Relations Between Rape Myths, Ambivalent Sexism, Social Dominance Orientation, and Right-Wing Authoritarianism Across Gay and Straight Women and Men: More Similar Than Dissimilar.

Rape myths support and fuel cultural understandings regarding gender roles and deny the victim's rights and strengthen those of the instigator. Little research exists examining the invariance of rape myths measures and models used to explain rape myths across gay and straight samples. Examining correlates of rape myths and determining if the pattern of relations between correlates is similar across gay and straight male and female samples provides insights into socially constant factors that are influencing rape myth acceptance. Participants (294 straight women, 282 gay women, 293 straight men, and 234 gay men) were asked to complete measures of social dominance orientation (SDO), right-wing authoritarianism (RWA), ambivalent sexism toward women, ambivalent sexism toward men, and rape myths toward women. We tested four models that highlighted significant, direct paths between SDO, RWA, and rape myth acceptance. Both hostile sexism toward women and benevolent sexism toward men demonstrated significant indirect effects between SDO, RWA, and rape myth acceptance. Benevolent sexism toward women and hostile sexism toward men demonstrated, in most samples, significant indirect effects between SDO, RWA, and rape myth acceptance. However, the strength of those relations differed for gay and heterosexual samples. This provides further understanding of rape myths as SDO, RWA, and benevolent and hostile sexism toward men and women play a role in supporting rape myth acceptance and establishes that, overall, these relations are more similar than dissimilar across straight and gay samples.

Attitudes towards women in the military and their relation to both quantity and quality contact with female leaders.

Contact experiences with women in senior leadership roles are important for creating acceptance of women in organizations dominated by men, such as the military, as leadership roles are considered demanding, requiring numerous agentic qualities that are often ascribed to men. The military lacks women in leadership levels within its organization. We wished to determine whether quality and quantity contact with women in leadership positions reduces intergroup anxiety, increases empathy and perspective-taking, and subsequently creates more favorable attitudes toward women in the military. This was examined in three studies, one with a military sample consisting of men (n = 95), another with a civilian sample of men (n = 367), and a third study with a civilian sample of women (n = 374). Our findings revealed that quality contact was related to attitudes toward women in the military for all three samples. Results from the indirect effects tests conducted for the civilian male and female samples revealed that for civilian men, intergroup anxiety demonstrated a significant indirect effect between quantity contact and attitudes toward women in the military, while both intergroup anxiety and perspective-taking demonstrated significant indirect effects between quality contact and attitudes toward women in the military. Furthermore, both quantity and quality contact demonstrated significant direct effects. On the other hand, results revealed that for civilian women the only significant relation was the direct effect between quality contact and attitudes toward women in the military. Intergroup anxiety, perspective-taking, and empathy did not demonstrate any indirect effects for the civilian women sample. Thus, given that interactions with women in leadership positions are related to views of women in the military, research should further explore the role of contact for women in non-traditional work roles.

Are equitable physical performance tests perceived to be fair? Understanding officer cadets' perceptions of fitness standards.

In the last few decades, the armed forces in Western countries such as Canada and the United States have accepted women into virtually all military occupations. Despite this, a growing body of research confirms that female service members face prejudiced treatment while conducting their work in these organizations that continue to be predominately masculine and male-dominated. In particular, women attending the Canadian Military Colleges (CMCs) experience gender-related conflicts arising from the dissimilar fitness test standards between male and female cadets. There have been, however, few studies that scrutinize the psychological mechanisms of these tensions. The aim of this study was to unpack the existing biased perceptions against women pertaining to physical fitness through ambivalent sexism, social dominance orientation, and right-wing authoritarianism. Officer and naval cadets (n = 167, 33.5% women) at the Royal Military College of Canada (RMC) completed survey measures. Indirect effect analyses showed that cadets who viewed the fitness standards to be unfair expressed more hostile rather than benevolent sexist outlooks against women, and these negative feelings were connected to greater levels of social dominance and right-wing authoritarianism. These results indicate that sexist beliefs, competitive worldviews, and authoritarianism are underlying attitudes that should be addressed by militaries striving to fully integrate women into their forces.

Nonjudgmental Regard of Others: Investigating the Links Between Other-Directed Trait Mindfulness and Prejudice.

