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.     

Coping with sexual harassment: reconceptualizing women's resistance

This study explored the underlying structure of women's coping with sexual harassment from a rational-empirical approach. On the basis of multidimensional scaling, clustering, and confirmatory factor analysis across 8 data sets, 4 clusters of coping behaviors emerged, with little variance across the data sets. These clusters bear resemblance to Moos and colleagues' (C. J. Holahan, R. H. Moos, & J. A. Schaefer, 1996; R. Moos, 1992; R. H. Moos & J. A. Schaefer, 1993) distinction between coping strategies that differ in both method and foci. The four clusters that emerged are behavioral engagement, behavioral disengagement, cognitive engagement, and cognitive disengagement. This framework provides insight into the complex forms that women's coping with sexual harassment takes and has important legal implications.     

A typology of personal and environmental sexual harassment: Research and policy implications for the 1990s

Most of the research conducted on sexual harassment over the last decade and a half has used categories that are neither mutually exclusive nor exhaustive. This has created problems for researchers: it is difficult to compare results from one study to another, harassment types that have scholarly and legal-policy relevance are omitted, and the ability of researchers to inform legal and policy decisions is diminished as a result of these problems. A comprehensive categorization of harassment types that addresses these methodological problems is presented. Specifically, 11 specific types of harassment—4 types of Verbal Requests, 3 Verbal Remarks, and 4 Nonverbal Displays—are presented with examples from research and legal literatures. Recommendations for reconceptualizing research definitions of harassment as well as for diversifying the methodological approaches to the topic are made.     

Guns and vaginas: A personal perspective on free speech and sexual harassment in Oklahoma

In February of 2000, the author was charged with twenty-five counts of sexual harassment at the University of Oklahoma for writing a letter to the editor that compared the misuse of a gun to the misuse of a vagina. In his opinion, the University of Oklahoma administration and faculty exhibited virtually no support for principles of free speech and academic freedom. After he had been subjected to a hearsay smear campaign and secret trial, the charges filed against the author were dismissed when attorneys from a public interest law group threatened a First Amendment lawsuit.     

Physical and psychological causality as determinants of culpability in sexual harassment cases

In this study a hierarchical legal model was presented to explain how observers arrive at decisions regarding culpability and disciplinary action in cases of alleged sexual harassment. Subjects read a vignette describing a sexual advance. Information about the flagrance of the request, the victim's response, and the frequency of similar encounters were manipulated in order to examine their impact on dimensions of culpability. Subjects then completed a series of Likert-type scales designed to assess the critical dimensions in the model. The findings provided support for the model, suggesting that subject's decisions regarding physical causality and psychological causality are critical factors in attribution of responsibility and that these attributions impact subsequent disciplinary decisions.     

Gender,sexual harassment,workplace violence,and risk assessment:: Convergence around psychiatric staff's perceptions of personal safety

This paper reviews literature in sexual harassment, workplace violence, and risk assessment as it relates to staff in psychiatric and forensic work environments. These three areas of research overlap in their applicability to psychiatric staff in that each addresses the understanding and management of types of violence to which many staff, particularly women, are likely to be exposed while working. Employee well-being, encompassing mental and physical health, job satisfaction, and morale, has been shown to be closely tied to organizational productivity and cost. In addition, gender has been shown to be an important factor in perceptions and decision-making, and prior work has suggested that female staff often have qualitatively different experiences in traditional male workplaces such as inpatient and forensic settings. Despite these findings, research to date on psychiatric staff has typically focused only on number of assaults by patients. It has not addressed how staff's gender may impact their perceptions of personal safety and judgments of risk from patients, nor have any empirical studies been performed in naturalistic settings to investigate this issue. Given the high correlation between organizational productivity and employee well-being, it is mutually beneficial to both employers and staff to examine current understanding of how certain staff variables such as gender may influence their feelings of safety and judgments of risk from patients.     

The credibility of sexual abuse allegations: Child sexual abuse, adult rape, and sexual harassment

Allegations and denials of sexual abuse often occur in a context in which there is rarely decisive evidence. The present study investigated the credibility of allegations of three kinds of sexual abuse—child sexual abuse, adult rape, and sexual harassment—that also contained a denial by the alleged perpetrator. Perceptions of fair punishment were investigated for the perpetrator if he did actually commit these acts and for the accuser if she was lying. Results indicated that allegations were generally rated in the credible direction. Allegations of child sexual abuse were rated more credible than allegations of rape or sexual harassment. Females found all allegations more credible than males. Males were more likely to believe allegations in the child sexual abuse condition than either the rape or sexual harassment conditions. Females were more likely to believe sexual harassment allegations. Punishments were generally the most severe for child sexual abuse, and psychotherapy was a popular disposition for both perpetrators and those making false allegations.     

