Coping in context: sociocultural determinants of responses to sexual harassment

The authors investigated coping responses to sexual harassment across 4 samples of working women from 3 cultures and 2 occupational classes. Complete-link cluster analyses provide preliminary support for D. E. Knapp, R. H. Faley, S. E. Ekeberg, and C. L. Z. Dubois's (1997) coping framework, suggesting that avoidance, denial, negotiation, advocacy seeking, and social coping are universal responses to sexual harassment. Further, L. F. Fitzgerald's (1990) internal-external dichotomy appears to capture higher order relationships among coping responses. In addition, regression analyses suggest that Turkish and Hispanic American women engage in more avoidance than Anglo American women, and Hispanic women also use more denial but less advocacy seeking. No differences emerged in social coping. The authors discuss these results in the context of coping theory, individualism-collectivism, power distance, and patriarchal gender norms.     

The Psychological Impact of Sexual Harassment on Women in the U.S. Military

The purpose of this research is to study the prevalence, dimensions, and correlates of psychological harm that women experience as the result of sexual harassment in the workplace. I employed data collected from a worldwide survey of sexual harassment in the active-duty U.S. military. The scientifically selected sample included over 10,000 working military women. Four general types of negative psychosocial reactions were identified among victims of sexual harassment: productivity problems, attitudes toward the organization, emotional reactions, and relations with family. Analyses explored the relations of these psychosocial reactions to (a) characteristics of the harassing behavior (what happened and who did it), (b) characteristics of the victim, (c) characteristics of the organizational climate in which the harassment took place, and (d) the victim's coping responses.     

Coping with sexual harassment: personal, environmental, and cognitive determinants

A multidimensional coping typology and a process model of coping were used to examine coping strategies in response to sexual harassment, the personal and environmental determinants of these strategies, and the cognitive processes underlying strategy choice. Survey responses of 15,404 military members who reported unwanted sex-related attention were analyzed. Strong support was found for the usefulness of both the typology and the model. Choice of specific coping strategies used in response to sexual harassment varied significantly depending on occupational status, gender, climate, harassment severity, and power differential. Cognitive appraisal mediated the determinant-coping relationship.     

Ethnic and Gender Differences in Distress Among Anglo American, African American, Japanese American, and Mexican American Spousal Caregivers of Persons with Dementia

Distress, coping, and social resources were compared in a sample of 202 Japanese-, Anglo-, African-, and Mexican American spousal caregivers of persons with dementia using a Stress-Coping model. Both ethnicity and gender showed differential effects on the outcome and on the moderating variables. Female caregivers in all ethnic groups reported significantly higher levels of psychiatric symptomatology. All 4 ethnic groups reported high rates of psychological distress, with Mexican Americans reporting significantly higher rates of depression than Anglo or African Americans. Ethnicity was related to (1) the kind of caregiving appraisals (spiritual, pessimistic, and lack of support), (2) coping styles (escape-avoidance and seeking social support), and (3) social support. African Americans were more likely to be spiritual appraisers, to have more positive appraisals, and to have more social support available to them. Gender differences were evident on 4 out of the 6 caregiver appraisals, but none of the coping styles. Although males tended to have more perfectionistic appraisals, they were also more likely to view caregiving with a less negative and more self-efficacious outlook.     

The Incidence and Outcomes of Sexual Harassment Among Hispanic and Non–Hispanic White Women: A Comparison Across Levels Of Cultural Affiliation

An extensive body of literature has documented the widespread and damaging nature of sexual harassment among Anglo women, but little attention has focused on the experiences of women of color. The current paper begins to address this gap by comparing sexual harassment incidence rates and psychological and work–related outcomes of Hispanic and non–Hispanic White women across varying levels of cultural affiliation. Chi–square tests of association suggest that risk of harassment increases with affiliation to the mainstream U.S. culture, and hierarchical regression analyses suggest that cultural affiliation moderates the relation between sexual harassment and occupational functioning. These provocative findings are discussed in the context of social and economic vulnerability, socio–sexual norms, and cultural background.     

