摘要:

We examined why persons blame some rape victims more than others. In two experiments, college students read nine rape descriptions and assigned blame for each incident. Students were randomly assigned to read only one version of each description in which we manipulated a variety of variables thought to influence victim blame. In addition, participants rated whether each assault victim might have derived sexual pleasure from the event (both experiments) and whether the victim should have foreseen the event (Experiment 2). Across experiments, variations within several of the rape descriptions (e.g., victim respectability, assault “enjoyment”) produced differences in victim blaming. More importantly, in Experiment 1, judgments of whether the victim experienced sexual pleasure strongly predicted blame attributions. In Experiment 2, regression analyses demonstrated that both perceptions of pleasure and foreseeability predicted victim blaming within and across incidents. On the basis of these data, we propose an explanation of victim blaming for rape that relies on two theoretical variables: intentions and foreseeability. Neither the Defensive Attribution Hypothesis or the Just World Theory accounts for the findings, but the data generally fit Shaver's (1985) theory of the attribution of bl

ISSN:0021-9029    

DOI:10.1111/j.1559-1816.1990.tb00375.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

Two studies were conducted, one involving adoption of an exercise program and the other involving adherence to an aerobics exercise program. Consistent with action control theory, it was hypothesized that (a) subjective expected utility theory would predict exercise intentions but not exercise behavior in each study; (b) exercise adoption (Study 1) and attendance at an aerobics class (Study 2) would be predictable from the intentions regarding these behaviors expressed by action‐oriented but not state‐oriented subjects; and (c) subjects who had engaged in planning in regard to exercising would be more likely to adopt an exercise program (Study 1) and would exercise more frequently (Study 2). The findings provide some support for all three hypotheses. Implications of this research are discussed in regard to the distinction between decisionmakingand decisionimplementationoraction control;the relative usefulness of an action‐control versus an expectancy‐value approach for behavior involving complex decision implementation over a long period of time; the value of action orientation as a moderator of intention‐behavior relationships; and the role of planning in exercise

ISSN:0021-9029    

DOI:10.1111/j.1559-1816.1990.tb00376.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

This study uses a sample of over 1000 MBA graduates from a Middle Atlantic University to test for sex differences in perceived discrimination and for the actual effects of various physical characteristics and background factors on the starting salaries and later (1983) salaries of these men and women managers. Women more often reported experiencing discrimination, and they typically identified this as general discrimination against women. Fewer men perceived any discrimination. Those men who did claimed to be the victims of affirmative action programs favoring women and blacks over them. Salary data indicated that women did earn less than men, even when controlling for work experience. Evidence for other forms of discrimination was also found. Controlling for prior work experience and year of first professional employment, age and height had a positive effect on men's starting salaries and being overweight, a negative effect. For women, starting salaries were significantly and positively affected by social class. For 1983 income, taller, non‐overweight, and older men earned more, as did those who grew up in a higher social class. For women, a positive salary correlate was again being from a higher social class. Areas for future research are discusse

ISSN:0021-9029    

DOI:10.1111/j.1559-1816.1990.tb00377.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

Four models of turnover intentions were competitively tested for their effectiveness in predicting the intentions to search for alternative positions and intentions to resign from current positions among a sample of university faculty. Faculty at an upper Midwest university completed a survey developed to measure the components of the four models. All four models (intermediate linkages, expanded Mobley, reasoned action, and planned behavior) significantly predicted intentions to search and intentions to resign. The reasoned action model was found to be more effective and parsimonious than the other models. Attitude toward the turnover action and subjective norm concerning the turnover action appear to be the critical factors influencing the faculty members' turnover intentions. Implications of these findings for turnover research and related concepts such as organizational commitment are discussed.

ISSN:0021-9029    

DOI:10.1111/j.1559-1816.1990.tb00378.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY