This study examines the potential predictors of the sexual double standard and how attitudes relate to sexual behaviors. A sample of 138 undergraduates (N = 138; 77% female; 23% male; ages 18-57; M = 24, SD = 6.05) at the University of Central Florida were asked in Fall, 2019 to complete four questionnaires measuring sex-type roles, sexual scripts, and ambivalent sexist attitudes. Results showed that female participants who had lower ambivalent sexist views reported to having more sexual partners. Male participants were found to endorse sex-type roles and hostile sexism more than female participants, but were not significantly different from each other. Across the sample, participants indicated that seventeen was the ideal amount of lifetime sexual partners for men and women. Although the presence of the sexual double standard was not detected, findings suggest that traditional attitudes and gendered beliefs may play a role in sexual behaviors.

Sexual economics theory (SET) innebär att kvinnor kan använda sin sexualitet som resurs mot mäns materiella och emotionella resurser. Sexual double standards (SDS) innebär att män och kvinnor uppmanar män men avråder kvinnor från casual sex. Ökad medvetenhet kan leda till att skillnader mellan råd till män respektive kvinnor undviks, vilket minskar SDS och främjar jämställdhet. Studien undersökte om SET har fäste i ett samhälle som anses jämställt. Ett tillgänglighetsurval på 125 kvinnor och 75 män gjordes vid en högskola i Mellansverige. Enkätundersökningen berörde råd om casual sex, aspekter som söks i en partner samt påståenden relaterade till SET. Män uppvisade SDS eftersom de uppmanade andra män mer än de uppmanade kvinnor till casual sex. Däremot visade kvinnor tendens till omvänd SDS gällande casual sex, vilket tyder på ojämställdhet i Sverige. I framtida studier rekommenderas specificering av person som får råd, då mätningen blir mer reliabel och resultat kan generaliseras.

The aim of this thesis is to observe the implementation of the Copenhagen criteria in the context of &lsquo / respect for and protection of minority rights&rsquo / during the accession process of Slovakia. EU&rsquo / s membership conditionality enforces candidate countries to improve the situation of minority groups within their borders. The main motivation of the EU in this process is to eliminate the reasons which cause ethnic conflicts in the continent and to prevent the escalation of minority-related problems into the EU territory. Slovakia which experienced a difficult accession process depending on the fulfilment of political criterion, constitutes an important case for the evaluation of minority clause. This thesis examines minority issue in a historical framework and specifically investigates the implementation of the Copenhagen criteria&rsquo / s minority clause in the EU&rsquo / s enlargement process. EU&rsquo / s conditionality which is its main tool in the enlargement, lacks clear-cut norms and standards regarding minority rights. Furthermore, there is a duality between internal and external policies of the Union on the issue of minority rights. In addition to this duality, the approach of the Union towards minority issue acquires a different character in different accession processes. This thesis argues that the lack of well-defined norms and standards, the duality between EU&rsquo / s internal and external minority policies and changing approaches of the Union in different accession processes complicate the implementation and the monitoring of minority clause giving rise to allegations of double standards in the enlargement process.