THE DIRECT AND MODERATING INFLUENCES OF SEXUAL-HARASSMENT PERVASIVENESS, COPING STRATEGIES, AND GENDER ON WORK-RELATED OUTCOMES

This study explores the direct and moderating influences of sexual-harassment (SH) pervasiveness, coping strategies, and gender on work-related consequences of sexual harassment among a national, representative sample of federal employees who had experienced some form of unwanted sexual attention ( N = 553 men and 1,782 women). Regression analysis revealed that, contrary to conventional wisdom, individuals who experienced frequent SH and who used confrontive coping strategies tended to experience worse job outcomes than did others. Furthermore, use of confrontive coping tended to amplify associations between harassment pervasiveness and consequences, especially for men. A "wimpy male" hypothesis to explain this last finding is discussed. Finally, the study suggests that efforts to help both women and men to effectively respond to sexual harassment are needed.     

A Cognitive-Behavioral Educational Workshop to Combat Sexual Harassment in the Workplace

Various measures have been implemented for coping with the problem of sexual harassment in the workplace. Although much of the effort has been provided for special legislation, proper grievance procedures, or actions for organizational change, few attempts have been made to prevent sexual harassment through the application of appropriate training procedures based on effective psycho-educational methods. The author describes a workshop based on cognitive-behavioral techniques and is designed to provide women workers with understanding about sexual harassment at work and equip them with various response alternatives to sexual harassment attempts. Preliminary findings support the positive impact of the workshop.     

Contrapower Sexual Harassment: A Survey of Students and Faculty Members

We conducted two studies to shed light on contrapower sexual harassment in an academic setting. In the first study, we surveyed a random sample of 158 college students (83.4% White) concerning their potentially sexually harassing behaviors toward professors, sexist attitudes toward women, and proclivities to harass sexually. Almost one third of the students reported having sexually harassed a professor at least once. Male students were more likely than female students to be the perpetrators. In the second study, all tenured and tenure-track faculty were mailed a survey; 209 professors (88.9% White) completed the survey concerning their experiences with sexual harassment from students as well as their coping responses, definitions of sexual harassment, and reactions to hypothetical scenarios. Over one half of the professors reported having been at least once sexually harassed by students. Although male and female professors experienced similar rates of sexual harassment from students, the psychological outcome was worse for women than for men. Male and female professors defined sexual harassment similarly. However, when more contextual information was provided in the hypothetical scenarios, several gender differences emerged. In addition, men and women used both internal and external coping responses to different types of sexual harassment. Sexual harassment as both a tool and a result of male dominance in society is discussed.     

Acknowledging Sexual Harassment: A Test of Alternative Models

Few victims of sexual harassment acknowledge that their experience constitutes sexual harassment. In this study, we examined five general models gleaned from the literature on observers' or laypersons' perceptions of sexual harassment to examine their efficacy in explaining victims' acknowledgment processes: type-of-harassing experience; personal characteristics of the target/observer; and affective consequences of the event(s), attributions, and power (status) of the offender. Data were collected in a campus-wide survey of students, faculty, and staff at a large midwestern university (N = 1,147), which measured incidence rates of eight forms of sexual harassment and the situational characteristics of, responses to, and consequences of the most dramatic experience. Results from single-model and multiple-model hierarchical logistic regression analyses partially support each of the models. The following general model emerged: Individuals who experience unwanted sexual attention are more likely than others to acknowledge being sexually harassed if (a) they perceived their experience as part of a larger problem in their environment, (b) they had a strong emotional reaction to it, (c) the perpetrator was a superior, (d) they were sensitive to the issue of sexual harassment (e.g., they were women instead of men). However, differences in this pattern emerged across various subsamples. This research warrants further theoretical development on victimization acknowledgment processes.     

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.     

