Effects of gender and situation on the perception of sexual harassment

This study addressed three sources of variability in the perception of sexual harassment: the gender of the observer, the gender combination of the harasser and victim, and the role relationship between the harasser and victim. College students (N = 197), approximately 80% of whom were Caucasian, single, and in their early 20s, were randomly divided into two groups. In one group, the harasser was a man and the victim was a woman. In the other group, the harasser was a woman and the victim was a man. Participants rated the degree to which they thought sexual harassment occurred in 20 hypothetical interactions in each of three situations using a 7-point sexual harassment scale. Men and women rated the situations alike as long as the harasser was a man and the victim was a woman. When the perpetrator was a woman and the victim was a man, men gave significantly lower ratings than women. In contrast, women's ratings were the same regardless of the gender of the harasser. Harassment ratings also varied as a function of the power differential between the harasser and victim. The more egalitarian the relationship, the less likely participants were to perceive the behavior as sexually harassing.     

Should I Confront Him? Men’s Reactions to Hypothetical Confrontations of Peer Sexual Harassment

This study investigated how men react to a hypothetical confrontation by a woman of a male sexual harasser. Participants were 250 male undergraduates from a Canadian university who read scenarios depicting sexual harassment that varied by type of harassment and style of confrontation. Findings suggest that men have more negative feelings and opinions of a female confronter, and would engage in more negative verbal behaviour if confronted about subtle versus overt harassment. Contrary to prediction, assertive/hostile confrontation styles were related to only limited negative reactions. Although this study found that men’s reported reactions were not markedly negative, we discuss the importance of these results for women in understanding what factors may increase the chance that men will react negatively.     

Cat-Calls and Culpability: Investigating the Frequency and Functions of Stranger Harassment

Stranger harassment is defined as experiencing unwanted sexual attention from strangers in public contexts. We conducted two studies investigating the person and situation factors of U.S. undergraduate males that facilitate stranger harassment. Men from a large Midwestern university indicated their engagement in harassment both when alone and in groups, as well as their motives for this behavior in both settings. We also assessed their Likelihood to Sexually Harass (LSH). We predicted that high LSH men would be most likely to report engaging in harassment when in groups, compared to when alone. We also predicted these group behaviors would be motivated by anonymity and group bonding. Results support our hypotheses about the predictors and motives of stranger harassment in college men.     

Context Effects on Women’s Perceptions of Stranger Harassment

The current research suggests that perceptions of stranger harassment experiences (i.e., experiencing unwanted sexual attention in public) are altered by the context of the situation. Study one investigated which elements of the situation (context) might be most influential in increasing fear and enjoyment of the catcalling experience. Attractiveness and age of the perpetrator, time of day, and whether the victim was alone or with friends were some of the categories that were selected as influencing both fear and enjoyment. Study two used a perspective taking methodology to ask women to predict a target character’s emotions, fears, and behaviors in harassment situations that varied by context. Results mirror the sexual harassment literature and suggest that harassment by younger and attractive men is viewed as less harassing. Exploratory analyses were also conducted with women’s personal experiences with stranger harassment as well as gender differences in perceptions. Context plays a vital role in interpretation of stranger harassment.     

Still stable after all these years: perceptions of sexual harassment in academic contexts

This research examined perceptions of sexual harassment in academic contexts using data sets collected in 1990 (Time 1) and 2000 (Time 2). We assessed the influence of two individual variables--gender and gender role--and one contextual variable--power of the harasser--on perceptions of harassment. When the harasser was a higher-power individual, participants perceived more vignettes as examples of sexual harassment, viewed female targets more positively, and evaluated male harassers more negatively. Contrary to prediction, participants viewed male harassers less negatively at Time 2 than at Time 1. Despite increased media attention and educational interventions, comparisons to the earlier findings highlight remarkable stability in perceptions of harassment over time.     

PREDICTORS OF RESPONSES TO UNWANTED SEXUAL ATTENTION

Data were collected from 4,011 male and female university students, faculty, and staff regarding responses to unwanted sexual attention. Women and undergraduate students reported the highest incidence of unwanted sexual attention; most harassers were peers. Ignoring the behavior was the most common response, followed by avoiding the harasser and talking to others about the harassment. Harassment severity was the strongest predictor of responses, with more direct responses being made to more severe harassment. Bivariate correlational analyses suggested that unwanted sexual attention was rated as more distressing by women than by men, by faculty/staff than by students, by individuals with less tolerant attitudes toward harassment, and when the harasser was in a position of authority or when the harassment was of longer duration. In path analyses, only the relations between attitudes and responses were mediated by differences in perceived severity. The gender and status (i.e., student vs. faculty/staff) of the harassee, the duration of the harassment, and whether the harasser was in a position of authority had direct effects on responses not attributable to perceived severity. Implications for policy and future research are discussed.     

