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1 – 10 of over 83000Currently, the field of education has been seeking innovative strategies to increase the representation of Black male teachers in U.S. classrooms. In this chapter, the author…
Abstract
Currently, the field of education has been seeking innovative strategies to increase the representation of Black male teachers in U.S. classrooms. In this chapter, the author presents a status report of Black male teachers’ path to U.S. K-12 public school classrooms at six critical stages. These stages include the following: (a) Black males with a high school diploma; (b) enrollment in educator preparation programs; (c) educator preparation program completers; (d) educator preparation programs with the highest number of Black male graduates; (e) Black male education degree holders that select teaching as a profession; and (f) the current status of Black male teachers in U.S. K-12 public schools. Based on the data presented in this chapter, recommendations are provided to the field of education to improve their representation for the benefit of all students. Additionally, the critical need for this timely book is discussed.
Male celebrities are increasingly being chosen to endorse female cosmetic brands by marketing managers, yet this practice has not received sufficient scholarly attention. This…
Abstract
Purpose
Male celebrities are increasingly being chosen to endorse female cosmetic brands by marketing managers, yet this practice has not received sufficient scholarly attention. This study aims to explore the dynamics of male celebrities endorsing cosmetic brands.
Design/methodology/approach
The study employs the netnography approach to collect data from an online community.
Findings
The study contributes to the marketing literature by providing a conceptual framework of male celebrities endorsing cosmetic brands, highlighting the key attributes that contribute to the effectiveness of these endorsements, the evolution of relationships between fans, celebrities and brands, the features of this dynamic relationship and the influence of male celebrity endorsements on fans’ purchase decisions.
Originality/value
This research sheds light on an emerging trend in the marketing industry and provides valuable managerial insights for marketers seeking to effectively use male celebrity endorsements to promote female cosmetic brands.
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Dennis Gabriel Pepple, Raphael Oseghale and Eleanor Nmecha
This study aims to examine senior male employees’ perspectives on the glass ceiling in the Nigerian banking sector.
Abstract
Purpose
This study aims to examine senior male employees’ perspectives on the glass ceiling in the Nigerian banking sector.
Design/methodology/approach
The data were collected qualitatively using interviews with 43 senior male employees in four Nigerian banks.
Findings
This study finds that senior male employees acknowledge the challenges their female counterparts face concerning promotion. Senior male employees’ views on the value of gender-diverse leadership underscore the illusion of a “level playing field” because of a gender-neutral performance policy and a family–friendly policy for women. Nonetheless, the study notes a divergence in senior male employees’ perspectives about the professional progression of female employees (based majorly on age and ethnicity). The study concludes that the organisational culture and leadership that underpin poor female career progression are embedded in and driven by the culture in the empirical context.
Originality/value
The examination of senior male employees’ perspectives on the glass ceiling in the Nigerian banking sector offers significant theoretical and practical contributions to the extant literature on gendered occupational segregation by providing unique insights into how patriarchal societal and occupational culture, as well as (limited) family–friendly policies for women, influence the configuration of men’s views of gendered occupational segregation in the Nigerian banking sector.
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Judith Christiane Ostermann and Steven James Watson
The purpose of this study was to investigate whether indicating victims of sexual attacks actively resisted their attacker or froze during their assault affected perceptions of…
Abstract
Purpose
The purpose of this study was to investigate whether indicating victims of sexual attacks actively resisted their attacker or froze during their assault affected perceptions of victim blame, perpetrator blame and seriousness of the crime. We also tested whether victim and perpetrator gender or participants’ rape myth endorsement moderated the outcomes.
Design/methodology/approach
This study was a cross-sectional, vignette survey study with a 2 × 2 between-participants experimental design. Participants read a mock police report describing an alleged rape with a female or male victim who either resisted or froze, while perpetrator gender was adjusted heteronormatively.
Findings
Freezing and male victims were blamed more than resisting and female victims. Perpetrators were blamed more when the victim resisted, but male and female perpetrators were blamed equally. Seriousness of the crime was higher for male perpetrators and when the victim resisted. Female, but not male, rape myth acceptance moderated the relationship between victim behaviour and outcome variables.
Originality/value
This study highlights the influence of expectations about victim behaviour on perceptions of rape victims and the pervasive influence of rape myths when evaluating female rape victims. The data is drawn from the German border region of the Netherlands, which is an especially valuable population given the evolving legal definitions of rape in both countries.
