Gender Equity Workshops for STEMM Departments at IUPUI: Interim Report

The purpose of this study was to create and evaluate hybrid online + live department workshops to address issues regarding gender bias and gender equity in STEMM academic departments in an effort to create a welcoming campus climate for both female and male faculty and staff in these disciplines.IUPUI Welcoming Campus Initiativ

Beyond Representation of Women in I-O to Producing Gender-Inclusive Knowledge

Gardner, Ryan, and Snoeyink (2018) provided an excellent and much-needed analysis of the status of women in industrial and organizational (I-O) psychology. Although others have produced overall assessments of the status of women in psychology (Eagly & Riger, 2014; Kite et al., 2001), these are not sufficient to identify conditions within the subfields of psychology. As shown by statistics on the divisions of the American Psychological Association (http://www.apa.org/about/division/officers/services/profiles.aspx), the subfields differ greatly in their gender balance, with some being male dominated (e.g., experimental and cognitive science), others female dominated (e.g., developmental psychology), and still others representing women and men more equally (e.g., social and personality psychology). I-O psychology is among the more gender-balanced fields, with an increasing proportion of women over time. It would seem that I-O's gradual inclusion of more women should have changed aspects of research and discourse in this field. In this comment, we argue that these women have produced impressive changes

Employment and Marriage Market Tradeoffs in an LGB Sample

Within the last few years, lesbian, gay and bisexual (LGB) individuals are becoming more openly present in many social spheres, including the workplace and long-term relationships. As such, social scientists can better test heteronormative assumptions about role relationships. We examined the marriage-career juxtaposition question to determine whether LGB adults view a disconnect between mate selection attractiveness and career attractiveness for LGB targets. Data were collected through snowball sampling through social media, and emailing local and national LGB organizations. A total of 355 individuals attempted our online survey with a final sample of 187 LGB adults (52% female) who provided complete, usable data. Participants rated 32 vignettes of a target gay man or lesbian woman, and rated each on how attractive they were for either a career position in health services management, systems management, or as a life-partner. Vignettes additionally varied on factors that were aligned with a career focus or family focus. Intraclass correlations (ICCs) were used to compare the mean ratings of gay or lesbian targets on these three conditions. High ICCs would indicate strong correspondence between perceptions of target individuals for career attractiveness ratings and partner attractiveness ratings, and negative ICCs would indicate juxtaposition between career and partner attractiveness ratings. The pattern of results indicated moderately positive ICCs for either type of management position and the life partner position, signifying that LGB adults did not perceive a juxtaposition in either managerial career’s attractiveness with partner attractiveness. The ICCs were stronger for gay men rating gay male targets than for lesbian target ratings; lesbian women’s ICCs were not as high or differentiated. Unlike studies of heterosexual populations, this LGB sample did not perceive a disconnect between attractiveness for a career in management versus attractiveness as a life-partner. These results call into question heteronormative assumptions about life and gender roles. Mentors: Peggy Stockdale, Department of Psychology, Purdue School of Science, IUPUI; Milena Petrovic, Department of Psychology, Purdue School of Science, IUPU

Culture and support for workplace flexibility matter: An ecological framework for understanding flexibility support structures

Firms use flexible work arrangements (FWAs) to attract, retain, and satisfy human resource capital, while workers use them to manage work and nonwork demands and to reduce stress and conflict. Yet, even when firms have such policies on the books, employees often do not use them because they perceive a lack of support from their organization or their supervisor. Employees may even feel that they will be stigmatized for using such policies. Using an ecological framework, we examine factors that influence support for FWAs at multiple levels: the organization or business unit, the supervisor or work group, and the individual. We offer recommendations to address the mechanisms that affect FWA support at these levels of analyses and present ways organizational leaders may positively influence a work environment by supporting workplace flexibility

Evaluation of a Comprehensive Tobacco Cessation Curriculum for Dental Hygiene Programs

