The responses of African American women firefighters to gender harassment at work

The purpose of the present study is to describe the responses of African American women firefighters to sexual and gender harassment. Surveys and interviews of 22 firefighters nationwide uncovered universal exposure to harassment. Contrary to prior studies, most of which involved white college students and white collar workers, all these firefighters used externally focused, direct response strategies. Nineteen women directly confronted the harasser; of these, ten responded aggressively, including four women who countered physical harassment in kind. Their stories suggested that most found their strategy to be effective at stopping the present harassment and deterring future occurrences. While few firefighters reported positive work relations, these may have been a precursor to, rather than a result of, their direct response patterns.We wish to thank Maureen Aniakudo, Brenda Brooks, and the International Association of Black Professional Firefighters, and Terese Floren and Women in the Fire Service for their invaluable advice and support. This project was supported by funding from the Fromkin Research Grant and Lectureship at the University of Wisconsin—Milwaukee, the Society for the Psychological Study of Social Issues' Grants-in-Aid Program, and the University of Wisconsin System's Institute on Race and Ethnicity.     

The sexual harassment of uppity women

In 3 studies, the author tested 2 competing views of sexual harassment: (a) It is motivated primarily by sexual desire and, therefore, is directed at women who meet feminine ideals, and (b) it is motivated primarily by a desire to punish gender-role deviants and, therefore, is directed at women who violate feminine ideals. Study 1 included male and female college students (N = 175) and showed that women with relatively masculine personalities (e.g., assertive, dominant, and independent) experienced the most sexual harassment. Study 2 (N = 134) showed that this effect was not because women with relatively masculine personalities were more likely than others to negatively evaluate potentially harassing scenarios. Study 3 included male and female employees at 5 organizations (N = 238) and showed that women in male-dominated organizations were harassed more than women in female-dominated organizations, and that women in male-dominated organizations who had relatively masculine personalities were sexually harassed the most.     

The neglected 95%: why American psychology needs to become less American

This article proposes that psychological research published in APA journals focuses too narrowly on Americans, who comprise less than 5% of the world's population. The result is an understanding of psychology that is incomplete and does not adequately represent humanity. First, an analysis of articles published in six premier APA journals is presented, showing that the contributors, samples, and editorial leadership of the journals are predominantly American. Then, a demographic profile of the human population is presented to show that the majority of the world's population lives in conditions vastly different from the conditions of Americans, underlining doubts of how well American psychological research can be said to represent humanity. The reasons for the narrowness of American psychological research are examined, with a focus on a philosophy of science that emphasizes fundamental processes and ignores or strips away cultural context. Finally, several suggestions for broadening the scope of American psychology are offered.     

Workplace harassment: double jeopardy for minority women

To date there have been no studies of how both sex and ethnicity might affect the incidence of both sexual and ethnic harassment at work. This article represents an effort to fill this gap. Data from employees at 5 organizations were used to test whether minority women are subject to double jeopardy at work, experiencing the most harassment because they are both women and members of a minority group. The results supported this prediction. Women experienced more sexual harassment than men, minorities experienced more ethnic harassment than Whites, and minority women experienced more harassment overall than majority men, minority men, and majority women.     

Native American women and agriculture: A Seneca case study

This study examines the impact of European invasion on the mode of production, household lives, and ideology of one group of Native American women, the Seneca. Seneca women had high public status, a balanced division of labor, ownership of the land, and control over the means of agricultural production. The power derived from their role in production and the social institutions which had developed from this production were difficult to destroy, despite the efforts of missionaries, government, and reformers. The effects of disease, war, and the market economy on the Seneca women are specifically examined. Also described are attempts to impose the ideology of individualism and nuclear household patterns on the Seneca by withdrawing women from production outside the home and establishing male ownership of private property.Criticism by many women helped the development of this article at different stages. Anthropologists Bea Medicine and Peggy Sanday, women historians at Arizona State University, and community women in Phoenix all made valuable contributions to its evolution.     

