Bachelor of Business Administration (BBA), Ohio University, 2012, Business Administration

The objective of the study is gain a better understanding of gender diversity efforts within organizations and their effectiveness. To this end the study develops a framework for characterizing and measuring the effectiveness of organizational efforts for gender diversity using a comparative case study. An extensive framework is developed that encompasses effort characteristics including catalysts, objectives, methods and practices, and measurement strategies. The framework also captures factors that help gauge effort effectiveness including perceived effort outcomes, barriers and challenge for women in IT, and informal ways women in IT overcome these barriers. The framework is further developed using an empirical comparative case study that evaluates the characteristics of nine organizational efforts. The data proves to be rich and full of interesting trends, as it was analyzed across different companies, industries, initiative types, and employee role types. As a result of the analysis, this study provides five recommendations to improve the current state of gender diversity in the IT workforce.

Committee: Hala Annabi PhD (Advisor) Subjects: Gender; Industrial Engineering; Information Systems; Information Technology

Master of Science (M.S.), Xavier University, 2021, Psychology

Gender has historically been measured using a binary male/female forced choice format. However, research has shown that binary gender measurement formats (i.e., male/female forced choice) cause harm directly and indirectly to gender-diverse individuals by potentially misgendering them, excluding them from representation in research, and more. While a body of research on best practices for gender measurement exists, there has not been research done on the intersection between mood and different methods of measuring gender. This mixed-methods study examines affective reactions from LGBT+ and non-LGBT+ individuals to a binary gender measurement format and an alternative, inclusive gender measurement format. Participants completed either the binary or inclusive gender measurement item followed by the Positive Negative Affect Schedule. Qualitative data were gathered from gender-diverse participants regarding their personal experiences with gender euphoria. Results showed LGBT+ participants had higher negative mood than non-LGBT participants when presented with the binary gender measurement format; however, LGBT+ participants displayed higher negative mood in general than non-LGBT+ participants regardless of gender measurement format. Gender-diverse participants displayed significantly higher negative mood than cisgender participants when presented with a binary gender measurement format. A working definition of the phenomenon gender euphoria was created from the qualitative data gathered from gender-diverse participants. Future research should explicitly address individuals' feelings about different gender measurement formats. Additionally, future research should be conducted by a more diverse research team, as well as sample from a more diverse pool of participants. Finally, organizations should make an effort to address LGBT+ job satisfaction specifically.

Committee: Morrie Mullins Ph.D. (Committee Chair); Dalia Diab Ph.D. (Committee Member); Mark Nagy Ph.D. (Committee Member) Subjects: Behavioral Sciences; Business Administration; Labor Relations; Psychology; Social Psychology

Doctor of Psychology (PsyD), Wright State University, 2019, School of Professional Psychology

Previous research on gender conflict and strain quantitatively measured traditional masculinity ideology from western societal norms. The current study added to the previous research and qualitatively studied masculinity performance in men from different cultures: Black, Asian, Latino. Results from this study added to masculinity research due to the mixed method approach of both quantitative and qualitative research in males from diverse groups. Information gained from this study enabled masculinity to be operationally defined by different cultural focus groups and compared in order to explore distinct masculinity expression. Information was gained by measuring traditional masculinity ideology quantitatively on the Male Role Norms Inventory-Short Form (MRNI-SF). In addition, the males participated in separate focus groups to provide narratives of their masculinity performance beyond their traditional masculine ideology measured on the MRNI-SF. The current study showed that traditional masculine gender ideology was similar within all males, but how they expressed their masculine ideology appeared different in the Black, Asian, and Latino focus groups. Information from the current study will add to the masculinity research and increase understanding on the complexity of masculinity expression due to the integration of multiple cultural variables. Such knowledge will also enhance the cultural competence of providers and improve mental health resources for diverse men.

