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.     

Correlates of attitudes toward sexual harassment among early adolescents

A survey of 458 early adolescents (87% White; 278 females and 280 males; Mage = 13) examined the interacting relationship between family environment and involvement with pop music, and attitudes toward sexual harassment, while also controlling for sex. Attitudes toward sexual harassment were assessed by an eight-item Likert-type scale constructed from common behavioral definitions of sexual harassment (reliability alpha = .89). Results indicated females held less accepting attitudes toward sexual harassment than males. Involvement with pop music was associated with acceptance of sexual harassment, especially for females. The combination of a high level of exposure to pop music videos, and being from an unsatisfactory or nonintact family, was strongly associated with acceptance of sexual harassment for females and less so for males. The findings of this study could have implications for the etiology of acceptance of other coercive behaviors among adults.

     

Women's perceptions and labeling of sexual harassment in academia before and after the Hill-Thomas hearings

Two years before the Hill—Thomas sexual harassment hearings, Jaschik and Fretz (1991) had sixty female undergraduates view videotapes of a male teaching assistant sexually harassing a female undergraduate as he evaluated her term paper. Seventy percent of subjects were Caucasian, 8% were African-American, 20% were Asian-American, and 2% were identified as of another race. Following the videos, subjects completed measures of perceptions of the teaching assistant. To explore the effects of the hearings on women's perceptions of sexual harassment, this study replicated the earlier one. In this study, 81% of subjects were Caucasian, 10% were African-American, 6% were Asian-American, and 2% were identified as of another race. Using Fisher's Exact Probability Test, results indicated that while women in 1992 were as likely as women in 1989 to label behaviors as harassment when directly asked about it (p= .16), women in 1992 were significantly more likely to spontaneously label the behaviors as harassment (p= .02), suggesting that publicity from the hearings may have increased women's sensitivity to the issue of sexual harassment, although other possible explanations for the changes are also explored.     

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.

     

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.     

Ambient Sexual Harassment: An Integrated Model of Antecedents and Consequences

Research on sexual harassment as a prevalent job stressor has focused primarily on outcomes for the direct targets of harassment; the antecedents and consequences ofindirectexposure to sexual harassment have not been explored. Ambient Sexual Harassment is proposed as an assessment of indirect exposure to sexual harassment. Ambient Sexual Harassment is defined as the general or ambient level of sexual harassment in a work group as measured by the frequency of sexually harassing behaviors experienced by others in a woman's work group. The integration of Ambient Sexual Harassment into the model of sexual harassment developed by Fitzgerald, Drasgow, Hulin, Gelfand, and Magley (1997) proposes that indirect exposure to sexual harassment will have similar antecedents and job-related, psychological, and health outcomes as direct exposure. An empirical test of the model, using samples of female employees from a public utility company (N= 455) and a food processing plant (N= 194), generally supports predictions.     

Blaming the Target of Sexual Harassment: Impact of Gender Role,Sexist Attitudes,and Work Role

This study was conducted to examine factors associated with blaming the target of sexual harassment. Participants' experiences of sexual harassment, sexist attitudes, gender, gender role identity, age, worker or student status, and belief in a just world were included as independent variables. Level of blame was evaluated using a series of 12 vignettes that manipulated the gender of the target and harasser as well as the seriousness of the harassing behavior. The sample comprised 30 female and 32 male workers from two workplaces, whose ages ranged from 18 to 65 (M = 35) years, and 102 female and 18 male university students whose ages ranged from 17 to 40 (M = 21) years. Approximately 70% of the sample were from Anglo Australian background, and 30% from European, Middle Eastern or Asian background. Females experienced more sexual harassment than males did, although the male rate was higher than expected. Although the majority of subjects attributed little blame to the target, males blamed the target of sexual harassment more than females did, and workers blamed the target of harassment more than university students did. Worker status, sexist attitudes, and gender significantly predicted blame for the total sample. Gender-typing increased the blame of the target by males but not by females. Attribution of blame was significantly influenced by worker versus student status, which supports the social psychological perspective that gender-related behavior is context dependent. The findings from this study suggest that organisational culture and environment influence respondents' attitudes to sexually harassing behavior.     

