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This study examined dating‐stage and developmental‐contextual models of romantic relationships during early adolescence. Same‐gender friendships, affiliation with mixed‐gender groups, dating, and romantic relationships were investigated in a sample of 1,284 young adolescents of diverse ethnocultural backgrounds. Data were collected cross‐sectionally in Grades 5 through 8, as well as longitudinally in the fall and spring of an academic year. Consistent with a stage model, affiliation with mixed‐gender groups and dating were qualitatively distinct activities that were sequentially organized and facilitated the progression from same‐gender friendships to dyadic romantic relationships. The results also provide insights on how the developmental context may alter stage pathways: Dating activities were incorporated with mixed‐gender affiliations, group‐based romantic stages showed more stability than other stages, and the ethnocultural context influenced romantic timing. Finally, results indicated that participation in romantic activities heightened adolescents' future interest in having a romantic relationship.

The Interpersonal Reactivity Index (IRI) is the most widely used measure of empathy, but its factorial validity has been questioned. The present research investigates the factorial validity of the German adaptation of the IRI, the "Saarbrücker Persönlichkeitsfragebogen SPF-IRI". Confirmatory Factor Analyses (CFA) and Exploratory Structural Equation Modeling (ESEM) were used to test the theoretically predicted four-factor model. Across two subsamples ESEM outperformed CFA. Substantial cross-loadings were evident in ESEM. Measurement invariance (MI) across gender groups was tested using ESEM in the combined sample. Strict MI (invariant factor loadings, intercepts, residuals) could be established, and variances and covariances were also equal. Differences for latent means were evident. Women scored higher on fantasy, empathic concern, and personal distress. No significant differences were found for perspective taking. Mean differences were due to real differences on latent variables and not a result of measurement bias. Results support the factorial validity of the German SPF-IRI. The heterogeneity of empathy and the unclear differentiation between cognitive and emotional aspects might be a source for the unclear differentiation of scales.

PurposeDespite studies claiming gender inclusion is beneficial for organizations, the under-representation of females in the workforce is a reality. As recruitment practices impact employees' entry into organizations, examining the salient predictors of job pursuit intention might foster gender inclusivity.Design/methodology/approachBased on a mixed-method study conducted in two phases (Phase 1: a sample of 2,084 professionals; Phase 2: interviews of 20 senior human resource (HR) professionals and interviews with 26 women professionals), we examine the key predictors of job pursuit intention of women. We employed a qualitative study as Phase 2 employed a qualitative study to understand why some of the proposed hypotheses were not supported.FindingsWe found that work–life balance, perceived job security and perceived ethical behavior of organizations were more important for female than the male applicants in influencing their job pursuit intention. Also, the type of work and person–organization (P–O) fit were found to be equally important for both the gender groups. The implications of the study to theory and practice were discussed.Research limitations/implicationsOur study extends the existing literature by identifying salient factors (such as work–life balance, perceived job security and ethical citizenship) that are found to be more important for female applicants compared to their male counterparts while pursuing a job. Also, females were found to worry more about losing or not finding a job than males. Our results further indicate that type of work and P–O fit have a significant effect on job pursuit intention for both male and female applicants. The study addresses the need for research on targeted recruitment to increase gender inclusion.Practical implicationsThe contribution of this paper lies in identifying critical factors relevant to the female applicants in India who potentially constitute a large talent pool waiting to be leveraged. It adds to the body of knowledge on enabling inclusivity and affirmative action for increasing gender diversity through recruitment. By highlighting the factors that should be given prominence in job promotions to attract more female candidates and emphasizing the gender-focused HR policies and practices and through internal and external communication, it helps practitioners attract and retain female applicants in an emerging economy like India.Originality/valueOur study contributes in three ways. First, it attempts to plug the gap by investigating gendered preferences in job pursuit intentions between male and female applicants, especially in different cultural environments and in emerging markets such as India. Second, existing studies on job pursuit intentions were based mostly on inputs from student respondents. Our study has collected data from professionals working in organizations who have worked and experienced gender-related HR practices in organizations. Third, our study used a mixed-method approach to get a nuanced understanding of female talent expectations and preferences during the job-seeking behavior.

Since Schattschneider (1960), several scholars have argued that the least powerful groups in society will have limited access to the governmental arena; the bias inherent in the system will largely prevent those lacking in power from attaining many of their policy preferences. Yet race & gender-based groups, two of the least powerful groups in society, have been relatively successful in getting some of their demands turned into policy. We argue that these groups have been relatively successful for two major reasons. First, they are utilizing the Supreme Court to get their demands on the political agenda. Second, they have coalesced their resources, giving them a stronger voice in which to demand change. This preliminary analysis of the success of these groups bodes well for other disadvantaged groups demanding change in the governmental forum. 6 Tables, 30 References. Adapted from the source document.

