Male Candidates Research Articles

Gender and race disparities in the evaluation of COVID-19 impact statements for tenure and promotion candidates

ABSTRACT The COVID-19 pandemic disrupted research productivity for many faculty members. As a result, many US universities began asking promotion and tenure candidates to create COVID-19 impact statements in hopes of mitigating the negative impact of these disruptions on tenure decisions. However, little is known about how such impact statements might be evaluated by promotion and tenure committees. This study examined whether such statements might be evaluated differently based on the gender and racial/ethnic categories of the faculty that submit them. Specifically, current US faculty were asked to evaluate hypothetical tenure dossiers that varied in race/ethnicity (Black/Latinx/White) and binary gender (Male/Female). Results indicated that female candidates were evaluated more favorably than male candidates. Specifically, participants thought that female candidate’s disruptions were more understandable, that their COVID-19 impact statements should be given more weight, and that they were more likely to vote to promote female candidates. There were no significant differences across candidates by race/ethnicity. The unexpected pattern of results suggests more research is needed to understand why such patterns emerged.

Low psychological resilience and physical fitness predict attrition from US Marine Corps Officer Candidate School training

ABSTRACT The objective is to examine the predictors of attrition in male and female candidates undergoing a 10-week early career military training program. 1006 candidates (79.5% male, 24.7 ± 3.2 years) consented to participating in a larger study examining predictors of injury during US Marine Corps Officer Candidates School (OCS). Participants completed a blood draw, demographic and psychological characteristics questionnaires, and two fitness tests. Participants were then grouped based on successful completion of OCS or not. Associations between potential predictors and attrition were analyzed using simple logistic regression analyses, followed by a backward stepwise elimination method. Area under the curve (AUC) of the receiver operating characteristic (ROC) curve was used to determine the accuracy of the attrition prediction model. 260 candidates (25.8%) attritted over the 10-week training, with the highest number of discharges during week 5. Musculoskeletal injury (MSKI) was the most common cause of attrition (30%), followed by non-MSKI medical (21.5%), and volitional withdrawals (19.6%). Sex, body mass index (BMI), resilience, initial physical fitness test score, combat fitness test (CFT) score, and prior military service were all significantly associated with attrition from OCS (all p < .05). The final prediction model of attrition included CFT score (p = .027) and resilience (p = .018). Multiple demographic, psychological, and fitness characteristics are associated with attrition from an early career military training course (OCS) and may be utilized as part of early screening procedures to identify and provide guidance for individuals at risk for not completing OCS.

Senior Discount? Gender, Age, and Small Donor Fundraising

Recent discussions surrounding candidate age and its impact on small donor fundraising have raised questions about ageism in American politics. However, existing studies of age in politics largely neglect the specific obstacles encountered by older female candidates. This paper, which examines the impact of age and gender on small contribution receipts in U.S. House of Representatives campaigns from 2006-2010, aims to address the following questions: How do age and gender interact to predict small contribution receipts? What are the implications for fundraising of older women candidates compared to their male counterparts? The findings reveal a significant negative interaction between age and gender, indicating that older female candidates experience a pronounced reduction in small contribution receipts compared to older male candidates. This suggests that age-related biases intersect with gender, posing unique challenges for older women candidates in fundraising efforts.

Gender Disparities in Book Circulation at a Chinese University Library (2012–2022)

The study explores the significance of gender differences in higher education, using book circulation data from Nanjing Normal University libraries between 2012 and 2022. It aims to analyze gender disparities and calculate the mathematical characteristics of gender prediction probability using the ANN model. The time-series ARIMA model also forecasts the average number of books that male and female teachers and teacher candidates are expected to borrow and renew in the next three years. The findings indicate that men tend to be more focused and persistent readers despite women having a more extensive network of book borrowing ties. Male graduate students and faculty members demonstrate significantly greater individual variability in book renewals than their female counterparts. Additionally, the maximum value of book renewals for male graduate students and male faculty members is notably higher than that of female graduate students and female faculty members. Book renewal frequency is a crucial factor in ANN gender prediction. On average, male readers incur higher overdue fines than female readers, and the overdue fines for both genders during the COVID-19 pandemic were considerably higher than usual. The actual monthly average renewal rates in 2022 exhibited significant fluctuations across genders and academic statuses, highlighting the limitations of the ARIMA model and other factors influencing renewal rates.