ANTECEDENTS AND OUTCOMES OF WOMAN-UNFRIENDLY EXPERIENCES

Predictors and outcomes of male harassment and hostility toward women (woman-unfriendly experiences) were analyzed for professional and blue-collar women ( N = 805) in three geographic regions. Two central questions were addressed by using multiple regression: Do the same types of variables predict woman-unfriendly experiences across regions? Are there similar job-related and psychological outcomes of woman-unfriendly experiences across regions? Americans reported more such experiences and they affected more outcomes. Scandinavians had fewer woman-unfriendly experiences than Americans, fewer job-related or psychological problems, more autonomy, and better work environments. Former Soviet professionals reported more unfriendly experiences than workers but less than their peers in the other regions. Differences among the regions were attributed to general social and economic policies that have attempted to eradicate gender inequality (Scandinavia), occupational status levelling and traditional gender stereotypes (former USSR), or cultural values of competitiveness and individualism and heightened sensitivity to the issue of sexual harassment (United States).     

Predictors of Coping with Work Stress: The Influences of Sex,Gender Role,Social Desirability,and Locus of Control

This investigation examined the influence of 4 personal attributes—sex, gender role, social desirability, and locus of control—as predictors of coping with work stress. Participants were 208 employed adult students (154 females and 54 males), primarily European Americans (90.4%) from working-class backgrounds. Theresults indicated that men were more likely to use alcohol and women more likely to use direct action. Femininity and/or masculinity scores predicted control-related coping butwere unrelated to escape-related coping. High social desirability scores predicted direct action coping, whereas low scores predicted alcohol use. In terms of locus of control, an internal orientation predicted help-seeking and positive thinking, a powerful others orientation predicted avoidance/resignation, and a chance orientation predicted alcohol use.     

The frequency,sources, and correlates of sexual harassment among women in traditional male occupations

Sexual harassment has increasingly come to be recognized as a major problem confronting working women. Utilizing the results of a survey of women in traditional male occupations (N=160), this paper summarizes some new data on the amount, type, and sources of harassment experienced by this group. Interpreting these findings within the content of the larger theory of patriarchy, it also identifies and provides further clarification of some individual and organizational correlates of harassment. The data offer provisional support for recent theoretical claims that women in male-defined occupations occupy a particularly problematic position vis-`a-vis men. Over 75% of the respondents reported experiencing at least one form of harassment as compared to the 50% + generally cited for the population as a whole. Consistent with the general cultural patterns of sexual violation, incidence of harassment was found to be inversely related to the level of severity. Probably predicated at least partially on opportunity structure, peers were cited as the most frequent source of harassment, followed by supervisors, subordinates and clients. A number of individual correlates of harassment were also identified. As expected, married workers and older respondents reported lower levels of harassment. A curvilinear relationship was found to exist between length of employment and harassment. Finally, respondents who were employed as managers and engineers reported approximately equal levels of harassment, while those in the professions such as the sciences, computers, public administration, etc., reported significantly lower levels of harassment. Consistent with the thesis of organizational culpability in the prevalence and persistence of sexual harassment, individuals employed in firms perceived to have high equal employment opportunity for women reported significantly lower levels of harassment than those in firms with low opportunity.     

Relations Among Ethnicity, Gender, Beliefs, Attitudes, and Intention to Pursue a Career in Information Technology

Using data from 159 African Americans and 98 Anglo Americans, we examined relations among ethnicity, gender, information technology (IT) self-efficacy, occupational stereotypes, attitudes toward IT, and IT career intentions. Results revealed that IT self-efficacy and occupational stereotypes were related to attitudes toward IT jobs, and these attitudes were positively related to career intentions. In addition, there were ethnic and gender differences in IT self-efficacy and occupational stereotypes. In particular, African American men reported higher levels of IT self-efficacy, whereas Anglo American women reported lower levels of IT self-efficacy than did members of all other groups. Furthermore, Anglo Americans had more negative stereotypes of IT professionals than did African Americans. Implications for research and practice are discussed.     

Sexual Harassment: A Preliminary Test of an Integrative Model1

Despite the recent increase in research on sexual harassment, most studies have examined the relevant variables in isolation, and little is known concerning the ways in which they may interact or the relative importance of their effects for individuals or organizations. Fitzgerald and her colleagues (Fitzgerald, Hulin, & Drasgow. 1995; Fitzgerald & Ormerod, 1993) proposed a model of the antecedents and outcomes of sexual harassment in organizations. The present study examines a modified version of this model using path analysis with a sample of women employed by the federal government in the late 1980s. These analyses support the basic form of the model, suggesting that sexual harassment is a joint function of the gender context of the victim's job, her relative vulnerability, and the tolerance of the organization for sexual harassment. In turn, harassment was shown to have a negative impact on work and health-related outcomes, exacerbated by assertive coping responses. The implications for organizations are discussed along with recommendations for more stringent tests of the model.     