<p>This thesis identifies and systematizes two categories ofpractical problems that stem from work and working environmentcontexts: workplace privacy and occupational health risks. Thefocus of the discussion is on ethical justification. Do we havereason to accept a certain level of (potential) harm toemployees by virtue of the fact that they are employees, and ifso, under what circumstances? The thesis consists of a briefintroduction and three essays.</p><p>In<i>Essay</i>I, it is argued that employees have a prima facieright to privacy, but that this right can be overridden bycompeting moral principles that follow, explicitly orimplicitly, from the contract of employment. Three types ofjustification are specified: those that refer to the employer'sinterests, those that refer to the interests of the employee,and those that refer to the interests of third parties. A setof ethical criteria is developed and used in the subsequentessay to determine the moral status of infringement ofworkplace privacy.</p><p>In<i>Essay</i>II, these criteria are applied to three broadcategories of intrusive workplace practices: (1) monitoring andsurveillance, (2) genetic testing, and (3) drug testing.Scenarios are used to show that such practical ethical problemscan be handled systematically using proposed guidelines. It isalso shown that some practices are dubious and at least some ofthem can be replaced by less intrusive means of ensuring thedesired outcome, for instance efficiency or safety in aworkplace.</p><p><i>Essay</i>III deals with the fact that health and safetystandards for employees are less protective than those thatapply to the public. Emphasis is put on the distinction betweenexposure and risk, and this distinction is claimed to be a keyfactor in the relevance of arguments in favour of such doublestandards. The analysis of 'double standards' for public andoccupational exposure to risk aims to show that a justificationof such standards is closely linked to two separate types ofissues, namely empirical and normative issues. It is claimedthat this kind of differentiation seems to be supported neitherby a reasonable conception of the contract of employment nor byany obvious ethical principle that is applicable to workplacesor work situations in general.</p><p><b>Key words:</b>Contract of employment, double standards,drug testing, ethics, ethical justification, exposure, genetictesting, health and safety standards, privacy, surveillance,risks, work, work environment</p>

This thesis identifies and systematizes two categories ofpractical problems that stem from work and working environmentcontexts: workplace privacy and occupational health risks. Thefocus of the discussion is on ethical justification. Do we havereason to accept a certain level of (potential) harm toemployees by virtue of the fact that they are employees, and ifso, under what circumstances? The thesis consists of a briefintroduction and three essays. InEssayI, it is argued that employees have a prima facieright to privacy, but that this right can be overridden bycompeting moral principles that follow, explicitly orimplicitly, from the contract of employment. Three types ofjustification are specified: those that refer to the employer'sinterests, those that refer to the interests of the employee,and those that refer to the interests of third parties. A setof ethical criteria is developed and used in the subsequentessay to determine the moral status of infringement ofworkplace privacy. InEssayII, these criteria are applied to three broadcategories of intrusive workplace practices: (1) monitoring andsurveillance, (2) genetic testing, and (3) drug testing.Scenarios are used to show that such practical ethical problemscan be handled systematically using proposed guidelines. It isalso shown that some practices are dubious and at least some ofthem can be replaced by less intrusive means of ensuring thedesired outcome, for instance efficiency or safety in aworkplace. EssayIII deals with the fact that health and safetystandards for employees are less protective than those thatapply to the public. Emphasis is put on the distinction betweenexposure and risk, and this distinction is claimed to be a keyfactor in the relevance of arguments in favour of such doublestandards. The analysis of 'double standards' for public andoccupational exposure to risk aims to show that a justificationof such standards is closely linked to two separate types ofissues, namely empirical and normative issues. It is claimedthat this kind of differentiation seems to be supported neitherby a reasonable conception of the contract of employment nor byany obvious ethical principle that is applicable to workplacesor work situations in general. Key words:Contract of employment, double standards,drug testing, ethics, ethical justification, exposure, genetictesting, health and safety standards, privacy, surveillance,risks, work, work environment

Diese Dissertation untersucht ökonomische Sanktionen im Kontext der empirischen politischen Ökonomie. Obwohl sie aus drei unabhängigen Kapiteln besteht, ist das übergeordnete, verbindende Ziel dieser Forschungsarbeit ein Gesamtverständnis der Motivation und der Effekte von Sanktionen anzubieten, getragen von der generellen Idee der Wechselwirkungen zwischen ökonomischen Anreizen und politischen Zielen. Meine Forschung zeichnet die ökonomischen Restriktionen ab, mit denen sich die politischen Entscheidungsträger im Bereich der internationalen Beziehungen auseinandersetzen. / This dissertation explores economic sanctions in an empirical political economy context. While consisting of three independent papers, it aims at providing a holistic understanding of the motivation and effects of sanctions in particular, and the interplay between economic incentives and political goals in general. My research delineates the economic constraints that policymakers encounter in the field of international relations.