors, using the variable of control as the mediator. This study also investigated the relationship between perceived gender discrimination and job turnover intentions as well as organizational commitment. Measures for perceived gender discrimination, control, counterproductive work behaviors, job turnover and organizational commitment were used to survey 97 participants on their workplace experiences and attitudes. It was found that perceived gender discrimination had a significant, positive correlation with counterproductive behaviors, as originally hypothesized. Perceived gender discrimination also had a significant negative correlation with organizational commitment. Control did not significantly correlate with counterproductive work behaviors, meaning it did not function as a mediator between counterproductive work behaviors and perceived gender discrimination, as hypothesized. The intent of this thesis was to examine perceived gender discrimination and control as antecedents of counterproductive behaviors. My findings suggest that perceived gender discrimination is correlated with these negative behaviors, thus promoting the importance of implementing programs to facilitate its reduction.
Show less - Date Issued
- 2017
- Identifier
- CFH2000198, ucf:45975
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFH2000198
- Title
- TESTING BIAS IN THE OCCUPATIONAL INTERVIEW: A PILOT STUDY ON RACIAL DISCRIMINATION.
- Creator
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Presley, Brandon, Lynxwiler, John, University of Central Florida
- Abstract / Description
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The purpose of this study is to determine the possibility of the occupational interview utilizing tests that prove to be bias towards one particular race or another. This study is a pilot study and represents the first step in developing a more extensive research design to examine testing bias within the occupational employment interview setting. Ten black students and ten white students are asked to complete two types of occupational interview samples. Those samples are then reviewed by two...
Show moreThe purpose of this study is to determine the possibility of the occupational interview utilizing tests that prove to be bias towards one particular race or another. This study is a pilot study and represents the first step in developing a more extensive research design to examine testing bias within the occupational employment interview setting. Ten black students and ten white students are asked to complete two types of occupational interview samples. Those samples are then reviewed by two black hiring managers and two white hiring managers. The results are examined to determine if one test had a greater impact on the manager's hiring decisions. The findings indicate that when compared to the unstructured interview, the structured interview was associated with less bias in the hiring selection. From the data reviewed, possible limitations and future research was discussed.
Show less - Date Issued
- 2009
- Identifier
- CFE0002780, ucf:48107
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0002780
- Title
- DETERMINING SEX AND ANCESTRY OF THE HYOID FROM THE ROBERT J. TERRY ANATOMICAL COLLECTION.
- Creator
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Kindschuh, Sarah, Dupras, Tosha, University of Central Florida
- Abstract / Description
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One of the basic goals of the physical anthropologist is to create a biological profile, consisting of sex, ancestry, age, and stature, from the skeletal material that they are presented with. This thesis seeks to explore size and shape differences related to sex and ancestry from the hyoid bones of the Robert J. Terry Anatomical Collection in order to gauge its usefulness in the process of developing a biological profile. A series of measurements were taken from 398 hyoids and analysis was...
Show moreOne of the basic goals of the physical anthropologist is to create a biological profile, consisting of sex, ancestry, age, and stature, from the skeletal material that they are presented with. This thesis seeks to explore size and shape differences related to sex and ancestry from the hyoid bones of the Robert J. Terry Anatomical Collection in order to gauge its usefulness in the process of developing a biological profile. A series of measurements were taken from 398 hyoids and analysis was conducted using a number of statistical methods. Independent samples t-tests were used to examine size differences between sexes and ancestries, while linear regression analysis and principle component analysis were used to examine shape differences. Discriminant function analysis was employed to test the ability of the hyoids to be classified by sex or ancestry. The ultimate goal of the thesis is to provide physical anthropologists with a series of discriminant function equations that can be used to estimate the sex and ancestry of a hyoid. Five equations ranging in accuracy from 83-88% were developed to determine sex of a hyoid, while four equations ranging in accuracy from 70-89% can be used to determine ancestry. In addition, the t-tests, regression analyses, and principle component analysis have identified several variations in size and shape between sexes and ancestries. These analyses have provided further knowledge as to the morphological form of the hyoid, as well as a method that can be easily used by physical anthropologists to assess sex and ancestry.
