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.     

Antecedents of Gender Harassment: An Analysis of Person and Situation Factors

Two laboratory studies examined the impact of person and situation factors in the prediction of gender harassment. Male undergraduates from a mid-sized Midwestern university in the U.S. were recruited based on an assessment of sexist attitudes. It was predicted that, across two studies, characteristics of one’s personality (sexist attitudes) and situational characteristics (sexual priming and masculine identity threat) would produce unique and interactive effects in the prediction of gender harassment, defined behaviorally as the number of sexist questions asked of women during a mock job interview, and cognitively as negative evaluations of the female interviewee. Across both studies, results support the predictions that both person and situation factors are important to understanding gender harassment.     

Testosterone fluctuations in young men: The difference between interacting with like and not-like others

The current study investigated young men's testosterone level changes as a result of interacting with other men. Male participants (n = 84) were led to believe that a group they would be interacting with was either similar to them or not similar. The interaction was then one of two types: the other group members were inclusive, or the others excluded the participant during the group interaction. Participants provided saliva samples before and after the interaction. Results suggest that interacting with highly similar men increases circulating testosterone whereas interacting with highly dissimilar men actually lowers testosterone. The nature of the interaction was less important than similarity. Considering that testosterone surges may relate to attempts to gain status within one's group, the results are interpreted as consistent with viewing hormonal changes as a mechanism to alter current behavioral propensities in ways that are likely to be most adaptive. Exploratory analyses suggest a methodologically interesting suppressor effect of the self-report items in predicting testosterone changes.     

An examination of the nature and correlates of ethnic harassment experiences in multiple contexts

The authors examined the nature and correlates of ethnic harassment experiences in 4 predominantly Hispanic samples of working men and women (N = 575) using a newly developed scale. Confirmatory factor analyses supported a 2-factor structure for the Ethnic Harassment Experiences scale (i.e., verbal ethnic harassment and exclusion due to ethnicity). Most experiences of ethnic harassment in the workplace during the previous 24 months included verbal ethnic harassment (i.e., ethnic slurs, derogatory ethnic comments, or ethnic jokes). It was also found that participants who experienced verbal ethnic harassment and exclusion reported negative correlates that could not be attributed to affective disposition. For some correlates, those who experienced low levels of verbal harassment and high levels of exclusion were more negatively affected than others, perhaps as a result of the attributional ambiguity of the situation.     

Cultural threat and perceived realistic group conflict as dual predictors of prejudice

Recent research has focused on how perceived intergroup similarity influences stereotyping and prejudice. Very little is known, however, regarding how the quality or type of similarity influences intergroup relations. Presented is a methodology that allows one to manipulate the quality of perceived intergroup similarity. This methodology is used to test contrasting predictions about how perceptions of intergroup similarity on self-stereotyped interpersonal and work-related traits predict attitudes towards immigrants. Predictions were derived from cultural threat and perceived realistic group conflict theories. Some participants were asked to rate how similar they perceived their in-group was to Mexican immigrants, whereas others were asked to evaluate how the groups differed on the given traits. Control participants evaluated themselves on the given traits. Participants were presented with either interpersonal traits or work related traits as stimuli. The main dependent measures were a perceived realistic conflict scale, a prejudice scale, and a stereotyping scale. All three scales used Mexican immigrants as the target category. When interpersonal traits were made salient, contrast comparisons led to more negative attitudes towards immigrants, supporting a cultural threat hypothesis. When work-related traits were made salient, similarity comparisons led to more prejudice and more negative attitudes towards immigrants, supporting a perceived realistic conflict hypothesis. Thus, a perceived threat to either the cultural norm or economic well being led to more negative attitudes towards immigrants. Results are discussed for their relevance to models of intergroup relations.