An Empirical Examination of Same- and Other-Gender Sexual Harassment in the Workplace

This study examines sexual harassment (SH) whichinvolves members of the same gender, either male orfemale. Data are taken from the 1988 Department ofDefense Survey of Sex Roles in the Active Duty Military. Separate comparisons for male (38% White, 31%Black, and 31% ‘other’) and female (48%White, 27% Black, and 25% ‘other’) targetsare made between sameand other-gender SH related to fourmajor components of a conceptual model proposed by Fitzgerald,Drasgow, Hulin, Gelfand, & Magley (1997). Thesecomponents include sexual harassment behaviors, personalvulnerability, target response styles, and consequences of the SH for the target. The sexualorientation of targets and perpetrators is notconsidered because data were unavailable. Results reveala number of meaningful differences between sameandother-gender SH. The most striking result is that maletargets of same-gender SH experience consequences thatare significantly more pervasive and severe than thoseexperienced by male targets of other-gender SH.Organizational implications are discussed.     

Drug testing in the public and private-sector workplaces: Technical and legal issues

This paper examines the technical and legal issues surrounding the implementation of drug testing programs in the public and private-sector workplaces. In Part I of the paper, technical issues important to an understanding of urinalysis drug testing methods are examined. In Part II, recent federal case law is reviewed in order to identify the different legal parameters associated with drug testing in the public and private sectors. Part III presents guidelines for employers who already have or are about to implement a drug testing program within their organizations.     

Estimating the Organizational Costs of Sexual Harassment: The Case of the U.S. Army

A general model for estimating the organizational costs of sexual harassment in the workplace is proposed along with model-specific costing formulas. A partial implementation of the model is applied to sexual harassment incidence data for the Army gathered as part of a large-scale survey of the U.S. military services. Results indicate that the total annual cost of sexual harassment in the U.S. Army in 1988 was over $250,000,000. Organizational implications are discussed.     

A comparative analysis of the empirical validity of past- and present-oriented biographical items

This study sought to determine whether changing the time orientation or biodata items from past to present would result in a reduction of the items' validity. It was predicated on the notion that the traditionally employed measures of past performance were potentially unfair, especially to minority applicants. Administered to 192 members of the Air National Guard, the set of biodata items measuring present behavior was found to have validity coefficients which are at least comparable, if not superior, to the set measuring past behavior.     

An examination of employee perceptions of a subjective performance appraisal system

This study sought to identify factors related to employee perceptions of the accuracy of performance ratings they received using a subjective rating system. It also sought to determine if the relationship between these correlates and perceived fairness and accuracy was moderated by employee sex and/or race. The results were based on the analysis of items from questionnaires completed by 234 government employees whose job performance was rated on a graphic rating scale. A factor analysis of the predictor items yielded three factors. The first factor dealt with employees' confidence in their supervisors' qualifications to accurately rate their performance, the second with matters related to a discussion of appraisal outcomes (i.e., rewards and career progress), and the third with the relevance of the appraisal instrument. The measure of perceived fairness and accuracy was regressed onto scores derived for each of the three factors, plus a set of contrast variables representing the various race/sex groupings and a set of demographic variables (viz., job tenure, education level, and supervisory status). Factors 1 and 2, race, and supervisory status were found to be significantly related to perceived fairness and accuracy. Moreover, the relationship of the criterion with job tenure was moderated by race, that with factor 2 was moderated by sex. Management implications of these findings are discussed.