Barrett, The Honors College Thesis/Creative Project Collection
Barrett, The Honors College at Arizona State University proudly showcases the work of undergraduate honors students by sharing this collection exclusively with the ASU community.
Barrett accepts high performing, academically engaged undergraduate students and works with them in collaboration with all of the other academic units at Arizona State University. All Barrett students complete a thesis or creative project which is an opportunity to explore an intellectual interest and produce an original piece of scholarly research. The thesis or creative project is supervised and defended in front of a faculty committee. Students are able to engage with professors who are nationally recognized in their fields and committed to working with honors students. Completing a Barrett thesis or creative project is an opportunity for undergraduate honors students to contribute to the ASU academic community in a meaningful way.
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Description
Anti-gay bias is a prevalent aspect of traditional male gender norms that has negatively impacted the lesbian, gay, bisexual, and transgender (LGBT) community, both in terms of mental and physical health. This study examined how anti-gay bias varies as a function of gender, education level, and field of study. We hypothesized that men will have more bias than women, that seniors in college will be less biased than freshmen in college, and that male students in sub disciplines of engineering that have relatively more women (e.g., biomedical engineering), will be less biased than those in more homogeneous, male-dominated fields (e.g., mechanical engineering). Past research has identified the implications of gender and education level in anti-gay bias; the current study looked to further such research and to investigate possible implications of the impact of settings that have a gender imbalance. A total of 303 undergraduate students from Arizona State University completed an online survey that measured attitudes toward lesbian, gay, bisexual, and transgender individuals and communities. Neither education level nor academic field of study were found to have influenced degree of bias. Limitations and implications of the study are discussed.
ContributorsHarrington, Charlotte Jean (Author) / Saenz, Delia (Thesis director) / Glenberg, Arthur (Committee member) / Department of English (Contributor) / Department of Psychology (Contributor) / Barrett, The Honors College (Contributor)
Created2017-05
Description
Patriarchal forces manifest in a variety of wide-reaching ways, but few are more potent then the methods by which patriarchy becomes embodied and integrated into patterns of emotional expression. This is particularly true to the boundaries of anger expression for women which are placed upon and reinforced through patriarchal socialization. This thesis explores the relationship between gender socialization, the construction of happiness, and resistance through anger expression. Drawing from Sarah Ahmed's The Promise of Happiness and Judith Butler's Gender Troubles, this project first identifies the construction of subjecthood for women, focusing particularly on the ways in which performance of gendered categories becomes necessary to intelligibility as a subject. Through an exploration of current social science research, this project then seeks to answer the ways in which the theoretical notion of gendered subjecthood comes to function within tangible expressions, or lack of expression, of anger. Finally, this thesis explores what it may mean for women to create a healing relationship with anger, forcibly creating space for expansive subjecthood.
ContributorsHobbs, Emma Caroline (Author) / Gomez, Alan (Thesis director) / Suk, Mina (Committee member) / School of Social Transformation (Contributor, Contributor) / Barrett, The Honors College (Contributor)
Created2017-05
Description
Playable female characters in video games have become increasingly more acceptable in the mind of the average gamer. Video games like the Mass Effect series allow gamers to choose to play as either male or female. Despite the industry's data showing that the male character is more likely to be played, vocal fans of the game will often argue that the female character is more desirable depending on the experience that the player is wanting. It is this inconsistency between the gaming industry's data on gender choice and the fans that go against this data that leads to the present research. This research explores why men play female characters in video games. Previous literature found that avatar choices matter to gamers, both for how they are viewed and how they experience the game. This literature suggests that gamers make character decisions based on the desired gaming experience. Data for the current study consists of comments from five Reddit posts and from supplementary surveys completed by volunteers from Reddit. Four main categories that encompassed the numerous results are identified: in-game advantages, player-character interactions, exploration of new experiences and/or identities, and novelty. Each category also features a number of subcategories that were identified first and then combined to make the final four categories. The results found supported previous literature as well as expanded the literature to offer more insight behind why male gamers choose to play as female characters. This choice is ultimately reliant upon varied factors on which they base their choices for the desired gaming experience.
