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The effects of the employment relationship (superior vs coworker), recipient's response (positive vs negative), and sex of the rater (male vs female) on perceptions of sexual harassment, appropriateness of the initiator's behavior, and appropriateness of the recipient's behavior were investigated. Subjects were 82 female and 76 male undergraduate students. The results of a 2 × 2 × 2 multivariate analysis of variance indicated main effects for response of the recipient and sex of the rater. Univariate analyses indicated that women rated the initiator less favorably than men, that men perceived the situation as more harassing and approved of the recipient more than women when the recipient's responses were positive, although there was no difference between men and women when the recipient's responses were negative.

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A total of 168 naturally occurring dyadic conversations in and around a large Midwest metropolitan city were interrupted and the interactants were surveyed on their impressions of their partners' communicative skills. Given several extant, competing models for the factorial structure of interpersonal behavior evaluation, exploratory and confirmatory factor analyses were applied to ascertain the best fit of current theoretical models and the optimal model for social conversations among acquaintances. Results recommend either a four- or five-factor model, depending upon one's preference for factor definition.