The power of the majority: Social conformity in sexual harassment punishment selection

In his famous social conformity experiments in the 1950's, Asch found 75% of participants conformed to confederates’ incorrect answers at least once, with an overall conformity rate of 32%, revealing that humans are highly likely to conform to group behavior even when that behavior is clearly wrong. The purpose of this study was to determine if the social conformity effect generalized to scenarios involving sexual harassment punishment selections in the workplace. Participants read various workplace sexual harassment scenarios and then witnessed four confederates chose one of three types of punishments (verbal warning, 1-week suspension, or termination). The confederates stated aloud punishments that were either appropriate (i.e., similar to normative data) or inappropriate (i.e., deviating either too harshly or leniently to normative data). Participants then provided their punishments selection aloud, and confidentially rated their decision confidence. We found an overall conformity rate of 46%, as 82.67% conformed at least once to harsh or lenient punishment selections. Participants who conformed to incorrect punishment selections exhibited lower levels of decision confidence, indicating that conformity may have been due more to social normative influence. The current results imply the social responses of others (i.e., coworkers, supervisors, or HR) can impact responses to sexual harassment. The results imply that social influence may be a significant contributing factor in mislabeling, misreporting, or inappropriately punishing sexual harassment in some organizations.     

Structural equation models of sexual harassment: longitudinal explorations and cross-sectional generalizations

Sexual harassment and its corresponding outcomes develop and change over time, yet research on this issue has been limited primarily to cross-sectional data. In this article, longitudinal models of harassment were proposed and empirically evaluated via structural equations modeling using data from 217 women who responded to a computerized questionnaire in 1994 and again in 1996. Results indicate that sexual harassment influences both proximal and distal work-related variables (e.g., job satisfaction, work withdrawal, job withdrawal) and psychological outcomes (e.g., life satisfaction, psychological well-being, distress). In addition, a replication of the L. F. Fitzgerald, F. Drasgow, C.L. Hulin, M.J. Gelfand, and V.J. Magley (1997) model of harassment was supported. This research was an initial attempt to develop integrated models of the dynamic effects of sexual harassment over time.     

SEXUAL HARASSMENT AND ASSAULT

An extensive body of literature has documented the widespread and damaging nature of sexual harassment and assault on college campuses, yet little research has investigated the impact of such victimization on the academic climate. This study examined experiences of sexual harassment and assault among 1,037 female undergraduate and graduate students, with a particular focus on educational outcomes. Multivariate analyses of variance revealed significant negative effects of harassment and assault on perceptions of academic climate. We also investigated the extent and effects of double victimization (i.e., experiences of both harassment and assault), as well as the relationships among sexual harassment types, incidence rates, and frequencies. Issues of sexual orientation and race/ethnicity are explored throughout the article, with membership in different groups affecting victimization incidence rates as well as harassment labeling.     

Research on Sexual Harassment: Lingering issues and Future Directions

This special issue makes some important theoretical strides and presents some provocative empirical advances. A recurring issue from the beginning of social science research on sexual harassment has been the nature of gender differences in the interpretation of social-sexual behavior at work or in academic settings. For example, in an often-cited survey of Los Angeles working adults, Gutek, Nakamura, Gahart, Handschumacher, and Russell (1980) reported that 65.5% of women thought that nonverbal social-sexual behavior at work (e.g., leering, making gestures, and brushing against constituted sexual harassment, but only 35% of men thought so. However, even in this survey, which was conducted during a time when public awareness of sexual harassment as a social problem was much lower than today, the majority of both men and women (81% and 88%, respectively) agreed that more severe behavior (e.g., sexual activity that is expected as a condition of employment) constitutes sexual harassment. After reviewing the research amassed over the 15 years since this groundbreaking effort, Gutek (this issue) now argues that the subjectivity of sexual harassment has been overemphasized. Across many studies, men and women evidence more agreement than disagreement about what is and what is not sexual harassment. Generally, characteristics of the behavior and situation are more important than rater characteristics in terms of their influence on perceptions or definitions of sexual harassment.     

