9 research outputs found
Mplus syntax for double cross-validation using latent class analysis (LCA) and comparing outcomes across classes
No full textA PDF containing Mplus syntax with notes.Mplus syntax for double cross-validation using latent class analysis (LCA) and comparing outcomes across classes. This includes exploratory LCA to identify a best fitting model, cross-validating the model in separate halves of the study sample, and comparing outcomes (i.e., mental health, physical health, alcohol consequences, and GPA) across latent classes using a bias-adjusted, three-step analysis for comparing outcomes across latent classes.Merians, Addie N; Baker, Majel R; Frazier, Patricia A; Lust, Katherine. (2018). Mplus syntax for double cross-validation using latent class analysis (LCA) and comparing outcomes across classes. Retrieved from the University Digital Conservancy, https://hdl.handle.net/11299/198643
Teaching Supplement - Supplemental material for Abortion Stigma: Imagined Consequences for People Seeking Abortion Care in the United States
No full textSupplemental material, sj-pptx-1-pwq-10.1177_03616843221131544 for Abortion Stigma: Imagined Consequences for People Seeking Abortion Care in the United States by Majel R. Baker, Leanna J. Papp, Brandon L. Crawford, and Sara I. McClelland in Psychology of Women Quarterly</p
Students’ Relationships with Professors and Peers and their Belonging within Majors
No full textRelationships with peers and professors are central features of the college experience and may relate to how students feel about their place within their academic majors. This study hypothesized that 1) students who report more comfortable relationships with their professors would also report greater comfort within their academic major, 2) stronger peer relationships would be associated with a heightened sense of belonging in one’s major. Participants were recruited from the CSBSJU Psychology Research in Action pool (n=38) and were surveyed twice in one semester, one week apart (Time 1 and Time 2). Professor relationships was statistically significant, F(2, 34) = 28.268, p \u3c .001, and explained 62.4% of the variance in T2 major belonging (R² = .624, Adjusted R² = .602). T1 major belonging significantly predicted T2 major belonging (B = 0.625, β = .589, t = 5.041, p \u3c .001). In addition, professor-student relationships at T1 also significantly predicted T2 major belonging (B = 0.245, β = .328, t = 2.806, p = .008). Peer relationships overall model was statistically significant, F(2, 34) = 26.439, p \u3c .001, and explained approximately 60.9% of the variance in T2 major belonging (R² = .609, Adjusted R² = .586). T1 major belonging was a significant predictor of T2 major belonging (B = 0.515, β = .485, t = 3.312, p = .002). Additionally, peer relationships at T1 significantly predicted T2 major belonging (B = 0.384, β = .364, t = 2.486, p = .018). While the results support the importance of social relationships in academic settings, the small sample size limits the generalizability of the findings and highlights the need for further research with larger, more diverse samples to better understand these dynamics
The Relationship Between Workplace Diversity Climate, Turnover Intention, and Thriving in College Counseling Centers
No full textCollege and university counseling centers need a more diversified staff to provide services that accommodate the needs of the increasingly racially and ethnically diverse student body (Kitzrow 2023). This study hypothesized that 1) positive workplace diversity-climate is negatively correlated with turnover intention, 2) workplace diversity-climate is positively correlated with thriving at work, and 3) thriving at work is negatively correlated with turnover intention. An online survey was sent out to a sample of counseling staff (e.g., psychologists, therapists) working at college counseling centers across the U.S. and Canada (N = 488). Participants completed modified versions of the Thriving at Work scale (Porath et al., 2012), Workplace Diversity Climate scale (Mor Barak et al., 1998) and Turn Over Intention scale (Ducharme et al., 2008). Results confirmed the hypotheses. Higher levels of positive workplace diversity-climate were associated with lower levels of turnover intention (r = -0.46). Higher levels of workplace diversity-climate were also associated with higher levels of thriving at work (r = 0.48). Finally, increased levels of thriving at work correlated with decreased levels of turnover intention (r = -0.59; all p\u27s \u3c .001). Overall, these findings suggest that a welcoming workplace-diversity climate relates to feeling thriving in the workplace and less intention to leave the job for college counseling staff
