Sexual harassment and health among male and female police officers.

The aims of this study were to investigate whether sexual harassment is related to mental and physical health of both men and women, and to explore the possible moderating effects of gender on the relation between sexual harassment and health. In addition, we investigated whether women were more often bothered by sexual harassment than men, and whether victims who report being bothered by the harassment experience more health problems compared to victims who did not feel bothered. A representative sample of 3,001 policemen and 1,295 policewomen in the Dutch police force filled out an Internet questionnaire. It appeared that women were more often bothered by sexual harassment than men, but gender did not moderate the relation between sexual harassment and mental and physical health. In addition, victims who felt bothered by the harassing behaviors reported more mental and physical health problems than victims who did not feel bothered. The distinction between bothered and nonbothered victims is important because appraisal is an essential aspect in the operationalization of sexual harassment. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Compelled mental health examinations, liability decisions, and damage awards in sexual harrassment cases: Issues for jury research.

Controversy surrounds the role that expert psychological testimony may play in sexual harassment litigation. In some circumstances, the defense may compel sexual harassment plaintiffs to submit to a mental health examination by a defense expert. This examination may be used to discover whether the plaintiff has a previous history of sexual victimization, which the defense could use to weaken the plaintiff s claims that the sexual behavior was unwelcome and/or damaging. Some advocates have advised that plaintiffs not place their mental health into controversy, so that they can avoid these compelled examinations. In this article, the authors (a) review the legal basis for compelled mental health examinations, (b) review the relevant psychological literature on jury decision making in sexual harassment cases, and (c) examine the implications of compelled mental health examinations for jury decision making, suggesting avenues for future research. (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)     

Gender differences in experiences of sexual harassment: Data from a male-dominated environment.

The goal of this investigation was to examine gender differences in experiences of sexual harassment during military service and the negative mental health symptoms associated with these experiences. Female (n = 2,319) and male (n = 1,627) former reservists were surveyed about sexual harassment during their military service and current mental health symptoms. As expected, women reported a higher frequency of sexual harassment. Further, women had increased odds of experiencing all subtypes of sexual harassment. Being female conferred the greatest risk for experiencing the most serious forms of harassment. For both men and women, sexual harassment was associated with more negative current mental health. However, at higher levels of harassment, associations with some negative mental health symptoms were stronger for men than women. Although preliminary, the results of this investigation suggest that although women are harassed more frequently than men, clinicians must increase their awareness of the potential for sexual harassment among men in order to provide the best possible care to all victims of harassment. (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)     

Workplace harassment: Double jeopardy for minority women.

To date there have been no studies of how both sex and ethnicity might affect the incidence of both sexual and ethnic harassment at work. This article represents an effort to fill this gap. Data from employees at 5 organizations were used to test whether minority women are subject to double jeopardy at work, experiencing the most harassment because they are both women and members of a minority group. The results supported this prediction. Women experienced more sexual harassment than men, minorities experienced more ethnic harassment than Whites, and minority women experienced more harassment overall than majority men, minority men, and majority women. (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)     

Race as a moderator in a model of sexual harassment: An empirical test.

L. F. Fitzgerald, C. L. Hulin. and F. Drasgow (1995) proposed that victim characteristics, such as race, might moderate the relationships between sexual harassment and its job, psychological, and health status outcomes. This study describes 2 theoretical positions, tokenism and double jeopardy, that could account for this possible moderation by race, as well as the alternative view that no moderating effects exist. The effects of race are empirically examined through simultaneous path analysis. Results indicate that whereas, mean levels of harassment differ across race, the phenomenon of sexual harassment unfolds similarly across races; race is not a moderator of the relationships between sexual harassment and the variables proposed as its antecedents and outcomes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The relationship between prior sexual abuse and reactions to sexual harrassment: Literature review and empirical study.

This article examines whether individuals who have had prior sexual abuse experiences, including sexual harassment (SH) and child sexual abuse, are hypersensitive to potential SH-related stimuli or overreact to social sexual experiences. Some psychologists and legal scholars suggest that previous sexual abuse or exposure to violence against women produces altered perceptions of current interactions and situations in those women. The review of the extant empirical literature examining such relationships and the findings presented here in an interrelated set of 5 studies provide little general or consistent support for a relationship between prior abuse experiences and current perceptions about SH. Caution is advised in judging either the veracity of an SH complaint or the objectivity of a potential juror's reaction to such a claim on the basis of her prior sexual abuse experiences. The literature review and empirical study lend weight to the irrelevance of such inquiries in judging credibility of SH complainants. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Interpersonal Mistreatment in the Workplace: The Interface and Impact of General Incivility and Sexual Harassment.

