Yes, (Most) Men Know What Rape Is: A Mixed-Methods Investigation Into College Men's Definitions of Rape.

Sexual violence, including rape, is a pervasive problem on college campuses in the United States. Although men perpetrate the majority of sexual violence, men's attitudes, experiences, and perspectives are not typically included in research on rape and sexual violence. We addressed this empirical gap through our mixed-methods analysis of 365 college-aged men's definitions of the term "rape." Our analysis via consensual qualitative research revealed that men's definitions fit into nine primary domains: lack of consent, taken advantage of, sex, sexual activity, unwanted, gender/sex-specific, harm to victim, relationship, and emotional response, as well as a miscellaneous domain. Further, using chi-square tests of independence, we compared responses from men with and without histories of sexual violence perpetration. Findings showed that the definitions generated by men with a history of perpetration were less likely to include nonpenetrative sexual violence and were more likely to use gender/sex-specific language. We conclude that most young men have a generally accurate understanding of rape, though perpetrators' understandings may be somewhat narrower and more limited than those without a history of perpetration. We end with recommendations for refocusing sexual education curricula to better aid in the prevention of sexual violence perpetration. Specifically, given that (most) men know what rape is, educators should emphasize the cultural and situational factors that make rape more likely so all people can reduce the risk of sexual violence and take proactive precautions to prevent it.

The effects of attribution of responsibility and work history on perceptions of reasonable accommodations.

Under the Americans with Disabilities Act (ADA), employers must provide employees with disabilities reasonable accommodations that will enable them to perform job duties, as long as the accommodations do not financially burden the organization. Two studies were conducted to investigate whether disability origin and/or prior work history impermissibly influence the granting of reasonable accommodations under the ADA. In both studies, participants granted more accommodations for employees whose disability was caused by some external factor than for those whose disability was caused by the employee's own behavior. In Study Two, participants also granted more and costlier accommodations for an employee with an excellent work history than for an employee with an average work history. Implications of the use of extralegal factors in accommodation decisions are discussed.

Racial bias in mock juror decision-making: a meta-analytic review of defendant treatment.

Common wisdom seems to suggest that racial bias, defined as disparate treatment of minority defendants, exists in jury decision-making, with Black defendants being treated more harshly by jurors than White defendants. The empirical research, however, is inconsistent--some studies show racial bias while others do not. Two previous meta-analyses have found conflicting results regarding the existence of racial bias in juror decision-making (Mazzella & Feingold, 1994, Journal of Applied Social Psychology, 24, 1315-1344; Sweeney & Haney, 1992, Behavioral Sciences and the Law, 10, 179-195). This research takes a meta-analytic approach to further investigate the inconsistencies within the empirical literature on racial bias in juror decision-making by defining racial bias as disparate treatment of racial out-groups (rather than focusing upon the minority group alone). Our results suggest that a small, yet significant, effect of racial bias in decision-making is present across studies, but that the effect becomes more pronounced when certain moderators are considered. The state of the research will be discussed in light of these findings.