Violence at work: Personal and organizational outcomes.

To date, little empirical research has examined the personal and organizational outcomes associated with exposure to workplace violence. On the basis of data from 194 bank tellers, the authors evaluated, and supported, a model suggesting that fear of future violence mediates the relationships between exposure to workplace violence and negative outcomes. Specifically, exposure to workplace violence predicted fear of future violence that, in turn, predicted psychological well-being, somatic symptoms, and intent to leave the organization. These effects emerged after controlling for self-report bias. The mediating role of fear was supported, and implications for future research and practice are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Beyond targets: Consequences of vicarious exposure to misogyny at work.

The present study tested a model examining 2 indicators of a hostile interpersonal workplace climate for women-observed hostility (i.e., incivility and sexual harassment) toward women and perceived organizational unresponsiveness to sexual harassment--and how they relate to well-being and withdrawal for employees. Participants included 871 female and 831 male employees from a public university. According to structural equation analyses, observing hostility toward women and perceiving the organization as lax about harassment predict lower well-being, which translates into higher organizational withdrawal for both female and male employees. Results hold even after controlling for personal mistreatment, negative affectivity, and observed hostility toward men. These findings suggest that working in a misogynistic environment can have negative effects for all employees. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Personal and organizational predictors of workplace sexual harassment of women by men.

The authors investigated the predictors of workplace sexual harassment in 278 male university faculty and staff (M age?=?45 years). Workplace variables (perceptions of organizational sanctions against harassment and perceptions of a sexualized workplace) and personal variables (adversarial sexual beliefs, sexual harassment beliefs, perspective taking, and self-esteem) were studied as predictors of sexualized and gender harassment. Social desirability was controlled. Both organizational variables and beliefs about sexual harassment predicted gender harassment and sexualized harassment. Perspective taking, adversarial sexual beliefs, and sexual harassment beliefs moderated the effects of perceived organizational sanctions against harassment on sexualized harassment. Findings are discussed as they relate to organizational efforts to reduce or prevent sexual harassment. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Psychosocial correlates of harassment, threats and fear of violence in the workplace

OBJECTIVES: The purpose of this study was to investigate work climate factors and structural job aspects as predictors of workplace violence, with particular attention to the relative influence of both sets of factors. METHODS: Telephone survey data collected by a large midwestern insurance company were analyzed. Interviewers asked 598 full-time workers about their work climate, structural job aspects, and subject and workplace demographics, all of which were used as predictor variables in regression analyses. The participants were also asked about incidents of threats, harassment, physical attacks, and fear of becoming a victim of workplace violence, all of which were used as outcome measures. RESULTS: Separate logistic regressions were carried out for each of the outcome measures. The study identified a variety of factors which appear to place workers at risk of nonfatal occupational violence. Work climate variables, such as co-worker support and work group harmony, were predictive of threats, harassment, and fear of becoming a victim of violence. Structural aspects of the job, such as work schedule, were also significant in predicting threats and fear of becoming a victim of violence, but they were not predictive of harassment. CONCLUSIONS: This is the first study which suggests that both work climate and structural aspects of work may be important in promoting workplace violence. This finding suggests that intervention strategies should consider organizational and climate issues in addition to basic security measures.     

Consequences of client-initiated workplace violence: The role of fear and perceived prevention.

The authors suggested and tested a model of the consequences of client-initiated workplace violence, introducing perceived prevention of violence and perceived coping ability as factors that reduce fear of future violence and mitigate negative personal and organizational consequences. Survey data from 330 frontline staff from job centers and social security offices were analyzed using structural equation modeling. The data supported the model and confirmed the central role of the fear of violence with regard to outcomes such as psychological and physical well-being or irritability. Results point further to perceived prevention of violence as an important factor that influences fear levels in different ways, predicts turnover intentions, and should therefore be considered when managers aim to address the consequences of client-initiated violence and threats. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Sexual assault and other types of sexual harassment by workplace personnel: A comparison of antecedents and consequences.

Although sexual assault by workplace personnel is widely viewed as a type of sexual harassment, little is known about whether these overlapping constructs may possess some unique characteristics. This article compares the theoretical antecedents and consequences of sexual assault by workplace personnel and other types of sexual harassment among 22,372 women employed in the U.S. military. Path analysis revealed that low sociocultural and organizational power are associated with an increased likelihood of both types of victimization. Organizational climate and job gender context are directly associated with sexual harassment but are only indirectly associated with sexual assault by workplace personnel. Both types of victimization are associated with a variety of negative outcomes, but the pattern of negative consequences differs. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Reducing the adverse consequences of workplace aggression and violence: The buffering effects of organizational support.

