Factors associated with responses to sexual harassment and satisfaction with outcome

Bingham, Shereen G.; Scherer, Lisa L.

doi:10.1007/bf00289938

Cited by 53 publications

(50 citation statements)

References 32 publications

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“…Finally, we controlled for the possibility that authoritarian management style represents expectations of punishment for retaliation. To assess this expectation, we adapted three items based on previous research (Bingham & Scherer, 1993) which capture the permissiveness towards aggression within the organization. These items were (1 = strongly disagree, 7 = strongly agree): "Verbally aggressive behavior is clearly discouraged by my superiors and co-workers (reverse coded)," "The general attitude toward communication in my organization actually encourages verbal aggression," and "To move up in management, one must behave in an aggressive manner with subordinates."…”

Section: Control Variablesmentioning

confidence: 99%

How management style moderates the relationship between abusive supervision and workplace deviance: An uncertainty management theory perspective

Thau

Bennett

Mitchell

et al. 2009

Organizational Behavior and Human Decision Processes

314

244

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Section: Control Variablesmentioning

confidence: 99%

How management style moderates the relationship between abusive supervision and workplace deviance: An uncertainty management theory perspective

Thau

Bennett

Mitchell

et al. 2009

Organizational Behavior and Human Decision Processes

314

244

View full text Add to dashboard Cite

show abstract

“…Welsh & Gruber (1999) found that reporting was more prevalent based on severity of the harassment as well as when a supervisor or multiple harassers perpetrated the event. In contrast, Bingham & Scherer (1993) found that type of harassment had no significant impact on reporting the incident(s). All of the above studies confirm that clearly defining the situation as harassment, with no uncertainty possible, is important in predicting type of response.…”

mentioning

confidence: 78%

“…Previous research suggests that personal rather than formal responses to harassment are the norm, regardless of work climate, or even the nature of the harassment (Firestone & Harris, 1997;Fain & Anderton, 1987;Livingston, 1982; Terpstra, 1986;Grauerholz, 1989;Bingham & Scherer, 1993; see also McAllister, 1996). Interestingly some research suggests that women who reported sexual harassment through formal channels manifested lower perceptions of procedural justice relative to their organizational context (Adams-Roy & Barling, 1998).…”

Section: Introductionmentioning

confidence: 99%

Victimization in the U.S. Military: The Impact of Labeling Events on Officially Reporting Sexual Harassment

Harris¹,

Firestone²

2010

JSR

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We analyzed the extent to which type and labeling of harassment have an impact on reporting through official channels. Reinforcing earlier analyses, type of harassment impacted whether individuals reported incidents officially. Environmental harassment was far more likely to be reported through official channels. We speculate that "individualized" forms of harassment (personal, frequently directly physical in nature, leaving little room for misinterpretation by the victim or the perpetrator) may create a negative organizational image and therefore be more likely to be concealed. Since experiencing environmental harassment is strongly related to experiencing individualized harassment and is more likely to be reported through official channels, it may be the real key to creating zero-tolerance for any type of sexual harassment.Keywords: Victimization, Sexual Harassment, Environmental Harassment, Individualized Harassment, Reporting Harassment, U. S. Military Research ISSN 1948-5468 2010 www.macrothink.org/jsr 2 Journal of Sociological IntroductionThree basic theoretical perspectives have been used to understand sexual harassment. The biological perspective suggests that men and women are naturally attracted to each other and that in order to maximize their reproductive potential, males should engage in sexually aggressive behaviors because if their advances are accepted they increase the likelihood of creating offspring (Tangri & Hayes, 1997). Women, on the other hand, have a higher investment in reproduction and nurturing their offspring and would be less likely to behave in sexually aggressive ways (Tangri & Hayes, 1997). Thus a situation becomes defined as harassment only if the woman is not receptive to the sexual behavior (Tangri & Hayes, 1997). The socio-cultural perspective focuses on differential sex role socialization of men and women (Firestone & Harris, 1994; Tangri & Hayes, 1997; Terpstra & Baker, 1986; Whatley & Wasieleski, 2001). Sexual harassment is consistent with the socially accepted roles of dominant and aggressive men and submissive and subordinate women (this also helps explain the reluctance to believe that men are harassed).The organizational perspective focuses on individual power -those with more power can (and often do) make harassing demands on those with less power (Terpstra & Baker, 1986). Research indicates that most harassment is perpetrated by co-workers rather than superiors (Firestone & Harris, 1994;1999) which seems inconsistent with this perspective. However, as Thacker (1996) notes, individuals with less organizational status may display power through their personalities or by controlling critical information; thus harassment may appear to be less threatening to observers when perpetrated by co-workers but may appear equally severe to targets.One reason for the continued extent of harassment may be the problems associated with reporting incidences. A number of myths about sexual harassment reinforce difficulties in reporting, particularly within formal organizationa...

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“…victims may not confide in co-workers, perceiving it as more risky, that they will not be believed, are advised not to take action (Bingham & Scherer 1993), or fear the negative perceptions of others (Chaiyavej & Morash 2009). …”

Section: (Skjorshammer and Hofoss Cited In Bowling And Beehr 2006) Reseamentioning

confidence: 99%

Not So Silent: How Social Support is Given and Received in Dealing with Sexual Harassment in Sri Lankan Work-Places

Adikaram

2017

NSBM J. Mgt

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The aim of this paper is to explore how silence, secrecy and censorship related to sexual harassment are fragmented through dialogue and information sharing among social networks, leading to different types of social support given and received. In-depth interviews with 40 respondents and focus group discussions with four groups were carried out under the qualitative research approach. The theory of social support was employed as the theoretical basis of the study. The findings indicated that through dialogue and information sharing relatedto sexual harassment within social networks of friends, family, co-workers and sometimes superiors, women gain and give emotional, informational, instrumental and appraisal support, emphasizing the many instances when the issue becomes open, non-privatized, and social. Stemming from these findings, implications for managers in terms of using social support as a means of dealing with sexual harassment in organizations are discussed.

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Factors associated with responses to sexual harassment and satisfaction with outcome

Cited by 53 publications

References 32 publications

How management style moderates the relationship between abusive supervision and workplace deviance: An uncertainty management theory perspective

How management style moderates the relationship between abusive supervision and workplace deviance: An uncertainty management theory perspective

Victimization in the U.S. Military: The Impact of Labeling Events on Officially Reporting Sexual Harassment

Not So Silent: How Social Support is Given and Received in Dealing with Sexual Harassment in Sri Lankan Work-Places

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