When shoes become hammers: Goal-derived categorization training enhances problem-solving performance

Problem-solving theories have not examined how solvers navigate their knowledge to interpret problem situations or to plan strategies toward goals. In this article, the author argues that success in problem solving depends on the solver's ability to construct goal-derived categories, namely categories that are formed ad hoc to serve goals during the instantiation of problem frames. Experiment 1 (N = 140) showed improved problem-solving performance after training to construct goal-derived categories. Experiment 2 (N = 80) demonstrated that effects of training in category construction can be obtained without participants being explicitly informed regarding the relevance of training to problem solving. These studies suggest that problem solving is a dynamic expression of goal-directed cognition and provide evidence for the involvement of categorization in problem-solving processes.     

Mental image reversal and verbal recoding: When ducks become rabbits

A recent debate has concerned whether classical bistable configurations (e.g., duck/rabbit) can be reinterpreted using mental imagery. Research in this field indicates that image reversal is possible only when subjects change their specification of orientation. In a series of four experiments, we demonstrate that mental reversal of classical bistable configurations( CBCs) is impeded by verbally recoding the visual pattern at the time of input. When subjects were prevented from verbally recoding visual stimuli in short-term memory, they fared systematically better in mentally reversing the CBC, even when they received no instructions to change their reference frame or specification of orientation. On this basis, we suggest a model of image reversal that takes into account the interaction between memory codes and provides a new perspective on verbal recoding, verbal overshadowing, and mental discoveries.     

When humans become animals: Development of the animal category in early childhood

The current study examines 3- and 5-year-olds' representation of the concept we label 'animal' and its two nested concepts -animal(contrastive) (including only non-human animals) and animal(inclusive) (including both humans and non-human animals). Building upon evidence that naming promotes object categorization, we introduced a novel noun for two distinct objects, and analyzed children's patterns of extension. In Experiment 1, children heard a novel noun in conjunction with two non-human animals (dog, bird). Here, both 3- and 5-year-olds readily accessed animal(contrastive) and extended the noun systematically to other (previously un-named) non-human animals. In Experiment 2, children heard a novel noun in conjunction with a human and non-human animal. Here, 5-year-olds (but not 3-year-olds) accessed animal(inclusive) and extended the noun systematically to humans and non-human animals. These results underscore the developmental challenge facing young children as they identify the scope of the fundamental biological term 'animal' and its corresponding, nested concept(s).     

When two become one: Temporally dynamic integration of the face and voice

In everyday interactions with others, people have to deal with the sight of a face and sound of a voice at the same time. How the perceptual system brings this information together over hundreds of milliseconds to perceive others remains unclear. In 2 studies, we investigated how facial and vocal cues are integrated during real-time social categorization by recording participants' hand movements (via the streaming x, y coordinates of the computer mouse) en route to “male” and “female” responses on the screen. Participants were presented with male and female faces that were accompanied by a same-sex voice morphed to be either sex-typical (e.g., masculinized male voice) or sex-atypical (i.e., feminized male voice). Before settling into ultimate sex categorizations of the face, the simultaneous processing of a sex-atypical voice led the hand to be continuously attracted to the opposite sex-category response across construal. This is evidence that ongoing results from voice perception continuously influence face perception across processing. Thus, social categorization involves dynamic updates of gradual integration of the face and voice.     

