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The purpose of this study was to test the links between psychological disengagement from academics and self-esteem during two different periods of adolescence. Previous research provided mixed findings on the links between both psychological disengagement mechanisms (i.e., discounting and devaluing) and self-esteem. To clarify this relationship, global self-esteem as well as self-esteem in school attainment and social domains were assessed among 142 early-adolescents (aged 11 to 12) and 172 mid-adolescents (aged 13 to 15). According to the Psychological Disengagement Model, it was predicted that experience of personal deprivation due to perceived relative academic underachievement would be associated with discounting of academic grades. In turn, a link between discounting and devaluing from school was expected. Both psychological disengagement mechanisms were predicted to harm global self-esteem and self-esteem in the school attainment domains. However, discounting and devaluing were expected to increase self-esteem in the social domains among mid- rather than early-adolescents. Path analyses support in part prediction. Both psychological disengagement mechanisms played a different role on global and domain-specific self-esteem. Among early-adolescents, discounting reduced global self-esteem and self-esteem in school attainment domains. Findings pointed to the self-protective role of discounting on self-esteem in social domains among mid-adolescents as well as the non-protective function of devaluing on global self-esteem, school attainment and social domains of self-esteem. This study contributes by clarifying the links between psychological disengagement from academics and self-esteem at two distinct periods in adolescence and the specific domains of self-esteem.

The purpose of this study was to evaluate the links between grades, psychological disengagement mechanisms (discounting evaluative feedback and devaluing school), and motivation among female students in traditional and non-traditional career paths. We predicted that the association between grades and discounting is affected by the importance of the academic subject (mathematics or language arts) in one's chosen career path. For example, we expected that poor grades in mathematics are more strongly connected with discounting among students in non-traditional career paths as compared to those in traditional ones. Moreover, we postulated that the relation between psychological disengagement mechanisms and motivation is modulated by the type of motivation (autonomous/non-autonomous) and one's career path. As such, a stronger connection between discounting and non-autonomous motivation was hypothesized among students engaged in non-traditional fields as compared to those in traditional ones. This study was conducted among 236 female high school students projecting a career in either traditional or non-traditional domains. Results of multi-sample path analysis provide evidence that the assessment of the indirect course from grades to motivation via psychological disengagement must consider grades in specific academic subjects, one's chosen career path and the source of motivation.

Two studies were conducted to test the link between numerical distinctiveness, stereotype threat and mathematical performance among women. In the first study, stereotype threat was measured with a stereotype activation task. Women in a solo, non-solo or control condition completed word fragments and a mathematical activity. Solo women, rather than their non-solo counterparts showed mathematical performance deficits. Evidence did not support the mediating role of stereotype activation. In the second study, stereotype anxiety was assessed. According to analyses, solo women reported greater stereotype-related anxiety than non-solo women. A link between stereotype anxiety and mathematical performance deficits was also uncovered. Finally, mathematical underperformance was associated with greater interest in feminine activities. Strategies to buffer the effects of stereotype threat are discussed. (Contains 2 tables and 2 notes.)

To purchase or authenticate to the full-text of this article, please visit this link: http://dx.doi.org/10.1111/j.1559-1816.2007.00284.x Byline: Ann M. Beaton (2a), Francine Tougas (b), Joelle Laplante (b) Abstract: This study was conducted among female clerical workers to examine factors associated with attitudes toward bridging programs. These programs facilitate women's transition from traditional to nontraditional careers. In a proposed model, 2 paths linking masculine and feminine traits of the self-concept to personal relative deprivation were tested. Whereas feminine traits were expected to correlate with masculine traits, the former was predicted to yield feelings of relative satisfaction and the latter to evoke relative deprivation. Relative deprivation was predicted to increase intention to endorse bridging program activities. Results support the model, albeit analyses suggested an additional path from masculine traits to bridging program activities. Implications of this reality test of the relations between self-concept, relative deprivation, and career mobility are discussed. Author Affiliation: (a)Universite of Moncton (b)University of Ottawa Article note: (2) Correspondence concerning this article should be addressed to Ann Beaton, School of Psychology, Universite de Moncton, Moncton, New Brunswick, Canada E1A 3E9. E-mail: beatona@umoncton.ca

A model of factors that lead members of an advantaged group to perform collective action intended to help a disadvantaged out-group is tested. A distinction is made between easy and demanding collective activities. Two different routes are expected to lead to collective action. First, an indirect link is proposed between a common in-group identity and collective action. This link is believed to be mediated by perceived mobilization resources. Second, the link between relative deprivation on behalf of others (RDBO) and collective action will vary according to the type of behavior considered. While, RDBO is expected to be directly associated with easy collective behavior, the link between RDBO and demanding collective activities is mediated through perceived mobilization resources. In turn, perceived resources are linked to both forms of collective behaviors. The predicted model is tested among 273 undergraduate respondents. Findings point to the relevance of all factors considered and the pivotal role of perceived mobilization resources on collective action.