THE MODERATING ROLES OF RACE AND GENDER-ROLE ATTITUDES IN THE RELATIONSHIP BETWEEN SEXUAL HARASSMENT AND PSYCHOLOGICAL WELL-BEING

Although previous research has linked sexual harassment to negative psychological outcomes, few studies have focused on moderators of these relationships. The present study surveyed Black ( n = 88) and White ( n = 170) female undergraduates who endorsed experiences of sexual harassment to examine whether traditional gender attitudes differentially moderated the relationship between sexual harassment and three outcomes: posttraumatic stress symptoms, general clinical symptoms, and satisfaction with life. We replicated past findings that sexual harassment is related to negative outcomes. Further, the results supported our hypothesis that less traditional gender attitudes (i.e., more feminist attitudes) would buffer the negative effects of sexual harassment for White women, whereas the same attitudes would exacerbate its negative effects for Black women. We discuss reasons for these differences, including Black women's double consciousness and differences in the meaning of feminist and traditional gender attitudes for Black and White women.     

Self-Labeling Sexual Harassment

This study was designed to examine personal, stimulus, and organizational factors that predict the self-labeling of sexual harassment. Hypotheses were developed based on the social cognitive schema framework, which suggests that the activation of a victim's schema of sexual harassment influences self-labeling incidents as sexual harassment. Results of a secondary analysis of the 1995 Department of Defense Gender Issues dataset generally supported the hypotheses in that self-labeling is a multi-faceted process. Several findings were in the opposite direction from that predicted (e.g., perceptions that the military was implementing sexual harassment policies were negatively associated with self-labeling). Alternative explanations for the complexity of the self-labeling process were also examined. Portions of this article were presented as a poster at the 2000 Association for Women in Psychology conference in Salt Lake City, Utah. Authorship is listed alphabetically, both authors contributed equally to this study.     

Male and female responses to ambiguous instructor behaviors

Sexual harassment is widely prevalent within academic environments. Yet, many implicit harassing behaviors bear resemblance to instructor immediacy behaviors (i.e., behaviors intended to reduce relational distance). Since females are largely the targets of sexual harassment, it was proposed that they would rate immediacy behaviors to be less appropriate and would experience less comfort with these behaviors than their male counterparts. Three-hundred-fifty-four students (approximately 70% of whom were European-American) were asked to rate 19 ambiguous instructor behaviors for appropriateness. Participants were also asked to indicate how personally comfortable they would be with the described behaviors. Results indicated males rated 12 of 19 behaviors to be significantly more appropriate than females and indicated significantly greater comfort with 14 of 19 behaviors.The author would like to thank Dr. Paul Mongeau, Dr. Joseph Walther, and Jan Toth for assistance with this article. He would also like to thank the department chairs and instructors at DePaul University for their assistance in data collection.     

The (un)reasonableness of reporting: antecedents and consequences of reporting sexual harassment

This study places the reporting of sexual harassment within an integrated model of the sexual harassment process. Two structural models were developed and tested in a sample (N = 6,417) of male and female military personnel. The 1st model identifies determinants and effects of reporting; reporting did not improve--and at times worsened--job, psychological, and health outcomes. The authors argue that organizational responses to reports (i.e., organizational remedies, organizational minimization, and retaliation) as well as procedural satisfaction can account for these negative effects. The 2nd model examines these mediating mechanisms; results suggest that these mediators, and not reporting itself, are the source of the negative effects of reporting. Organizational and legal implications of these findings are discussed.     

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.     

Suffering in Silence: Procedural Justice Versus Gender Socialization issues in University Sexual Harassment Grievence Procedures

Although some studies suggest that sexual harassment is a prevalent problem in academia, it is accompanied by consistently low reporting rates. An examination of the relative explanatory power of procedural justice (Lind & Tyler, 1988) and gender socialization (Riger, 1991) to account for this situation was conducted. Demographic, situational, and attitudinal variables representing various obstacles to filing formal grievances were assessed in two groups: reporters and nonreporters of sexual harassment. Results indicate that procedural justice (e.g., skepticism regarding the response efficacy of filing a complaint) was more related to nonreported sexual harassment than was gender socialization (e.g., a caring vs. a justice perspective). Results are discussed in terms of their implications for a broader theoretical framework and for the ways in which formal agencies that are mandated to protect university members from sexual harassment could refine their grievance procedures.     