“He is the riskiest candidate standing on this stage”: social, verbal, and nonverbal aggression in the 2020 Democratic primary debates

U.S. presidential debates remain among the most watched political media despite their increasing levels of incivility. The 2020 Democratic primary debates were distinct as a record number of candidates sought to unseat a controversial Republican incumbent and fought against perceived party outsiders. This study content analyzes how Democratic candidates engaged in social aggression, a form of incivility attacking self-esteem and reputation with the goal to get ahead. Specifically, I examine how social, verbal, and nonverbal aggression were used by frontrunners and trailing candidates, whether populist candidates perpetrated aggression differently from non-populists, and differences by gender. Results revealed no significant differences in perpetrated aggression between the frontrunner and trailing candidates, nor between populists and non-populists. However, female candidates engaged in proportionally more social aggression than male candidates, who engaged in proportionally more verbal aggression than female candidates.

Beauty pays, but not under all circumstances: Evidence on gendered hiring discrimination from a novel experimental treatment using deepfakes

Using deepfaked job application videos as a novel experimental treatment, this study analyses the effects of physical attractiveness for men and women on their hypothetical hiring chances. Based on status construction theory, we argue that whether gendered expectations through physical attractiveness translate into better hiring chances depends on the social context. To test this theoretical claim, we conducted a 2×2×2 factorial survey experiment among respondents with personnel responsibilities (N = 493). Using deep-learning techniques, we swap the faces of fictitious male and female candidates in application videos, thus varying gender and physical attractiveness while holding everything else constant. Additionally, we manipulate the occupational context with job advertisements for a male-typed and a female-typed job. Results show that attractive applicants score higher in competence ratings and are more likely to be invited for a job interview than less attractive candidates. However, only men consistently profit from their looks, while women benefit from a beauty premium in the female-typed, but not in the male-typed job. These results strongly support the idea that physical attractiveness works as a status characteristic, triggers gendered expectations, and leads to beauty-based treatment differences. This study suggests that the use of deepfakes is a promising avenue to move inequality research forward.

Expectativas de gênero em campanhas: a incorporação do feminino na representação visual do masculino

Abstract This paper investigates the use of gender stereotypes during the primary presidential campaigns of 2022 in Brazil. Employing an interpretative visual methodology, the study analyzes 14 images that were sourced from the Instagram profiles of the two main candidates. The objective of the study is to explore the role of masculine and feminine elements within the candidates’ campaign aesthetics. We argue that feminine signifiers are discernible in the visual portrayal of both male candidates, contributing to a larger general trend in the political realm of softening authority figures.

Examining interviewer bias in medical school admissions: The interplay between applicant and interviewer gender and its effects on interview outcomes.

Selection interviews have long been integral to medical school admissions, yet their limited predictive validity and susceptibility to bias raise concerns. This study delves into potential interviewer bias within the dynamics of interviewee and interviewer gender. We analyze a dataset of 5,200 applicants and over 370 selection committees engaged in semi-structured interviews from 2006 to 2019 at a large German medical school with multiple linear and non-linear regression analyses. Our findings reveal that all-female committees tended to award male candidates, on average, one point more than their female counterparts, significantly enhancing the chances of submission for male applicants despite lower academic grades, which constituted 51% of the selection process points. All-male and mixed-gender committees exhibited similar ratings for both genders. The role of valuing voluntary services emerged prominently: all-male and mixed committees acknowledged women's volunteer work but not men's, while all-female committees demonstrated the opposite pattern. Our results attribute variations in interview outcomes to the absence of standardization, such as insufficient interviewer training, divergent rating strategies, variations in interviewer experience, and imbalances in candidate allocation to selection committees, rather than to a "gender bias", for example by favoritism of males because of their gender.