Dental health care providers continue to offer inconsistent and limited tobacco use cessation (TUC) interventions even though smoking-related morbidity and mortality continue to be a substantial health concern. Our purpose was to conduct a comprehensive, three-year (2003-06) TUC curriculum evaluation that included assessment of existing TUC education offered; dental hygiene educators\u27 readiness to incorporate TUC education into the curriculum; and development of a pre-test/post-test assessment instrument and faculty development program. This curriculum study was carried out alongside a research study to evaluate the effectiveness of a peer-reviewed tobacco curriculum (Tobacco Free! Curriculum). Faculty members (baseline n=97; third-year n=42) from the twelve dental hygiene associate degree programs in Illinois participated in the study, which included a pre-treatment survey, six hours of on-site TUC curriculum training, and a post-treatment survey to determine the attitudes, perceived barriers, and current practices in tobacco education. Results showed an average increase of eighty-five minutes spent on tobacco education in the dental hygiene curriculum, a large positive increase in the percentage of faculty members who formally assessed the use of 5As and 5Rs (21 percent to 88 percent), and a dramatic increase (+100) in the percentage of faculty members who taught or included most of the thirteen TUC content areas following the introduction of the curriculum and training program

The Need for Tobacco Education: Studies of Collegiate Dental Hygiene Patients and Faculty

The need for inclusion of comprehensive tobacco control education/training for health care providers continues to be stressed in publications addressing cessation services. The dental appointment presents an excellent opportunity to provide tobacco interventions to basically healthy people on regular intervals. The purpose of this study was twofold: 1) to assess the need (stage of change and concomitant need for tobacco cessation intervention) of dental hygiene patients at a Midwest dental hygiene clinic, and 2) to assess and compare the level of tobacco intervention education currently being offered by dental hygiene educators in a Midwestern state. Patients (n=426) of a collegiate dental health clinic completed a survey that assessed the level and type of tobacco cessation intervention patients might require. A statewide sample of dental hygiene faculty (n=97) were surveyed to determine the attitudes, perceived barriers, and current practices in tobacco education offered in their programs. Of patients who currently smoked (34.5 percent), 24.7 percent indicated being in the Action stage of change; 14.2 percent were in Preparation; 22.2 percent were in Contemplation; and 29 percent were in Precontemplation. Although faculty indicated tobacco education was very important (5.03 on 1-6 scale), they felt only moderately confident delivering tobacco education (3.18 on a 1-5 scale). Only 16 percent to 35 percent of faculty reported that their curriculum included brief motivational interviewing, pharmacotherapies, or setting-up a private practice tobacco control program. The results strongly suggest the need for a comprehensive, competency-based tobacco curriculum to enhance and expand existing dental hygiene programs

When “Good People” Sexually Harass: The Role of Power and Moral Licensing on Sexual Harassment Perceptions and Intentions

History has shown that people who embody responsibility-focused power have been credibly accused of sexual harassment. Drawing from power-approach and moral licensing theories, we present two complementary studies examining how responsibility-focused power triggers moral licensing, which, in turn, decreases perceptions of sexual harassment (Study 1) and increases intentions to engage in sexual harassment (Study 2). In Study 1, 365 participants read a scenario of a man embodying responsibility-focused power, self-focused power, or low power (control) and then read a case about the man’s alleged sexual harassment against a subordinate. Findings illustrated that moral crediting mediated the effect of power construal on false accusation judgments. In Study 2, 250 participants were primed to experience responsibility-focused power or low power. Responsibility-focused power increased sexual harassment intentions through effects on communal feelings and moral crediting. Based on these findings, we develop a new theoretical perspective on why sexual harassment occurs and why people deny perceiving it. We provide practical recommendations to organizational leaders for developing interventions, such as training, that may disrupt effects of power and moral licensing on sexual harassment intentions, and we encourage public discourse on the harms of harassment that supposed “good people” commit