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.     

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.     

DEFINITIONAL RESEARCH ON AFRICAN AMERICAN STUDENTS AND SEXUAL HARASSMENT

A total of 100 African American undergraduate students were given the Sexual Experiences Questionnaire (SEQ) (Fitzgerald et al., 1988) and an open-ended question assessing experiences of sexual harassment. Results showed a significant frequency of sexual imposition (19%), particularly sexual touching. Participants also clearly delineated a new category of sexual harassment previously untapped by largely Caucasian studies: comments or sexual attention based solely on racial stereotypes or racially based physical features. In conclusion, the reported differences with regard to experiences and definitions of sexual harassment indicate that previous assumptions of homogeneity of experience (with Caucasian women being the standard) appear to be incorrect.     

Moderating Effects of Personal Cognitions on Experienced and Perceived Sexual Harassment of Women at the Workplace

This study investigated actual and perceived sexual harassment (SH), as well as the discrepancy between them of women in the workplace, as related to several factual and perceptual variables which were selected on the basis of theoretical considerations and previous findings (i.e., harasser status, workplace sex ratio, and perceptions of intensity of intergender interaction, normative beliefs about SH, and personal attractiveness). The sample included 138 women. employed in four organizations, who responded to anonymous questionnaires. Results showed that women reported engagement in diverse actual SH episodes, which varied in frequency (2% to 27%) along five levels of SH severity continuum. Only 10.1% of the women perceived these episodes as sexual harassing. It was found that the higher the severity of the SH episode, the stronger was the tendency to perceive it as sexual harassing. While actual SH was found to be significantly correlated with all research variables ( R = .49), perceived SH was only related to normative beliefs about SH ( r = .38), and the discrepancy mainly to personal attractiveness ( r = -.21). Various implications of the findings were discussed in light of social judgment perspective.     

Beyond targets: consequences of vicarious exposure to misogyny at work

The present study tested a model examining 2 indicators of a hostile interpersonal workplace climate for women-observed hostility (i.e., incivility and sexual harassment) toward women and perceived organizational unresponsiveness to sexual harassment--and how they relate to well-being and withdrawal for employees. Participants included 871 female and 831 male employees from a public university. According to structural equation analyses, observing hostility toward women and perceiving the organization as lax about harassment predict lower well-being, which translates into higher organizational withdrawal for both female and male employees. Results hold even after controlling for personal mistreatment, negative affectivity, and observed hostility toward men. These findings suggest that working in a misogynistic environment can have negative effects for all employees.     

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.     

Upsetting Behavior: Reactions to Personal and Bystander Sexual Harassment Experiences

The current research was designed to examine objective and contextual factors related to the appraisal of potentially sexually harassing situations. Working female participants (n = 208) from a mid-sized southwestern university completed a workplace experiences survey in small groups. The majority of participants were Hispanic/Latina (77.9%). We predicted that characteristics of personal harassment experiences (e.g., number of distinct types of behaviors experienced, frequency, duration) and bystander harassment experiences would contribute independently to how upset women were by their own sexual harassment experiences. Results indicated that characteristics of personal harassment experiences and bystander experiences did predict how upset women were by their own gender harassment and by unwanted sexual attention experiences. Results are discussed in terms of the importance of considering multiple types of workplace stressors (e.g., personal and bystander sexual harassment experiences) and their relation to the appraisal process.     

Demons are everywhere: The effects of belief in pure evil,demonization, and retribution on punishing criminal perpetrators

Do preconceived beliefs about evil influence perceptions and punishments of those who harm others? We examined the effects of belief in pure evil (BPE), demonization, and belief in retribution on punishment of a stereotypically (vs. non-stereotypically) evil criminal. Participants punished the stereotypically evil perpetrator more (i.e., greater recommended jail time, opposition to parole, and support for his execution) because of increases in demonization (i.e., greater perceptions of the criminal as wicked, evil, and threatening), but not increases in retributive feelings. However, regardless of the criminal’s exhibited stereotypically evil traits, greater BPE predicted harsher punishment of the perpetrator; both greater demonization and stronger retributive feelings mediated the relationship between BPE and severe punishments. Further, effect sizes indicated BPE (vs. the evilness manipulation) more strongly predicted demonization and punishment. Thus, some individuals naturally see perpetrators as demons, and retributively punish them, whether or not there is more explicit stereotypic evidence of their evil dispositions.     