Committee: Steven Kniffley Jr. sy.D., M.P.A., ABPP (Committee Chair); Scott Fraser Ph.D., ABPP (Committee Member); Chris Modica Ph.D. (Committee Member) Subjects: African American Studies; African Americans; African Literature; Asian American Studies; Asian Studies; Black Studies; Clinical Psychology; Counseling Education; Counseling Psychology; Gender; Gender Studies; Hispanic American Studies; Hispanic Americans; Latin American History; Latin American Literature; Latin American Studies; Mental Health; Psychology; Psychotherapy; Quantitative Psychology; Social Psychology; Social Research

Doctor of Philosophy, The Ohio State University, 2018, Educational Studies

Improving collegiate women's access to and retention in engineering requires a multifaceted approach. Though a majority of existing interventions are aimed at changing women, strengthening their skills, and increasing their networks, little emphasis is directed at addressing the institutional factors that influence women's opportunities for advancement (Cook & Glass, 2014; Ely, Ibarra, & Kolb, 2011). From a social justice perspective, research has demonstrated that allies, those from the dominant social group who understand the inequity placed on those in the minority, can be critical in addressing climate issues and promoting inclusivity (Harris & Edwards, 2010; Munin & Speight, 2010). Allies in Engineering (AIE) was created as a cohort of twelve male undergraduate and graduate engineering students who engaged in a co-curricular social justice education program over a period of one academic year designed to promote gender equity in an Engineering College (EC). Rather than situate responsibility for change solely with women (Lynch & Nowosenetz, 2009; Schafer, 2006), AIE was developed as a means of harnessing majority support, in this case males, as advocates for equity. While participating in social justice education focused on topics such as gender inequality, implicit bias, microaggressions, and systems of oppression, AIE cohort members were equipped to act as advocates and allies specifically for women in the EC, but also for other underrepresented groups. Through programming and outreach, this cohort also educated other EC community members, particularly men, on the importance of gender and other forms of equity. The methodological approach guiding this research was case study. The AIE cohort, inclusive of program sponsors (faculty and administrators) and archival materials, formed the unit of analysis, providing a structure for the collection and evaluation of data in this study. Analysis of AIE alumni focus group data, program sponsor interview data, and archi (open full item for complete abstract)

Committee: Tatiana Suspitsyna (Advisor); Matthew Mayhew (Committee Member); Collette Dollarhide (Committee Member) Subjects: Education; Educational Leadership; Engineering; Gender; Gender Studies; Higher Education; Higher Education Administration; Womens Studies

Psy. D., Antioch University, 2024, Antioch Seattle: Clinical Psychology

Recent political movements such as the Black Lives Matter and #MeToo movements have brought renewed attention to the social roles of White women and their unique position of intersectional privilege and oppression. White women experience the benefits of whiteness while simultaneously experiencing the gendered oppression of womanhood. However, there is a lack of research exploring how White women conceptualize and respond to their own positionality as both White individuals and as women. This study utilizes constructivist grounded theory to examine how White women navigate their social location within the context of working in the nonprofit sector, a space wherein White women are overrepresented and often in close contact with various elements of systemic oppression. The analysis revealed that White women view nonprofit organizations as protected spaces that allow them to foster careers without encountering overt sexism. However, White women also believe that nonprofits are fragile and easily threatened by external pressures. They seek to protect these spaces by maintaining a homogenous culture that aligns with White womanhood. They view increasing diversity as simultaneously aligned with their personal and organizational values and threatening to the organization's culture and internal stability. As a result, White women engage in a variety of maneuvers that serve to symbolically pursue diversity without altering the fundamental culture of the organization. These maneuvers allow White women to see themselves as benevolent and values driven, while also maintaining their systemic power over People of Color. The findings offer insight into the role White women play in maintaining systems of racial oppression in response to their own fears of gender-based oppression, and guide recommendations for further intersectional deconstruction of oppressive systems. This dissertation is available in open access at AURA (https://aura.antioch.edu) and OhioLINK ETD Center (https://e (open full item for complete abstract)

Committee: Jude Bergkamp (Committee Chair); Nuri Heckler (Committee Member); Melissa Kennedy (Committee Member) Subjects: Clinical Psychology; Counseling Psychology; Gender; Gender Studies; Multicultural Education; Psychology; Social Psychology; Social Research; Womens Studies