Tweet like Trump: Political branding and Twitter usage among congressional candidates in 2020 and 2022

AbstractObjectiveWe examine how congressional candidates use social media such as Twitter (X) to promote a political brand and connect with voters during campaigns.MethodsUsing a mixed‐method, interdisciplinary approach, we first conduct a brand analysis using 22 candidates from 11 open‐seat races in 2020. We develop and test several hypotheses using our races from 2020 and the subsequent contests in these districts in 2022, as well as the universe of tweets from all congressional candidates from the 2020 and 2022 general election campaigns (n = 789,411).ResultsWe find the three prominent themes present in our brand analysis—the adoption of gender roles, the mimicking of Trump, and expressions of populism—persist when we examine the Twitter posts from congressional candidates in 2020 and 2022. Male and female candidates behave differently on Twitter as do Republicans and Democrats. Most Republican candidates, regardless of gender, mimic the Trump brand rife with populist themes.ConclusionWe integrate research from political science and communication studies to gain a better understanding of how congressional candidates present their political brand to voters. We raise new questions scholars from the social sciences must consider while studying these phenomena in a fast‐evolving political and social media landscape.

Investigation of the Competencies of Teacher Candidates in Using Web 2.0 Tools

This study aimed to examine the web 2.0 tool usage competencies of Turkish and Turkish language and literature teacher candidates. The participants' proficiency with Web 2.0 tools was assessed in this context based on several characteristics. 279 teacher candidates (219 female and 59 males) were the subjects of the study, which was carried out at an eastern Turkish university. The data was gathered using Google Docs (Google Forms) and the “Web 2.0 Tools Usage Competency Scale (WAKYÖ)” created by Çelik (2021) as the data gathering method. The results of the study indicate that the digital competency of teacher applicants is frequently in the medium range. The results show that while most teacher applicants use social media, they don't use it frequently. In the gender-based examination, male teacher candidates performed much better than female teacher candidates when using Web 2.0 tools. However, an analysis of age groups shows that there are no discernible differences in Web 2.0 tool proficiency. The examination conducted based on the department or main science that each student pursued at the university revealed that teacher candidates with varying degrees of education possessed comparable levels of digital proficiency. However, there was no discernible difference in the analyses conducted based on the individuals' devices, their use of social media, the amount of time they spent on it each day, and whether or not they had taken computer or information technology courses during their undergraduate studies. The results showed no appreciable variation based on family income level. The results suggest that the focus of educational activities should be on more effective ways to improve digital skills. This makes it obvious that specialized training and support programs should be developed to fulfill the requirements of teacher candidates while taking into consideration factors like academic specialization and gender.

Identification of the Biotransformation Pathways of a Potential Oral Male Contraceptive, 11β-Methyl-19-Nortestosterone (11β-MNT) and Its Prodrugs: An In Vitro Study Highlights the Contribution of Polymorphic Intestinal UGT2B17.

11β-Methyl-19-nortestosterone dodecylcarbonate (11β-MNTDC) is a prodrug of 11β-MNT and is being considered as a promising male oral contraceptive candidate in clinical development. However, the oral administration of 11β-MNTDC exhibits an ~200-fold lower serum concentration of 11β-MNT compared to 11β-MNTDC, resulting in the poor bioavailability of 11β-MNT. To elucidate the role of the first-pass metabolism of 11β-MNT in its poor bioavailability, we determined the biotransformation products of 11β-MNT and its prodrugs in human in vitro models. 11β-MNT and its two prodrugs 11β-MNTDC and 11β-MNT undecanoate (11β-MNTU) were incubated in cryopreserved human hepatocytes (HHs) and subjected to liquid chromatography-high resolution tandem mass spectrometry analysis, which identified ten 11β-MNT biotransformation products with dehydrogenated and glucuronidation (11β-MNTG) metabolites being the major metabolites. However, 11β-MNTG formation is highly variable and prevalent in human intestinal S9 fractions. A reaction phenotyping study of 11β-MNT using thirteen recombinant UDP-glucuronosyltransferase (UGT) enzymes confirmed the major role of UGT2B17 in 11β-MNTG formation. This was further supported by a strong correlation (R2 > 0.78) between 11β-MNTG and UGT2B17 abundance in human intestinal microsomes, human liver microsomes, and HH systems. These results suggest that 11β-MNT and its prodrugs are rapidly metabolized to 11β-MNTG by the highly polymorphic intestinal UGT2B17, which may explain the poor and variable bioavailability of the drug.

