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Comparing Alcohol Abuse of Native Hawaiian and Pacific Islander College Students to that of Other Racial GroupsLefrandt, Jason Bernard 01 October 2019 (has links)
Alcohol abuse is a ubiquitous issue for college students across the United States (U.S.) including Native Hawaiians and Pacific Islanders (NHPI). As compared to their counterparts, NHPI students tend to underutilize university counseling services and have significantly lower retention rates than their White counterparts. Considering that NHPI may be reluctant to go to counseling, their levels of distress and alcohol abuse may have to reach a higher threshold before they seek treatment. This study examined NHPI college students' presenting levels of alcohol abuse both at intake and over time and compared these students to students from other ethnic/racial groups. Data were gathered from the Center for Collegiate Mental Health (CCMH), a practice-research network used by hundreds of college counseling centers across the U.S. Aggregated data from the years 2012-2015 included variables measured by the Standardized Data Set (SDS) and the Counseling Center Assessment of Psychological Symptoms (CCAPS). The data were analyzed using Latent Growth Modeling (LGM) to assess the differences at intake and over time in alcohol abuse and distress across ethnic groups. Results of this study indicated that NHPI college students at college counseling centers had higher levels of alcohol abuse and presenting distress at intake than students from other ethnic/racial groups. However, NHPI did not have significantly different changes in levels of alcohol abuse from session one to session 12 as compared to other students. Implications and directions for further research are also discussed.
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Sex and Racial Differences in Socially Desirable RespondingVan Dixhorn, Kathryn G. 07 July 2011 (has links)
No description available.
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I OPT OUT: UNDERSTANDING THE IMPACT OF RACE, SELF-LIMITING BEHAVIOR, AND MOTIVATIONAL PERSISTENCE ON SELF-EFFICACY AND INTENTIONS TO BE AN ATHLETICS DIRECTORMerrill, Miriam Gwendolyn January 2019 (has links)
Barriers for women in athletics administration have been examined by researchers to understand such barriers through a multi-level approach (Cunningham, 2010; Taylor & Wells, 2017). Research suggests barriers exist at a macro-level with gender discrimination (Schull, Shaw, & Kihl, 2013), homologous reproduction and hegemony (Knoppers, 1989; Regan & Cunningham, 2012). Examples of occupational segregation (Whiteside & Hardin, 2010) define barriers at the meso-level, and variables, such as self-efficacy, exist at the micro-level for women in male-dominated fields (Marra, Rodgers, Shen, & Bogue, 2009). The purpose of this study was to examine the relationship between self-limiting behavior and the intent to pursue the athletics director position, as well as the relationship between motivational persistence and the intent to pursue the athletics director position. The potentially mediated relationship of self-efficacy between these relationships was also investigated. The target population was female senior-level administrators at FBS and FCS institutions. Additionally, the aim was to understand if race moderates the relationship among self-efficacy, self-limiting behavior, and motivational persistence for female senior-level athletics administrators at FBS institutions. Lastly, the research sought to understand the differences between African American and White female senior-level administrators and their perceptions of self-efficacy, self-limiting behavior, and motivational persistence and intentions to pursue the athletics director position. Ninety-seven female senior-level athletic administrators were surveyed with 11 of those participants completing an in-depth interview. Seventy-five percent of the women surveyed do not plan on becoming a director of athletics at an FBS institution; however, 44% indicated they would pursue an NCAA Division I FCS or Division I - AAA athletics director position at some point. In other words, there is more of an interest to pursue the athletics director position at a less powerful institution. The data also suggested African American women in senior-level administration positions report higher self-limiting behaviors and higher self-efficacy than White women. Moreover, race was found to be a moderator between self-efficacy and intention to pursue the FBS athletics director position. Qualitative interviews from 11 women were conducted for analysis of experiences. Four major themes emerged from the data: Assets, resources, micro-level challenges, and macro-level challenges. Limitations including small sample size as well as unreliable measures for self-limiting behavior were discussed. The current study suggests that self-efficacy is important when it comes to intentions to pursue the athletics director position. It is also important to note the racial differences between groups as it relates to self-efficacy and intentions. Keywords: athletic administration, self-efficacy, racial differences, women, career intentions / Kinesiology
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Differences in Cognitive and Neuropsychiatric Symptoms and their Correlates in Individuals with Alzheimer's Disease across Different Racial/Ethnic GroupsNdiaye, Diarra Mame 06 July 2018 (has links)
No description available.
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What is appealing? sex and racial differences in perceptions of the physical attractiveness of womenSewell, Rachel 01 December 2011 (has links)
In today's society a beauty ideal exists in America, which attempts to define female beauty as fitting into a certain mold. Certain characteristics have been deemed the most attractive when it comes to female physical attractiveness, and an ideal image of beauty has been presented by the media. This research focuses on whether or not everyone buys into that beauty ideal, and examines the impact that a person's sex and race has on the physical characteristics which that individual defines as the most appealing. Surveys were administered to 300 UCF students age 18-35. Participants were asked about ten different physical characteristics relating to women, and were asked to choose the characteristic among each group that they found the most physically attractive or beautiful. The study showed that both sex and racial differences do exist, and that there are variations in what different people consider beautiful. Not everyone has the same opinion on what is attractive in regards to the physical appearance of women.
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The economic and socio-political factors influencing labour relations within Iscor from 1934 to 1955Langley, William Roy Curtze 11 1900 (has links)
Founded in 1928, Iscor was intended to make South Africa self sufficient in the
provision of steel while providing employment for poor whites. Economic
considerations prevailed when Iscor began replacing expensive white labour with
cheaper black labour. From 1934 to 1948 black labour was employed to curtail
costs. While being replaced by black labour, white employees' salaries and fringe
benefits remained better than those of their black colleagues. Affordable houses
were provided for white employees while blacks were housed in overcrowded
compounds. No medical or pension benefits were made available to black
employees or their families, while white employees enjoyed both. White
employees were provided with what were arguabley the finest sports facilities in
the country while black facilities were neglected. With the National Party victory in 1948 more emphasis was placed on the employment of Afrikaans speaking
white South Africans at the expense of blacks and English speaking whites. / History / M.A. (History)
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The economic and socio-political factors influencing labour relations within Iscor from 1934 to 1955Langley, William Roy Curtze 11 1900 (has links)
Founded in 1928, Iscor was intended to make South Africa self sufficient in the
provision of steel while providing employment for poor whites. Economic
considerations prevailed when Iscor began replacing expensive white labour with
cheaper black labour. From 1934 to 1948 black labour was employed to curtail
costs. While being replaced by black labour, white employees' salaries and fringe
benefits remained better than those of their black colleagues. Affordable houses
were provided for white employees while blacks were housed in overcrowded
compounds. No medical or pension benefits were made available to black
employees or their families, while white employees enjoyed both. White
employees were provided with what were arguabley the finest sports facilities in
the country while black facilities were neglected. With the National Party victory in 1948 more emphasis was placed on the employment of Afrikaans speaking
white South Africans at the expense of blacks and English speaking whites. / History / M.A. (History)
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