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 overperception: power, mating motives, and biases in social judgment

Results from 4 experiments suggest that power motivates heightened perceptions and expectations of sexual interest from subordinates. Having power over a member of the opposite sex activated sexual concepts that persisted across a temporal delay, indicating the activation of a mating goal (Study 1). Having power increased participants' expectations of sexual interest from a subordinate (Study 2) but only when a mating goal was attainable (i.e., when the subordinate was romantically available; Study 3). In a face-to-face interaction between 2 participants, power heightened perceptions of sexual interest and sexualized behavior among participants with chronically active mating goals (i.e., sexually unrestricted individuals; Study 4). Tests of mediation demonstrated that sexual overperception mediated power's effect on sexually tinged behavior. Through its capacity to induce goal pursuit, power can activate mating goals that sexualize interactions between men and women. This research demonstrates one route through which power might lead to sexual harassment.     

The effects of sexual harassment on turnover in the military: time-dependent modeling

Sexual harassment has consistently negative consequences for working women, including changes in job attitudes (e.g., lower satisfaction) and behaviors (e.g., increased work withdrawal). Cross-sectional evidence suggests that harassment influences turnover intentions. However, few studies have used actual turnover; rather, they rely on proxies. With a sample of 11,521 military servicewomen with turnover data spanning approximately 4 years, the authors used the appropriate method for longitudinal turnover data--Cox's regression--to investigate the impact of harassment on actual turnover. Experiences of harassment led to increased turnover, even after controlling for job satisfaction, organizational commitment, and marital status. Among officers, harassment also affected turnover over and above rank. Given turnover's relevance to organizational bottom lines, these findings have important implications not only for individual women but also for organizations.     

Sexual harassment and social justice: reflections on the distance yet to go

Despite progress, protections remain inadequate for victims who bring legal claims of sexual harassment. The process for damages determination frequently increases harm and undercuts the policy initiatives enshrined in Title VII. The author critiques this process, focusing on misuse of psychological examinations and failure of the federal "rape shield" law to adequately protect plaintiffs. The author suggests possible reforms, including removing caps on Title VII damages, minimum awards (i.e., liquidated damages) upon proof of liability, and strategies for educating juries on the harms of harassment that do not exacerbate them, and concludes with a call for professional guidelines for conducting forensic evaluations in sexual harassment cases, thus advancing the policy goal of combating discrimination by encouraging victims to come forward.     

Moderating effects of harasser status and target gender on the relationship between unwanted sexual attention and overall job satisfaction

Despite a vast body of literature evidencing the negative effects of workplace sexual harassment it remains unclear whether sexual harassment experienced by the target is worse when the harasser is a supervisor, rather than a coworker. With a scenario‐based experimental study we examined whether targets harassed by their supervisor would experience greater decreases in overall job satisfaction than those targeted by a coworker. Results suggested that harasser status moderated the effects of sexual harassment on overall job satisfaction but only for female targets. Further, the effect of supervisor harassment on job satisfaction was mediated by interpersonal justice perceptions.     

Depression and Contributors to Vocational Satisfaction in Roman Catholic Secular Clergy

A nationally selected, random sample of Roman Catholic secular (i.e., diocesan) priests was examined using the Center for Epidemiological Studies-Depression scale and an instrument developed for this study to assess contributors to priests' vocational satisfaction. In addition, a self-report inventory gathered information regarding participants' demographics as well as four categories of predictor variables (i.e., overall level of vocational satisfaction, social support, spiritual activities, physical environment). The study yielded a response rate of 45%. Secular clergy reported rates of depression approximately seven times greater than are found in the general population, and also indicated that the recent sexual abuse scandal in the Roman Catholic church had negatively affected their mood. Priests' engagement in sacramental activities contributed greatly to their vocational satisfaction, and low levels of vocational satisfaction were found to be most predictive of depression. Factors comprising priests' vocational satisfaction were External Manifestations (e.g., preaching, teaching), Internal Manifestations (e.g., prayer life, affirmation of God's call), and Social Manifestations (e.g., relationships with parishioners, appreciation from others).     