Words or deeds? Choosing what to know about others

Social cooperation often relies on individuals?? spontaneous norm obedience when there is no punishment for violation or reward for compliance. However, people do not consistently follow pro-social norms. Previous studies have suggested that an individual??s tendency toward norm conformity is affected by empirical information (i.e., what others did or would do in a similar situation) as well as by normative information (i.e., what others think one ought to do). Yet little is known about whether people have an intrinsic desire to obtain norm-revealing information. In this paper, we use a dictator game to investigate whether dictators actively seek norm-revealing information and, if so, whether they prefer to get empirical or normative information. Our data show that although the majority of dictators choose to view free information before making decisions, they are equally likely to choose empirical or normative information. However, a large majority (more than 80%) of dictators are not willing to incur even a very small cost for getting information. Our findings help to understand why norm compliance is context-dependent, and highlight the importance of making norm-revealing information salient in order to promote conformity.     

Students’ Perceptions of Sexual Harassment: Is It Harassment Only If the Offender Is a Man and the Victim Is a Woman?

The present study investigated 3 potential sources of variability in university students' perceptions of sexual harassment in hypothetical professor-student scenarios: raters'gender, gender of the professor and student, and rater' own sexual harassment. Participants were most likely to identify the interactions as harassment when they involved a male offender and a female victim. They were less likely to label the behaviors as harassment when they occurred between members of the same gender or between a female professor and a male student. Women were more open to viewing the scenarios as harassment and men were unlikely to view the interactions between a female professor and a male student as harassment. Personal history of sexual harassment did not influence participants' perceptions.     

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.     

A threatening exchange: Gender and life history strategy predict perceptions and reasoning about sexual harassment

Sexual harassment is a serious societal issue, with extensive economic and psychological consequences, yet it is also an ill-defined construct fundamentally defined in terms of subjective perception. The current work was designed to examine the ways in which individual differences between people are systematically related to different perceptions of sexual harassment scenarios, as well as reasoning about those harassment situations. Participants (N = 460) read several possible harassment scenarios and rated how uncomfortable they would find them. They then also evaluated a quid pro quo sexual harassment situation in terms of their interpretation of it as a threat or a social exchange and completed a deductive reasoning task about the same situation. Females and individuals with slow life history strategies were more uncomfortable with potential harassment situations and were more likely to interpret the quid pro quo scenario as a threat. Further, interpreting the scenario as a threat was associated with poorer performance on the deductive logic task, compared to those who interpreted the scenario as a social exchange.     

An Empirical Test of the Role of Power Differential in Originating Sexual Harassment

This study tested the common argument made by several theoretical explanatory models of sexual harassment that the power differential between men and women at work or in educational settings plays a major role in producing this social phenomenon. We compared incident rates of sexual harassment using two samples (n = 60 in each) of working women in Israel. One sample consisted of urban women, who were generally exposed to Western-style society and workplace atmosphere. The second sample was composed of kibbutz women, who have been living and working in a more egalitarian society. The two groups were matched on variables of field of employment, age, education level, and marital status. Results revealed that the anonymous reports of overall incident rates of sexual harassment, as well as its specific types, were almost identical for the two groups. Other findings (e.g., reaction to sexual harassment incident) were similar as well. These findings were analyzed and discussed in light of different sexual harassment, theoretical models outlined, especially with regard to refutation of predictions made by the organizational, feminist, and parts of the sociocultural models.     

SEXUAL HARASSMENT ON CAMPUS

Attitudes about sexual harassment were assessed in a group of 224 undergraduate students. Participants responded to scenarios in which a male professor made inappropriate sexual advances to a female student. Participants then completed rating scales and questions concerning attributions of blame for harassment, educational and emotional effects, and strategies for coping with harassment. The students were divided into high and low groups on the basis of their scores on the Performance Self-Esteem Scale (PSES) and Attitudes toward Women Scale (AWS). The subject groups most tolerant of harassment and least aware of potential harm to its victims were high self-esteem women with traditional sex-role attitudes. Participants also provided information as to their own harassment experiences. Women's reported reactions to actual harassment were consistent with their responses to scenarios. Results are discussed in the context of prevailing sex-role standards.     

Interpersonal mistreatment in the workplace: the interface and impact of general incivility and sexual harassment

This article examined the relationships and outcomes of behaviors falling at the interface of general and sexual forms of interpersonal mistreatment in the workplace. Data were collected with surveys of two different female populations (Ns = 833 and 1,425) working within a large public-sector organization. Findings revealed that general incivility and sexual harassment were related constructs, with gender harassment bridging the two. Moreover, these behaviors tended to co-occur in organizations, and employee well-being declined with the addition of each type of mistreatment to the workplace experience. This behavior type (or behavior combination) effect remained significant even after controlling for behavior frequency. The findings are interpreted from perspectives on sexual aggression, social power, and multiple victimization.     

