Sexual harassment experiences and equal opportunity perceptions of Navy women

Newell, Carol E.; Rosenfeld, Paul; Culbertson, Amy L.

doi:10.1007/bf01544786

Cited by 36 publications

(16 citation statements)

References 3 publications

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“…These widespread unwanted sexual behaviors take a heavy toll on those experiencing them. As demonstrated in several studies, sexual harassment can result in poor psychological, health-related, and work-related outcomes for the victim [6,14,15,18,19,24,32,36]. Sexually harassed women are more likely to report psychological symptoms like depression, nervousness and anger, and physical symptoms like weight loss and sleeplessness.…”

Section: Introductionmentioning

confidence: 94%

Reporting Sexual Harassment: The Importance of Organizational Culture and Trust

Vijayasiri

2008

Gend. Issues

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Few victims of sexual harassment at work file complaints. The current study looks at ways in which the organizational climate, including trust in the system and fear of reprisal, impacts victim decisions to file complaints. A military sample offers the advantage of a work context with formalized reporting processes and a highly segregated and gendered work environment. The findings indicate that fear of coworker backlash keeps victims from seeking organizational relief. Such non-formal consequences of reporting should be addressed in future workplace sexual harassment policies. The findings also suggest that widespread mishandling of complaints erodes trust in the grievance process, which may in turn influence future responses to sexual harassment. The discussion highlights the limitations of current cross-sectional research designs for identifying the causal order of this trust-filing relationship and suggests ways in which future quantitative studies may be designed to gain a broader understanding of the dynamic relationship between organizational context and victim response.

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Section: Introductionmentioning

confidence: 94%

Reporting Sexual Harassment: The Importance of Organizational Culture and Trust

Vijayasiri

2008

Gend. Issues

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“…In terms of work outcomes, sexual harassment has been associated with lower job satisfaction for Latinas (Cortina, Fitzgerald, & Drasgow, 2002), female blue‐collar workers (Kissman, 1990; Ragins & Scandura, 1995), and female utility company employees (Glomb et al, 1997). It has also been linked to less satisfaction with coworkers, supervisors, and work, as well as decreased job commitment and productivity, for women in the military (Fitzgerald et al, 1999; Magley, Waldo, Drasgow, & Fitzgerald, 1999; Newell, Rosenfeld, & Culbertson, 1995). In the university setting, academic and nonacademic women's level of sexual harassment was related to their lower satisfaction with coworkers, supervisors, and work, as well as greater work withdrawal (Schneider, Swan, & Fitzgerald, 1997).…”

Section: Gender‐related Issues: Sexual Harassment and Gender Discrimimentioning

confidence: 99%

The Climate for Women in Academic Science: The Good, the Bad, and the Changeable

Settles

Cortina

Malley

et al. 2006

Psychology of Women Quarterly

315

288

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Deficits theory posits that women scientists have not yet achieved parity with men scientists because of structural aspects of the scientific environment that provide them with fewer opportunities and more obstacles than men. The current study of 208 faculty women scientists tested this theory by examining the effect of personal negative experiences and perceptions of the workplace climate on job satisfaction, felt influence, and productivity. Hierarchical multiple regression results indicated that women scientists experiencing more sexual harassment and gender discrimination reported poorer job outcomes. Additionally, perceptions of a generally positive, nonsexist climate, as well as effective leadership, were related to positive job outcomes after controlling for harassment and discrimination. We discuss implications for the retention and career success of women in academic science.

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“…Seafaring is one of the extreme versions of horizontal gender segregation, similar to police (Holdaway and Parker 1998;Paoline 2003), firefighters Aniakudo 1995, 1996), and Navy (Newell et al 1995). This literature describes mainly sexual harassment and gender discrimination at work and the same problems have been reported in the case of women seafarers Jo 2010).…”

Section: Women's Agency In Balancing Work and Familymentioning

confidence: 96%