Archives of scientific psychology最新文献

{"title":"Patching the “leaky pipeline”: Interventions for women of color faculty in STEM academia.","authors":"S. Liu, Stephanie E. V. Brown, Isaac E. Sabat","doi":"10.1037/arc0000062","DOIUrl":"https://doi.org/10.1037/arc0000062","url":null,"abstract":"The “leaky pipeline” entails the progressive loss of competent women faculty members in the fields of science, technology, engineering, and mathematics (STEM). These leaks have been identified at various career stages, including selection, promotion, and retention. Efforts to increase female representation in STEM academia have had mixed results: Although the overall percentage of STEM women faculty has increased in recent decades, the percentage of women of color faculty (WOCF) in STEM has decreased. These differential effects may stem from the fact that most existing interventions for increasing female representation in STEM academia have not been intersectional in nature. However, when the intersectionality of race ethnicity and gender are accounted for, WOCF are more likely to thrive professionally and feel like they matter to the institution. In this article, intersectionality theory is employed to identify the specific barriers in selection, promotion, and retention faced by WOCF within the scope of academic STEM careers and to identify the types of interventions that are likely to be particularly effective at fixing these leaks. In doing so, this article provides a framework for future research in the area of improving diversity and inclusion of WOCF in STEM. S C I E N T I F I C A B S T R A C T There has been a great deal of research on the concept of the “leaky pipeline,” which is the progressive loss of competent women faculty in the fields of science, technology, engineering, and mathematics (STEM). Research has shown that women academics are less likely than men to be selected, promoted, and retained in STEM departments. In recent years, there have been programs to increase the representation of women in STEM departments, which have resulted in increasing the overall percentage of STEM women faculty in the United States. However, despite these efforts, the percentage of women of color faculty (WOCF) in STEM has decreased. This simultaneous increase in overall numbers of women faculty in STEM and decrease in numbers of women of color faculty in STEM might be because these programs did not consider intersectional barriers. When the intersectionality of race ethnicity and gender is accounted for, WOCF are more likely to thrive professionally and feel like they matter to the institution. In this article, we consider the unique challenges faced by WOCF in STEM departments within selection, promotion, and retention. Furthermore, we identify the types of interventions and programs that are likely to be particularly effective at fixing these leaks within the pipeline. Last, we call for more research to be conducted to assess whether these programs are actually helpful in remediating these disparities for women of color in STEM departments.","PeriodicalId":89891,"journal":{"name":"Archives of scientific psychology","volume":"53 3","pages":"32-39"},"PeriodicalIF":0.0,"publicationDate":"2019-11-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41302284","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Answering prospective student e-mails: The effect of student gender, individuation, and goals.","authors":"Carmen K. Young, Naomi M. Fa-Kaji, Shannon K. Cheng, M. Beier, Mikki R. Hebl","doi":"10.1037/arc0000058","DOIUrl":"https://doi.org/10.1037/arc0000058","url":null,"abstract":"","PeriodicalId":89891,"journal":{"name":"Archives of scientific psychology","volume":"7 1","pages":"12-21"},"PeriodicalIF":0.0,"publicationDate":"2019-11-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46958850","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Gender equality in the workplace: An introduction.","authors":"Mikki R. Hebl, E. King","doi":"10.1037/arc0000071","DOIUrl":"https://doi.org/10.1037/arc0000071","url":null,"abstract":"","PeriodicalId":89891,"journal":{"name":"Archives of scientific psychology","volume":"7 1","pages":"1-3"},"PeriodicalIF":0.0,"publicationDate":"2019-11-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47895735","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The consequences of making the right impressions for STEM women: Metastereotypes, impression management, and supervisor ratings.","authors":"Veronica L. Gilrane, Jennifer L. Wessel, Ho Kwan Cheung, E. King","doi":"10.1037/arc0000065","DOIUrl":"https://doi.org/10.1037/arc0000065","url":null,"abstract":"","PeriodicalId":89891,"journal":{"name":"Archives of scientific psychology","volume":"7 1","pages":"22-31"},"PeriodicalIF":0.0,"publicationDate":"2019-11-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42333672","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Gender discrimination in hiring: Intersectional effects with ethnicity and cognitive job demands.","authors":"Eva Derous, R. Pepermans","doi":"10.1037/arc0000061","DOIUrl":"https://doi.org/10.1037/arc0000061","url":null,"abstract":"When considering hiring discrimination, scientific research typically considers 1 applicant characteristic at a time (such as the applicant’s gender or ethnicity), despite that applicants belong to various social groups (e.g., being a woman and belonging to an ethnic minority group). Moreover, the type of job one is applying for might further activate/inhibit stereotypical ideas about an applicant’s “fit” into that job position. The overall goal of this study was to investigate “double jeopardy” against Maghreb/Arab minority female applicants when they applied for a high-cognitive demanding job. Maghreb/Arabs are one of the largest ethnic minority groups in Belgium (where this study was conducted), who also suffer low labor market outcomes compared with other ethnic minorities and their native/Belgian