LONGITUDINAL ANALYSIS OF DISPOSITIONAL INFLUENCES AND SEXUAL HARASSMENT: EFFECTS ON JOB AND PSYCHOLOGICAL OUTCOMES

Research consistently demonstrates that sexual harassment is related to a variety of negative outcomes. Negative outcomes, however, may be influenced by respondents' dispositions or response biases rather than by their sexual harassment experiences alone. This study investigates relationships between negative outcomes and sexual harassment over time in an attempt to assess this possibility. Further, little empirical research on sexual harassment has explored the impact of various coping strategies on experiences of harassment over time. Sexual harassment experiences, job-related and psychological outcomes, and coping responses were obtained from 216 female faculty and staff members at a midwestern university at 2 times, 24 months apart. Patterns of results suggests that sexual harassment has important effects on job-related and psychological outcomes that operate independently of dispositional influences or response biases. Results also indicate that sexual harassment at Time 1 is a better predictor of harassment at Time 2 than are coping strategies.     

Bystanders’ Reactions to Sexual Harassment

The purpose of this investigation was to examine bystanders’ reactions to observing sexual harassment. Undergraduate students (n?=?107 and n?=?122, respectively) in the Southwest U.S. participated in two experiments in which they read about cases of sexual harassment and responded with their preferred punishment for the offenses. Findings from both studies demonstrate the importance of (a) a proactive organizational culture, (b) handing down punishments for sexual harassment that match both the severity of the infraction and the culture of the workplace, and (c) remaining cognizant of the potential differences in the ways women and men respond to observing sexual harassment in the workplace.     

Exploring Retaliation as a Coping Strategy in Response to Customer Sexual Harassment

Sexual harassment has long been studied as a gendered form of discrimination and a way to assert social dominance. Women working in customer service positions regularly cope with customer sexual harassment (CSH). This paper reports two studies that examine retaliation toward the customer as a way for service workers to both assert power and to cope when faced with CSH. The first study predicted that retaliation would share a common superordinate factor structure with four traditional coping strategies (i.e., social, advocacy seeking, avoidance, and negotiation). The second study hypothesized a latent variable model in which retaliation serves as a buffer between CSH and posttraumatic stress. Additionally, customer power was hypothesized as an antecedent to CSH and retaliation. Both studies used samples of women undergraduate students who were employed at least 10 hours per week as customer service workers in the southeastern U.S. The first study (N?=?194) found support for the hypothesized factor structure; retaliation was related to, but distinguishable from more traditional styles of sexual harassment coping. The second study (N?=?210) found support for the proposed mediational model. Limitations and future directions for research are discussed.     

A Listening Guide Analysis of Lesbian and Bisexual Young Women of Color’s Experiences of Sexual Objectification

In the present study, I utilize objectification theory and compulsory heterosexuality as theoretical lenses to investigate lesbian and bisexual young Women of Color’s sexual objectification experiences. In-depth semi-structured interviews were conducted with eight Black and Latina 16–19 year-old young women who identified as lesbian or bisexual. Using the Listening Guide method of narrative analysis, two voices pertaining to young women’s objectification experiences were identified: a Voice of Surveillance and a Voice of Self-Surveillance. Findings suggest that young women experienced sexual objectification as rooted in their gender, sexuality, and racial identities. Experiences were further shaped by the contexts in which objectification occurred: participants voiced distinct struggles navigating (a) sexual harassment and violence in relationships with peers and romantic partners, (b) sexual harassment and discipline in school, and (c) street harassment and violence from men. Findings highlight the importance of understanding sexual objectification experiences as they are informed by gender, sexuality, and race, as well as the ways that young women actively cope with and resist objectification. Psychologists, activists, and mental health professionals are encouraged to consider how sexual objectification is rooted in multiple forms of oppression, its implications for young women’s identity, desire, and well-being, and how young women can be supported as they struggle against it.