Exploring ethnicity and gender discrimination in judging resume fraud and counterproductive workplace behavior

AbstractThe impact of ethnicity and gender on employment and income disparities in the labor market has been extensively studied, revealing patterns of discrimination. We focus on these specific attributes as potential influencers of perceptions regarding resume fraud and counterproductive behavior in the workplace. In our research, 1002 participants reviewed CVs of prospective job candidates and were subsequently informed about various instances of resume fraud and counterproductive behavior exhibited by the candidates. The names of the candidates were selected to reflect distinct ethnic origins and genders. Our findings indicate the presence of ethnic discrimination. Specifically, individuals within each ethnic group tended to evaluate candidates from their own group with less severity compared to candidates from the opposite group. We did not uncover any indications of gender bias; both male and female candidates were assessed in a similar manner. Our findings uncover ethnicity‐based discrimination in the evaluation of negative behavior within the workplace.

Bridges and gatekeepers: Employees' willingness to refer qualified candidates on the autism spectrum

AbstractRecruiting neurodiverse talent has increasingly featured on the organizational diversity agenda, yet recruitment practices geared toward locating and attracting neurodivergent candidates remain understudied. While research and practice have shown that employee referral is one of the channels through which a significant part of new talent is recruited, little is known about employees' willingness to refer qualified social contacts who are neurodivergent. We address this limitation by investigating employees' willingness to refer highly qualified candidates on the autism spectrum and some conditions under which they are more or less likely to refer such candidates. We explore these aspects in a study of working individuals, using a mixed‐method approach. The quantitative analysis shows that disclosure of an autism condition to potential referrers might pose some advantage, in that it increases the likelihood of being referred, but this advantage accrues only to male candidates. Furthermore, cues that hint at the social dimension of the “ideal worker,” commonly used in job recruitment materials, are the strongest deterrent for referrers. The qualitative analysis of the reasons behind decisions to refer sheds light on some mechanisms that might explain these findings.

Interactive Health Technology Tool for Kidney Living Donor Assessment to Standardize the Informed Consent Process: Usability and Qualitative Content Analysis.

Kidney living donation carries risks, yet standardized information provision regarding nephrectomy risks and psychological impacts for candidates remains lacking. This study assesses the benefit of interactive health technology in improving the informed consent process for kidney living donation. The Kidney Hub institutional open portal offers comprehensive information on kidney disease and donation. Individuals willing to start the kidney living donation process at Helsinki University Hospital (January 2019-January 2022) were invited to use the patient-tailored digital care path (Living Donor Digital Care Path) included in the Kidney Hub. This platform provides detailed donation process information and facilitates communication between health care professionals and patients. eHealth literacy was evaluated via the eHealth Literacy Scale (eHEALS), usability with the System Usability Scale (SUS), and system utility through Likert-scale surveys with scores of 1-5. Qualitative content analysis addressed an open-ended question. The Kidney Hub portal received over 8000 monthly visits, including to its sections on donation benefits (n=1629 views) and impact on donors' lives (n=4850 views). Of 127 living kidney donation candidates, 7 did not use Living Donor Digital Care Path. Users' ages ranged from 20 to 79 years, and they exchanged over 3500 messages. A total of 74 living donor candidates participated in the survey. Female candidates more commonly searched the internet about kidney donation (n=79 female candidates vs n=48 male candidates; P=.04). The mean eHEALS score correlated with internet use for health decisions (r=0.45; P<.001) and its importance (r=0.40; P=.01). Participants found that the Living Donor Digital Care Path was technically satisfactory (mean SUS score 4.4, SD 0.54) and useful but not pivotal in donation decision-making. Concerns focused on postsurgery coping for donors and recipients. Telemedicine effectively educates living kidney donor candidates on the donation process. The Living Donor Digital Care Path serves as a valuable eHealth tool, aiding clinicians in standardizing steps toward informed consent. ClinicalTrials.gov NCT04791670; https://clinicaltrials.gov/study/NCT04791670. RR2-10.1136/bmjopen-2021-051166.

Sex-based Disparities in Liver Transplantation for Hepatocellular Carcinoma and the Impact of the Growing Burden of NASH.