The role of 2 components of psychological disengagement (discounting and devaluing) in the relation between personal relative deprivation and self-esteem was explored in 3 samples of policewomen. Path analyses conducted with the 3 samples revealed that stronger feelings of personal relative deprivation resulted in stronger discounting of work evaluations, which in turn led to devaluing the importance of police work. A negative relation between discounting and self-esteem was observed in all samples. Other related outcomes of disengagement, professional withdrawal and stress, were also evaluated. Keywords: relative deprivation, psychological disengagement, self-esteem

An extension of the neosexism model based on the assumption that neosexism derives from experiences of upward mobility within the broader social structure of male-female relations was proposed and evaluated in a sample of 335 secretaries employed in a Canadian federal agency. It posited that the more women attempted to access nontraditional fields of work, the more they experienced discrimination. Personally experienced discriminatory barriers were related to feelings of collective relative deprivation. Moreover, the more women felt deprived on behalf of their group, the less they endorsed neosexist beliefs. Finally, a reverse effect was predicted between neosexism, collective relative deprivation, and responses to affirmative action and a pro-male bias in the evaluation of the competence of male and female managers. Support for this model was obtained by a structural equation modeling technique (EQS).

This paper presents 4 studies which were conducted for the purpose of constructing and validating a new measure of people's motivation for environmental behaviors, namely the Motivation Toward the Environment Scale (MTES). The MTES consists of subscales that measure an individual's level of intrinsic, extrinsic, and a motivation for environmental behaviors. These subscales correspond to the different forms of motivation identified by Deci and Ryan in their self-determination theory (SDT, 1985, 1991). Results from the first study supported the factor structure of the scale and revealed a satisfactory level of internal consistency. Consistent with the SDT, the more self-determined forms of motivation were associated with more positive responses on the related variables. Implications for the manner in which the public could be encouraged to do environmental behaviors are discussed.

The purpose of the present study is to examine how the numerical restructuring of the workforce affects the experiences of women within management. Research suggests that when considering numerical restructuring, [...]

In the last 2 decades, the number of women entering the managerial field has increased. However, this increase has not been equally distributed at all levels. The interest of this study lies in understanding how this sudden surge of women in managerial fields and their unequal distribution across levels are associated with men's reactions toward women. Do men feel threatened by the introduction of women as their coworkers, and if so does this change trigger prejudicial views of women? In all, 123 male managers employed in a Canadian federal agency participated in this study. According to the final path model, as the estimate of the representation of female managers increases, so does male managers' feeling of threat. Feeling threatened along with the estimate of an increase of new female recruits is linked to heightened neosexist views. In turn, neosexism is related to a pro-male bias in the evaluation of women's and men's competence. Additionally, neosexism is negatively associated with men's willingness to support women. Theoretical as well as practical implications of results are discussed.

A study found that the some beneficiaries of affirmative action express greater satisfaction than others depending on prior beliefs related to gender and discrimination against their group. The survey questioned white women and minority men who worked as either bus drivers or maintenance workers. Unlike earlier studies, the findings revealed little difference between the men and women in their reactions.

A scale designed to tap into a new type of gender prejudice, called neosexist beliefs, is proposed. Two studies investigating antecedents and consequences of neosexism were conducted. In the first study, a predictive model was tested with a sample of 130 male students. It was found, according to hypotheses, that considerations of collective interest (CI) and old-fashioned sexism had an impact on neosexism. However, only the latter and CI triggered opposition to affirmative action (AA). The second study evaluated the effects of CI and neosexism among a sample of 149 male workers employed in a firm where an exhaustive AA program was implemented. For example, it was found that support for the program in place and evaluations of women's qualifications were influenced both by neosexism and by CI. Theoretical and practical implications are discussed.