Associations between sexual assault victimization and risky drinking within college women's personal networks
Autor/in:
Patterson, Megan; Prochnow, Tyler; Fehr, Sara; et al.
Quelle: Violence against women, 28 (2022) 11, S 2603–2623
Inhalt: Within a sample of college women, this study assessed if an individual's (i.e., ego) history of sexual assault was related to her connecting with risky drinkers, and if her social contacts (i.e., alters) who had experienced sexual assault were also people who engaged in risky drinking. Results suggest ego's history of sexual assault was associated with her connecting to risky drinkers. Generally, egos reported alters who experienced sexual assault were more likely to drink in higher quantities, except when the ego and alter both had experienced sexual assault. Findings highlight the importance of social connections for survivors of sexual assault.
Risk and Protective Factors for Men’s Sexual Violence Against Women at Higher Education Institutions: A Systematic and Meta-Analytic Review of the Longitudinal Evidence - Bridget Steele, Mackenzie Martin, Alexa Yakubovich, David K. Humphreys, Elizabeth Nye, 2022
Autor/in:
Steele, Bridget; Martin, Machenzie; Nye, Elizabeth; et al.
Quelle: Trauma, violence & abuse, 23 (2022) 3, S 716–732
Inhalt: Sexual violence among higher education institution (HEI) students is a growing public health concern. To date, there is little evidence on how to effectively pr...
Schlagwörter:data analysis; men; offensive speech; perpetrator; Review; sexual abuse; violence
The Intersection of Racial and Gender Attitudes, 1977 through 2018
Autor/in:
Scarborough, William J.; Pepin, Joanna; Lambouths, Danny; et al.
Quelle: American Sociological Review, 86 (2021) 5, S 823–855
Inhalt: Intersectionality scholars have long identified dynamic configurations of race and gender ideologies. Yet, survey research on racial and gender attitudes tends to treat these components as independent. We apply latent class analysis to a set of racial and gender attitude items from the General Social Survey (1977 to 2018) to identify four configurations of individuals’ simultaneous views on race and gender. Two of these configurations hold unified progressive or regressive racial and gender attitudes. The other two formations have discordant racial and gender attitudes, where progressive views on one aspect combine with regressive views on the other. In the majority of survey years, the most commonly held configuration endorsed gender equality but espoused new racialist views that attributed racial disparities to cultural deficiencies. This perspective has become increasingly common since 1977 and is most prevalent among White women and White men, likely due to racial-group interest. Black women and Black men, in contrast, are more likely to embrace progressive racial and gender attitudes. We argue that White men’s gender egalitarianism may be rooted in self-interest, aimed at acquiring resources through intimate relationships. In contrast, Black men adopt progressive racial and gender attitudes to form a necessary coalition with Black women to challenge racism.
Schlagwörter:gender attitudes; General Social Survey; intersectionality; Meinungsumfrage; public discourse; racial attitude; USA
CEWS Kategorie:Europa und Internationales, Frauen- und Geschlechterforschung
Wie Gewalt untersuchen? Ein Kodierschema für einen reflexiven Gewaltbegriff
Autor/in:
Barth, Jonas; Fröhlich, Johanna; Lindemann, Gesa; et al.