IN HARM'S WAY: FACTORS RELATED TO PSYCHOLOGICAL DISTRESS FOLLOWING SEXUAL HARASSMENT

The negative consequences for victims of sexual harassment are well documented. However, one area unexamined is the process that leads to harm. Researchers have proposed three influences (i.e., objective or stimulus factors, individual factors, and contextual factors) on the psychological, health-related, and organizational outcomes of sexual harassment. This article examines the relative contribution of these influences on psychological distress following sexual harassment. Two studies were conducted. First, we examined approximately 1,200 women in a financial industry class-action lawsuit. A series of hierarchical regressions and subsequent dominance analysis revealed that the severity of the experiences and attributions made about them were the most important influences on symptoms of psychological distress. Study 2 examined 85 female plaintiffs in sexual harassment litigation. Dominance analysis again showed that the magnitude of their experiences had the strongest relationship with distress. Implications of these findings are discussed.     

Academic and Social Integration on Campus Among Sexual Minority Students: The Impacts of Psychological and Experiential Campus Climate

A heterosexist campus climate can increase risk for mental health problems for sexual minority students; however, the relationship between campus climate for sexual minorities and academic outcomes remains understudied. Using a sample of sexual minority respondents extracted from a campus climate survey conducted at a large university in the Midwest, we examine relationships between multiple dimensions of psychological and experiential campus climate for sexual minorities with academic integration (academic disengagement, grade‐point average [GPA]) and social integration (institutional satisfaction, acceptance on campus). We also investigate the protective role of engagement with informal academic and peer‐group systems. Findings suggest campus climate affects sexual minority students’ integration. In multivariate analyses, perceptions of whether lesbian, gay, and bisexual (LGB) people could be open about their sexual identity was positively associated with acceptance on campus; personal heterosexist harassment was positively associated with academic disengagement and negatively with GPA. Students’ informal academic integration (instructor relations) and informal social integration (LGB friends) demonstrated influential main effects but did not moderate any of the climate‐outcome relationships. Researchers should further explore the relationships between climate and academic outcomes among sexual minority students, both collectively and among specific sub‐groups, and address the role of other protective factors.     

Sexual Harassment and its Impact for Women Officers and Cadets in the Swedish Armed Forces

We examined the incidence, dimensions, and impact of sexual harassment on women officers and cadets in the Swedish military (N = 324). We expected that harassment rates for direct measures would be lower than for indirect measures; hostile environment harassment would be more prevalent than quid pro quo harassment; and harassment would negatively influence women's job-related outcomes and their psychological and physical health. We found that harassment rates for direct measures were lower than indirect measures; hostile environment harassment was more prevalent than quid pro quo harassment; and harassment was associated with decreased job satisfaction, organizational commitment, work group effectiveness, and psychological and physical health. We discuss the theoretical, methodological, and practical implications of our findings for studying harassment across cultures.     

A Closer Examination of Sexual Trauma During Deployment: Not all Sexual Traumas are Associated with Suicidal Ideation

Military personnel can be exposed to a wide range of sexual trauma while deployed, including sexual harassment and sexual assault. We examined whether different types of sexual trauma during deployment associated with recent suicidal ideation among previously deployed OEF/OIF/OND veterans admitted to trauma‐focused treatment (n = 199). More severe forms of sexual trauma (e.g., sexual assault) were significantly and positively associated with suicidal ideation. In contrast, sexual trauma involving verbal remarks (e.g., sexual harassment) was not associated with suicidal ideation. Our findings suggest that sexual harassment and sexual assault during deployment may be differentially associated with suicidal ideation.