The cause of liver disease is changing, but its impact on liver transplantation (LT) for hepatocellular carcinoma (HCC) in women and men is unclear. We performed a nationwide study to assess the prevalence and posttransplant survival outcomes of the various causes of liver disease in women and men with HCC. Data were obtained from the United Network for Organ Sharing database from 2000 to 2022. Data related to the listing, transplant, waitlist mortality, and posttransplant mortality for HCC were extracted. The proportion of HCC related to the various causes of liver disease among LT candidates and recipients and posttransplant survival were compared between women and men. A total of 51 721 individuals (39 465 men, 12 256 women) with HCC were included. From 2000 to 2022, nonalcoholic steatohepatitis (NASH) was the fastest-growing cause of liver disease among female LT candidates with HCC (P < 0.01), followed by alcohol-associated liver disease. NASH overtook chronic hepatitis C as the leading cause of liver disease in 2020 and 2022 among waitlisted women and men with HCC, respectively. Female patients with HCC spent a significantly longer time on the LT waitlist compared with male patients (β: 8.73; 95% confidence interval [CI], 2.91-14.54). Female patients with HCC from alcohol-associated liver disease also have a lower probability of receiving LT (subdistribution hazard ratio: 0.90; 95% CI, 0.82-0.99). Among transplant recipients with NASH HCC, female sex was associated with lower posttransplant mortality compared with male sex (hazard ratio: 0.79; 95% CI, 0.70-0.89; P < 0.01). Women have a significantly longer waitlist duration compared with men. NASH is now the leading cause of liver disease among both female and male LT candidates and recipients with HCC.

Anthropomorphic and Physical Fitness Characteristics of United States Air Force Basic Military Training: Special Warfare Versus Nonspecial Warfare Recruits, Fiscal Year 2019-2023.

Each year, thousands of individuals enlist in the Department of the Air Force (DAF), with some seeking to become DAF Special Warfare (SW) candidates. This study aimed to compare the anthropomorphic and physical fitness characteristics between these groups during fiscal years (FYs) 2019-2023. The sample includes male candidates below the age of 30 who attended the DAF basic military training (BMT) from FY2019 to 2023 (N = 119,415). Initial physical fitness testing was conducted during week 1 of BMT. Physical fitness results, height, weight, and body mass index (BMI) were compared between the two cohorts. A two-way analysis of variance was performed to analyze the effects of group (SWand non-SW) and FY on mean anthropomorphic and physical fitness test variables. Dependent variables were evaluated for homogeneity of variance using Levene's test and for normality using the Shapiro-Wilktest. The Tukey-Kramer test was employed for post hoc analyses with a threshold for statistical significance of α < 0.05. The cohort of SW recruits displayed superior physical fitness results across all FYs (p < 0.001) with the exception of FY2021. They were significantly taller and heavier, and had a higher BMI when compared to non-SW DAF BMT recruits (p < 0.001). Mean values for maximum push-ups and sit-ups for SW recruits were significantly lower in FY2021 (p < 0.001) and not significantly different from non-SW recruits. Additionally, run times for both SW- and non-SW-bound recruits during FY2022 and FY2023 were significantly slower than previous years. These findings can be used to establish a baseline for anthropometric and physical fitness profiles of incoming SW and non-SW DAF BMT recruits that may inform clinicians, human performance professionals, and military training leaders with information necessary to guide future research and physical fitness policy.

Influence of Gender Stereotypes in Hiring Decisions

Purpose: The aim of the study was to investigate the influence of gender stereotypes in hiring decisions. Methodology: The study adopted a desktop research methodology. Desk research refers to secondary data or that which can be collected without fieldwork. Desk research is basically involved in collecting data from existing resources hence it is often considered a low cost technique as compared to field research, as the main cost is involved in executive’s time, telephone charges and directories. Thus, the study relied on already published studies, reports and statistics. This secondary data was easily accessed through the online journals and library. Findings: The findings reveal that there exists a contextual and methodological gap relating to the influence of gender stereotypes in hiring decisions. Preliminary empirical review revealed that gender bias significantly influenced hiring processes, favoring male candidates over equally qualified female candidates. Through an analysis of empirical evidence from various studies conducted by scholars, it was evident that gender stereotypes intersected with other forms of discrimination, such as racial or ethnic bias, exacerbating disparities in employment opportunities, particularly for women of color. Despite increasing awareness of the importance of diversity, gender bias persisted, hindering progress towards gender parity in the workplace. Recommendations included implementing blind recruitment processes and diversity training to address bias and promote transparency in hiring practices, facilitating the creation of more equitable and inclusive workplaces. Unique Contribution to Theory, Practice and Policy: Social Role Theory, Ambivalent Sexism theory and Intersectionality theory may be used to anchor future studies on influence of gender stereotypes in hiring decisions. The study provided several recommendations that contributed to theory, practice, and policy. It emphasized the need to raise awareness of gender bias, suggested implementing structural changes like blind recruitment, advocated for diversity and inclusion initiatives, highlighted the role of organizational culture, and called for the involvement of policymakers in addressing systemic barriers. These recommendations aimed to promote fairness, equity, and diversity in employment practices within STEM and beyond, contributing to theoretical understanding, informing practical strategies, and shaping policy interventions.