Quelle: Forum Qualitative Sozialforschung / Forum: Qualitative Social Research, 22 (2021) 1
Inhalt: Wir unterbreiten in dem vorliegenden Text einen Vorschlag für ein der interpretativen Forschung angemessenes Gewaltverständnis und skizzieren seine methodologischen Konsequenzen. In Auseinandersetzung mit qualitativen Studien zu Gewalt verbinden wir eine klare theoretische Explikation des Phänomens Gewalt mit der von der qualitativen Sozialforschung geforderten Offenheit gegenüber dem Material. Wir gehen dabei von der Unterscheidung zwischen einem positiven und einem reflexiven Gewaltbegriff aus: Wenn Gewalt aus der Beobachter*innenperspektive inhaltlich definiert wird, sprechen wir von einem positiven Gewaltbegriff. Ein solches Vorgehen widerspricht allerdings den Annahmen der interpretativen Forschung, denn hier liegt der Schwerpunkt darauf, soziale Phänomene ausgehend vom (Selbst-)Verständnis sozialer Akteur*innen zu analysieren. Wenn man es dem Selbstverständnis im Feld überlässt, ein Phänomen als Gewalt zu identifizieren, dies aber der Intuition der Beobachter*innen widerspricht, führt dies in der soziologischen Forschungspraxis oftmals dazu, dass ein Phänomen gegen das Selbstverständnis im Feld als Gewalt identifiziert wird. Um mit diesem Problem umzugehen, schlagen wir ein reflexives Gewaltverständnis vor und konkretisieren dieses in einem Kodierschema für die qualitativ-interpretative Untersuchung von sozialen Zusammenhängen mit Blick auf Gewalt. Exemplarisch verdeutlichen wir den interpretativen Sinn
des Kodierschemas an einem Beispiel aus der Pflege von Menschen mit Demenz.
Organisational characteristics that facilitate gender-based violence and harassment in higher education?
Autor/in:
O'Connor, Pat; Hodgins, Margaret; Woods, Dorian; et al.
Quelle: Administrative Sciences, 11 (2021) 138
Inhalt: Gender-based violence and sexual harassment (GBVH) by and towards academics and students has been under-theorised at an organisational level in higher education institutions (HEIs). The methodology involves a critical review of the literature on GBVH and organizational responses to it, locating it in the context of an analysis of organizational power. The theoretical perspective involves a focus on power and workplace bullying. It identifies three power-related characteristics of academic environments which it is suggested facilitate GBVH: their male-dominant hierarchical character; their neoliberal managerialist ethos and gender/intersectional incompetent leadership which perpetuates male entitlement and toxic masculinities. These characteristics also inhibit tackling GBVH by depicting it as an individual problem, encouraging informal coping and militating against the prosecution of perpetrators. Initiating a discussion and action at organizational and state levels about GBVH as a power-related phenomenon, challenging the dominant neo-liberal ethos and the hierarchical character of HEIs, as well as reducing their male dominance and increasing the gender competence of those in positions of power are seen as initial steps in tackling the problem.
Schlagwörter:competence; GBV; harassment; intersectional research; male domination; neoliberal university; Organisation; power
Dilemmas in Re‑branding a University—“Maybe People Just Don’t Like Change”: Linking Meaningfulness and Mutuality into the Reconciliation
Autor/in:
Kuoppakangas, Päivikki; Suomi, Kati; Clark, Paul; et al.
Quelle: Corporate reputation Review, (2020) 23, S 92–105
Inhalt: This study examines the implementation of a re-branding campaign in a public Canadian university. Data collection com-
prised 19 qualitative semi-structured interviews with key internal university stakeholders (Dean and Mid-level Administra-
tors). The data revealed three core dilemma pairs: (1) new brand vs. previous brand; (2) voice at the organisational level vs.
voice at the departmental level; and (3) voluntary down-up voicing vs. up-down voicing. Results suggest that successfully
implementing the new brand should not exclusively rely upon internal marketing communication; instead, internal brand-
ing through handling ambiguities and addressing emerging dilemmas by enhancing engagement, building mutuality and
unlocking the meaning in the re-branding can help improve success. This study reveals that implementing a re-branding
campaign in higher education involves embracing the world of dilemmas by involving and empowering employees in dilemma
reconciliation. The reconciliation of detected brand-related dilemmas with and by employees can be achieved by involv-
ing employees in the process of re-branding from the beginning. Indeed, this paper suggests the preparedness to detect and
address dilemmas is central to successful re-branding. Our results indicate that traditional change management approaches
produce unreconciled dilemmas that hinder the implementation of the new brand. We conclude that efforts to build employee
engagement in re-branding do not build employee supportiveness towards the new brand unless core dilemmas are reconciled.
Schlagwörter:Außenwirkung; Change Management; Image; institutioneller Wandel; Öffentlichkeitsarbeit; theory of change