Yolanda Flores Niemann

Bio: Yolanda Flores Niemann is an academic researcher from University of North Texas. The author has contributed to research in topics: Ethnic group & Mental health. The author has an hindex of 19, co-authored 26 publications receiving 1640 citations. Previous affiliations of Yolanda Flores Niemann include University of Houston & University of California, Davis.

Presumed Incompetent: The Intersections of Race and Class for Women in Academia

Abstract: Presumed Incompetent is a path breaking account of the intersecting roles of race, gender, and class in the working lives of women faculty of color. Through personal narratives and qualitative empirical studies, more than 40 authors expose the daunting challenges faced by academic women of color as they navigate the often hostile terrain of higher education, including hiring, promotion, tenure, and relations with students, colleagues, and administrators. The narratives are filled with wit, wisdom, and concrete recommendations, and provide a window into the struggles of professional women in a racially stratified but increasingly multicultural America.

Use of Free Responses and Cluster Analysis to Determine Stereotypes of Eight Groups

Abstract: A two-part study contrasted the utility of free-response and checklist methodologies for ascertaining ethnic and gender stereotypes. Descriptions of data collection, organization, and cluster and entropy analyses are provided. Results indicate that important differences emerge between data resulting from free-response methodology and those obtained with traditionally employed adjective checklists. These differences include the generation of a large percentage of physical descriptors and within-ethnic-group gender differences in stereotype content. A major finding is the generation of a large number of distinct responses coupled with low-frequency use of any particular response. Study 2 specifically examined whether free-response data are more schematic than checklist data. Results indicate that free-response data have a greater dependency and may thus be indicative of schematic response. This schematic response may, in turn, indicate more automatic processing than is evident with data from checklist metho...

Racial, Ethnic, and Cultural Differences in Responding to Distinctiveness and Discrimination on Campus: Stigma and Common Group Identity

Abstract: The present article examines how the salience of group membership can moderate or diffuse feelings of stigmatization for members of racial and ethnic minorities. A series of studies is presented that demonstrate that the development of a common group identity can diffuse the effects of stigmatization, improve intergroup attitudes, and enhance institutional satisfaction and commitment among college students and faculty. Strategies and interventions designed to address the effects of stigmatization, however, need to consider the different value and importance of racial and ethnic group identities for Whites and for people of color.

Relationship of solo status, academic rank, and perceived distinctiveness to job satisfaction of racial/ethnic minorities

Abstract: The relationships among solo status of racial/ethnic minorities in psychology departments, job satisfaction, and subjective feelings of distinctiveness were examined. Distinctiveness was defined as stigmatizing feelings associated with token status of racial/ethnic minorities in academia. It was hypothesized that minorities in positions of solo (relative to nonsolo) status within their departments, members of more stigmatized groups, and minorities occupying lower academic ranks would feel more distinctive and less satisfied with their jobs and that perceptions of distinctiveness would mediate job satisfaction. The data partially supported these hypotheses, most notably for African Americans. The implications of situational salience and the importance of recognizing differences among and between minority groups are considered.

The making of a token : A case study of stereotype threat, stigma, racism, and tokenism in academe

Abstract: Cet article montre comment l'A., professeur Chicana americaine en lutte constante contre le racisme a l'universite, s'en trouve psychologiquement eprouvee, particulierement en ce qui concerne le racisme internalise et les sentiments de stigmatisation qui en resultent. C'est aussi une histoire de la resilience Chicana. Cette experience, partagee par de nombreuses Chicanas/Latinas dans les institutions d'enseignement superieur aux Etats-Unis, reste delicate a relater car ces temoignages sont vus comme un risque supplementaire dans une carriere deja jalonnee d'obstacles. C'est pourquoi l'A. conclut par quelques recommandations pour dejouer les pieges du racisme a l'universite, qu'il soit affiche ouvertement ou dissimule

Human Nature and the Social Order

Abstract: “WHAT can men do, what do they do, and what do they want to do ?”—these are the uestions that Prof. Thorndike seeks to answer in a very comprehensive and elaborate treatise. His undertaking is inspired by the belief that man has the possibility of almost complete control of his fate if only he will be guided by science, and that his failures are attributable to ignorance or folly. The main approach is through biological psychology, but all the social sciences are appealed to and utilized in an effort to deal with the human problem as a whole. The relative immaturity of the sciences dealing with man is continually stressed, but it is claimed that they provide a body of facts and principles which are “far above zero knowledge”, and that even now they are capable of affording valuable guidance in the shaping of public policy. Human Nature and the Social Order By E. L. Thorndike. Pp. xx + 1020. (New York: The Macmillan Company, 1940.) 18s. net.

Guidelines on Multicultural Education, Training, Research, Practice, and Organizational Change for Psychologists

Abstract: Preface All individuals exist in social, political, historical, and economic contexts, and psychologists are increasingly called upon to understand the influence of these contexts on individuals’ behavior. The “Guidelines on Multicultural Education, Training, Research, Practice, and Organizational Change for Psychologists” reflect the continuing evolution of the study of psychology, changes in society at large, and emerging data about the different needs of particular individuals and groups historically marginalized or disenfranchised within and by psychology based on their ethnic/racial heritage and social group identity or membership. These “Guidelines on Multicultural Education, Training, Research, Practice, and Organizational Change for Psychologists” reflect knowledge and skills needed for the profession in the midst of dramatic historic sociopolitical changes in U.S. society, as well as needs of new constituencies, markets, and clients. The specific goals of these guidelines are to provide psychologists with (a) the rationale and needs for addressing multiculturalism and diversity in education, training, research, practice, and organizational change; (b) basic information, relevant terminology, current empirical research from psychology and related disciplines, and other data that support the proposed guidelines and underscore their importance; (c) references to enhance ongoing education, training, research, practice, and organizational change methodologies; and (d) paradigms that broaden the purview of psychology as a profession.