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.     

Confirmatory Factor Analysis of U.S. Merit Systems Protection Board's Survey of Sexual Harassment: The Fit of a Three-Factor Model

Research over the past decade and a half exploring the psychological dimensions of the definition of sexual harassment has converged on a three-factor model: gender harassment, unwanted sexual attention, and sexual coercion. The current study used confirmatory factor analysis to determine whether the most widely used sexual harassment survey, the U.S. Merit Systems Protection Board (USMSPB; 1981) survey, measures this three-factor structure. Data from a sample of the USMSPB's 1988 survey of Federal employees (n= 1070) and from a midwestern university's survey of undergraduates (n= 572) and graduate students, faculty, and staff (n= 575) were analyzed. The three-factor model fit reasonably well in all samples, but two survey items, measuring sexual assault and sexual favors, were weakly related to their respective factors. This model, however, was only marginally stable across female and male subsamples, and gender harassment and unwanted sexual attention had low discriminant validity. Both practical and theoretical implications are discussed.     

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.     

Perception Differences in Ambiguous Forms of Workplace Sexual Harassment: A Comparison between the United States and Turkey

Certain social–sexual behaviors that could be potentially encountered in workplaces are ambiguous in nature and perceiving them as sexual harassment can depend on the culture. With an aim to delineate the overlap and distinctions of sexual harassment perceptions of such behaviors across samples of women university students from Turkey (TR, N = 215) and the United States (US, N = 209), measurement invariance and latent mean differences in perceiving three ambiguous forms; sexist hostility, sexual hostility, and insinuation-of-interest, were examined. It was hypothesized that the US sample would perceive sexist hostility more sexually harassing as sexist workplace discriminatory practices are emphasized as a form of sexual harassment, and that the TR sample would perceive sexual hostility and insinuation-of-interest as more sexually harassing as women in TR operate in a conservative context. Despite similarities in rank ordering, US participants perceived sexist hostility more sexually harassing; insinuation-of-interest and sexual hostility less sexually harassing than Turkish participants, supporting all three hypotheses. There are implications of differing perceptions across cultures for organizations in terms of disseminating awareness via training programs about the forms of sexual harassment (SH) in a local context and for taking account of local findings in shaping the labor code of countries in relation to SH.     

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.     

Prior Allegations of Harassment Impact Mock Jurors’ Perceptions of Sexual Harassment in a Criminal Trial

The current study examined factors that may influence jurors’ judgments in a criminal sexual harassment case with Canadian undergraduate students. Undergraduate students (n?=?268) examined whether defendant’s gender, victim’s gender, and whether the victim had made similar accusations in the past were influential in mock jurors’ judgments. Participants read a case summary describing an alleged sexual harassment and answered questions concerning defendant’s guilt, defendant’s culpability, and perceptions of the victim. Additionally, attitudes concerning sexual harassment and sexism were measured. The presence of prior allegations was a driving force in mock juror decisions, with mock jurors providing more guilty verdicts, more favorable perceptions of the victim, and less favorable perceptions of the defendant when no prior allegations of harassment had been made by the victim. The results of the current study suggest that the presence of prior allegations have a large impact on mock jurors’ decisions, suggesting that prior allegations may need to be considered more closely in court before they can be used as evidence.

     

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.     

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.     

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.     

Cultural Adaptation and Sexual Harassment in the Lives of Asian American Women

ABSTRACT

Despite the prevalence of both historical and current race- and gender-based stereotyping of Asian American women, little is known about their experiences and attitudes regarding sexual harassment. In this study, 109 Asian American women enrolled in a state university or a 2-year community college responded to questionnaires about cultural orientation, experiences of sexual harassment, and sexual harassment attitudes. Asian cultural orientation was associated with sexual harassment attitudes. Specifically, among women with low White cultural orientation, there was a statistically significant positive association between Asian cultural orientation and acceptance of sexual harassment. Results from this study have important implications for clinical practice with Asian American women, including issues of migration, cultural orientation, and the intersection of racism and sexism in the United States.