Sexual harassment on campus: Effects of professor gender on perception of sexually harassing behaviors

Undergraduate students viewed four videotaped vignettes that depicted potentially sexually harassing interactions between professors and students. Subjects were asked to evaluate the professor's behavior. The vignettes were composed so that two dimensions were manipulated: the sex of the initiator of the behavior and the type of behavior. Results of the study provided partial support of the following hypotheses: (1) the behaviors of female professors initiating potentially sexually harassing behaviors toward male students would be perceived as more appropriate than would the same behaviors initiated by male professors toward female students in identical situations; (2) female subjects would interpret the behaviors as more harassing than male subjects; and finally (3) subtle forms of harassment would be interpreted as more inappropriate by female students than by male students.     

Perceptions of sexual harassment: a re-examination of gender differences

There is mixed evidence for gender differences in perceptions of sexual harassment. To help clarify the existence of gender differences, we examined the sexual-harassment perceptions of 409 state government employees in the western United States. Few gender differences were found. We also compared the workers' perceptions to findings from a previous study of students (Terpstra & Baker, 1987). The relative ordering of the incidents' perceived severity was very similar, but workers perceived a number of incidents to be more harassing than did students. Thus, the major differences found were between students and workers, not between genders. Potential theoretical and methodological causes of these findings are discussed.     

A meta-analytic review of gender differences in perceptions of sexual harassment

Research on gender differences in perceptions of sexual harassment informs an ongoing legal debate regarding the use of a reasonable person standard instead of a reasonable woman standard to evaluate sexual harassment claims. The authors report a meta-analysis of 62 studies of gender differences in harassment perceptions. An earlier quantitative review combined all types of social-sexual behaviors for a single meta-analysis; the purpose of this study was to investigate whether the magnitude of the female-male difference varies by type of behavior. An overall standardized mean difference of 0.30 was found, suggesting that women perceive a broader range of social-sexual behaviors as harassing. However, the meta-analysis also found that the female-male difference was larger for behaviors that involve hostile work environment harassment, derogatory attitudes toward women, dating pressure, or physical sexual contact than sexual propositions or sexual coercion.     

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.     

The influence of gender and gender-pairings on clergy's identification of sexually ambiguous behavior as sexual harassment

A sample of 371 United Methodist clergy indicated how strongly they believed a sexually ambiguous scenario between a senior pastor and associate pastor constituted sexual harassment when senior/associate pastor genders were varied. Participants also completed the Tolerance of Sexual Harassment Inventory (TSHI). Male clergy were less likely than females to perceive the interaction between a senior pastor and associate (in any of four gender-pairings) as sexual harassment. There were no significant differences in perception of sexual harassment based on senior/associate pastor gender pairings. Males and those 46 and older were significantly more tolerant of sexual harassment than females and those 45 and under.She is also a United Methodist minister. Additional information may be requested by writing her at the University of Colorado at Denver, Campus Box 106, P.O. Box 173364, Denver, CO 80217-3364 or by calling 303-556-6032.     

Effects of sex role identity and sex on definitions of sexual harassment

Individuals' own definitions of sexual harassment ultimately influence the success of their companies in responding to the Equal Employment Opportunity Commission's (EEOC) guidelines against sexual harassment. Previous research has consistently shown that women see more sexual harassment than do men. However, sex differences in definitions of sexual harassment could be explained by sex role identity. Results from a study of undergraduate business students and MBA students holding full-time jobs instead reaffirmed the existence of a sex effect and revealed the presence of a Sex X Masculinity interaction effect. Subjects' femininity had a minor effect on their definitions of sexual harassment.A previous version of this article was presented at the Academy of Management Meeting, Dallas, August, 1983. Appreciation is extended to Lisa A. Film for her assistance with data analysis.     

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.     

A hierarchy of sexual harassment

Undergraduate students (143 males, 100 females) and working women (n = 48) read 18 scenarios depicting a wide range of types of sexual harassment behaviors and indicated whether they personally perceived each type of behavior to be sexual harassment. A hierarchy of harassment was developed on the basis of the subjects' perceptions. Potential differences between the perceptions of working women and female students and between the perceptions of male and female students were also investigated. Although a general consensus emerged regarding the relative perceived severity of the different types of sexual harassment, the percentage of working women who considered the behaviors to be sexual harassment was greater than the percentage of female students who considered them so.     

