Further Beyond Nine to Five: An Integration and Future Directions

Brewer, Marilynn B.

doi:10.1111/j.1540-4560.1982.tb01916.x

Cited by 39 publications

(18 citation statements)

References 11 publications

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“…Nevertheless, the figures have to be treated with some caution as much depends on what behaviours are included in questionnaires, how situations are defined, and respondent characteristics (Brewer 1982; also see LengnickHall 1995 for a full discussion of this issue). This would probably explain, at least in part, the differences in figures from study to study.…”

Section: Reviewing the Researchmentioning

confidence: 99%

Sexual Harassment as an Exercise of Power

Wilson

Thompson

2001

Gender Work & Organization

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This article argues that the key to the explanation as to why sexual harassment is a feature of organizational life lies in the issue of power. Yet there has been little attempt to link sexual harassment with theories or explanatory models of power. This article first takes Lukes's (1986) three-dimensional model as a framework to explore how harassment may be understood as an exercise of power at different levels then shows how radical feminist and post-structuralist analyses overlap with and are distinct from Lukes's third dimension of power.

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Section: Reviewing the Researchmentioning

confidence: 99%

Sexual Harassment as an Exercise of Power

Wilson

Thompson

2001

Gender Work & Organization

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“…The shift from the old to the new organizational position has been facilitated by the journalistic efforts of early feminists (e.g., Farley, 1978), the research conducted by feminists and others on sexual harassment (e.g., MacKinnon, 1979;Gutek et aL, 1980;Brewer, 1982;Benson & Thomson, 1982), and, especially, the introduction of federal and state regulations. The manager who earlier may have felt it inappropriate to impinge on what he thought of as the personal (harassing) style of an employee now faces legal liability for that employee's behavior.…”

Section: The Organizational Perspectivementioning

confidence: 98%

Sexual harassment: Rights and responsibilities

Gutek

1993

Employ Respons Rights J

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This article briefly reviews the development of a philosophy about sexual harassment at work and legal protection for victims of harassment. It then focuses on the rights and responsibilities of three groups affected by sexual harassment: the target of harassment, the alleged harasser, and the employing organization. A discussion follows regarding the current status of the rights and responsibilities of the relevant parties as well as opportunities for abuse of rights and abnegation of responsibilities.KEY WORDS: sexual harassment; rights of victims of sexual harassment; legal rights and responsibilities.

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“…We now discuss the contextual factors thought to influence perceptions of another's behavior and review the relevant literature. Brewer (1982) pointed out that sexual harassment should be studied in the context of interpersonal communication and dyadic processes. Little research, however, has been conducted from this perspective.…”

Section: Introductionmentioning

confidence: 99%

Factors affecting perceptions of workplace sexual harassment

et al. 1996

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SummaryThis study investigated several variables that determine how one interprets another's behavior as sexually harassing in ambiguous situations. Data were collected from 1234 male and female graduate and undergraduate student subjects who responded to 24 versions of a vignette describing an interaction between a male and female who worked for the same firm (2 x 3 x 2 x 2 design). Variables manipulated included (I) amount of prior socializing of the man and woman; ( 2 ) job status (peer coworker, direct supervisor, executive) of harasser; (3) verbal versus touching behavior; and (4) physical setting (at computer terminal or happy hour). Results revealed several main effects such that a male's potentially harassing behavior toward a female was evaluated more negatively (1) when the pair had not previously socialized, (2) when the harasser was a supervisor or executive, (3) when it involved verbal comments, and (4) when the behavior occurred in a work (versus social) setting. Additional analysis revealed that, contrary to previous studies, there were no male-female differences among respondents in evaluations of behavior as harassing.

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Further Beyond Nine to Five: An Integration and Future Directions

Cited by 39 publications

References 11 publications

Sexual Harassment as an Exercise of Power

Sexual Harassment as an Exercise of Power

Sexual harassment: Rights and responsibilities

Factors affecting perceptions of workplace sexual harassment

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