This study examined the buffering effects of 2 types of organizational support--instrumental and informational--on the relationships between workplace violence/aggression and both personal and organizational outcomes. Based on data from 225 employees in a health care setting, a series of moderated multiple regression analyses demonstrated that organizational support moderated the effects of physical violence, vicariously experienced violence, and psychological aggression on emotional well-being, somatic health, and job-related affect, but not on fear of future workplace violence and job neglect. These findings have implications for both research and intervention related to workplace violence. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of racial and sexual harassment on work and the psychological well-being of African American women.

Research on workplace harassment has typically examined either racial or sexual harassment, without studying both simultaneously. As a result, it remains unknown whether the co-occurrence of racial and sexual harassment or their interactive effects account for unique variance in work and psychological well-being. In this study, hierarchical linear regression analyses were used to explore the influence of racial and sexual harassment on these outcomes among 91 African American women involved in a sexual harassment employment lawsuit. Results indicated that both sexual and racial harassment contributed significantly to the women's occupational and psychological outcomes. Moreover, their interaction was statistically significant when predicting supervisor satisfaction and perceived organizational tolerance of harassment. Using a sample of African American women employed in an organizational setting where harassment was known to have occurred and examining sexual and racial harassment concomitantly makes this study unique. As such, it provides novel insights and an important contribution to an emerging body of research and underscores the importance of assessing multiple forms of harassment when examining organizational stressors, particularly among women of color. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Comparing victim attributions and outcomes for workplace aggression and sexual harassment.

In 2 studies, we investigated victim attributions (Study 1) and outcomes (Study 2) for workplace aggression and sexual harassment. Drawing on social categorization theory, we argue that victims of workplace aggression and sexual harassment may make different attributions about their mistreatment. In Study 1, we investigated victim attributions in an experimental study. We hypothesized that victims of sexual harassment are more likely than victims of workplace aggression to depersonalize their mistreatment and attribute blame to the perpetrator or the perpetrator's attitudes toward their gender. In contrast, victims of workplace aggression are more likely than victims of sexual harassment to personalize the mistreatment and make internal attributions. Results supported our hypotheses. On the basis of differential attributions for these 2 types of mistreatment, we argue that victims of workplace aggression may experience stronger adverse outcomes than victims of sexual harassment. In Study 2, we compared meta-analytically the attitudinal, behavioral, and health outcomes of workplace aggression and sexual harassment. Negative outcomes of workplace aggression were stronger in magnitude than those of sexual harassment for 6 of the 8 outcome variables. Implications and future directions are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sex and ethnicity as moderators in the sexual harassment phenomenon: A revision and test of Fitzgerald et al. (1994).

Fitzgerald, Hulin, and Drasgow (1994) proposed that personal vulnerability characteristics (such as sex and ethnicity) would moderate the effect of sexual harassment on its outcomes. This paper argues that personal vulnerability characteristics instead moderate the effect of organizational sexual harassment climate on sexual harassment because of their role as identity markers within social hierarchies. Using a sample of nearly 8,000 male and female military personnel from four ethnicity groups, the proposition that organizational climate differentially affects sexual harassment frequency across sex and ethnicity was evaluated. Results suggested that sex is an important moderator of these relationships, but that ethnicity is not. Further, sex and ethnicity were not found to moderate the effect of sexual harassment on its outcomes. Potential generalizability of these results to other types of harassment (e.g., racial harassment, bullying), as well as needed future research in this area, is discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Organizational justice and men's likelihood to sexually harass: The moderating role of sexism and personality.

This study demonstrated relations between men's perceptions of organizational justice and increased sexual harassment proclivities. Respondents reported higher likelihood to sexually harass under conditions of low interactional justice, suggesting that sexual harassment likelihood may increase as a response to perceived injustice. Moreover, the relation between justice and sexual harassment proclivities was especially marked for men low in agreeableness and high in hostile sexism. This finding is consistent with an interactionist perspective, suggesting that individual differences in hostility in general and toward women in particular affect how a person reacts to perceived unfairness. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

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. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Antecedents and consequences of sexual harassment in organizations: A test of an integrated model.

Sexual harassment of women in organizational settings has recently become a topic of interest to researchers and the general public alike. Although numerous studies document its frequency, the development of conceptual models identifying antecedents and consequences of harassment has proceeded at a slower pace. In this article, an empirical test of a recently proposed conceptual model is described. According to the model, organizational climate for sexual harassment and job gender context are critical antecedents of sexual harassment; harassment, in turn, influences work-related variables (e.g., job satisfaction); psychological states (e.g., anxiety and depression); and physical health. On the basis of a sample of women employed at a large, regulated utility company, the model's predictions were generally supported. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Counseling victims of sexual harassment.