The psychology of harassment

In recent years there has been an increasing recognition of the ham that could be done to individuals who become the victims of harassment or bullying. Although there have been significant moves to introduce legislation and guidelines that deal with the introduction of organizational policy and procedures on harassment and bullying, the occurrence of harassment is still common in many British organizations (Incomes Data Services, 1992; MSF, 1995). This paper suggests that, although many organizations have introduced harassment policies, most organizational policies concentrate on addressing unacceptable behaviours rather than on the need to define and promote acceptable behaviours at work. Without a change of emphasis from the punishment of inappropriate behaviour to one where appropriate behaviours are rewarded, it is unlikely that the underlying causes of harassment will be recognized or addressed. Organizations are responsible for developing organizational values and behaviours. The way these values and behaviours are promoted and developed has a major impact on the organizational culture. It is this cultural environment that supports or prevents the occurrence of harassment. Psychological evidence suggests that the origins of harassment may be found in the past personal history of the individuals concerned. During development each person learns how to handle difficult situations, it is this prior learning, and the means by which it can be changed or adapted, which provides the key to developing new strategies for addressing the problems of the harassor and the harassee. Helping the victims of harassment handle their problems in a way that frees them from the cycle of victimization and abuse is difficult. The Post office, undaunted by the size of the task, has begun to tackle the problem with the introduction of a programme of peer support and counselling that it hopes will begin to address the underlying problems that make harassment possible. This programme also provides the organization with the information it requires to enable it to strengthen and support a culture, within which, harassment does not have a place.     

Sexual harassment experiences and equal opportunity perceptions of Navy women

In 1989, the Navy began tracking the sexual harassment rates among its officer and enlisted personnel by administering the Navy Equal Opportunity Sexual Harassment (NEOSH) Survey on a biennial basis. While previous reports on the results of the NEOSH Survey have discussed the occurrence, frequency, and effects of sexual harassment in the Navy [A. L. Culbertson, P. Rosenfeld, and C. E. Newell (1993) Sexual Harassment in the Active-Duty Navy: Findings from the Navy-Wide Survey (TR-94-2), San Diego, CA: Navy Personnel Research and Development Center], this study examines whether victims of sexual harassment differ in their perceptions of equal opportunity (EO) climate from those who have not been harassed. Data from the 1991 NEOSH Survey were reanalyzed. Sixty-seven percent of the women officers were White, 25% African-American, and 18% Hispanic. Of the women enlisted, 52% were White, 31% African-American, and 18% Hispanic. The results indicated that women who were sexually harassed perceived that there was less EO in the Navy than women who had not been harassed. This was true for both officer and enlisted personnel. In addition, specific organizational consequences of sexual harassment were identified.The opinions expressed in this paper are those of the authors, are not official and do not necessarily represent the views of the Navy Department.     

When the customer shouldn't be king: antecedents and consequences of sexual harassment by clients and customers

Much of the work in today's service industries requires women to deal with people outside of their organizations, namely, customers and clients, yet research on sexual harassment has focused almost exclusively on sexual harassment within organizations. Because the threat of harassment also operates at the boundaries of organizations, our existing models based solely on harassment inside organizations may be too restricted to adequately explain the harassment experiences of women in today's economy. To address this, the authors introduce a theoretical model of the antecedents and consequences of sexual harassment by clients and customers (CSH) and describe 2 field studies conducted to test components of the model. In Study 1, they developed a model of antecedents and consequences of CSH and illustrated that certain contextual factors (client power and gender composition of the client base) affect levels of CSH and that CSH is related to a number of job and psychological outcomes among professional women. Study 2 revealed that CSH is related to lower job satisfaction among nonprofessional women, above and beyond that which is accounted for by internal sexual harassment. Theoretical and practical implications are discussed.     

The "model minority" and their discontent: examining peer discrimination and harassment of Chinese American immigrant youth

Using an ecological framework, the authors explore the reasons for peer discrimination and harassment reported by many Chinese American youth. They draw on longitudinal data collected on 120 first- and second-generation Chinese American students from two studies conducted in Boston and New York. Our analyses suggested that reasons for these experiences of harassment lay with the beliefs about academic ability, the students' immigrant status and language barriers, within-group conflicts, and their physical appearance that made them different from other ethnic minority or majority students. Implications and future research are also discussed.     