Judgments of Sexual Harassment Court Case Summaries

Understanding third-person judgments of sexual harassment is important because of their role in bystander intervention, popular opinion, and perhaps even labeling experiences as harassment. We employed Brunswikian principles of representative design (sampling from natural environments and allowing environmental factors influencing judgments to intercorrelate) and multiple regression plus relative weight analyses to examine judgments about summaries of actual U.S. sexual harassment court cases. Potential factors influencing judgments (cues) were identified and coded by raters. Results suggest that naturally occurring cues were intercorrelated to some extent, and people use different aspects of these rich situations to make judgments. We also found that some less-studied cues (i.e., target's withdrawal from the workplace, number of incidents) are more important than that the previous research would suggest, while some often-studied cues (i.e., status of the harasser, target's response to the harasser) are less important. Participants overall used very few cues, even when many were available. Future research should employ Brunswik's representative design to use more realistic scenarios that allow for intercorrelated, naturally occurring cues. Especially if results can be replicated, theories about how judgments of sexual harassment are made can be developed that reflect the complex realities of sexual harassment judgments that our study revealed. Representative design could also be employed to help theory development in other scenario-based areas of organizational research. Ours is the first study of judgments of sexual harassment that used a Brunswikian approach to study actual court case summaries. This has allowed for a unique examination of this complicated phenomenon.     

Attitudes Toward Sexual Harassment of Women in India1

A hypothetical incident of sexual harassment at the workplace was presented to 720 undergraduate students of the University of Bombay who attributed blame to the female victim of a superordinate male harasser and rated the appropriateness of her response to the harassment. The experiment had a 2 (Subject's Sex) × 3 (Victim's Marital Status: unmarried, married, or divorced) × 2 (Type of Harassment: verbal vs. physical) × 4 (Victim's Response: ignoring, complaining, scolding, or slapping) between-subjects factorial design with 15 subjects per cell. Male subjects blamed the victim of harassment more than female subjects, the unmarried and married victims were blamed more than the divorced victim, and the ignoring victim was blamed more than the complaining, scolding, and slapping victims. Perceived appropriateness of victim's response was higher with the divorced victim as compared to the unmarried and married victims, with physical harassment as compared to verbal harassment, and with the complaining, scolding, and slapping victims as compared to the ignoring victim. A three-way interaction on perceived appropriateness suggested that female subjects, as compared to male subjects, were more in favor of strong self-assertive action against harassment, but relatively less so in the case of the unmarried victim.     

Factors associated with responses to sexual harassment and satisfaction with outcome

This study examined contextual and behavioral factors and types of responses to sexual harassment in relation to harassed employees' satisfaction with the outcome of sexual harassment situations. Subjects were 105 male and female faculty and staff members (89.5% Caucasian; 5.7% multiethnic/multicultural; 4.8% unspecified) employed by a midwestern university who reported experiencing unwanted sexual attention on the job. Results undicated that employees responded more strongly to unwanted sexual behavior if they perceived it as sexual harassment and if they perceived their work climate as encouraging the problem. Harassed employees' gender, power, and perceptions of the work climate were all associated with their satisfaction with the situation outcome. Although making a formal or informal complaint was not associated with greater satisfaction, talking to the harasser without using aggressive communication strategies increased the likelihood of a satisfactory outcome for the employee. Talking to family or friends, a response used by women more often than men, was associated with dissatisfaction. Suggestions for further research are discussed.This research was primarily funded by the Center for Public Affairs Research at the University of Nebraska at Omaha. The authors gratefully acknowledge the research assistance of Jami Winters, Gena Ritter, Sarah Holmes, Kim Gangwish, and Mary Lou Costanzo.     

Moderating effects of harasser status and target gender on the relationship between unwanted sexual attention and overall job satisfaction

Despite a vast body of literature evidencing the negative effects of workplace sexual harassment it remains unclear whether sexual harassment experienced by the target is worse when the harasser is a supervisor, rather than a coworker. With a scenario‐based experimental study we examined whether targets harassed by their supervisor would experience greater decreases in overall job satisfaction than those targeted by a coworker. Results suggested that harasser status moderated the effects of sexual harassment on overall job satisfaction but only for female targets. Further, the effect of supervisor harassment on job satisfaction was mediated by interpersonal justice perceptions.     

‘There's no smoke without fire’: Are male ex‐partners perceived as more ‘entitled’ to stalk than acquaintance or stranger stalkers?

In a stalking scenario, the prior relationship between and the gender of stalker and victim were systematically manipulated in order to judge culpability and consequences for the persons involved. Written vignettes were presented to 168 participants who responded via seven Likert scales. Stalker‐victim relationship had three levels: ex‐partner, acquaintance and stranger. In accordance with the ‘Just World’ hypothesis (Lerner, 1980), the victim was judged as having greater responsibility for the stalking when their harasser was an ex‐partner or a prior acquaintance rather than a stranger, and police intervention was felt to be most necessary when the stalker was a stranger. Sex of stalker and victim was manipulated, and the following comparisons proved significant: when the perpetrator was male, bodily injury to the victim was seen as more likely and police intervention as more necessary than when the perpetrator was female; and male victims were viewed as more responsible for the scenario and as possessing greater powers to alleviate it. The Just World hypothesis and gender stereotypes provide a plausible account for these findings. Future research should determine whether criminal convictions show similar biases towards convicting male and stranger stalkers more often than female and ex‐partner stalkers.     