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.     

Effects of exposure to sex-stereotyped video game characters on tolerance of sexual harassment

The violent video game literature has previously not extended to the domain of violence against women. The current investigation tested the effects of exposure to sex-typed video game characters versus images of professional men and women on judgments and attitudes supporting aggression against women. Results showed experimental effects of short-term exposure to stereotypical media content on sexual harassment judgments but not on rape myth acceptance. A significant interaction indicated that men exposed to stereotypical content made judgments that were more tolerant of a real-life instance of sexual harassment compared to controls. Long-term exposure to video game violence was correlated with greater tolerance of sexual harassment and greater rape myth acceptance. This data contributes to our understanding of mass media’s role in socialization that supports violence against women.     

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.     

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.     

On the motivation of quid pro quo sexual harassment in men: relation to masculine gender role stress

Male office workers reported levels of distress elicited by personal violations of a range of masculine gender role expectations, as well as their proclivities to coerce sexual favors from “attractive” subordinate women via bribery or extortion. Sexual harassment proclivity levels were directly correlated with levels of distress related to four dimensions of masculine gender role violations, including acts of subordination to women, public expression of emotional behavior, inadequate heterosexual prowess, and inferiority in athletic and intellectual domains. These findings accord with an interpretation that men's quid pro quo sexual harassment may be motivated by the social punishment of their own failures to conform to masculine gender role expectations, including, but importantly, not limited to the expectation that men should punish women's violations of feminine gender role norms.     

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.     

Pathways to false allegations of sexual harassment

A sexual harassment allegation is either true or false. Whether specific allegations are true or false is important to questions of epidemiology, clinical diagnosis and treatment, administrative and legal proceedings, as well as the welfare of actual victims and innocent alleged perpetrators. It is naïve and harmful to operate with the heuristic: ‘All claims are true’. However, the truth of many allegations is very difficult to determine, particularly as is often the case when there are no witnesses, no conclusive hard evidence, and the presence of a situation where both parties have divergent accounts of the alleged occurrence. There has been little theoretical or empirical work on what would cause a person to make a false allegation of sexual harassment. This paper gives an overview of the intricacies associated with sexual harassment investigations and enumerates 14 possible pathways to false allegations: lying; borderline personality disorder, histrionic personality disorder, psychosis, gender prejudice, substance abuse, dementia, false memories, false interpretations, biased interviews, sociopathy, personality disorders not otherwise specified, investigative mistakes, and mistakes in determination of the degree of harassment. Copyright © 2006 John Wiley & Sons, Ltd.     

The lay person's understanding of sexual harassment

The literature on how lay people interpret behavior as sexual harassment is reviewed. An attributional model of this interpretation process is proposed. An experiment testing some of the basic postulates of the attribution model is reported. The results of the experiment generally supported the attribution model.This research was supported by a grant from the Jesse Jones Faculty Research Fund, University of Notre Dame. The author expresses gratitude to Jeff DeMartino and Barbara Spengeman for their assistance as experimenters and to J. D. Day for her comments on the stimulus materials.     

Responding to sexual harassment complaints: Effects of a dissolved workplace romance on decision-making standards

We introduce and provide support for an ethical decision-making framework as an explanation for the social–cognitive process through which observers make decisions about a sexual harassment complaint that stems from a prior workplace romance. We conducted two experiments to examine effects of features of a dissolved hierarchical workplace romance and subsequent harassing behavior on raters' responses to a sexual harassment complaint. In Experiment 1, results based on a sample of 217 employees indicate that their attributions of responsibility for the harassment mediated the link between their knowledge of features of the romance and three recommended personnel actions. In Experiment 2, results based on a sample of 258 members of the Society for Human Resource Management indicate that their degree of recognition of the accused's social–sexual behavior as immoral mediated the link between their knowledge of features of the romance and harassment and their attributions of responsibility. Raters' attributions of responsibility, in turn, predicted three recommended personnel actions. We discuss theoretical and practical implications from an ethical decision-making perspective.