青少年性行为"滞后释放"现象的实证解释

青春期中的青少年是处于心理冲突中还是可以平稳度过,一直是心理学和社会学讨论的焦点。“推拉理论”揭示了青春期中青少年性行为何以发生,又何以约束的本质。通过15年来对大城市青少年的性意识和性行为变化的跟踪发现:(1)“环境变量”是健康的,性教育开展本身将有利于绝大多数青少年安稳地度过青春期,而不是相反。(2)城市青少年性行为“滞后释放”现象。即一方面对青少年 (中学生)性行为存在“高估”偏向,另一方面却对大学生性行为存在“低估”倾向。     

Intersectionality: Connecting experiences of gender with race at work

In recent years, research from various disciplines, including social psychology, sociology, economics, gender studies, and organizational behavior, has illuminated the importance of considering the various ways in which multiple social categories intersect to shape outcomes for women in the workplace. However, these findings are scattered across disciplines, making it difficult for organizational scholars to leverage this knowledge in the advancement of gender research. The purpose of this review is to assemble these findings to capture how gender and race, when considered in tandem, can generate new understandings about women of different racial groups and their experiences in the workplace. We first provide a review of both historic and contemporary interpretations of the intersectionality concept. Next, using an intersectional framework, we review key findings on the distinct stereotypes ascribed to Black, Asian, and White women, and compare and contrast the differential impact of these stereotypes on hiring and leadership for these subgroups of women. Building from these stereotypes, we further review research that explores the different job roles that Black, Asian, and White women occupy, specifically focusing on the impact of occupational segregation, organizational support, and the motherhood penalty. Finally, we examine how the frequency, emotional toll, and legal implications of sexual harassment can vary for women of differing races. Through this review, we bring attention to the pitfalls of studying women as a monolithic category and call for organizational scholars to consider the role of intersectionality in shaping workplace outcomes.     

Gender Roles and the Expression of Driving Anger Among Ukrainian Drivers

The current study investigated the validity of the revised (25‐item) version of the driving anger expression inventory (DAX) on a novel sample of 385 drivers from Ukraine. The roles of sex and gender in relation to self‐reported aggressive tendencies were also examined. Confirmatory factor analysis supported the four‐factor structure of the DAX (adaptive/constructive expression; use of the vehicle to express anger; verbal aggressive expression; and personal physical aggressive expression), and the three aggressive factors were found to have positive relationships with trait anger and driving anger, while adaptive/constructive expression was negatively related to trait and driving anger. Drivers who reported recent near‐misses or loss of concentration scored higher on verbal aggressive expression. Those who had recently received a traffic ticket also reported higher levels of all three types of aggressive anger expression. Further, the presence of feminine traits, but not sex, predicted more adaptive/constructive behaviors and lower scores for verbal aggressive expression, personal physical aggressive expression, and total aggressive expression. However, masculine traits did not predict any of these factors. This research concludes that the revised DAX is a valid tool to measure the expression of driving anger and that the endorsement of feminine traits is related to less aggressive expression of driving anger.     

A Motivational Theory of Roles,Rewards, and Institutions

In this paper, we attempt to rehabilitate the notion of role by linking sociological role theory to recent work on motivational, affective, and cognitive neuroscience specifying the internal mechanisms behind motivated action. We argue that there is nothing inherently problematic or retrogressive in the idea of “role,” once its link to a purely normative account of motivated action is severed. Instead, by conceptualizing roles as emerging and persisting around structured reward systems, we are able to incorporate contemporary motivational science such that rewards become the proximate causal mechanisms currently missing in role theory. Consequently, a key implication of our argument is that the best way to link role, action, and structures is by reviving the idea of institutions as literal reward systems, which allows us to envision roles as the mechanisms via which the pursuit and delivery of rewards and goal-objects are routinized. Implications for a motivational theory of roles, rewards, and institutions is discussed.