Academic Self-problems of Candidate Teachers of Native Language: “I am not sure what or how to learn.” But I must be sure of what I can teach.”

Academic self-concept is an individuals’ self-definition using their experiences in the educational process or their views on their own skills and interests. This study aims to determine the academic self-perception of teacher candidates of native language. This study was conducted with a qualitative approach in a phenomenological design. The study group consisted of 10 female and 6 male native language teacher candidates at a university located in the eastern part of Turkey. During the data collection process, semi-structured interviews were conducted with open-ended questions, the data collected with a voice recorder was converted into a written text. Participant views were subjected to content analysis. The first, last, and focus codings were completed for “coder reliability;” and an external controller was also used. In this study, the data source was diversified with reminder notes and observation reports for stability and transparency. The findings revealed that most participants had high verbal abilities and interests, and weak numerical abilities and interests. Additionally, the views that they were unable to make the right choices in line with their abilities and interests and therefore could not achieve their academic self-concept and goals are remarkable.

Investigation of Early Childhood and Primary School Education Teacher Candidates' Attitudes to Gender Roles in Terms of Gender, Grade, Mother’s and Father’s Education Levels

Gender inequality indeed persists as a pervasive issue worldwide, infiltrating numerous facets of society and impeding progress toward a more equitable and just world. Schools play a crucial role as essential institutions where children embark on their initial journey into social life, contributing to the formation of values, norms, and social relationships. During these early years, children observe, imitate, and internalize the words, behaviors, and attitudes of teachers, shaping their understanding of the world around them. Therefore, children's perceptions of gender and attitudes toward gender can be significantly influenced by the attitudes and behaviors of their teachers. This research aims to examine whether there are differences in the gender-role attitudes among pre-service early childhood and primary school teachers based on gender, grade level, mother's and father's education level. The study was designed as a cross-sectional survey model, and data were collected from 1st and 4th-grade students enrolled in Early Childhood and Primary School Education Programs at a university in Turkey. The data were collected using a Personal Information Form and the Gender Role Attitude Scale (GRAS). The data were analyzed using Kruskal-Wallis and Mann-Whitney U tests in SPSS 22.0, and effect sizes were calculated. Analysis indicated that there were statistically significant differences in gender role attitudes between genders, grade level, and mother’s education level. However, there was no statistically significant difference in the scores based on the father's education level. Female teacher candidates were found to have more egalitarian gender role attitudes compared to male teacher candidates, and 4th-grade students exhibited more egalitarian attitudes than 1st-grade students. Additionally, it was observed that teacher candidates whose mothers were illiterate tended to have more traditional gender role attitudes compared to those whose mothers had primary school, middle school, high school, or college degrees.

The Way She Moves: Political Repositioning and Gender Stereotypes

Abstract Research on policy shifts has found that repositioning can be costly as it affects candidates’ perceived honesty, reliability, and competence. It remains unclear, however, whether a politician’s gender affects perceptions of repositioning. Research on gender stereotypes has found that while male politicians are viewed as more competent, decisive, and displaying strong leadership, female politicians are believed to be more honest. Applying expectancy-violation theory, I test the hypothesis that the reputational cost of repositioning is more pronounced for female politicians in a preregistered survey experiment fielded on a large convenience sample in Flanders, Belgium (n = 6,957). I find that while frequent repositioning is evaluated negatively, the negative effect of repositioning is not more pronounced for female candidates than for male candidates on most outcome measures.