Korean Adoptees: Peer and Parental Socialization, Internalized Racism, and Diasporic Identity
No full textThere have been approximately 110,000 Korean children adopted to the United States since the end of the Korean War in the 1950s (as cited in O. M. Kim et al., 2024). Many of these transracial adoptees were, and still are, placed into white, middle-class, Judeo-Christian families (Reynolds et al., 2017), resulting in what is termed transnational, transracial adoption (Lee, 2003). Historically, these white adoptive parents were advised to raise their Asian adoptee(s) no differently than a white biological child, with the goal of assimilation (as cited in Lee & Miller, 2009). As a result, Korean Adoptees may internalize harmful, White supremacy-based anti-Asian ideas about themselves (termed “internalized racism”). However, it’s possible that peer socialization and parental socialization may weaken these harmful ideologies that Korean adoptees may hold. This study hypothesized that 1) higher internalized racism (T1) relate to less Korean adoptee diasporic identity (T3) and lower racial and ethnic peer socialization (T3), and 2) higher racial and ethnic parental socialization (T1) relate to higher racial and ethnic peer socialization (T3). A secondary data analysis was conducted using the Korean Adoption Project data. Korean adoptees mainly across MN (N = 58) were surveyed twice, in 2007 as teens (T1) and in 2019 as adults (T3). Participants completed modified versions of the Cultural Socialization Scale (Johnston et al., 2007), Internalized Racism Scale (Song, 2009), and Diasporic Identity Scale (Kim et al., 2021). Results partially supported the hypotheses. Internalized racism was positively skewed, so Spearman\u27s rho (ρ) was used. Internalized racism as a teen was not correlated with adult diasporic identity solidarity (ρ = -.15), adult attachment to Korea (ρ = -.04), or adult ethnic peer socialization (ρ = -.16), but it was significantly correlated with less adult racial peer ethnic socialization (ρ = -.36). Ethnic parental socialization as a teen was not correlated with adult ethnic peer socialization (r = .20) or racial peer socialization (r = .17). Lastly, racial parental socialization as a teen was also unrelated to adult ethnic peer socialization (r = .21) and racial peer socialization (r = -.02). Small sample size may have reduced our power to find statistically significant correlations, and many relationships were of the small effect size. Notably, internalized racism showed a significant negative correlation with racial peer socialization, suggesting that greater engagement in racial peer socialization may be associated with lower levels of internalized racism
The Smoking Abstinence Questionnaire: measurement of smokers' abstinence-related expectancies
No full textSexual victimization, childhood emotional abuse, and distress: Daily coping and perceived control as mediators.
No full textStar Trek : Arbeitsbibliographie
No full textEine erste Fassung der folgenden Bibliographie haben wir in: Faszinierend! STAR TREK und die Wissenschaften. 2. (hrsg. v. Nina Rogotzki [...]. Kiel: Ludwig 2003, S. 222-240) vorgestellt
Smoking abstinence-related expectancies among American Indians, African Americans, and women: Potential mechanisms of disparities in cigarette use
No full textResearch has documented tobacco-related health disparities by race and gender. Prior research, however, has not examined expectancies about the smoking cessation process (i.e., abstinence-related expectancies) as potential contributors to tobacco-related disparities in special populations. This cross-sectional study compared abstinence-related expectancies between American Indian (n = 87), African American (n = 151), and White (n = 185) smokers, and between women (n = 231) and men (n = 270) smokers. Abstinence-related expectancies also were examined as mediators of race and gender relationships with motivation to quit and abstinence self efficacy. Results indicated that American Indians and African Americans were less likely than Whites to expect withdrawal effects, and more likely to expect that quitting would be unproblematic. African Americans also were less likely than Whites to expect smoking cessation interventions to be effective. Compared with men, women were more likely to expect withdrawal effects and weight gain. These expectancy differences mediated race and gender relationships with motivation to quit and abstinence self-efficacy. Findings emphasize potential mechanisms underlying tobacco-related health disparities among American Indians, African Americans, and women and suggest a number of specific approaches for targeting tobacco dependence interventions to these populations