ContributorsBunch, Sarah Elizabeth (Author) / Mack, Robert (Thesis director) / Ingram-Waters, Mary (Committee member) / Department of Psychology (Contributor) / Barrett, The Honors College (Contributor)
Created2017-05
Description
In previous research, little work was done to understand how and to what extent female combatants in Colombian revolutionary groups functioned as leaders. This paper seeks to assess the agency that women in Colombian leftist revolutionary organizations such as M-19 and FARC had access to, specifically with regards to leadership. Colombian revolutionary groups failed to successfully incorporate women into higher ranks, despite claiming otherwise. The military structure particularly favors men by esteeming masculine roles and blaming women for the transgressions of men. This paper specifically evaluates the differences between the M-19 and FARC with regards to female leadership. The M-19 more effectively incorporated women into leadership roles than FARC due to differences regarding representation.
ContributorsCunningham, Carissa Ann (Author) / Wood, Reed (Thesis director) / Fahs, Breanne (Committee member) / School of Social and Behavioral Sciences (Contributor) / Barrett, The Honors College (Contributor)
Created2017-05
Description
The degree to which adolescents describe themselves as gender typical, as defined by their interests, activities, personal qualities, and other characteristics, is related to a broad range of adjustment indices. The goal of this thesis was to review studies conducted between 2000 and 2017 to provide a summary and critique of this research. A total of 18 studies were reviewed. The majority of findings indicate a positive association between gender typicality and beneficial adjustment outcomes, and a negative association between gender typicality and poor adjustment outcomes. Suggestions for future research and clinical implications of these findings are discussed.
ContributorsCohen, Alexandra Danielle (Author) / Updegraff, Kimberly (Thesis director) / Miller, Cindy (Committee member) / College of Integrative Sciences and Arts (Contributor) / Department of Psychology (Contributor) / Barrett, The Honors College (Contributor)
Created2017-05
Description
Do more diverse teams create better outcomes, creatively and fiscally? Why do heterogeneous groups think more innovatively and create products that reach a wider audience? Diverse teams bring unique perspectives that force individuals to reimagine their world views and question what they know. This thesis focuses on the benefits of increased racial and gender diversity in the workplace. There is a dramatic difference in the number of women and people of color in tech companies generally, in STEM roles, and in leadership roles. The benefits of diverse teams (along all axis) is indisputable, yet companies still fight diversifying their employee base. Diversity in the workplace dramatically impacts the bottom line, but it is also incredibly important from a human rights perspective. The first step to reflecting the population's diversity ratio at all levels of business is educating the future leaders of America to its importance, both as a social justice initiative and a capitalistic one as well. I created and hosted a panel with local tech entrepreneurs and investors to discuss gender diversity, the struggles being a woman in business and solutions moving forward.
ContributorsRobinson, Sasha Raquel (Author) / Mokwa, Michael (Thesis director) / Eaton, John (Committee member) / School of Social Transformation (Contributor) / Barrett, The Honors College (Contributor)
Created2016-12
Description
Globalization has necessitated cross-cultural communication among groups and individuals alike, often beginning with management. This project considers how the degree of Power Distance, one of Hofstede's cultural dimensions, may change over time as a result of exposure to different, and often opposing, cultural values. We conducted two surveys 12 weeks apart collecting an initial sample of 317 and retaining a secondary sample of 142. We gathered data on demographics, education, on-campus involvement, cultural dimensions, and levels of comfort with different cultures. Through data analysis we found that as a result of exposure to different cultural values, cultural groups adjust their own views on Power Distance. Specifically, we found that the Anglo cultural group and the international cultural subgroup that had been living in the U.S. for less than 10 years trended towards each other on levels of Power Distance. We also found that international female students adjusted to new cultural surroundings faster than their male counterparts. These discoveries have led us to conclusions regarding the influence of awareness of other cultural values through international exposure, specifically that of Power Distance, as well as male versus female differences in cultural adjustment, and how differing views might trend towards each other with recurrent interaction.