Show less - Date Issued
- 2009
- Identifier
- CFE0002599, ucf:48282
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0002599
- Title
- Grandma got passed over by a manager: The intersection of age and gender in hiring.
- Creator
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Perez, Alyssa, Fritzsche, Barbara, Dawson, Nicole, Shoss, Mindy, University of Central Florida
- Abstract / Description
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Research has demonstrated how age stereotypes influence judgment and decision making at work, but older workers are more than just older. All individuals are members of multiple demographic categories, yet we know surprisingly little about how multiple category membership affects judgments and decision making at work. Competing models have been suggested, such as the category activation and inhibition model (Kulik et al., 2007) and the intersectional salience of ageism at work model (Marcus (...
Show moreResearch has demonstrated how age stereotypes influence judgment and decision making at work, but older workers are more than just older. All individuals are members of multiple demographic categories, yet we know surprisingly little about how multiple category membership affects judgments and decision making at work. Competing models have been suggested, such as the category activation and inhibition model (Kulik et al., 2007) and the intersectional salience of ageism at work model (Marcus (&) Fritzsche, 2015). However, empirical tests of these models are scarce. In the present study, the age and gender of job applicants were manipulated in a mock job interview. Job context was also manipulated through a recruitment ad that described the ideal applicant using age and gender stereotypic language. One hundred and seventy-three human resource professionals rated the mock interview. It was expected that when the demographic characteristics of the job applicant matched the stereotypes identified by the job ad, hiring professionals would rate the applicant as more suitable in hireability, qualifications, and recommended starting salary. Results showed a bias against older job applicants, as they were rated as less qualified and as requiring higher starting salaries than younger job applicants, even though their interview transcripts were identical. Moreover, a 3-way interaction showed that the highest salaries were suggested for older job applicants whose gender matched the gender stereotypes presented in the job ad. These results illustrate a hurdle faced by older workers; they will be perceived as less capable yet more expensive. Ageism emerged as the most salient category in this study of individuals seeking re-employment beyond traditional working age, but the results suggest intersectional effects as well. Future research should further examine how ageism is experienced by different multi-group members in other job contexts.
Show less - Date Issued
- 2019
- Identifier
- CFE0007511, ucf:52637
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0007511
- Title
- Theory and Measurement of Perceived Introvert Mistreatment.
- Creator
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McCord, Mallory, Joseph, Dana, Dipboye, Robert, Beus, Jeremy, University of Central Florida
- Abstract / Description
-
Perceived introvert mistreatment, or the extent to which an individual perceives he or she is treated unfairly at work because he or she is introverted, is a form of workplace mistreatment that may be associated with numerous negative outcomes for the workers it impacts. Although an understanding of perceived introvert mistreatment may augment current theoretical knowledge of workplace mistreatment, researchers have yet to consider why (or if) this mistreatment exists or the effects it may...
Show morePerceived introvert mistreatment, or the extent to which an individual perceives he or she is treated unfairly at work because he or she is introverted, is a form of workplace mistreatment that may be associated with numerous negative outcomes for the workers it impacts. Although an understanding of perceived introvert mistreatment may augment current theoretical knowledge of workplace mistreatment, researchers have yet to consider why (or if) this mistreatment exists or the effects it may have on the individual. Thus, the purpose of this paper is twofold: first, in an attempt to explain how perceived introvert mistreatment may develop and the impact it may have on the target, I develop a dynamic process model of elements that precede, follow, and compound perceived introvert mistreatment. This model encompasses a) a serial mediation process incorporating the situation, cognitive appraisals, attitudes, behavioral responses, and target outcomes that involve perceived introvert mistreatment, b) a dynamic process in which perceived introvert mistreatment, behavioral disengagement of the target, and negative behavioral reactions from others build upon each other cyclically, and c) target-based antecedents to behavioral disengagement of the mistreatment target. Second, in order to begin testing this theoretical model, I develop and validate a measure of perceived introvert mistreatment in four phases: a) item generation and reduction, b) examination of the reliability and factor structure of the scale, c) estimation of convergent and discriminant validity, and d) analyses of criterion-related validity. The paper concludes with a discussion of directions for future research.
Show less - Date Issued
- 2017
- Identifier
- CFE0006624, ucf:51294
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0006624
- Title
- Age-Typing Across Occupations: When, Where, and Why Occupational Age-Typing Exists.
- Creator
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Reeves, Michael, Fritzsche, Barbara, Dipboye, Robert, Smither, Janan, Matusitz, Jonahan, University of Central Florida
- Abstract / Description
-
The present study sought to determine the direction and degree to which occupations representative of all major occupational categories are viewed as age-typed (i.e., more appropriate for older or younger workers). The 60 occupations examined were the 12 most common and familiar occupations in each of five occupational categories used by the U.S. Census Bureau. I randomly assigned 365 participants to one of three survey conditions. Participants rated the feature centrality, proportional...
Show moreThe present study sought to determine the direction and degree to which occupations representative of all major occupational categories are viewed as age-typed (i.e., more appropriate for older or younger workers). The 60 occupations examined were the 12 most common and familiar occupations in each of five occupational categories used by the U.S. Census Bureau. I randomly assigned 365 participants to one of three survey conditions. Participants rated the feature centrality, proportional representation, normative age, and optimal performance age of 20 of the 60 occupations and the age-type of 20 different occupations. Results showed that participants reliably rated the occupations on a continuum from highly young-typed to highly old-typed. Occupations viewed as most appropriate for older workers included psychologists (clinical), bus drivers, and librarians, whereas those viewed as most appropriate for younger workers included recreation and fitness workers, bartenders, and hosts/hostesses. Interestingly, despite commonly held stereotypes that older workers are less competent than younger workers (Kite, Stockdale, Whitley, (&) Johnson, 2005), old-typed occupations were viewed as requiring higher competence than those viewed as young-typed. Additionally, roughly three times as many workers are needed to fill the most young-typed jobs compared to the most old-typed jobs (U.S. Census Bureau, 2000). Both of these findings suggest problems for an increasingly aging workforce (Administration of Aging, 2010). I also found that perceived proportional representation accounted for 79% of the variance in predicting the age-type of occupations. This suggests that people rely on general impressions of current worker ages, which supports career timetables theory's approach to the formation of occupational age-type. Implications for theory and research are discussed.
Show less - Date Issued
- 2011
- Identifier
- CFE0004156, ucf:49046
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0004156
- Title
- Dictionary Learning for Image Analysis.
- Creator
-
Khan, Muhammad Nazar, Tappen, Marshall, Foroosh, Hassan, Stanley, Kenneth, Li, Xin, University of Central Florida
- Abstract / Description
-
In this thesis, we investigate the use of dictionary learning for discriminative tasks on natural images. Our contributions can be summarized as follows:1) We introduce discriminative deviation based learning to achieve principled handling of the reconstruction-discrimination tradeoff that is inherent to discriminative dictionary learning.2) Since natural images obey a strong smoothness prior, we show how spatial smoothness constraints can be incorporated into the learning formulation by...
Show moreIn this thesis, we investigate the use of dictionary learning for discriminative tasks on natural images. Our contributions can be summarized as follows:1) We introduce discriminative deviation based learning to achieve principled handling of the reconstruction-discrimination tradeoff that is inherent to discriminative dictionary learning.2) Since natural images obey a strong smoothness prior, we show how spatial smoothness constraints can be incorporated into the learning formulation by embedding dictionary learning into Conditional Random Field (CRF) learning. We demonstrate that such smoothness constraints can lead to state-of-the-art performance for pixel-classification tasks.3) Finally, we lay down the foundations of super-latent learning. By treating sparse codes on a CRF as latent variables, dictionary learning can also be performed via the Latent (Structural) SVM formulation for jointly learning a classifier over the sparse codes. The dictionary is treated as a super-latent variable that generates the latent variables.
Show less - Date Issued
- 2013
- Identifier
- CFE0004701, ucf:49844
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0004701
- Title
- Democracy and desegregation.
- Creator
-
Hook, Sidney
- Date Issued
- 1958
- Identifier
- 2683646, CFDT2683646, ucf:5097
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/FCLA/DT/2683646
- Title
- The people versus segregated schools.
