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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]

Abstract: This research investigated how the relationship between prejudice and intergroup inequalities with justice judgments is modulated by individual differences in self-regulation of bias through suppression. The first study conducted among 170 White British adolescents revealed that the link between racism and intergroup inequality in justice judgments was moderated by bias suppression. Prejudice, bias suppression, and blatant as well as subtle justice judgments were assessed in a second study carried out with 103 Canadian White adolescents. Bias suppression moderated the link between racist beliefs toward Aboriginals and intergroup inequality in punitive rulings. Racism translated into intergroup inequality in the potential for rehabilitation, irrespective of the level of bias suppression. The role of bias suppression is discussed. [Copyright &y& Elsevier]

Abstract: The present research explored the relationship between how Canadians perceived the quality of intergroup contact with Americans and their support for different antiterrorism policies, considering the potential mediating role of intergroup representations specified in the Common Ingroup Identity Model. Canadian students (n =360) completed questionnaires that assessed their perceptions of the quality of intergroup contact with Americans, group representations, and reactions to various policies tied to the war against terror. Specifically, we tested a model of how perceptions of the quality of intergroup contact, along the dimensions specified by the Contact Hypothesis, predict different representations of the two groups (Canadians and Americans), and then how these different representations predict reactions to antiterrorist policies. Structural equation modeling analysis supported the predictions, revealing the pivotal role of group representations for policy views. [Copyright &y& Elsevier]

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]

A program designed for either women, visible minorities, or disabled persons was rated by 264 women and men respondents. An analysis of variance revealed that reactions to affirmative action varied according to the sex of the respondent and the group targeted by the policy. Further analyses were conducted to examine the effects of two social justice concerns on support for affirmative action, that is, scope of justice (extending fair treatment onto others) and perceived threat on behalf of nondesignated groups. According to findings, the link between social justice concerns and reactions to the policy was affected by the group targeted by affirmative action. Furthermore, both social justice concerns were not equally important predictors of attitudes toward affirmative action for women and men respondents. [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]

The role of 2 components of psychological disengagement (discounting and devaluing) in the relation between personal relative deprivation and self-esteem was explored in 3 samples of policewomen. Path analyses conducted with the 3 samples revealed that stronger feelings of personal relative deprivation resulted in stronger discounting of work evaluations, which in turn led to devaluing the importance of police work. A negative relation between discounting and self-esteem was observed in all samples. Other related outcomes of disengagement, professional withdrawal and stress, were also evaluated. [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]

Background: Many Canadian adolescents and young adults with mental health problems face delayed detection, long waiting lists, poorly accessible services, care of inconsistent quality and abrupt or absent inter-service transitions. To address these issues, ACCESS Open Minds, a multi-stakeholder network, is implementing and systematically evaluating a transformation of mental health services for youth aged 11 to 25 at 14 sites across Canada. The transformation plan has five key foci: early identification, rapid access, appropriate care, the elimination of age-based transitions between services, and the engagement of youth and families. Methods: The ACCESS Open Minds Research Protocol has multiple components including a minimum evaluation protocol and a stepped-wedge cluster randomized trial, that are detailed in this paper. Additional components include qualitative methods and cost-effectiveness analyses. The services transformation is being evaluated at all sites via a minimum evaluation protocol. Six sites are participating in the stepped-wedge trial whereby the intervention (a service transformation along the key foci) was rolled out in three waves, each commencing six months apart. Two sites, one high-population and one low-population, were randomly assigned to each of the three waves, i.e., randomization was stratified by population size. Our primary hypotheses pertain to increased referral numbers, and reduced wait times to initial assessment and to the commencement of appropriate care. Secondary hypotheses pertain to simplified pathways to care; improved clinical, functional and subjective outcomes; and increased satisfaction among youth and families. Quantitative measures addressing these hypotheses are being used to determine the effectiveness of the intervention. Discussion: Data from our overall research strategy will help test the effectiveness of the ACCESS Open Minds transformation, refine it further, and inform its scale-up. The process by which our research strategy was developed has implications for the practice of research itself in that it highlights the need to actively engage all stakeholder groups and address unique considerations in designing evaluations of complex healthcare interventions in multiple, diverse contexts. Our approach will generate both concrete evidence and nuanced insights, including about the challenges of conducting research in real-world settings. More such innovative approaches are needed to advance youth mental health services research. Trial registration number: Clinicaltrials.gov, ISRCTN23349893 (Retrospectively registered: 16/02/2017). [ABSTRACT FROM AUTHOR]