Drawing the line: How the workplace shapes the naming of sexual harassment

Although sexual harassment naming – the process by which individuals identify and label experiences as sexual harassment – is key to tackling the problem of workplace sexual harassment, extant research focused on individual differences has explained a limited amount of variance in individuals’ propensity to name. We push this research in a new direction, drawing on institutional theory and strategic human resource management to identify workplace contextual factors that influence individuals’ propensity to name sexual harassment. Surveying 408 employed adults, we find that current employment in an industry with a high prevalence of sexual harassment reduces individuals’ likelihood of identifying scenarios as sexual harassment. Further, prior work experience in highly sexually harassing industries has a lasting negative effect on individuals’ propensity to name. In contrast, we show that individuals’ propensity to identify sexual harassment is greater when they perceive that their organization has implemented more HR practices supporting a climate for naming and that these HR practices can actually reduce the negative effect of current employment in a highly sexually harassing industry. Critically, by demonstrating that changing industry norms or adopting specific HR practices can shift individual naming of sexual harassment, we offer new avenues for sexual harassment prevention.     

Simple and Joint Effects of Gender and Self-Esteem on Responses to Same-Sex Sexual Harassment

In a sample of 431 white-collar professionals, we examined the impact of gender and self-esteem on individuals' intentions to seek legal counsel, confront the harasser, and make formal reports within the organization in response to approach-based same-sex sexual harassment. We hypothesized that gender, self-esteem, and their interaction would be related to assertive responses. All three hypotheses received support: men were more likely than women to respond assertively; self-esteem was positively related to response intentions; and self-esteem had a greater impact on men's responses than on women's responses. These results suggest that frameworks used to describe responses to cross-sex sexual harassment may not be adequate for same-sex sexual harassment. Post hoc analyses revealed that perceiving the behavior as harassment mediated the relationship between self-esteem and the responses to harassment, but did not mediate the relationships between gender and the responses to harassment. These findings contribute to the research on acknowledging sexual harassment.     

An overview of the literature on sexual harassment: Perpetrator,theory, and treatment issues

Sexual harassment has been recognized as a serious problem in the literature over the past 30 years. In this paper, we review the existing research surrounding the phenomenon of sexual harassment, paying particular attention to factors of relevance for understanding perpetrators of sexual harassment. We also provide an overview of the perplexing nature of sexual harassment and the various concerns that have surrounded the topic leading to its recognition. The different theoretical perspectives and models of sexual harassment (sociocultural, organizational, sex-role spillover, natural/biological, socio-cognitive, and four-factor) are also considered and reviewed. Finally, lack of empirical evidence and focus on assessment and treatment for harassers is recognized in this paper, and several suggestions are made for future research and treatment avenues relating to the sexual harasser.     

Prior Allegations of Harassment Impact Mock Jurors’ Perceptions of Sexual Harassment in a Criminal Trial

The current study examined factors that may influence jurors’ judgments in a criminal sexual harassment case with Canadian undergraduate students. Undergraduate students (n?=?268) examined whether defendant’s gender, victim’s gender, and whether the victim had made similar accusations in the past were influential in mock jurors’ judgments. Participants read a case summary describing an alleged sexual harassment and answered questions concerning defendant’s guilt, defendant’s culpability, and perceptions of the victim. Additionally, attitudes concerning sexual harassment and sexism were measured. The presence of prior allegations was a driving force in mock juror decisions, with mock jurors providing more guilty verdicts, more favorable perceptions of the victim, and less favorable perceptions of the defendant when no prior allegations of harassment had been made by the victim. The results of the current study suggest that the presence of prior allegations have a large impact on mock jurors’ decisions, suggesting that prior allegations may need to be considered more closely in court before they can be used as evidence.

     

A Model of Racialized Sexual Harassment of Women in the UK Workplace

This paper examines Black Asian and Minority Ethnic (BAME) women’s experiences of sexual harassment in the UK workplace from the perspective of frequency and types of sexual harassment and characteristics of the harasser; ethnic and cultural influences; power, fear of reprisals, and reporting behavior. Using a snowballing technique, in depth interviews with 17 BAME women who had experienced or witnessed BAME sexual harassment reported that they were frequently sexually harassed by men from the same ethnic background. The fear of job loss, reprisals from male family members and negative organizational consequences resulted in over three quarters of the women not reporting incidents. Key questions regarding the factors and influences that are inherent in racialized sexual harassment are integrated into a model.     

Sexual Harassers: Behaviors, Motives, and Change Over Time

This research was designed to examine the characteristics of sexual harasser behaviors in 118 published arbitration decisions. A qualitative coding process was used to describe behaviors in terms of their severity, type, duration, and frequency. The interrelationships between these characteristics were examined along with the individual’s record of discipline and past aggression. The results indicate that harassers tended to repeat the same types of behavior, and that severity generally increased over time. Although past discipline for sexual harassment appeared to reduce this escalation, it was not very effective in stopping the behaviors. Perpetrators who had engaged in gender harassment were more likely to have a record of aggressive behaviors. Additional comparisons indicate important differences in the behavior of perpetrators as categorized by type of behavior.