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.
Displaying 1 - 4 of 4
Description
This thesis asks what the demographics of elite marathon runners are and how they have changed over the past 40 years. Differences in age and nationality of elite marathon runners are examined for the top 100 men’s and women's marathon results each year from 1983 to 2022. This thesis found that 28 is the best age for an elite marathoner to run their best time and that the nations producing top marathon runners are more concentrated now than in the 1980s, prompting the question of whether the resources provided to athletes showing potential are more focused in a select few countries.
ContributorsLee, Jenna (Author) / Sopha, Matthew (Thesis director) / Samuelson, Melissa (Committee member) / Barrett, The Honors College (Contributor) / Department of English (Contributor) / Department of Information Systems (Contributor) / Department of Supply Chain Management (Contributor)
Created2023-12
Description
This paper researches and studies the experiences of queer and transgender ballet dancers in classical ballet. While men in classical ballet are typically considered to be gay due to gendered stereotypes, women in classical ballet are assumed to be heterosexual. This causes a lack of visibility of queer women in classical ballet. Furthermore, strict gender roles in traditional classical ballet affect nonbinary and transgender ballet dancers, impacting their experiences. Misogyny and body shaming play a role in the experiences of female ballet dancers, and these issues combine with homophobia and transphobia for queer and transgender dancers. This paper considers the intersection of gender and sexuality and researches how that impacts the experiences and mental well-being of classical ballet students. It compares the experiences of classical ballet dancers of all backgrounds, genders, and sexualities to determine how their experiences relate and differ.
ContributorsReynolds, Ry (Author) / Conder, Carley (Thesis director) / Flower, Lauren (Committee member) / Barrett, The Honors College (Contributor) / School of Social Transformation (Contributor) / School of Music, Dance and Theatre (Contributor)
Created2024-05
Description
Power— defined as material or social resources one brings into a relationship—can influence the experiences of each partner and has implications for relationship satisfaction. Queer individuals have distinct sexual and gender identities that may influence power dynamics within their relationships, yet Queer relationships have rarely been investigated. We used cross-sectional data to examine how sexual orientation and gender interact to predict experiences of power in Queer relationships, and how power experience affects relationship satisfaction. Participants (N = 196) were recruited online via Prolific. Analyses suggested that lesbians experience the most egalitarian power dynamics, followed by heterosexuals, with bisexual/pansexuals and gay men experiencing the least egalitarian power dynamics. Relationship satisfaction followed a similar trend across groups, consistent with previous work. However, no interaction was found between participant gender and sexual orientation in predicting power dynamics. Exploratory analyses revealed a possible significant association of satisfaction with power in one’s relationship and relationship satisfaction, beyond effects of overall power dynamics. We benefited from a diverse sample; however, our analyses were underpowered. Future studies should continue to examine power dynamics in Queer relationships, and the role of satisfaction with couple power differentials and gender roles in mediating these associations.
ContributorsBellew, Crystallynn (Author) / Shiota, Michelle (Thesis director) / Corbin, William (Committee member) / Richard, Dylan (Committee member) / Barrett, The Honors College (Contributor) / Sanford School of Social and Family Dynamics (Contributor) / Department of Psychology (Contributor)
Created2024-05
Description
The gender gap in leadership has been shrinking over time, with women occupying 32% of managerial positions in 1983, and 40.5% of managerial positions in 2022 (U.S. Bureau of Labor Statistics, 2004, 2023). Within the United States, the cultural and social expectations for what it means to be a good leader include having agentic personality traits (Badura et al., 2018), being an active participant in group discussion (Bass, 1990), and expressing primarily achievement and antagonistic emotions (Fischbach et al., 2015). But, does a working man or woman’s desire to have children impact the way others perceive their ability to assume a position of leadership? Approximately one hundred and fifty college students and civil engineers were equally split into five groups. Four of the five groups were instructed to rate a different imaginary coworker, distinguished based on their gender and desire to have kids in the future. The fifth group was instructed to rate their ideal manager. All five groups used a descriptive index with 67 terms in order to complete their respective ratings. The results supported the hypothesis that men who want to have children have character traits that are most similar to those traits used to describe an ideal manager. However, the results did not support the hypothesis that women who want to have children would be least similar to the ideal manager group, as men who do not want to have children were rated least similar.
ContributorsDyer-McGowan, Karen (Author) / Koop, Gregory (Thesis director) / Holloway, Steven (Committee member) / Barrett, The Honors College (Contributor) / School of Humanities, Arts, and Cultural Studies (Contributor) / School of Social and Behavioral Sciences (Contributor)
Created2024-05