counterparts. An experimental study was designed where 214 native/Belgian human resources (HR) professionals evaluated resumés of native/Belgian and equally qualified Maghreb/Arab applicants (female/male), who applied for either a highcognitive demanding job (manager) or a low-cognitive demanding job (clerk). Our study shows indeed a double jeopardy problem regarding Maghreb/Arab female applicants when they applied for the high-cognitive demanding job but not so when they applied for the low-cognitive demanding job. Given that all applicants were equally qualified for the job positions studied, HR professionals’ job suitability perceptions seemed to be affected by job-irrelevant factors, namely applicants’ multiple group status. Yet, the type of job one was applying for seemed to trigger this. In sum, our study findings highlight the need for considering gender discrimination from a much more complex perspective, thereby taking into account other minority characteristics (like ethnicity) and job characteristics (like cognitive demands). This might better mirror reality and deepen our understanding of hiring discrimination in order to avert it. S C I E N T I F I C A B S T R A C T Studies on hiring discrimination typically consider 1 diversity dimension at a time. Building on a multiple categorization and cognitive matching perspective, this study investigated how applicants’ gender intersects with other status characteristics (ethnicity) and cognitive job demands for a better understanding of gender discrimination in resumé screening. An experimental study among 214 Belgian human resources professionals showed that a Maghreb/Arab female applicant received lower job suitability ratings compared with equally qualified native/Belgian female and Maghreb/Arab male applicants when they applied for a high-cognitive demanding job. No differences were found when they applied for a low-cognitive demanding job. Study findings point to the complexity of gender discrimination in hiring (i.e., resumé screening) as double jeopardy of ethnic minority women (i.e., Maghreb/Arab) may also depend on the type of job (i.e., cognitive demanding or not) one is applying for.","PeriodicalId":89891,"journal":{"name":"Archives of scientific psychology","volume":"7 1","pages":"40-49"},"PeriodicalIF":0.0,"publicationDate":"2019-11-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42973363","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Top management gender diversity and organizational attraction: When and why it matters.","authors":"Juan M. Madera, Linnea C. Ng, Jane M. Sundermann, Mikki R. Hebl","doi":"10.1037/arc0000060","DOIUrl":"https://doi.org/10.1037/arc0000060","url":null,"abstract":"","PeriodicalId":89891,"journal":{"name":"Archives of scientific psychology","volume":"7 1","pages":"90-101"},"PeriodicalIF":0.0,"publicationDate":"2019-11-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49188503","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Stereotype threat and women’s work satisfaction: The importance of role models.","authors":"Clarissa Cortland, Zoe Kinias","doi":"10.1037/arc0000056","DOIUrl":"https://doi.org/10.1037/arc0000056","url":null,"abstract":"","PeriodicalId":89891,"journal":{"name":"Archives of scientific psychology","volume":"7 1","pages":"81-89"},"PeriodicalIF":0.0,"publicationDate":"2019-11-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47498495","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Can looks deceive you? Attractive decoys mitigate beauty is beastly bias against women.","authors":"Stefanie K Johnson, Elsa T. Chan","doi":"10.1037/ARC0000066","DOIUrl":"https://doi.org/10.1037/ARC0000066","url":null,"abstract":"","PeriodicalId":89891,"journal":{"name":"Archives of scientific psychology","volume":"7 1","pages":"60-70"},"PeriodicalIF":0.0,"publicationDate":"2019-11-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41616126","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Empirical Failures of the Claim That Autistic People Lack a Theory of Mind.","authors":"Morton Ann Gernsbacher,&nbsp;Melanie Yergeau","doi":"10.1037/arc0000067","DOIUrl":"https://doi.org/10.1037/arc0000067","url":null,"abstract":"<p><p>The claim that autistic people lack a theory of mind-that they fail to understand that other people have a mind or that they themselves have a mind-pervades psychology. This article (a) reviews empirical evidence that fails to support the claim that autistic people are uniquely impaired, much less that all autistic people are universally impaired, on theory-of-mind tasks; (b) highlights original findings that have failed to replicate; (c) documents multiple instances in which the various theory-of-mind tasks fail to relate to each other and fail to account for autistic traits, social interaction, and empathy; (c) summarizes a large body of data, collected by researchers working outside the theory-of-mind rubric, that fails to support assertions made by researchers working inside the theory-of-mind rubric; and (d) concludes that the claim that autistic people lack a theory of mind is empirically questionable and societally harmful.</p>","PeriodicalId":89891,"journal":{"name":"Archives of scientific psychology","volume":"7 1","pages":"102-118"},"PeriodicalIF":0.0,"publicationDate":"2019-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6959478/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"37543661","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Longitudinal biases against corrective actions.","authors":"R. Larzelere, Hua Lin, M. Payton, I. Washburn","doi":"10.1037/ARC0000052","DOIUrl":"https://doi.org/10.1037/ARC0000052","url":null,"abstract":"","PeriodicalId":89891,"journal":{"name":"Archives of scientific psychology","volume":" ","pages":""},"PeriodicalIF":0.0,"publicationDate":"2018-12-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49210785","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}