Reactions to Sexual Harassment Charges Between North Americans and Brazilians

This investigation examined the impact of genderand culture on reactions to sexual harassment charges.Specifically, we explored the degree of the punishmentrecommended in response to allegations of sexual harassment in an academic context. NorthAmerican (n = 330, average age = 20.57 years, 90%Caucasian) and Brazilian (n = 214, average age = 21.62years, 95% Caucasian) undergraduates read a fictitiousnewspaper article that described an alleged case of sexualharassment involving a male instructor and a femaleundergraduate. The alleged perpetrator's power, hisprofessed romantic interest in the target, and the salience of discrimination concerns weremanipulated. Participants rated the degree to which hisactions were punishable. Overall, women and NorthAmericans advocated more punishment to the allegedharasser than men and Brazilians, respectively.Conditions that increase or reduce the punishment ratingsare discussed.     

The More You See It, the More You Know It: Memory Accessibility and Sexual Harassment Judgments

The influence of the availability of personally known and media known sexual harassment victims and harassers on perceptions of social sexual workplace conduct was examined. Male and female full-time workers evaluated two videotapes that depict sexual harassment in the workplace. Results indicated that perceived likelihood of harassment and discrimination increased as participants recalled more examples of harassment victims whom they personally knew. In some instances, recall of victims in the media had a similar influence. As predicted, the influence of availability was stronger for men than for women. Similar findings resulted from the analyses of the unwelcomeness, severity, and pervasiveness of the conduct; however, legal standard, gender, or case often moderated this relationship. The implications of these findings are discussed.     

Threatened by the unexpected: physiological responses during social interactions with expectancy-violating partners

Individuals who violate expectations increase uncertainty during social interactions. Three experiments explored whether expectancy-violating partners engender "threat" responses in perceivers. Participants interacted with confederates who violated or confirmed expectations while multiple measures were assessed, including cardiovascular reactivity, task performance, appraisals, and behavior. In Experiments 1 and 2, participants interacted with White or Latino confederates who described their family backgrounds as either high or low socioeconomic status. In Experiment 3, participants interacted with Asian or White confederates who spoke with expected accents or southern accents. Participants interacting with expectancy-violating partners (e.g., Asians with southern accents) exhibited cardiovascular responses consistent with threat, poorer task performance, and manifested negative and defeat-related behavior. Implications for decreasing prejudicial responses via uncertainty reduction are discussed.     

A Cross-cultural Perspective on Judgments of Woman-to-woman Sexual Harassment: Does Sexual Orientation Matter?

We investigated perceptions between Brazilian and U.S. college students regarding a hypothetical case involving woman-to-woman sexual harassment in which the sexual orientation of both the target and the alleged harasser was experimentally manipulated. Thus, there were four different scenarios, which were randomly given to 952 college students (89% of whom reported to be White). We found that the scenario that depicted heterosexual woman-to-heterosexual woman sexual harassment was rated as the least likely to be sexual harassment, to need an investigation, and to be punishable than the other scenarios. Generally, Brazilians viewed the case as more likely to be sexual harassment and to need an investigation than did U.S. respondents. In the U.S., women perceived the case as more likely to be sexual harassment, to need an investigation, and to be punishable than men did; however, no such gender differences were found in Brazil. Lastly, hostile sexism and perceptions of woman-to-woman sexual harassment predicted respondents rating the case as sexual harassment and in need of an investigation.     

Attributions of responsibility for an incident of sexual harassment in a university setting

The present study replicated and extended research on the effects of observer characteristics (i.e., gender and traditional vs. less traditional attitudes) on attributions of responsibility in a case of sexual harassment. Participants (120 males, 120 females) were randomly assigned to one of six conditions that varied the gender of the victim and the victim's reaction. A sexual harassment scenario involving a university student and professor of the opposite gender was presented as an audiotape of the victim's account. Participants with less traditional attitudes attributed less responsibility to the victim than did participants with traditional attitudes. Females attributed more responsibility to the perpetrator and the victim of the same gender than did males. Victim reaction interacted with participant gender; males responded in a manner that was consistent with the reaction manipulation, whereas females attributed less responsibility to the self-blaming victim than to either the perpetrator-blaming or control victims. The results are discussed in the light of attribution theory and previous research.