The Impact of Job Level and Prior Training on Sexual Harassment Labeling and Remedy Choice1

Supervisors, managers, and executives (N= 118) comprised the sample for this field study of persons’ labeling of sexual harassment and endorsement of various remedies for sexual harassment. The research method involved questionnaires issued in conjunction with 2 videotaped sexual harassment scenarios of differing severity. Results support predictions of participants’ ability to distinguish harassment severity, the effect of job level, and prior training's effect. Implications for qualifying the concept of work environment sexualization (Gutek, 1985) with consideration of job levels are discussed. Implications for sexual harassment awareness training and management practice are also discussed.     

Improving Managerial Effectiveness in the Workplace: The Case of Sexual Harassment of Navy Women1

A decision-making model is used to test causal relationships between a set of constructs thought to be important in understanding the organizational effects of sexual harassment. The model explores the causal linkages between women Navy personnel perceptions of the organization's climate regarding sexual harassment, experiences, and judgments of inappropriate sexual behaviors, and resulting decisions ultimately affecting the organization. The findings advance our understanding of important causal variables in preventing sexual harassment, along with providing managers an early warning or screening device to aid in moderating this contemporary workplace issue.     

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.     

Sexual Harassment of Adolescents Perpetrated by Teachers and by Peers: An Exploration of the Dynamics of Power, Culture, and Gender in Secondary Schools

The purpose of this study was to explore and compare the similarities and disparities between sexual harassment of students that is perpetrated by teachers and by peers. The study involved 2,808 randomly selected adolescents at 22 secondary schools from two regions in the Netherlands. The sample comprised 14- and 15-year-old students (55% girls and 45% boys). The majority of the students' parents were born in the Netherlands (86%); 14% were born outside the Netherlands (Morocco, Turkey, and Surinam). The data revealed important differences between peer sexual harassment and sexual harassment perpetrated by teachers. Unwanted sexual behavior by peers is a cultural phenomenon that occurs in public areas. The relatively low incidence of unwanted sexual behavior (18%), however, does not fully reflect the Culture Model. Sexual harassment by teachers is a particularly detrimental experience for adolescents, and health-related problems are therefore reported in higher numbers. Contrary to the assumptions of the Power Model, sexual harassment perpetrated by teachers is not incidental (27%) and does not only occur in secluded places.     

Women Athletes' Personal Responses to Sexual Harassment in Sport

The examination of sexual harassment in sport has become an active research field within the past two decades. It is especially important for sport psychology consultants to understand this issue because they have professional opportunities to influence both individual and organizational responses to it. This article uses interview data from an investigation of sexual harassment in sport to examine the personal responses of 25 elite female athletes to their experiences of sexual harassment. The athletes reacted with disgust, fear, irritation, and anger when the sexually harassing incidents occurred. They also demonstrated individual, internally focused responses to the harassment rather than collective, externally focused ones. This suggests that sport organizations have much work to do on both education and organizational change if sexual harassment is to be challenged and eradicated. The findings also indicate that sport psychology consultants have a role to play in equipping athletes with the necessary skills to avert or confront sexual harassment in sport.     

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.     

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.     

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.     

Stranger Danger: The Role of Perpetrator and Context in Moderating Reactions to Sexual Harassment

The majority of research on sexual harassment focuses on achievement contexts where the perpetrator of the harassment is known to the victim. More recent work has begun to explore sexual harassment perpetrated by strangers in public places. The current work sought to bridge the gap between research on sexual harassment in achievement contexts and stranger harassment. In doing so, the current work manipulated factors related to three important distinctions between these topics: the relationship between the perpetrator and victim, the location, and the type of sexually harassing behavior. The current study provides evidence that stranger harassment elicits more negative reactions than harassment from a coworker. Additionally, harasser type interacted with harassment type, with situations involving strangers making physical contact eliciting the most negative reactions. Thus, the current work suggests a need for more research on stranger harassment, as well as on additional factors that may operate differently depending on harasser type.     

Schematic Responses to Sexual Harassment Complainants: The Influence of Gender and Physical Attractiveness

This study was designed to examine the characteristics of a sexual harassment schema and its consequences using expectancy-violation theory as a framework for investigating an ostensible organizational grievance. Reactions to sexual harassment complainants were expected to be less favorable when the complainant was male than when the complainant was female. Results for the complainants of sexual harassment confirmed that men were believed less, liked less, and punished more than women. Furthermore, the tendency to believe and like female complainants more than male complainants was stronger when complainants were physically attractive. This study contributes to a growing body of research on gender schemas in the context of sexual harassment.     

Sexual harassment in the workplace: An ethical dilemma for career guidance practice?