- Creator
-
Wilkerson, Doxey Alphonso
- Date Issued
- 1955
- Identifier
- 363354, CFDT363354, ucf:5298
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/FCLA/DT/363354
- Title
- A STUDY OF GENDER EQUALITY AT PRIVATE AND PUBLIC TWO-YEAR AND FOUR-YEAR FLORIDA INSTITUTIONS.
- Creator
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Malaret, Stacey, Tubbs, LeVester, University of Central Florida
- Abstract / Description
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This study sought to examine the perception of gender equality from the viewpoint of women administrators at Florida public and private two- and four-year institutions. Potential respondents were chosen from American College Personnel Association and/or National Association of Student Personnel Administrators databases. The data used for this study were obtained from 32 female administrators (50% response rate) who completed a self-administered online questionnaire, distributed to potential...
Show moreThis study sought to examine the perception of gender equality from the viewpoint of women administrators at Florida public and private two- and four-year institutions. Potential respondents were chosen from American College Personnel Association and/or National Association of Student Personnel Administrators databases. The data used for this study were obtained from 32 female administrators (50% response rate) who completed a self-administered online questionnaire, distributed to potential respondents in August and September, 2007. Collected data were entered into an SPSS database. Through data analysis, confidence intervals were reported for each survey item. Comparable means were studied for each of the six independent variables used in the survey. A broad array of gender equality information was disclosed in the data and literature. This information provided a basis for further research topics on perception on gender equality in higher education administration.
Show less - Date Issued
- 2007
- Identifier
- CFE0001849, ucf:47375
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0001849
- Title
- REGISTERED NURSES' ATTITUDES TOWARD THE PROTECTION OF GAYS AND LESBIANS IN THE WORKPLACE: AN EXAMINATION OF HOMOPHOBIA AND DISCRIMINATORY BELIEFS.
- Creator
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Blackwell, Christopher, Kiehl, Ermalynn, University of Central Florida
- Abstract / Description
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Discrimination and inequality encountered by gays and lesbians in the United States is profuse. A cornerstone of the gay rights movement, equality in the workplace has been a pivotal struggle for gays and lesbians. This study examined the attitudes and opinions of registered nurses (RNs) regarding homosexuals in general and the protection of homosexuals in the workplace through a nondiscrimination policy. The author measured overall homophobic and discriminatory beliefs of the sample using...
Show moreDiscrimination and inequality encountered by gays and lesbians in the United States is profuse. A cornerstone of the gay rights movement, equality in the workplace has been a pivotal struggle for gays and lesbians. This study examined the attitudes and opinions of registered nurses (RNs) regarding homosexuals in general and the protection of homosexuals in the workplace through a nondiscrimination policy. The author measured overall homophobic and discriminatory beliefs of the sample using the Attitudes Toward Lesbian and Gay Men (ATLG) Scale; the demographic questionnaire was infused with questions regarding a protective workplace policy. Using T-tests, one-way analysis of variance (ANOVA) and structural equation modeling (SEM), correlations between independent variables (gender, age, religious association, belief in the "free choice" model of homosexuality, education level, exposure to homosexuals through friends and/or family associations, race/ethnicity, and support or non-support of a workplace nondiscrimination policy protective of gay men and lesbians) with the dependent variable of homophobia were explored.
Show less - Date Issued
- 2005
- Identifier
- CFE0000599, ucf:46475
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0000599
- Title
- HOW DEFENDANT CHARACTERISTICS AFFECT SENTENCING AND CONVICTION IN THE US.
- Creator
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Kuenzli, Payton, Edwards, Barry, University of Central Florida
- Abstract / Description
-
This research study analyzes whether or not there is any relationship between sentencing and conviction and certain defendant characteristics in the US legal system. In the midst of a time where the nation is strongly divided politically, the topic is often the center of research projects and discussions in academic journals. Specifically, this research explores the 3 characteristics- race, gender, and socioeconomic status. Within this article, multiple case studies from other journals are...
Show moreThis research study analyzes whether or not there is any relationship between sentencing and conviction and certain defendant characteristics in the US legal system. In the midst of a time where the nation is strongly divided politically, the topic is often the center of research projects and discussions in academic journals. Specifically, this research explores the 3 characteristics- race, gender, and socioeconomic status. Within this article, multiple case studies from other journals are cited in which research and experiments have suggested that these factors do have influence on both whether or not a defendant gets convicted or for how long the defendant is sentenced. With these cases in mind, we try to test the theory for ourselves in a survey experiment amongst college students. The survey tests cases with instances of academic dishonesty in university with the defendant characteristics being manipulated for race, gender, and socioeconomic status. However, the results were inconclusive of any sort of link between those characteristics and the "sentencing" in the study.
