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Jared A. Russell, Sheri Brock, and Mary E. Rudisill

, logistical, and administrative structures/processes that would support an inclusive excellence environment ( Chin & Trimble, 2015 ; Hale, 2004 ; Smith, 2015 ; Williams, 2007 ). One area in need of attention in creating inclusive excellence is implicit bias and how it can influence faculty recruitment

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Yonghwan Chang, Vicki Schull, and Lisa A. Kihl

Attempts were made to explore the value of the multiple social identities approach in reducing the detrimental effects of stereotype threats in the context of spectator sports. A total of 150 females were recruited for a laboratory experiment. The following manipulations were implemented: (a) stereotype threat, (b) threat along with the implicit team identification activation, and (c) control. The results revealed that females in the threat condition showed a reduced level of psychological well-being; paradoxically, negative stereotypes positively influenced their self-esteem. The activation of implicit team identification alleviated the detrimental consequences of threat by inhibiting the spreading activation of harmful stereotypes regarding women in sports. The main theoretical frameworks of this study consisted of the process account of stereotype threat suggested in cognitive psychology. The authors attempted to offer a stronger understanding of the underlying mental processes of stereotype threat on women as well as an effective means to deal with its detrimental consequences.

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George B. Cunningham and Calvin Nite

factors relate to the LGBT inclusion—organizational performance relationship. The purpose of this study was to fill this gap. We included two measures to assess the influence of community: LGBT population density, or the relative number of sexual minorities in the state, and the state-level implicit bias

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Rachel Arnold, Nicole Bolter, Lori Dithurbide, Karl Erickson, Blair Evans, Larkin Lamarche, Sean Locke, Eric Martin, and Kathleen Wilson

Edited by Kim Gammage

aware of the implicit biases they may hold to ensure that they do not affect their beliefs and behaviors. Ntoumanis, N., Guerrero, M.D., Gadeke, C., & Thøgersen-Ntoumani, C. (2018). Do exerciser weight status and perceived motivation predict instructors’ motivation and beliefs about the exerciser? A

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Daniel M. Smith and Sarah E. Martiny

.L. , & Schneider , T.R. ( 2014 ). Using implicit bias training to improve attitudes toward women in STEM . Social Psychology of Education, 17 ( 3 ), 419 – 438 . doi:10.1007/s11218-014-9259-5 10.1007/s11218-014-9259-5 Johns , M. , Schmader , T. , & Martens , A. ( 2005 ). Knowing is half the battle

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Melissa L. Breger, Margery J. Holman, and Michelle D. Guerrero

. Perhaps another question that should be asked is why do men resist contributing to equity, instead of focusing on why women accept the status quo and do not ask for equity? What is Implicit Bias and How Does it Contribute to a Culture of Exclusion and Abuse? “Gendered norms and implicit biases play a role

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Jason R. Carter and Nancy Williams

( Rudisill, 2013 ) and since that Workshop has consistently ensured that diversity and inclusion are an ongoing and integrated priority regularly addressed (and expected) at AKA Leadership Workshops and related AKA activities. Russell et al. not only provide examples of implicit bias in academic leadership

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Tayo Moss, Stephen Samendinger, Norbert L. Kerr, Joseph Cesario, Alan L. Smith, Deborah J. Johnson, and Deborah L. Feltz

was primarily focused on enhancing team identity rather than reducing implicit bias. Analysis of Data The primary dependent variable (plank persistence score differences between Block 2 and Block 1) and all ancillary variables were analyzed with a one-way ANOVA by Condition. Cohen effect sizes, with

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John B. Bartholomew and Sherri L. Sanders

considered normative that would now be recognized as reflecting both systematic and implicit bias. Finally, discussions of diversity and inclusion reflect our belief that many faculty challenges can best be addressed through a shared understanding of the departmental mission and how faculty behavior and our

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Ben Larkin, Brendan Dwyer, and Chad Goebert

consistent and noteworthy findings, scholars have not yet accounted for the potential for implicit biases subconsciously held by fantasy sport users that could have a pronounced impact on the NFL and/or its team and player brands. Recent work in the economic sphere has found that dehumanization may result