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Usha Kapoor

Bio: Usha Kapoor is an academic researcher from Heartland Community College. The author has contributed to research in topics: Friendship & Bem Sex-Role Inventory. The author has an hindex of 1, co-authored 1 publications receiving 4 citations.

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Journal ArticleDOI
TL;DR: Women who succeed in traditionally male-dominated fields have previously been found to experience lower social acceptance, both from men in romantic contexts and from women in platonic contexts, and whether such preferences continue to exist is examined.
Abstract: Women who succeed in traditionally male-dominated fields have previously been found to experience lower social acceptance, both from men in romantic contexts and from women in platonic contexts. The present study examined whether such preferences continue to exist. Participants were 256 university students (110 men, 146 women) with an average age of 21.4 yr. (SD = 3.6). They answered the Bem Sex Role Inventory and the Modern Sexism Scale and also responded to four descriptions of stimulus persons which represented the variables of traditional versus nontraditional field and successful versus nondescribed academic performance. Results indicated that men preferred to date women in traditional careers (independent of their success). This finding was unrelated to men's scores on sex role orientation or egalitarianism and sexism. However, in platonic relationships, women favored women in nontraditional careers as friends.

4 citations


Cited by
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Journal ArticleDOI
TL;DR: The authors examined the role gender non-conformity plays in attitudes toward transgender people and found that gender nonconforming targets and transgender targets were perceived as more threatening to the distinction between men and women, and in two of the studies, gender conforming transgender targets are more threatening than conforming cisgender targets.
Abstract: The present research examined the role gender non-conformity plays in attitudes toward transgender people. Study 1 with 232 U.S college students focused on attitudes toward female targets; Study 2 with 217 U.S. college students focused on male targets; and Study 3 with 462 mTurk workers directly compared attitudes toward female and male targets. In all three studies, participants read a vignette depicting either a transgender or cisgender target who presents as either gender conforming or gender nonconforming. In all three studies, we found that gender nonconforming targets and transgender targets were perceived as more threatening to the distinction between men and women, and in two of the studies, we found that gender conforming transgender targets were more threatening than conforming cisgender targets. We also found that anti-transgender prejudice, traditional gender role beliefs (Studies 1 and 2), and biological gender essentialism (Study 3) moderated these effects. Transgender targets who conform to the traditional binary gender role associated with their gender expression are perceived as transgressing distinct binary gender boundaries, which may be threatening because “passing” transgender individuals are harder to detect as transgressors and because their “passing” challenges the belief that gender is biologically essential and immutable. Furthermore, as anti-transgender prejudice, traditional gender role beliefs, and gender essentialist beliefs increase, liking decreased and threat increased for transgender and gender nonconforming targets. Working to alter gender essentialist beliefs may be a route to reducing anti-transgender prejudice.

31 citations

Journal ArticleDOI
TL;DR: This article examined the gendered nature of implicitly held beliefs related to STEM careers and found that implicit STEM stereotypes predicted implicit STEM identity which in turn predicted majoring in STEM, consistent with predictions from balanced identity theory.
Abstract: The present study examines the gendered nature of implicitly held beliefs related to STEM careers. It tests predictions from balanced identity theory on the relations between implicit STEM gender stereotypes and implicit STEM identity, as well as predictions from the associative-propositional model related to exposure to counter-stereotypical exemplars in a sample of U.S. college-aged heterosexual romantic couples that varied in whether the woman majored in STEM or in female-dominated majors (FDM). Gender-STEM stereotypes and Self-STEM identification, as measured by Implicit Associations Tasks, were examined in 117 college women majoring in STEM or in FDM and in their romantic partners, some of whom were also majoring in STEM. Women in STEM majors evidenced stronger STEM identities while also demonstrating reduced Gender/STEM stereotypes in comparison to women in FDM and men in STEM. For women, implicit STEM stereotypes predicted implicit STEM identity which in turn predicted majoring in STEM, consistent with predictions from balanced identity theory. There was no support for the hypothesis that men’s exposure to counter-stereotypical women through their romantic relationships influenced their own implicit stereotypes, inconsistent with the associative-propositional model. Women in STEM fields and their romantic partners also evidenced more similar levels of STEM gender stereotypes when compared to the other couples. Dissemination of these results may encourage other STEM-talented women in similar pursuits.

15 citations

Journal ArticleDOI
TL;DR: In this article, the authors examined current literature on potential contributory factors in female service members' high marital dissolution rate and made recommendations for research to help understand and reverse this growing trend through prevention, intervention, and support efforts.
Abstract: The divorce rate for women serving in the U.S. military is significantly higher compared to their male counterparts and the civilian population as a whole. Divorce negatively affects women, their work, and their families. Like many who struggle with balancing multiple roles in life, military women may possess unique characteristics, which coupled with challenges in the military environment, lead to a high divorce rate. This article examines current literature on potential contributory factors in female service members' high marital dissolution rate. Recommendations are made for research to help understand and reverse this growing trend through prevention, intervention, and support efforts.

6 citations

DissertationDOI
01 Jan 2020
Abstract: Interpersonal Influences on Interpretation of Workplace Sexual Harassment Rachael E. Purtell The purpose of this thesis is to investigate how women interpret and respond to incidents of sexual harassment at work, in the context of both their romantic relationships and workplace cultures. Incorporating Ambivalent Sexism Theory (Fiske & Glick, 1995) to measure sexist attitudes, I presumed that their own, their partners’ and their presumed workplace’s sexism scores for both subsets would be linked to the women’s perceptions and behavioral intentions in response to being sexually harassed at work. Participants were 145 heterosexual adult women, employed full-time and in self-defined committed heterosexual relationships. Each completed a survey that included the Ambivalent Sexism Inventory (ASI) (Fiske & Glick, 1995), the Sexual Harassment Reporting Attitudes Scale (SHRAS) (Cesario, Parks-Stamm, & Turgut, 2018), likelihood of reporting scenarios of sexual harassment (SH), and number of special peers in the workplace. There was additional demographic data about the participants and their workplaces, most of which was incorporated as covariates. Results supported several of the asserted relationships. Although the predicted relationships between participants’ and their perceived partners’ and workplace sexist attitudes with reporting SH did not emerge, there were many significant findings regarding these variables and their associations with intolerance for SH. The majority of this study’s findings emerged as significant, even when testing alongside covariates of education, organization size, organization type, and number of special peers in the workplace with the exception of perceived partner HS and intolerance for SH that were non-significant. Future research should explore disclosures exchanged regarding such incidents at work in the context of both romantic relationships and other social relationships in and out of work.

1 citations