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Psychological responses to personal relative deprivation based on self/outgroup comparisons (named self/outgroup PRD) were explored among women in science, engineering, and technology according to the Psychological Disengagement Model. Three studies revealed that the experience of self/outgroup PRD increased women's likelihood of discounting the feedback they received at work. In turn, discounting led them to devalue their profession. Each study further documented the damaging effect of both psychological disengagement mechanisms. Study 1 ( N = 93) revealed that discounting and devaluing were associated with decreased self-esteem. These results were replicated in Studies 2 and 3. Study 2 ( N = 163) demonstrated that discounting and devaluing were also associated with reduced self-esteem stability. Study 3 ( N = 187) further showed that psychological disengagement was also associated with women's occupational commitment. Theoretical and practical implications of these results are considered. [ABSTRACT FROM AUTHOR]

This study was conducted among female clerical workers to examine factors associated with attitudes toward bridging programs. These programs facilitate women's transition from traditional to nontraditional careers. In a proposed model, 2 paths linking masculine and feminine traits of the self-concept to personal relative deprivation were tested. Whereas feminine traits were expected to correlate with masculine traits, the former was predicted to yield feelings of relative satisfaction and the latter to evoke relative deprivation. Relative deprivation was predicted to increase intention to endorse bridging program activities. Results support the model, albeit analyses suggested an additional path from masculine traits to bridging program activities. Implications of this reality test of the relations between self-concept, relative deprivation, and career mobility are discussed. [ABSTRACT FROM AUTHOR]

A model of factors that lead members of an advantaged group to perform collective action intended to help a disadvantaged out-group is tested. A distinction is made between easy and demanding collective activities. Two different routes are expected to lead to collective action. First, an indirect link is proposed between a common in-group identity and collective action. This link is believed to be mediated by perceived mobilization resources. Second, the link between relative deprivation on behalf of others (RDBO) and collective action will vary according to the type of behavior considered. While, RDBO is expected to be directly associated with easy collective behavior, the link between ROBO and demanding collective activities is mediated through perceived mobilization resources. In turn, perceived resources are linked to both forms of collective behaviors, The predicted model is tested among 273 undergraduate respondents. Findings point to the relevance of all factors considered and the pivotal role of perceived mobilization resources on collective action. [ABSTRACT FROM AUTHOR]

In the last 2 decades, the number of women entering the managerial field has increased. However, this increase has not been equally distributed at all levels. The interest of this study lies in understanding how this sudden surge of women in managerial fields and their unequal distribution across levels are associated with men's reactions toward women. Do men feel threatened by the introduction of women as their coworkers, and if so does this change trigger prejudicial views of women? In all, 123 male managers employed in a Canadian federal agency participated in this study. According to the final path model, as the estimate of the representation of female managers increases, so does male managers' feeling of threat. Feeling threatened along with the estimate of an increase of new female recruits is linked to heightened neosexist views. In turn, neosexism is related to a pro-male bias in the evaluation of women's and men's competence. Additionally, neosexism is negatively associated with men's willingness to support women. Theoretical as well as practical implications of results are discussed. [ABSTRACT FROM AUTHOR]

The self-interest model has often been used to predict the reactions of advantaged groups to affirmative action. It is argued that self-interest also plays a role in the genesis of attitudes of disadvantaged groups, such as women. More precisely, it is hypothesised that considerations of personal interest have an impact on considerations of collective interest which in turn have an impact on the sense of collective relative deprivation (CRD). In the past, it was shown that women who felt collectively deprived approved of strategies designed to eliminate systemic barriers. No link was found, however, between CRD and preferential treatment. Women, in majority, were opposed to this strategy. On the basis of a model introduced by Taylor and McKirnan (1984), it is argued that women who have experienced discrimination on the basis of sex in spite of the introduction of affirmative action strategies may support preferential treatment. The hypotheses were integrated in a model and tested using LISREL causal modelling. In total, 197 female francophone workers participated in the study. They were all employed in a large firm where in the last five years attempts were made to reduce sex asymmetries. These efforts however were not successful; the percentage of women in non-traditional jobs increased by only 2%. The proposed model was tested successfully. The results are discussed in light of previous paradigms and practical implications. [ABSTRACT FROM AUTHOR]

Aim: This paper describes how the transformation of youth mental health services in the rural Francophone region of the Acadian Peninsula in New Brunswick, Canada, is meeting the five objectives of ACCESS Open Minds. Methods: Implementation of the ACCESS Open Minds framework of care in the Acadian Peninsula of New Brunswick began in 2016 at a well‐established volunteer centre and community‐based mental health organization. Through focus groups with youth aged 14 to 22 (n = 13), community mapping was used to describe the youth‐related mental health service transformation, followed by thematic analysis, validation by member checking and triangulation. Results: Preliminary results show a generally successful implementation of the ACCESS Open Minds model, as evidenced by the transformation of mental health service provision, the enhancement of capacity in human resources and the participation of youth. Transformation was evidenced across the five objectives of mental healthcare of ACCESS Open Minds, albeit to variable extents. Several facilitating factors and challenges are identified based on youths' accounts. Conclusions: It is possible to successfully implement the ACCESS Open Minds model among francophones living in a minority setting and despite the constraints of a rural area. Most key components of the framework were implemented with high program fidelity. The rural context presents unique challenges that require creative and effective use of resources, while offering opportunities that arise from a culture of resourcefulness and collaboration. [ABSTRACT FROM AUTHOR]

This paper presents 4 studies which were conducted for the purpose of constructing and validating a new measure of people's motivation for environmental behaviors, namely the Motivation Toward the Environment Scale (MTES). The MTES consists of subscales that measure an individual's level of intrinsic, extrinsic, and a motivation for environmental behaviors. These subscales correspond to the different forms of motivation identified by Deci and Ryan in their self-determination theory (SDT, 1985, 1991). Results from the first study supported the factor structure of the scale and revealed a satisfactory level of internal consistency. Consistent with the SDT, the more self-determined forms of motivation were associated with more positive responses on the related variables. Implications for the manner in which the public could be 'encouraged to do environmental behaviors are discussed. [ABSTRACT FROM AUTHOR]