This article examined the relationships and outcomes of behaviors falling at the interface of general and sexual forms of interpersonal mistreatment in the workplace. Data were collected with surveys of two different female populations (Ns=833 and 1,425) working within a large public-sector organization. Findings revealed that general incivility and sexual harassment were related constructs, with gender harassment bridging the two. Moreover, these behaviors tended to co-occur in organizations, and employee well-being declined with the addition of each type of mistreatment to the workplace experience. This behavior type (or behavior combination) effect remained significant even after controlling for behavior frequency. The findings are interpreted from perspectives on sexual aggression, social power, and multiple victimization. (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)     

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)     

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)     

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

A more accurate approach to measuring the prevalence of sexual harassment among high school students.

The present study surveyed the prevalence of sexual harassment among high school students. A total of 1,582 students from 18 schools completed a version of the American Association of University Women (1993) survey. Reported sexual harassment events were restricted to those that: a) had been experienced first-hand, b) had occurred within the preceding two weeks, and c) were reported by students who were notably upset by their experiences. Despite this stringent approach, sexual harassment was found to be a significant problem in high schools. Fifteen percent of students were both sexually harassed and very or somewhat upset by their harassment experiences. Nearly half of these upset students were recipients of physical forms of sexual harassment. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

When the customer shouldn't be king: Antecedents and consequences of sexual harassment by clients and customers.

Much of the work in today's service industries requires women to deal with people outside of their organizations, namely, customers and clients, yet research on sexual harassment has focused almost exclusively on sexual harassment within organizations. Because the threat of harassment also operates at the boundaries of organizations, our existing models based solely on harassment inside organizations may be too restricted to adequately explain the harassment experiences of women in today's economy. To address this, the authors introduce a theoretical model of the antecedents and consequences of sexual harassment by clients and customers (CSH) and describe 2 field studies conducted to test components of the model. In Study 1, they developed a model of antecedents and consequences of CSH and illustrated that certain contextual factors (client power and gender composition of the client base) affect levels of CSH and that CSH is related to a number of job and psychological outcomes among professional women. Study 2 revealed that CSH is related to lower job satisfaction among nonprofessional women, above and beyond that which is accounted for by internal sexual harassment. Theoretical and practical implications are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Behind closed doors: In-home workers' experience of sexual harassment and workplace violence.

The authors developed and tested a structural model predicting personal and organizational consequences of workplace violence and sexual harassment for health care professionals who work inside their client's home. The model suggests that workplace violence and sexual harassment predict fear of their recurrence in the workplace, which in turn predicts negative mood (anxiety and anger) and perceptions of injustice. In turn, fear, negative mood, and perceived injustice predict lower affective commitment and enhanced withdrawal intentions, poor interpersonal job performance, greater neglect, and cognitive difficulties. The results supported the model and showed that the associations of workplace violence and sexual harassment with organizational and personal outcomes are indirect, mediated by fear and negative mood. Conceptual implications for understanding sexual harassment and workplace violence, and future research directions, are suggested. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

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

Workplace harassment, services utilization, and drinking outcomes.

Given the negative outcomes associated with sexual harassment (SH) and generalized nonsexual workplace harassment (GWH), this study examines the relationship between SH and GWH and help-seeking behavior in a sample of 2,038 university employees. Employees who experienced SH or GWH were more likely to report having sought mental health or health services to deal with workplace issues, compared with those who did not experience SH or GWM, controlling for job stress and prior services use. Women experiencing GWH were more likely to use services than men, but the same was not true for SH. Men experiencing SH who sought services exhibited higher levels of some alcohol outcomes, contrary to expectations. Implications for workplace interventions and for service providers are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Once, twice, or three times as harmful? Ethnic harassment, gender harassment, and generalized workplace harassment.

Despite scholars’ and practitioners’ recognition that different forms of workplace harassment often co-occur in organizations, there is a paucity of theory and research on how these different forms of harassment combine to influence employees’ outcomes. We investigated the ways in which ethnic harassment (EH), gender harassment (GH), and generalized workplace harassment (GWH) combined to predict target individuals’ job-related, psychological, and health outcomes. Competing theories regarding additive, exacerbating, and inuring (i.e., habituating to hardships) combinations were tested. We also examined race and gender differences in employees’ reports of EH, GH, and GWH. The results of two studies revealed that EH, GH, and GWH were each independently associated with targets’ strain outcomes and, collectively, the preponderance of evidence supported the inurement effect, although slight additive effects were observed for psychological and physical health outcomes. Racial group differences in EH emerged, but gender and race differences in GH and GWH did not. Implications are provided for how multiple aversive experiences at work may harm employees’ well-being. (PsycINFO Database Record (c) 2010 APA, all rights reserved)