Contextual effects of personal network on individuals' tendency to blame the victims of sexual harassment

Victim-blaming has been studied extensively, especially in the context of sexual violence. In the present study, the distribution of opinion with regard to female victims of sexual violence among people in the respondents' networks was used to explain their victim-blaming tendency. Data from respondents' personal networks were collected, and the results revealed that respondents' attitudes towards victim-blaming correlated positively with the proportion of network others who had positive attitudes towards victim-blaming. The correlation was stronger among respondents who had low concern for the issue. The results supported a model of information bias of personal network on attitudes.     

Interpretations of sexual harassment: An attributional analysis

Two studies were conducted to examine an attributional model of judgments of sexual harassment. The key assumption of the model is that judgments of sexual harassment involve the attribution of negative intentions (e.g., hostility or callousness) to an actor with regard to a sexual behavior. The two studies effectively demonstrated that many factors known to influence the attribution of intentionality play an important role in judgments of sexual harassment. The findings are discussed with regard to understanding how people differ in their judgments of sexual harassment.The studies described in this article were reported in a presentation at the 1986 meeting of the Midwestern Psychological Association in Chicago.     

The influence of sexual harassment frequency and perceptions of organizational justice on victim responses to sexual harassment

Organizational justice theory was used to understand the conditions that influence how women respond when sexually harassed. Specifically, this study examined whether sexual harassment frequency interacts with perceptions of four types of organizational justice (procedural, distributive, interpersonal, and informational) to predict two types of victim responses (confrontation and reporting). With data collected from 257 female employees, it was found that the interaction between sexual harassment frequency and perceptions of distributive justice and the interaction between sexual harassment frequency and perceptions of procedural justice predicted reporting, whereas the interaction between sexual frequency and perceptions of distributive justice predicted confrontation. The interaction between sexual harassment frequency and perceptions of informational justice predicted both confrontation and reporting. Implications for organizations are discussed.     

Sexual harassment expanded: An examination of the relationships among sexual harassment,sex discrimination,and aggression in the workplace

We hypothesized that sexual harassment is part of a broader behavioral family including aggression and discrimination. We examined whether the relationships between these types of mistreatment can be represented well by a general factor that relates to other workplace variables. Evidence from military datasets showed that sexual harassment, sex discrimination, and workplace aggression can be conceptualized as a more general factor that functioned well in an integrated model of sexual harassment and was experienced differently by men and women. Thus, there is utility in examining these types of mistreatment both together and independently, both for research and prevention purposes.     

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.     

Women's perceptions and labeling of sexual harassment

This study explored women's perceptions of videotaped portrayals of sexual harassment. Ninety female undergraduates viewed a video of a male teaching assistant evaluating a female undergraduate's term paper. Videos contained either no, subtle, or explicit sexual harassment. Following the videos, subjects completed measures of perceptions of the teaching assistant. Results indicated that women perceived sexual harassment in the videos that contained it, but most did not explicitly label the behavior as sexual harassment until they were cued to do so.     

Profiles in coping: responses to sexual harassment across persons, organizations, and cultures

This study explicates the complexity of sexual harassment coping behavior among 4 diverse samples of working women: (a) working-class Hispanic Americans, (b) working-class Anglo Americans, (c) professional Turks, and (d) professional Anglo Americans. K-means cluster analysis revealed 3 common harassment coping profiles: (a) detached, (b) avoidant negotiating, and (c) support seeking. The authors then tested an integrated framework of coping profile determinants, involving social power, stressor severity, social support, and culture. Analysis of variance, chi-square, and discriminant function results identified significant determinants at each of the 4 levels of this ecological model. These findings underscore the importance of focusing on whole patterns of experience--and considering influences at the level of the individual employee and multiple levels of the surrounding context--when studying how women cope with workplace sexual harassment.     