Although researchers predict that experiencing greater trait mindfulness should be related to less prejudiced attitudes towards others, the evidence has been inconsistent. We suggest that this is due to the narrow operationalizations of mindfulness that have been utilized thus far. Specifically, research to date has relied solely on mindfulness as it pertains to the self. We therefore examined an expanded definition of mindfulness to study the role of nonjudgmental attitudes towards others and its relation with prejudice. Using a new measure of Nonjudgmental Regard towards Others (NRO), the current study found that Ideological Acceptance, or judgments of another's actions, ideas, and personality, and Emotion Acceptance, or acceptance of another's emotions and emotional expressions, were independently associated with prejudiced attitudes towards numerous different outgroups such as drug users, people who are overweight, homosexuals, and people with disabilities. Furthermore, they were able to explain variance over and above the Five Facet Mindfulness Questionnaire, Social Dominance Orientation and Right-Wing Authoritarianism. Having a nonjudgmental regard towards others, not just the self, may be an important component of mindfulness that has not yet been explored.

The moderating role of alienation on the relation between social dominance orientation, right-wing authoritarianism, and person-organization fit.

Right-Wing Authoritarianism and Social Dominance Orientation have been found to be related with Person-Organization fit. This study examined whether alienation also plays a role in the relation between Person-Organization fit and these two socio-political attitudes. Measures of Right-Wing Authoritarianism, Social Dominance Orientation, alienation, and Person-Organization fit were given to a sample of Officer Cadets (N = 99; M age = 22.8 yr., SD = 5.4). The findings suggest that when individuals felt alienated, Social Dominance Orientation and Right-Wing Authoritarianism were not related to Person-Organization fit. When alienation was low, Social Dominance Orientation and Right-Wing Authoritarianism interacted to predict Person-Organization fit. Therefore, feelings of alienation can influence the perception of fit within an organization and the relation between perception of fit with Social Dominance Orientation and Right-Wing Authoritarianism.

Evidence of reliability and validity for the Universal Orientation scale.

The relationships of Universal Orientation with Right-Wing Authoritarianism and Social Dominance Orientation were examined in two studies. Undergraduate students from various universities completed three measures. 314 participated in Study 1 and 461 participated in Study 2. Scores on the Universal Orientation scale correlated weakly with those on the Right-Wing Authoritarianism scale (r = -.14 for both samples) and moderately with the Social Dominance Orientation scale (r = -.50 for Sample 1 and r = -.36 for Sample 2). Low Cronbach alphas for the Universal Orientation scale (alpha = .68 for the first sample and alpha = .60 for the second sample) suggest the scale requires revision.

Personality change of officer cadets in the Canadian Forces.

The present research assessed the extent to which 46 officer cadets' personalities changed as a result of spending four years in a military academic institution. Four personality variables were examined, Surgency, Achievement, Conscientiousness, and Internal Control. Given the nature of the military environment and training, we hypothesized that individuals' scores on these scales would increase with time. Analysis indicated scores on all four scales decreased. A confound occurred as in the first administration of the measure participants were completing the measure as part of a selection procedure whereas in the second one participants completed measures voluntarily.

Emotional intelligence and prosocial behaviors in adolescents.

The relationship between emotional intelligence and prosocial behaviors and sex differences in 134 adolescents involved in a 6-wk. training camp run by the military was investigated. They were asked to evaluate themselves on emotional intelligence and randomly chosen peers evaluated them on prosocial behaviors, indicated by organizational citizenship behaviors, a measure used in work organizations. Ratings of emotional intelligence significantly correlated with scores on two of the five organizational citizenship behavior factors: Altruism (r = .25, p < .01) and Civic virtue (r = .24, p < .01). The girls scored somewhat, but not significantly, higher than the boys on Emotional Intelligence, Altruism, Conscientiousness, and Civic virtue, an observation which might be explored further.

Overt honesty measures predicting admissions: an index of validity or reliability.

Honesty questionnaires are often validated against a paper-and-pencil criterion in which respondents are asked to admit to past incidents of dishonesty. However, substantial overlap in the methods of assessment and in item content between predictor and criterion suggest that it is not validity that is being assessed, but rather a form of reliability. In this study, the relations between two overt measures of honesty (the Phase II Profile and the Workplace Productivity Questionnaire) and an admissions criterion were evaluated. The results suggest that the strong correlations between the Phase II Profile and the admissions criterion (r = -.67) and between scores on the Workplace Productivity Questionnaire and the admissions criterion (r = -.62) may be largely due to overlapping item content.