Show less - Date Issued
- 2018
- Identifier
- CFH2000334, ucf:45740
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFH2000334
- Title
- SEX DETERMINATION USING DISCRIMINANT FUNCTION ANALYSIS OF CARPALS FROM MAYA SITES IN BELIZE FROM PRE-CLASSIC TO SPANISH COLONIAL PERIOD.
- Creator
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Labbe, Michelle D, Williams, Lana, University of Central Florida
- Abstract / Description
-
The sexing of human skeletal remains is important for identification and demographic purposes. It is made more difficult when elements such as the skull and pelvis are not recovered or are in too poor of a condition to assess. Previous studies have used carpal (wrist) bones of contemporary populations to assess the viability of these skeletal elements exhibiting sexual dimorphism, as these bones are small, compact elements that are usually recovered in good condition. This study evaluates the...
Show moreThe sexing of human skeletal remains is important for identification and demographic purposes. It is made more difficult when elements such as the skull and pelvis are not recovered or are in too poor of a condition to assess. Previous studies have used carpal (wrist) bones of contemporary populations to assess the viability of these skeletal elements exhibiting sexual dimorphism, as these bones are small, compact elements that are usually recovered in good condition. This study evaluates the use of carpal bones recovered from an ancient Maya population from Belize to determine the biological sex of individuals. The study sample is part of the Maya Archaeological Skeletal Collection (MASC), which contains individuals from the sites of Lamanai, San Pedro, Altun Ha, and Marco Gonzalez and dates from the Late Maya Pre-Classic (400 BC-AD 250) to the Spanish Colonial period (AD 1521-1821). Multiple measurements were taken on 36 capitate, 34 lunate, 34 scaphoid, 27 trapezium, 24 hamate, 22 triquetral, 22 trapezoid, and 16 pisiform bones from several individuals. Discriminant function analysis was used to determine if sexual dimorphism is measurable in this population using these elements. Previous studies used populations with known identities, assessing individuals from crypts, graveyards, or medical collections from the last few centuries. This study varies from previous studies as it utilizes archaeological remains, making this study one of the first to evaluate non-contemporary remains with unknown sex. Results of this study demonstrate that this population exhibits sexual dimorphism and discriminant function analysis can be used to distinguish between two groups. This demonstrates that carpals could be used to help determine biological sex of archaeological populations as well as a tool to help with identification in forensic cases.
Show less - Date Issued
- 2019
- Identifier
- CFH2000562, ucf:45645
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFH2000562
- Title
- Media Coverage and the Ferguson Unrest.
- Creator
-
Wyatt, Brittanni, Gay, David, Corzine, Harold, Jasinski, Jana, University of Central Florida
- Abstract / Description
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The media aids in bringing to light many social issues across the nation each and every day. Historically, police force on African Americans can be seen amongst many media outlets. However, with technological advances the media has flourished which makes it possible for the media to supply coverage of police force on African Americans more now than ever before. This exploratory analysis aimed to uncover ways in which the media has framed the individuals involved in the shooting of Michael...
Show moreThe media aids in bringing to light many social issues across the nation each and every day. Historically, police force on African Americans can be seen amongst many media outlets. However, with technological advances the media has flourished which makes it possible for the media to supply coverage of police force on African Americans more now than ever before. This exploratory analysis aimed to uncover ways in which the media has framed the individuals involved in the shooting of Michael Brown in Ferguson, Missouri on August 9, 2014. Articles from four media outlets were used in this analysis. Data was collected from the articles that specifically focused on terms and phrases used to describe the deceased and the officer involved as well as the altercation between the two individuals involved. Results of the analysis show that specific words to identify and describe the deceased and officer involved were used at a much higher rate in national news outlets as opposed to a local news out-let from Missouri. These results are specifically discussed as well as limitations and ideas for further research on the data that was collected and use.?