When the customer is wrong: A review of research on aggression and sexual harassment in service encounters

Early theory and research on workplace aggression and sexual harassment generally focused on workers as both the source and the target of these behaviors. More recently, however, there has been a recognition that such behaviors are also exhibited by customers. This paper reviews research on customer aggression and sexual harassment in service contexts along the following lines: 1) Antecedents of customer misbehavior as reflected in organizational perceptions (e.g., denial of customer misbehavior, structure of service roles), customer motives (e.g., low level of perceived risk) and role-related risk factors (e.g., dependence on customer, working outside the organization, climate of informality); 2) The effect of customer aggression and sexual harassment on service provider well-being, work-related attitudes and behavior; 3) Coping strategies used by service providers in response to customer aggression and sexual harassment (i.e., problem-solving, escape-avoidance, support-seeking); and 4) A comparison between the main characteristics of aggression and sexual harassment by customers and by insiders.     

When pooping babies become more appealing: the effects of nonconscious goal pursuit on experienced emotions

In this report, we argue that the intensity of the emotions people experience is partly determined by the goals they nonconsciously pursue, and that this effect is functional in nature: Emotions are modulated in ways that may increase the probability of goal achievement. To test this hypothesis, we primed female participants with a motherhood goal and then measured their level of disgust in response to mildly disgusting pictures. Priming led to a reduction of disgust in response to goal-relevant stimuli (e.g., pictures of babies with runny noses) but not goal-irrelevant stimuli. This effect was moderated by the women's probability of conception, a proxy of their ability to pursue the motherhood goal.     

When fiends become friends: the need to belong and perceptions of personal and group discrimination

The present article examines the role that the need to belong (NTB) plays in people's judgments of personal and group discrimination and in the attributions people make for potentially discriminatory evaluations. The authors hypothesized that the NTB motivates people to conclude that (a) whereas they rarely experience personal discrimination, (b) their fellow in-group members do experience discrimination. In Study 1, people high in the NTB reported experiencing lower than average levels of personal and higher than average levels of group discrimination. In Study 2, an experimental manipulation of the NTB yielded similar results. In Study 3, women who were motivated to be accepted by a bogus male participant were less likely to attribute his negative evaluations of their work to prejudice.     

Sexual harassment,male dominated organizations and the role of counselling psychology: The case of medical school

This paper presents evidence of sexual harassment in medical school based on a survey of students (n = 186) and lecturers (n = 100); but while 85.5% of students believe that medical educators should combat this behaviour, only 67.7% of the lecturers do so. it is argued here, that ambivalence towards sexual harassment is a psychological symptom of a male dominated culture, with long term implications for victims, perpetrators and witnesses. It is an issue which needs to be addressed both interpersonally and at an organizational level.     

When false recognition is out of control: The case of facial conjunctions

In three experiments, a dual-process approach to face recognition memory is examined, with a specific focus on the idea that a recollection process can be used to retrieve configural information of a studied face. Subjects could avoid, with confidence, a recognition error to conjunction lure faces (each a reconfiguration of features from separate studied faces) or feature lure faces (each based on a set of old features and a set of new features) by recalling a studied configuration. In Experiment 1, study repetition (one vs. eight presentations) was manipulated, and in Experiments 2 and 3, retention interval over a short number of trials (0\2-20) was manipulated. Different measures converged on the conclusion that subjects were unable to use a recollection process to retrieve configural information in an effort to temper recognition errors for conjunction or feature lure faces. A single process, familiarity, appears to be the sole process underlying recognition of conjunction and feature faces, and familiarity contributes, perhaps in whole, to discrimination of old from conjunction faces.     

When leaders harass: the impact of target perceptions of organizational leadership and climate on harassment reporting and outcomes

Using cases of harassment by leaders, the authors examined the effects of target perceptions of leader responses to sexual harassment and whether leader implementation of harassment policies made a difference beyond the impact of the policies themselves. Results showed that women who perceived that leaders made honest efforts to stop harassment felt significantly freer to report harassment, were more satisfied with the complaint process, and reported greater commitment than did those viewing leaders as more harassment tolerant. Different leadership levels had different effects, with hierarchically proximal leaders generally having the greatest impact. Leadership mediated the relationship between organizational policy and outcomes, supporting the view that a key role for leaders is establishing an ethical organizational climate that reinforces formal harassment policies through actions.