PhD, University of Cincinnati, 2024, Business: Business Administration

The evolution of audit partner research is increasingly focused on granular audit partner characteristics over broader audit details. My dissertation leverages audit partner data to investigate the regulatory considerations on audit outcomes. In my first essay, I examine the how U.S. state policy stringency impacts audit and financial statement timeliness. This research is particularly relevant to regulators such as the PCAOB, as audit committees have expressed ongoing concerns about the ability of their companies to perform high-quality audits in restrictive work environments. My second essay explores how the gender composition of corporate boards influences decisions related to the selection of audit partners and their audit fee structures. Proposed gender-diversity quotas by the NASDAQ stock exchange and by California headquartered firms motivate the premise of this study. This study provides insights into gender diversity at the board and partner-level. Both of my essays incorporate audit partner characteristics and regulatory motivations. My first essay examines how state-level restrictions within the United States affect audit and financial statement timeliness. I utilize an Oxford University composite measure of state-level pandemic policy “stringency” to determine whether policy actions impact audit and financial statement timeliness from the beginning of the pandemic response as of March 31, 2020, until December 31, 2021, for 3,762 observations. I find that companies headquartered in states with greater policy stringency are positively associated with late audits. Additionally, I find that companies headquartered in states with increased stringency are associated with a greater likelihood of NT filings. My results also demonstrate that the distance between an audit partner and their client headquarters matters. Restrictions impact audit and financial statement timeliness across states, depending on the degree of policy stringency within the headqua (open full item for complete abstract)

Committee: Nan Zhou Ph.D. (Committee Chair); Alexander Borisov (Committee Member); Adam Olson Ph.D. (Committee Member); Changjiang Wang Ph.D. (Committee Chair) Subjects: Accounting

Ph.D., Antioch University, 2024, Leadership and Change

Law enforcement is a male-dominated field that has been slow to accept and promote African American women to positions of authority. As of 2016, there were only 3.1% Lieutenants and Sergeants, along with 1.6% Captains or higher that were African American women in the United States (Gomez, 2016). More recently, there has not been much change, as women are reportedly only 12% of the sworn officers and 3% of law enforcement leadership in the United States (Tumulty, 2023). Of that number, only 1% of African American women hold the position of Lieutenant or higher (Bureau of Alcohol, Tobacco, Firearms and Explosives [ATF], 2023). There are subtle barriers that women and minorities experience that keep them from moving up in the management hierarchy of law enforcement. The purpose of this qualitative study was to explore the lived experiences of African American women law enforcement supervisors related to the barriers encountered during their career, especially with promotion, and vital skills necessary for job performance. The study assessed advances, impacts on performance, peer intimidation, sexual harassment, discrimination, and other barriers that African American women face while pursuing top-level positions in law enforcement. The study included interviewing eight African American women law enforcement officers in Georgia, active duty and retired, that have held the positions of Commissioner, Chief, Captain, Lieutenant, Detective, Sergeant, and or Corporal. The following five themes emerged as a representation of their perceptions: (a) “Obstacles”: Operation Stumbling Blocks, (b) “Sabotage”: Monkey Wrench in the Works, (c) “Jealousy”: The Green-Eyed Monster, (d) “Overlooked”: Privy Passover, and (e) “Combative/ Overly Aggressive”: Angry Black Woman Syndrome. This study also has implications for lawmakers, departmental leads, and all level agencies of law enforcement to eliminate barriers, increase diversity, and practice e (open full item for complete abstract)

Committee: Stewart Burns PhD (Committee Chair); Diane Allerdyce PhD (Committee Member); Nadine Wheat PhD (Committee Member) Subjects: African Americans; Gender; Philosophy

Doctor of Philosophy, Case Western Reserve University, 2022, Management

This research aims to look at the changes and inequities that minority women face in the financial services industry, specifically African American Women in Organizational Leadership. This research focuses on the differences and behavioral impact of these leaders, as well as the lack of representation at the “C-Suite” level, to better understand some of the challenges and barriers they faced that were unique from those faced by their peers, as well as success factors that allowed them to advance to senior-level management positions. Many consumers will unwittingly come across a section titled “Diversity and Inclusion” while browsing the websites of today's leading banks. Almost every bank in the world has made it a requirement to promote this relatively new policy, which aims to ensure that employees of all genders and backgrounds have an equal chance of being hired and progressing through their organizations in a fair manner. We've seen some progress in women's representation in corporate America over the last five years. Since 2015, the number of women in top leadership positions has increased. This is especially true in the executive suite, where female representation has increased from 17 percent to 21 percent. Although this is a step in the right direction, parity is still a long way off, particularly for women of color, who are underrepresented at all levels. Women's representation gains will eventually stall unless significant changes are made early in the pipeline. Women have a significantly harder time advancing in their careers than males due to gender bias. Gender bias, on the other hand, isn't the only roadblock to women's career advancement. Women whose social identities differ from the dominant workplace expectations—that is, women who are not White—face additional challenges, including navigating more precarious situations, being forced to conform to cultural norms that may contradict their social identities, and encountering biases other than gend (open full item for complete abstract)