Ideology or experience: A study of sexual harassment

“Ideology or Experience” is a replication and redefinition of a study done at the University of Prince Edward Island (UPEI), Canada, which examined response biases with respect to the reporting of sexual harassment. In the replication, 192 William Paterson College (WPC), New Jersey, students were used to investigate the role of ideology and previous sexual harassment experiences in reporting sexual harassment incidents. Both studies assessed the relationship between one's experiences, perceptions, and attitudes toward sexual harassment. The WPC study, however, overcame acknowledged potential reporting biases by using face to face scale distribution rather than mailed questionnaires. Findings replicate most of the previous study and suggest that neither the experience of being sexually harassed nor a feminist ideology affects the reporting of sexual harassment. A gender by experience interaction was found with regard to tolerance of sexual harassment suggesting potential differences in cultural, and/or gender, attitudes toward sexual harassment. Further analysis, redefining the experience variable, as suggested by Mazer and Percival, also supports the notion that experience does not affect the reporting of sexual harassment.     

Attitudes and perceptions of workers to sexual harassment

The authors investigated how individual factors (age, gender, gender role, past experiences of sexual harassment) and organizational factors (gender ratio, sexual harassment policies, the role of employers) related to workers' attitudes toward and perceptions of sexual harassment. In Study 1, participants were 176 workers from a large, white-collar organization. In Study 2, participants were 75 workers from a smaller, blue-collar organization. Individuals from Study 2 experienced more sexual harassment, were more tolerant of sexual harassment, and perceived less behavior as sexual harassment than did individuals from Study 1. For both samples, organizational and individual factors predicted workers' attitudes toward and experiences of sexual harassment. Individual factors-such as age, gender, gender role, past experiences of sexual harassment, and perceptions of management's tolerance of sexual harassment-predicted attitudes toward sexual harassment. Workers' attitudes, the behavioral context, and the gender of the victim and perpetrator predicted perceptions of sexual harassment. The authors discussed the broader implications of these findings and suggested recommendations for future research.     

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.     

Hispanic perspectives on sexual harassment and social support

Bridging the social support, sexual victimization, and cultural psychology literatures, this study examines social-support processes in the context of sexual harassment and Hispanic American culture. Surveys were administered to a community sample of Hispanic American working women, 249 of whom described some encounter with sexual harassment at work. Regression results provided mixed backing for hypotheses about support-seeking behavior, which appeared largely dependent on the social power of the harassment perpetrator. Additional findings upheld predictions about support-perception patterns; harassed women perceived more supportive social reactions when they turned to informal networks of friends and family, but responses were less positive when they turned to formal, organizational sources. Finally, as expected, perceived support and acculturation interacted to moderate relations between sexual harassment and job satisfaction. The article concludes with implications for research and interventions related to social support and sexual harassment.     

Exploring gender differences in body image,eating pathology,and sexual harassment

This study examines the relationship between body image (weight/shape concerns), eating pathology, and sexual harassment among men and women (N = 2446). Hierarchical regressions controlling for depression revealed main effects of gender such that women reported greater weight/shape concerns, eating pathology, dietary restraint, eating concerns, and binge eating compared to men. Main effects for sexual harassment indicated that as harassment increased, participants reported increased weight/shape concerns, eating pathology, dietary restraint, eating concerns, binge eating, and compensatory behaviors. There were small but significant interactions between gender and harassment for eating pathology total score (which included each of the domains listed above), weight/shape concerns, dietary restraint, and eating concerns such that the relationship between increased harassment and increased pathology was stronger for women compared to men. The largest interaction was found for compensatory behaviors, such that while women and men's scores both increased as harassment increased, the relationship was stronger for men.     

Labeling sexual harassment in the military: an extension and replication

Research conducted by V. Magley, C. Hulin, L. F. Fitzgerald, and M. DeNardo (1999) has suggested that women who experience sexual harassment report worse outcomes independent of the labeling process. This study replicates and extends that work. Discriminant analyses were conducted on a sample of approximately 28,000 men and women from the military. The authors included variables similar to those used by V. Magley et al., as well as a variety of antecedent variables. Two significant functions were obtained from the discriminant analysis. The 1st function ordered groups according to the frequency of harassment and accounted for substantially more variance than did the 2nd function, which ordered groups according to whether they labeled their experiences as sexual harassment. The overall results from these analyses demonstrate that labeling incidents as sexual harassment is of marginal meaningfulness in terms of job outcomes and antecedents of harassment.