Describes therapeutic experiences with 10 sexual harassment victims in individual therapy and 7 sexual harassment victims in group therapy and compares them with data from sexual employment surveys and with other crime populations. Findings reveal that victims progressed through stages of feelings including confusion/self-blame, fear/anxiety, depression/anger, and disillusionment. The stress of sexual harassment was also affected by a history of prior victimization and by the victim's involvement in a formal complaint process related to the harassment. The group setting was found to be more effective than individual treatment for coping with the specific effects of sexual harassment, and Ss in group therapy used the group to understand their experience, sort through legal and employment decisions, learn new coping skills, and develop support for each other. Victims of sexual harassment differed from victims of crime: The primary effects of the harassment were on economic and career well-being; the secondary effects were on private relationships and physical well-being. The reverse is true for victims of crime. Therapeutic complications arising from the therapist's involvement in court proceedings and organizational remedies are also described. (42 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The co-occurrence of childhood sexual abuse, adult sexual assault, intimate partner violence, and sexual harassment: A mediational model of posttraumatic stress disorder and physical health outcomes.

This study examined the co-occurrence of childhood sexual abuse, adult sexual assault, intimate partner violence, and sexual harassment in a predominantly African American sample of 268 female veterans, randomly sampled from an urban Veterans Affairs hospital women's clinic. A combination of hierarchical and iterative cluster analysis was used to identify 4 patterns of women's lifetime experiences of violence co-occurrence. The 1st cluster experienced relatively low levels of all 4 forms of violence; the 2nd group, high levels of all 4 forms; the 3rd, sexual revictimization across the lifespan with adult sexual harassment; and the 4th, high intimate partner violence with sexual harassment. This cluster solution was validated in a theoretically driven model that examined the role of posttraumatic stress disorder (PTSD) as a mediator of physical health symptomatology. Structural equation modeling analyses revealed that PTSD fully mediated the relationship between violence and physical health symptomatology. Consistent with a bio-psycho-immunologic theoretical model, PTSD levels more strongly predicted pain-related physical health symptoms compared to nonpain health problems. Implications for clinical interventions to prevent PTSD and to screen women for histories of violence in health care settings are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Workplace harassment from the victim's perspective: A theoretical model and meta-analysis.

Although workplace harassment affects the lives of many employees, until recently it has been relatively ignored in the organizational psychology literature. First, the authors introduced an attribution- and reciprocity-based model that explains the link between harassment and its potential causes and consequences. The authors then conducted a meta-analysis to examine the potential antecedents and consequences of workplace harassment. As shown by the meta-analysis, both environmental and individual difference factors potentially contributed to harassment and harassment was negatively related to the well-being of both individual employees and their employing organizations. Furthermore, harassment contributed to the variance in many outcomes, even after controlling for 2 of the most commonly studied occupational stressors, role ambiguity and role conflict. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

There's No Place Like Home: Sexual Harassment of Low Income Women in Housing.

Although sexual harassment in the workplace has received considerable attention, harassment in rental housing is a virtually unresearched phenomenon, despite informal data that it is widespread. This article reviews empirical data and legal remedies on sexual harassment in rental housing, comparing these with harassment in employment contexts. Using data drawn from Title VIII sexual harassment cases, the authors present 3 studies designed to examine the nature of sexual harassment in housing. Despite overall similarities to its workplace counterpart, a number of distinctive characteristics of residential harassment were evident; in particular, the phenomena of home invasion and masculine possessiveness have no apparent workplace parallels. Housing sexual harassment often takes place in the victim's home, creating an intensely threatening atmosphere. Legal and public policy implications are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Predicting workplace aggression: A meta-analysis.

The authors conducted a meta-analysis of 57 empirical studies (59 samples) concerning enacted workplace aggression to answer 3 research questions. First, what are the individual and situational predictors of interpersonal and organizational aggression? Second, within interpersonal aggression, are there different predictors of supervisor- and coworker-targeted aggression? Third, what are the relative contributions of individual (i.e., trait anger, negative affectivity, and biological sex) and situational (i.e., injustice, job dissatisfaction, interpersonal conflict, situational constraints, and poor leadership) factors in explaining interpersonal and organizational aggression? Results show that both individual and situational factors predict aggression and that the pattern of predictors is target specific. Implications for future research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The sexual harassment of men: Evidence for a broader theory of sexual harassment and sex discrimination.

The article imposes a social science framework on a law-based theory of sexual harassment forwarded by Katherine Franke (1997), which sought to address shortcomings of extant theory and to account for atypical forms of sexual harassment, notably male same-sex sexual harassment (SSSH). Sex-role spillover theory, sexual harassment climate theory, and Person × Situation theory are discussed with regard to their ability to account for SSSH. Preliminary postulates of this framework are tested with data from the 1995 Department of Defense sexual harassment survey of the U.S. military (J. E. Edwards, T. W. Elig, D. L. Edwards, & R. A. Riemer (1997). The results suggest that SSSH occurs because targeted men do not fit their offenders' gender-role stereotype of heterosexual hypermasculinity. Legal and workplace implications are discussed in an effort to expand existing theories and policies regarding sexual harassment to this more encompassing view. (PsycINFO Database Record (c) 2010 APA, all rights reserved)