Committee: Diana Bilimoria (Committee Chair); Yolanda Freeman-Hildreth (Committee Member); Corinne Coen (Committee Member); Paul Salipante (Committee Member) Subjects: African American Studies; Management; Womens Studies

Psy. D., Antioch University, 2020, Antioch Santa Barbara: Clinical Psychology

This phenomenological study aims to examine the narratives of female television screenwriters who are pioneers in a historically male-dominated profession as they revolutionize the genre by writing more accurate depictions of women on screen. In our modern American society, youth are consuming media, specifically television, at continually growing rates. In many American homes, there is a television in every room. Social learning theory makes the case that children learn through observing their parents, their peers, and also from what media they consume. Historically, many male screenwriters depicted female characters in a stereotypical and hypersexualized manner, reflecting but also shaping how young viewers saw themselves, their relationships, and their opportunities. More recently, however, women are beginning to bridge that gap. With more women screenwriters in television, female characters increasingly reflect the female perspectives, making room for more accurate portrayals. With women being portrayed on television in a more accurate, more empowered way, youth and teens who are consuming and learning from this medium will have a better understanding of the concept of modern femininity. Through interviews with eight women television screenwriters, the goal of this research was to gain a better understanding of the narrative of empowered female screenwriters and highlight how they reveal the origins and power of the messages they convey. Using a phenomenological approach, themes from the data collected from the interviews showcased their collective narratives, including the importance of being raised in feminist households, a common quest to experience a sense of control as a writer, challenges and limitations of being female in the writers' room, the need to create multidimensional characters, and the shared belief that diverse representation at all levels of the television industry is necessary for getting women's stories told. This dissertation is available (open full item for complete abstract)

Committee: Betsy Bates Freed Psy.D. (Committee Chair); Allen Bishop Ph.D. (Committee Member); Bella DePaulo Ph.D. (Committee Member) Subjects: Behavioral Psychology; Clinical Psychology; Gender Studies; Psychology

MFA, Kent State University, 2019, College of Communication and Information / School of Visual Communication Design

It is apparent that there is a lack of female creative leadership in the design field. There is a movement to correct the ratio, but it is taking time. This thesis searches for the reasons why there are relatively few female creative directors in the design field. How can we retain the existing female talent in the industry as we look towards a more diverse working team? This thesis examines methods that could be employed to develop young talented designers coming through the mix. Previous research has shown that there is a lack of female creative leadership in the design field. This study analyses interviews with four people in the creative community to gain in-depth insight and real-world knowledge within the design field. Discussion with participants included their past and present experiences, both in their family/home life and work life as professional creatives. Secondary research was carried out investigating how these participants were being addressed globally in the work place both inside and outside the creative industry. It sought to determine the importance of a diverse workforce in the creative industry. The study examined perspectives from current creative industry leadership, the steps being taken to address the situation and the effectiveness of these initiatives.

Committee: Ken Visocky O’Grady MFA (Advisor); Sanda Katila MFA (Advisor); Jessica Barness MFA (Advisor) Subjects: Communication; Gender

Doctor of Philosophy, University of Akron, 2018, Psychology-Industrial/Organizational

Sexism has been a persistent workplace issue for many decades, with a variety of proposed solutions and theoretical explanations throughout recent years. While the prevalence of sexism is well documented, much debate remains about how to best address it. Studies of diversity climate have shown promise in impacting outcomes, but much is still unknown about how and why diversity climate is related to other constructs. The current study aimed to contribute to the diversity climate literature in several ways, including through a multi-level, multi-method approach to examining the relationships among diversity climate components, psychological perceptions, and two outcomes: satisfaction and commitment. The first portion of the study was comprised of several focus groups where qualitative data was collected and analyzed. The second portion of the study involved a survey that was sent to faculty members and department chairs at a large Midwestern university. Results showed that diversity climate components did not impact outcomes indirectly through psychological perceptions as predicted, but did directly impact outcomes. Many of the supported relationships existed at both the individual and group level, and many also depended on demographic variables such as tenure and gender. Possible explanations for these findings, as well as implications, are discussed.