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Sandra L. Fielden and Marilyn J. Davidson
Employers in the UK are under a legal obligation to ensure that their recruitment procedures conform with the Sex Discrimination Act (1975), which states that employers must not…
Abstract
Employers in the UK are under a legal obligation to ensure that their recruitment procedures conform with the Sex Discrimination Act (1975), which states that employers must not discriminate or indicate any hidden intention to discriminate against a potential employee on the grounds of their sex. Yet the very fact that many jobs are still viewed as ‘male’ or ‘female’ is often sufficient to prevent the non‐dominant gender group from applying for those positions (Ray, 1990). Managerial jobs have traditionally been male dominated and organisations are under a legal obligation to ensure that their recruitment procedures do not indicate any intention to discriminate, either overtly or covertly. Therefore, organisations need not only to demonstrate that they have no intention to discriminate, especially in traditionally male dominated occupations such as management, but they also need to ensure that their intention not to discriminate is clearly and explicitly communicated to potential job applicants (Ray, 1990). The aim of this article is to address the similarities and differences between the job search experiences of unemployed female and male managers, and to present the research findings from an in‐depth study of unemployed British managers.
Michelle Davies and Stephanie J. Boden
This study aims to investigate the sexual preference effect in depicted male sexual assault. Consistent with Davies et al., the study seeks to predict that males are more blaming…
Abstract
Purpose
This study aims to investigate the sexual preference effect in depicted male sexual assault. Consistent with Davies et al., the study seeks to predict that males are more blaming toward gay victims of male perpetrators and heterosexual victims of female perpetrators, while females would not blame the victim.
Design/methodology/approach
In total, 200 participants read a hypothetical scenario depicting a case of the non‐consensual touching of an adult male, and then completed a victim blame scale.
Findings
Analysis of variance confirmed predictions. Results are discussed in relation to gender beliefs and homophobia. Suggestions for future work are proposed.
Originality/value
This study confirms the existence of the sexual preference effect in attributions toward male victims of sexual assault utilising a scenario depicting non‐consensual touching. These findings extend current knowledge in this growing area.
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Freeman A. Hrabowski and Kenneth I. Maton
This chapter focuses on successful strategies for increasing the number of males who enter and succeed in science at the college level. These strategies reflect lessons we have…
Abstract
This chapter focuses on successful strategies for increasing the number of males who enter and succeed in science at the college level. These strategies reflect lessons we have learned over the years from the Meyerhoff Scholars Program, launched in 1989, for high-achieving African American students in science and engineering at the University of Maryland, Baltimore County (UMBC).
Scholarly literature on Black teachers has traditionally depicted a cultural connectedness between Black teachers and Black students. Drawing upon one set of findings from a…
Abstract
Scholarly literature on Black teachers has traditionally depicted a cultural connectedness between Black teachers and Black students. Drawing upon one set of findings from a broader qualitative study on the experiences of 11 Black male teachers in a predominantly Black urban school district, this chapter explores the intraracial divides that confounded study participants’ relationships with Black students and local Black communities. By charting the contested terrains of Black identity politics within urban schools and their surrounding neighborhoods, this chapter reveals the need for critical considerations of how Black male educators can respond to the heterogeneous and evolving nature of Black identities in contemporary American society. Several strategies are offered to enable Black male teachers to negotiate the intraracial differences that may emerge in their work with Black students.
Alberto R. Melgoza, Neal M. Ashkanasy and Oluremi B. Ayoko
Based on a model of employee personal gender self-categorization, we examine the relationships between prejudicial attitudes and experiences of aggression in a male-dominated…
Abstract
Based on a model of employee personal gender self-categorization, we examine the relationships between prejudicial attitudes and experiences of aggression in a male-dominated workplace. Data collected from 603 employees in a male-dominated global workplace revealed that individuals who self-categorize as either males or females experience differential powerful emotions. Additionally, we found that the more anger experienced by employees who self-categorize either as males or females, the stronger their female prejudicial attitudes. In contrast, we found that contempt was negatively associated with female prejudicial attitudes; that is, the more contempt experienced by employees who self-categorize either as males or females, the weaker their female prejudicial attitudes.
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Robert A. Peterson and David Altounian
This chapter reports the results of an empirical study on the “gender–performance gap,” the alleged difference in business performance between firms started or owned by females…
Abstract
This chapter reports the results of an empirical study on the “gender–performance gap,” the alleged difference in business performance between firms started or owned by females and males. Although numerous studies have compared the business performance of firms started by or owned by female and male entrepreneurs, most research to date has employed financial performance metrics and has often produced inconsistent results. The present research compared gender-based business performance by examining self-perceptions of a large sample of female and male Black and Mexican-American entrepreneurs. As such, the present study overcame several limitations of prior gender–performance gap research and addressed entrepreneurial groups seldom studied. While there were no perceptual differences between female and male entrepreneurs surveyed regarding the performance of their respective businesses, Mexican-American entrepreneurs surveyed perceived the performance of their business as being better than Black entrepreneurs surveyed, and this result held for both females and males. Findings from the study provide insights into the perceptions held by Black and Mexican-American female and male entrepreneurs and provide a context for further race and gender studies.
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