Show less - Date Issued
- 2015
- Identifier
- CFE0006019, ucf:51001
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0006019
- Title
- Habitat Use and Feeding Ecology of Delphinids Inferred from Stable Isotopes and Fatty Acid Signatures.
- Creator
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Browning, Nicole, Worthy, Graham, Jenkins, David, Hinkle, Charles, Cockcroft, Victor, University of Central Florida
- Abstract / Description
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Prey availability, directly or indirectly, affects all aspects of a predator's life history and is a primary factor influencing habitat selection and movements. This is especially true for delphinid species where it has been documented that the behaviors and movements of dolphins are strongly influenced by food availability. Unfortunately, the feeding ecology and habitat use patterns of many of these species are poorly understood. Many methodologies that have been employed to explore these...
Show morePrey availability, directly or indirectly, affects all aspects of a predator's life history and is a primary factor influencing habitat selection and movements. This is especially true for delphinid species where it has been documented that the behaviors and movements of dolphins are strongly influenced by food availability. Unfortunately, the feeding ecology and habitat use patterns of many of these species are poorly understood. Many methodologies that have been employed to explore these facets of dolphin ecology have limitations and constraints or are logistically infeasible. Stable isotope and fatty acid signature analyses have been used extensively on a wide variety of species and have been shown to be methodologies that overcome some of these limitations. These approaches can provide information on feeding habits and the geographic origin of the prey thereby giving tremendous insight into habitat usage patterns. The present study applied stable isotope and fatty acid signature methodologies to gain insight into the feeding ecology and habitat usage of various dolphin species to improve upon our understanding of these important facets of their life histories.The application of stable isotope analysis in ecological studies relies on both species and tissue specific measurements of parameters such as diet-tissue discrimination factors, the difference in stable isotope ratio between a consumer and its prey, and turnover rates, the change in tissue isotopic composition attributable to growth and tissue replacement. Initially, controlled studies were conducted and animals were switched from one isotopically distinct diet to another which allowed for the calculation of these values in bottlenose dolphin skin. Diet-tissue discrimination factors for dolphin skin averaged 2.20° for nitrogen and 0.82° for carbon. Average turnover rates (expressed in half-lives) in dolphin skin were 17 days for nitrogen and 16.5 days for carbon. The present study represents the first reported diet-tissue discrimination factors and turnover rates for carbon and nitrogen in the skin of any cetacean.Next, skin samples were collected from net-entangled and free-ranging dolphin species off the coast of South Africa and analyzed for stable carbon (?13C) and nitrogen (?15N) isotope ratios. The Indo-Pacific bottlenose dolphin (Tursiops aduncus), the common dolphin (Delphinus capensis), the striped dolphin (Stenella coeruleoalba), and the humpback dolphin (Sousa chinensis) all occur off the southeastern coast of South Africa with overlapping distributions. Isotopic signatures revealed resource partitioning among these four species of dolphins with differences in diets, as well as differences in the use of habitat. Mean values for ? 15N ranged from 11.92 (&)#177; 0.11° (n=3) for striped dolphins to 14.95 (&)#177; 0.19° (n=27) for humpback dolphins, indicating that these species are feeding at different trophic levels. Striped dolphin carbon isotope signatures were consistent with evidence that they typically forage further offshore (-17.94 (&)#177; 0.14°) and the carbon isotope values of the humpback dolphins reflected their use of inshore habitats by comparison (-15.16 (&)#177; 0.12°). Common and bottlenose dolphins for nitrogen (13.66 (&)#177; 0.08°, 14.35 (&)#177; 0.07° respectively) and carbon (-15.48 (&)#177; 0.07°, -15.76 (&)#177; 0.06° respectively) fell in between these two extremes. Analyses also revealed that males and females have differences in their diets. On average, males were enriched in ?15N by 0.74° compared to females suggesting some dietary differences in prey composition. Isotopic niche width has been compared to traditional measures of niches used by ecologists and was measured for these South African dolphins. Humpback and bottlenose dolphins had the largest standard elliptical area (SEA), striped dolphins had the smallest SEA, and the SEA for common dolphins was intermediate. Larger SEA values reflect a broader trophic diversity, while smaller SEA values reflect a narrower trophic diversity or a more specialized niche. Finally, a resident group of bottlenose dolphins (Tursiops truncatus) in the Indian River Lagoon (IRL) in east central Florida were sampled and explored for differences in isotopic signatures based on sex, age category, season, and location