Committee: Andrea Snell Dr. (Advisor); Maria Hamdani Dr. (Committee Member); Joelle Elicker Dr. (Committee Member); Paul Levy Dr. (Committee Member); Amanda Thayer Dr. (Committee Member) Subjects: Psychology

Doctor of Education (Ed.D.), Bowling Green State University, 2017, Leadership Studies

The purpose of this dissertation was to examine the experiences in leadership advancement of African American women. Over 10 million African American women are in the civilian labor force (United States Department of Labor statistics, 2015). The population of African American women with degrees having significantly increased over thirty years, with 264% more Bachelor's degrees and 353% more Master's degrees being earned, however barriers to opportunities continue to exist (Nooks-Wallner, 2008). Although anti-discrimination laws have existed since 1964, covert discriminatory patterns continue and are often entrenched in workplace systems, which prevent advancement opportunities (Cook & Glass, 2013). Phenomenology was the qualitative research method utilized for this study. Phenomenology is a scholarly study method that provides meaning-making, to more effectively comprehend the perspective of an individual or group of individuals. Meaning is gained through attaining data about situations or events surrounding a specific phenomenon. The intention is to determine how and why it influences others as it goes beyond the surface to gain depth. This study gathered data through various methods, such as an advance questionnaire, semi-structured interview protocol, review of participant leadership samples, and resumes/curriculum vitaes. This study contributes to understanding the leadership advancement experiences from African American women who have ascended to director-level or higher positions, across various industries. The key themes in this study were strategic preparation, and self-determination and courage. The data collected illustrate these themes and ten associated sub-themes. The purpose is to gain understanding from the experiences that influenced the advancement of African American women within this study into leadership positions. Interviewing African American women who have ascended into leadership offered contextual insight into their lived experie (open full item for complete abstract)

Committee: Patrick Pauken PhD (Advisor); Paul Christian Willis EdD (Committee Member); Paul Johnson PhD (Committee Member); Dalton Jones PhD (Other); Angela Logan PhD (Committee Member) Subjects: African American Studies; African Americans; Black History; Business Administration; Business Education; Education; Educational Leadership; Gender

Master of Dental Hygiene, The Ohio State University, 2016, Dentistry

Abstract Dental hygiene has long been a female dominated profession with low gender diversity and no significant increases in male dental hygienist students in decades. Yet evidence shows how diversity can enrich the educational experience and curricula can best be taught in a richly diverse intellectual and social environment.1 It is time that we start to look at barriers to men in the profession, so in the future we can break down these barriers and increase the gender diversity of the dental hygiene profession. This study is meant to explore and identify barriers that may limit males from entering undergraduate dental hygiene programs while also determining whether females and males opinions differ on whether these barriers exist. This was achieved by interviewing male and female first year undergraduate dental hygiene students through the examination of their thoughts, perceptions, and experiences of the dental hygiene profession both before and after they entered their dental hygiene programs. Interviews of 5 male students and 4 female students were transcribed and analyzed to show if any comparisons could be made. Differences between male and female participant's responses were evident in the interviewing process, specifically in the male student's experiences before and after they entered their dental hygiene programs. It is through these differences and perceptions of the dental hygiene profession by male students in the study that we can begin to understand what barriers men face entering dental hygiene. Barriers such as female imagery in the profession, stereotypes, public perception, gender discrimination, lack of male role models, isolation in their program, visibility within their program, fear of the unknown, and history of female dominance in the profession can all be identified throughout the interviews. More research is required to confirm or deny that these barriers exist and whether they have an impact on male undergraduate s (open full item for complete abstract)

Committee: Rachel Kearney (Advisor) Subjects: Dental Care; Dentistry

Ph.D., Antioch University, 2015, Leadership and Change

The purpose of this study is to document and recognize the role of grandmothers as leaders, role models, and mentors who can positively influence the lives of their granddaughters. Grandmothers' roles are not typically associated with leadership, and this phenomenon of presenting grandmothers as effective leaders will fill a void and add to the canon of leadership literature. The use of phenomenological study, which describes the lived experience (Husserl, 1970), as well as transformative leadership and feminist theory perspectives will be pivotal to this study. Due to the dearth of data on grandmothers' leadership roles, this phenomenological study will "give voice" to grandmothers whose lives have positively impacted their granddaughters, but it will avoid revisionist ideals; will provide granddaughters with the opportunity to acknowledge "gifts" of leadership provided by their grandmothers as their role models and their mentors; will aid in understanding the importance of grandmothers in the transmission of culture and of family values; and, as an international study, will explore and provide further understanding within the global community. This dissertation is available in open-access at OhioLink ETD Center, www.ohiolink.edu/etd and AURA: Antioch University Repository and Archive, http://aura.antioch.edu/