Sexual harassment in the workplace poses something of an ethical dilemma for career guidance practice. This is because it is now known that about half of all working women in the UK are likely to be victims at some stage of their employment and that the effects on individuals are invariably negative and can be positively harmful. What, therefore, is the role for career guidance—if any—in preparing and/or supporting girls and women who might face, or who are suffering from, sexual harassment in the labour market? This issue is thrown into particularly sharp focus by recommendations from recent studies into gender inequality in the workplace which exhort practitioners to combat stereotyping by encouraging girls and women into non-traditional vocational education, training and jobs. Yet research into non-traditional occupational areas reveals that there are particularly high levels of reporting of sexual harassment by victims. This article examines some of the research evidence on workplace sexual harassment and begins to explore implications for guidance practice.     

The Development and Evaluation of a Sexual Harassment Inventory

This study represents a beginning in the development of a questionnaire designed to measure sensitivity to the impact of sexual and nonsexual harassment. Specifically, the Harassment Sensitivity Inventory (HSI) is an 18-item inventory developed to assess sensitivity to the negative effects of male to female sexual and nonsexual harassment in a work setting. This article describes the development of the HSI and discusses initial psychometric data collected with a sample of managers and supervisors employed by a midwestern municipality. Although additional research is needed to further clarify the validity and reliability of the HSI, the instrument holds promise as a mechanism for exploring attitudes of individuals who may perpetrate, permit, or experience harassing behaviors. The HSI may have a future role in the development and evaluation of programs designed to prevent or alleviate harassing behaviors.     

Feminist Active Commitment and Sexual Harassment Perception among Chinese Women: The Moderating Roles of Targets’ Gender Stereotypicality and Type of Harassment

In recent years, sexual harassment has become more acknowledged in many developed countries. However, in East Asian culture, it is a sensitive and controversial topic upon which few scholars have focused. The current research aimed to explore whether the relationship between feminist identity and perception of sexual harassment was affected by target’s traditional or nontraditional gender stereotypicality and types of sexual harassment (unwanted sexual attention or gender harassment) among Chinese working women. The participants were 424 heterosexual women, aged 18 to 71 years-old (mdn?=?31), who completed surveys that assessed their feminist Active Commitment and perception of sexual harassment after reading a randomly assigned sexual harassment scenario. Women with higher scores on Active Commitment were more aware of both types of sexual harassment, and participants’ perception of unwanted sexual attention was significantly stronger than their perception of gender harassment. In addition, the types of targets and types of sexual harassment moderated the relationship between Active Commitment and the perception of sexual harassment. Our findings highlight the importance of feminist identity for the perception of sexual harassment and suggest that improving gender equality and feminist education is very important for enhancing the perception of sexual harassment.

     

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.     

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.     

Sexual Harassment Severity: Assessing Situational and Personal Determinants and Outcomes1

The current study bridges literatures on sexual harassment, person‐environment systems, and stress and appraisal processes. Conventional wisdom equates severity of sexual harassment with type of harassment. We test this notion empirically and posit a more comprehensive model that examines both person‐ and situation‐level variables. Data came from 13,743 U.S. Armed Forces women responding to survey questions about a significant experience of sexual harassment. Multiple regression results indicate that pervasiveness of sexual harassment relates outcomes better than does type of sexual harassment. Pervasiveness and type interact to predict subjective appraisal of harassment. Additionally, according to multiple‐group structural equation models, appraisal mediates relations between pervasiveness and outcomes. Results further suggest that relations among sexual‐harassment antecedents and outcomes are consistent, regardless of the type of sexual harassment. These findings highlight the importance of examining both persons and situations when assessing sexual harassment severity.     

Sources of variability in perceptions of and responses to sexual harassment

Social exchange theory was used to explain sexual harassment interactions in terms of perceived or actual inequities in incurred costs or rewards between targets and perpetrators. A factorial experiment was conducted in which the effects of severity of harassment, target response, target gender, and rater gender on perceptions of harassment, perpetrator appropriateness and target appropriateness and suggested responses to harassment were examined. Ninety-four male and 116 female students from two eastern universities served as subjects. The sample was approximately 90% Caucasian and was composed of traditional (18–22-year-old) undergraduates. Results indicated that all independent variables affected perceptions of and responses to sexual harassment situations.     

Faith-Based Organizations: Sexual Harassment and Health in Accra-Tema Metropolis

Sexual harassment occurs frequently in many faith-based organizations (FBOs). This study investigated whether sexual harassment in FBOs was a public health concern in Ghana. A cross-sectional exploratory approach was used to assess the prevalence and incidence of traditional or contrapower sexual harassment in FBOs. We also investigated the correlation between sexual harassment and health. Respondents completed a self-administered open-ended questionnaire in an anonymous survey about sexual harassment during the 12 months preceding the study. We hypothesized that both traditional and contrapower harassment were prevalent in FBOs of Ghana and also that the health effects were the same for both sexes in both forms of harassment. The two hypotheses were generally supported. We found that sexual harassment is a public health concern. Women were more likely to be sexually harassed (73%) than men were (27%). Sexual harassment negatively affects the victims’ health outcome. Secondly, both the traditional and contrapower forms of sexual harassment were prevalent in FBOs in Ghana. The health consequences of sexual harassment in Ghana are the same as in an industrialized country. The implications for policy and research are discussed.     

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.