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We focus on the differential outcomes associated with experiencing workplace aggression and sexual harassment by a supervisor. To do so, we identify and empirically address several issues within current workplace aggression and sexual harassment research, including the need to (a) conceptualize their multidimensional nature, (b) contrast comparable dimensions between the two, (c) recognize and control for covictimization, and (d) consider the role of target gender. Data were analyzed using multiple regression and dominance analyses on a sample of 467 employed women (M age = 40 years). Results showed that all forms of sexual harassment were more strongly associated with work withdrawal and psychological well-being than comparable forms of workplace aggression. Nonphysical workplace aggression accounted for more of the variance in attitudinal outcomes (job, coworker and supervisor satisfaction, intent to quit, commitment) than nonphysical sexual harassment. Sexual harassment accounted for more of the variance than workplace aggression in all outcomes when the harassment and aggression involved some form of threatened or actual physical contact. Conceptual and methodological issues are discussed.

The goal of this study was to examine the costs associated with witnessing the sexual harassment of a male colleague. More specifically, we investigate (a) whether observed male gender harassment is related to psychological and physical health, and negative and positive job-related behaviors and attitudes, and (b) the mediating roles of discrete negative emotions (anger, fear) and identity-based evaluations (collective self-esteem). We explore these questions in a sample of men and women employed in "blue collar" professions. Our results show that the relationships between observed male gender harassment and psychological and physical health symptoms, withdrawal and workplace deviance, and affective commitment, were indirect and mediated via witness anger. Moreover, witnessing the gender harassment of a male colleague was also indirectly related to workplace deviance via collective self-esteem among women. Implications for theory, research, and practice are considered. (PsycINFO Database Record

Why leaders behave the way they do is of considerable importance. Our goal in this research was to understand how family‐to‐work conflict and romantic relationship conflict influence two different forms of destructive leadership, namely, abusive supervision and passive leadership. To do so, we invoke the conservation of resources theory. One hundred twenty‐three leader–follower dyads participated. Leaders completed questionnaires on their own family‐to‐work conflict and romantic relationship conflict, depressive symptoms, and cognitive distraction. Their followers rated their abusive supervision and passive leadership. With the use of Hayes's PROCESS program, depressive symptoms mediated the effects of family‐to‐work conflict and romantic relationship conflict on abusive supervision, whereas cognitive distraction mediated the effects of family‐to‐work conflict on passive leadership. Implications and several directions for further research are offered.

SummaryWe investigate how gender harassment affects the romantic relationships (i.e., romantic relationship adjustment and romantic relationship efficacy) of female targets (spillover effects) and their romantic partners (crossover effects), and what role targets' anger in response to their gender harassment plays in these relationships. We explored these questions using two US samples. Sample 1 comprised 206 females, all of whom provided data on their gender harassment experiences, feelings of anger, and romantic relationship functioning. Sample 2 consisted of 60 romantic dyads. Females once again provided data on their gender harassment experiences and feelings of anger; their romantic partners reported on their own romantic relationship functioning. Full support emerged for hypothesized spillover effects: supervisor gender harassment indirectly and negatively influenced targets' romantic relationship adjustment and romantic relationship efficacy through target anger (Sample 1).Full support also emerged for hypothesized crossover effects: supervisor gender harassment indirectly and negatively influenced the romantic relationship adjustment and romantic relationship efficacy of targets' romantic partners through target anger (Sample 2). Implications for theory, research, and practice are considered. Copyright © 2014 John Wiley & Sons, Ltd.Keywords: gender harassment; sex-based harassment; spillover; crossover; work-family Sex-based harassment in the workplace harms employees and organizations. Whether expressed as gender harassment (GH; e.g., verbal/nonverbal behavior conveying hostile or degrading attitudes), unwanted sexual attention (e.g., repeated and unreciprocated requests for dates), or sexual coercion (e.g., sexual bribes or threats) (Fitzgerald, Gelfand, & Drasgow, 1995), sex-based harassment adversely affects psychological, physical, and job-related wellbeing (e.g., Dionisi, Barling, & Dupré, 2012;Willness, Steel, & Lee, 2007). Sex-based harassment is also costly to organizations, for example by reducing employee productivity (e.g., Faley, Knapp, Kustis, & Dubois, 1999). Research on sex-based harassment has focused mainly on consequences occurring within the organizational context, on direct harassment-outcome relationships, and on direct targets. Our goals in this study were to expand our understanding of sex-based harassment's extra-organizational consequences (i.e., on romantic relationship functioning), indirect effects (i.e., through target anger), and indirect victims (i.e., targets' romantic partners). To do so, we explore the following: (i) how sex-based harassment's negative consequences spillover (i.e., intrapersonal effects) and crossover (i.e., interpersonal, between-partner effects) into one's personal life and (ii) the role of targets' negative emotional responses in these relationships. Exploring the far-reaching and indirect consequences of sex-based harassment at work is important for several reasons. First, more research highlighting the diverse ways that workplace phenomena can impac...