Committee: Jon Wergin PhD (Committee Chair); Laurien Alexandre PhD (Committee Member); Janet Powers PhD (Committee Member); Gaynell Simpson PhD (Other) Subjects: Families and Family Life; Gender; Gender Studies; Psychology

PhD, University of Cincinnati, 2014, Education, Criminal Justice, and Human Services: Educational Studies

With over $200 million in annual spending by American organizations on diversity training, diversity conferences are increasingly becoming vehicles for information exchange and discussion on best practices in terms of diversity issues. Despite the substantial allocation to diversity training and diversity programs, there remains a gap in identifying where theoretical groundings fit in the dynamic of diversity, and particularly in the development and implementation of diversity training. This case study was an investigation into the roles theoretical groundings played in diversity training, particularly during the design, development and implementation of a university diversity conference. Using a mixed methods approach, the research compared and contrasted theoretical groundings that diversity practitioners valued in a personal and professional capacity with the proposals they submitted to present at a diversity conference.

Committee: Holly Johnson Ph.D. (Committee Chair); Marvin Berlowitz Ph.D. (Committee Member); Edson Cabalfin Ph.D. (Committee Member); Vicki Plano Clark Ph.D. (Committee Member) Subjects: Education

Ph.D., Antioch University, 2014, Leadership and Change

A group of diverse women from various ethnic, religious, socio-economic and generations were brought together over the course of four months to determine if the Immunity to Change (ITC) process (Kegan & Lahey, 2009) would create bridging social capital as well as individual change. The group sessions included a process of assigned readings, discussions, and completion of ITC maps allowing women to reveal their identities and journeys through the sharing of their personal narratives. As a result, many experienced perception transformation regarding issues of gender, leadership, race, and class. The dissertation explores topics of power and privilege, relational leadership, and relational cultural theory in women. The electronic version of this Dissertation is at OhioLink ETD Center, www.ohiolink.edu/etd

Committee: Jon Wergin PhD (Committee Chair); Laurien Alexandre PhD (Committee Member); Richard McGuigan PhD (Committee Member); Judith Jordan PhD (Other) Subjects: Gender Studies; Organization Theory; Psychology; Sociology

Ph.D., Antioch University, 2011, Leadership and Change

For this research, I explored contemporary resistance strategies that Black women executives in the corporate world use to oppose negative behaviors by others associated with their race and gender. The dissertation reviews scholarship about the major role the convergence of race and gender play in the day-to-day existence of Black women. Historically, negative images and beliefs have influenced the treatment of Black women in society. These same thoughts and images affect Black women executives in today's workplace. African-American women continue to see limited advancement to senior levels within the corporate organization, even though diversity programs abound. As leaders in the corporation jump higher hurdles to achieve executive level positions, Black women continue to be invisible in corporations. Using biographical inquiry, I explored resistance by Black women corporate executives to negative images. I identified specific acts and motifs of resistance in the workplace through questions designed to elicit career life histories through their personal stories. A final purpose was to connect the worlds of the corporate and the academic by sharing the career life history motifs from the interviews with Black women professors whose scholarly pursuits and interests are in the area of critical race and gender studies. I wanted to hear their suggestions for the practical application of this information toward further development and transference of knowledge in this area. The electronic version of this dissertation is at OhioLink ETD Center, www.ohiolink.edu/etd.

Committee: Philomena Essed PhD (Committee Chair); Laurien Alexandre PhD (Committee Member); Lize Booysen DBL (Committee Member); Stella Nkomo PhD (Other) Subjects: African American Studies; African Americans; Black Studies; Business Administration; Ethnic Studies; Gender; Gender Studies; Management; Minority and Ethnic Groups; Organizational Behavior; Personal Relationships; Social Psychology; Womens Studies