ContributorsNiren, Alyssa (Co-author) / Davidson, Rachel (Co-author) / Lee, Peggy (Thesis director) / Zhang, Zhen (Committee member) / Department of Supply Chain Management (Contributor) / School of Mathematical and Statistical Sciences (Contributor) / School of International Letters and Cultures (Contributor) / Department of Information Systems (Contributor) / W. P. Carey School of Business (Contributor) / Barrett, The Honors College (Contributor)
Created2017-05
Description
The objective of this study is to determine if female attorneys are penalized for expressing anger, while male attorneys gain influence when they express anger. I hypothesized that angry male attorneys would be perceived as having more positive traits and less negative traits than calm male attorney. In contrast, I hypothesized that angry female attorneys would be perceived as having more negative traits and less positive traits than calm female attorneys. I hypothesized that, as a result, participants would be more likely to hire the angry male attorney than the calm male attorney, while they would be less likely to hire the angry female attorney than the calm female attorney. After having participants view a video of attorneys giving closing arguments, whether it be angry or calm, male or female and having them answer questions, I found that both attorneys were characterized as having both more positive and negative traits than calm attorneys—regardless of their gender. In regards to the likelihood of being hired, I found that angry male attorneys were more likely to be hired than calm male attorneys. In contrast, angry female attorneys were less likely to be hired than calm female attorneys. Thus, although participants found both male and female angry (versus calm) attorneys high on negative and positive characteristics, they were more likely to hire the angry (versus calm) male attorney, which is consistent with previous research showing men are seen as more competent when expressing anger. These data suggest that there might be a systematic bias against women who try to exert influence in the courtroom by expressing anger.
ContributorsReyes, Rosa Natalie (Author) / Salerno, Jessica (Thesis director) / Neal, Tess (Committee member) / School of Social and Behavioral Sciences (Contributor) / School of Humanities, Arts, and Cultural Studies (Contributor) / Barrett, The Honors College (Contributor)
Created2016-12
Description
This study seeks to determine whether female and male students in general chemistry courses differ in exam and course-based performance. Using data from previous semesters of CHM 101 (Marks), CHM 101 (Bauer), CHM 114 (Seo, Windman), CHM 113/116 (Cabirac), and CHM 117/118 (Williams) courses taught at Arizona State University, the total exam scores and final course grades for each student were recorded and analyzed. The results of this study differ greatly by course type, as each course corresponded to a different STEM major. While CHM 113/116, the pre-medicinal majors course, saw evidence of stereotype threat via lower female exam performance, the other courses saw no statistical difference between male and female performance on their exam scores or overall course grades. For CHM 101, this was understandable, as the majority of students were nursing majors, who likely did not experience tokenism or feel stereotyped negatively in their science classes. However, CHM 114, the engineering majors course, and CHM 117/118, the research science course, saw parity with respect to male and female student performance. This suggests the possibility that female students face adversity in science and math courses before college that cause only those with high self-efficacy to advance to a career in these fields.
ContributorsWoner, Victoria Elaine (Author) / Gould, Ian (Thesis director) / Saenz, Delia (Committee member) / Austin, Ara (Committee member) / Department of Psychology (Contributor) / School of Molecular Sciences (Contributor) / Barrett, The Honors College (Contributor)
Created2016-12
Description
For my honors thesis project in Barrett, the Honors College, I conducted an online college survey that measured student attitudes and perceptions with regard to gender, sexual assault, and domestic violence. In doing so, I also asked students situational questions about their experiences with sexual violence. The research question for the project centered around hidden victims who have been affected by gender-based violence but have yet to report the incident to law enforcement or university officials, despite a number of prominent educational and prevention campaigns on campus and in mainstream media. At the conclusion of the Spring 2016 semester, I received 683 responses from current students at Arizona State University. For the majority of situational questions, 20-30% of individuals answered "yes" to experiencing incidents of sexual violence, many of which focused on if someone had used alcohol/drugs, threats, or physical force to obtain sexual intercourse. For the survey, 11% of women said yes to the question, "have you ever been raped?" Additionally, a significant number of students hesitate to report incidents to law enforcement or university officials because: (1) they were ashamed or embarrassed, (2) wanted to forget it happened, and (3) believed it was a private matter that they wanted to deal with on their own. With this information, university administrators can develop a better understanding of the ASU campus culture as it relates to sexual violence. Additionally, organizational and institutional efforts can be organized and designed to meet the specific needs of our student body with the goal of ultimately reducing the number of sexual assaults that take place.
ContributorsBarney, Emily Marie (Author) / Wright, Kevin (Thesis director) / Spohn, Cassia (Committee member) / School of Public Affairs (Contributor) / School of Social Transformation (Contributor) / School of Politics and Global Studies (Contributor) / Barrett, The Honors College (Contributor)
Created2016-12