within the IRL. In addition to stable isotope analysis, fatty acid analysis was also used to compare and contrast the findings between the two techniques. Comparison of stable isotopic signatures revealed differences among age categories and among locations. Fatty acid analysis was able to discern further and found differences in the signatures between male and female dolphins. The combination of both techniques allowed for an extensive examination into the feeding ecology and habitat utilization of these resident dolphins. The Bayesian mixing model (Stable Isotope Analysis in R- SIAR) was validated using controlled study data and was found to be accurate when inputting isotopically distinct prey items (sources). The mixing model was then used to estimate the proportions of prey items that make up the diet of Indian River Lagoon bottlenose dolphins. Two models were run in which dolphins were grouped together (model 1) and dolphins were separated by year (model 2). Results of the model reaffirm stomach content analysis results previously obtained.Stable isotope techniques were applied to various dolphin species to gain better understanding of their feeding ecology and habitat utilization. Resource partitioning was suggested for four South African dolphin species which gives crucial insight into the ecology of both at-risk and data-deficient species. These discernments will provide much needed data to conservationists and managers and contributes to our general understanding of these species. This is the first study of its kind to undertake controlled diet studies with bottlenose dolphins which determined diet-tissue discrimination values and turnover rates for carbon and nitrogen isotopes in the skin of any cetacean. The current study is also the first of its kind to attempt to model bottlenose dolphin diet in the Indian River using stable isotopes. Food, being a primary driver for many species, can lend explanation of things like movement patterns, habitat usage, competition, reproductive success, survival, and the spread of diseases, which has been an issue in Indian River dolphins in recent years. Dietary information modeled in this study provided new data for the relative contribution of a suite of potential prey to an apex predator in the Indian River. Data produced through the current study contributes towards a large, unprecedented step forward in understanding dolphin ecology and the roll of cetacean stable isotope ecology.
Show less - Date Issued
- 2013
- Identifier
- CFE0004823, ucf:49733
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0004823
- Title
- Outcomes of Perceived Workplace Discrimination: A Meta-Analysis of 35 Years of Research.
- Creator
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Dhanani, Lindsay, Joseph, Dana, Fritzsche, Barbara, Beus, Jeremy, University of Central Florida
- Abstract / Description
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Given the substantial monetary and nonmonetary costs that both employees and organizationscan incur as a result of perceived workplace discrimination, it is important to understand the outcomes of perceived workplace discrimination as well as what moderates the discrimination-outcome relationship. While other meta-analyses of perceived discrimination have been published, the current meta-analysis expands prior meta-analytic databases by 81%, increasingthe stability of the estimated effects....
Show moreGiven the substantial monetary and nonmonetary costs that both employees and organizationscan incur as a result of perceived workplace discrimination, it is important to understand the outcomes of perceived workplace discrimination as well as what moderates the discrimination-outcome relationship. While other meta-analyses of perceived discrimination have been published, the current meta-analysis expands prior meta-analytic databases by 81%, increasingthe stability of the estimated effects. In addition, several prior meta-analyses have not focused exclusively on workplace discrimination. Consequently, the purpose of this meta-analysis is to provide a comprehensive quantitative review of perceived workplace discrimination, its consequences, and potential moderators of these relationships. Results showed that perceived workplace discrimination was related to decreased job satisfaction, reduced organizational commitment, greater withdrawal, and more perceived organizational injustice. Further, perceived workplace discrimination was associated with decreased mental health and physical health, lower ratings of life satisfaction, and increased work stress. Moderator analyses provided some evidence that perceiving the general presence of discrimination in one's organization may bemore detrimental than perceiving oneself to be personally targeted by discrimination at work.Additionally, moderator analyses provided some support that interpersonal discrimination maybe more detrimental than formal discrimination for some outcomes and that there may bedifferences in the perceived workplace discrimination-outcome relationships across different countries. The implications for workplace discrimination research and practice are discussed.
Show less - Date Issued
- 2014
- Identifier
- CFE0005481, ucf:50340
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0005481