This article explores the crime of genocide in connectivity to groups defined by gender. Its aim is to investigate whether including groups defined by gender as a protected group in the Genocide Convention appears legally plausible. It begins by probing the historical origins of the concept of genocide. This exposition emanates into an analytical examination of the rationale of protecting human groups in international criminal law. Against this background, the article advocates an understanding of the crime of genocide as a rights-implementing institute. Subsequently, it employs an ejusdem generis analysis to assess whether groups defined by gender are coherent with the current canon of the protected groups, and if similar treatment thereby can be warranted. It then turns to examine other international law instruments, to expose that none of these are suitable proxies in dealing with gender-specific genocides. From this perspective, the article suggests that the content of the crime of genocide is not determinate, but rather emerges as a battlefield for hegemonic interests. Hence, it is easily discernible that the way in which the current construction of the protected groups in the Genocide Convention relates to gender groups reflects a deliberate choice. The article concludes with asserting that the choice represents a lacuna in international criminal law that in the end compromises the legitimacy of the crime of genocide, since the personal scope of the crime of genocide risks being in discord with current social and political trajectories.

This article explores the crime of genocide in connectivity to groups defined by gender. Its aim is to investigate whether including groups defined by gender as a protected group in the Genocide Convention appears legally plausible. It begins by probing the historical origins of the concept of genocide. This exposition emanates into an analytical examination of the rationale of protecting human groups in international criminal law. Against this background, the article advocates an understanding of the crime of genocide as a rights-implementing institute. Subsequently, it employs an ejusdem generis analysis to assess whether groups defined by gender are coherent with the current canon of the protected groups, and if similar treatment thereby can be warranted. It then turns to examine other international law instruments, to expose that none of these are suitable proxies in dealing with gender-specific genocides. From this perspective, the article suggests that the content of the crime of genocide is not determinate, but rather emerges as a battlefield for hegemonic interests. Hence, it is easily discernible that the way in which the current construction of the protected groups in the Genocide Convention relates to gender groups reflects a deliberate choice. The article concludes with asserting that the choice represents a lacuna in international criminal law that in the end compromises the legitimacy of the crime of genocide, since the personal scope of the crime of genocide risks being in discord with current social and political trajectories.

This article explores the crime of genocide in connectivity to groups defined by gender. Its aim is to investigate whether including groups defined by gender as a protected group in the Genocide Convention appears legally plausible. It begins by probing the historical origins of the concept of genocide. This exposition emanates into an analytical examination of the rationale of protecting human groups in international criminal law. Against this background, the article advocates an understanding of the crime of genocide as a rights-implementing institute. Subsequently, it employs an ejusdem generis analysis to assess whether groups defined by gender are coherent with the current canon of the protected groups, and if similar treatment thereby can be warranted. It then turns to examine other international law instruments, to expose that none of these are suitable proxies in dealing with gender-specific genocides. From this perspective, the article suggests that the content of the crime of genocide is not determinate, but rather emerges as a battlefield for hegemonic interests. Hence, it is easily discernible that the way in which the current construction of the protected groups in the Genocide Convention relates to gender groups reflects a deliberate choice. The article concludes with asserting that the choice represents a lacuna in international criminal law that in the end compromises the legitimacy of the crime of genocide, since the personal scope of the crime of genocide risks being in discord with current social and political trajectories.

AbstractWe conduct a laboratory experiment to study gender differences in leadership. We strip the concept of leadership down to its most basic elements. Questions of style and evaluations of a leader based on style of leadership adopted are made irrelevant. Our leader is an average player who is distinguished merely by occupying the leadership position. Legitimacy is conferred on the leader by the special information possessed. Followers voluntarily choose whether or not to follow the better‐informed leader. The effectiveness of the leader is reduced to two simple factors: is the leader willing or not to voluntarily place him/herself in a vulnerable position to achieve an outcome beneficial to both the leader and his/her followers? Do followers trust their leaders to make the right choice? We provide experimental evidence that female leaders and followers are more cooperative than the males in most circumstances. Female leaders show a hesitation to lead in mixed‐gender environments with gender signalling in circumstances where followers' refusal to follow can significantly hurt them. The behaviour of the followers is the same toward the leaders regardless of their gender.