Sexual harassment in the context of double male dominance

Haas, Stans de; Timmerman, Greetje

doi:10.1080/09541440903160492

Cited by 35 publications

(31 citation statements)

References 30 publications

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“…Building on Gruber's concept of double dominance, de Haas and Timmerman (2010) found that the nature of male-dominated work environments mediated the relationship between numerical male dominance and SH. This and other research has shown that SH is more problematic in blue-collar male-dominated settings such as fire-fighting, where jobs are typically highly physical and where cultural norms associated with sexual bravado, sexual posturing and the denigration of female behaviour are sanctioned, than in white-collar male-dominated occupations such as accounting (Chamberlain et al 2008;de Haas and Timmerman 2010). Other research by Handy (2006) in New Zealand and Timmerman and Bajema (1999), who reviewed European studies, has also shown that organizational norms and cultures, such as the level of sensitivity to the problem of balancing work and personal obligations, and the extent to which the culture is employeerather than job-oriented, are more important in predicting the frequency of SH incidents than organizational sex ratios.…”

Section: Organizational Contexts Where Sh Occursmentioning

confidence: 99%

Workplace Sexual Harassment 30 Years on: A Review of the Literature

McDonald¹

2011

Int J Management Reviews

453

439

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Despite its proscription in legal jurisdictions around the world, workplace sexual harassment (SH) continues to be experienced by many women and some men in a variety of organizational settings. The aims of this review article are threefold: first, with a focus on workplace SH as it pertains to management and organizations, to synthesize the accumulated state of knowledge in the field; second, to evaluate this evidence, highlighting competing perspectives; and third, to canvass areas in need of further investigation. Variously ascribed through individual (psychological or legal consciousness) frameworks, sociocultural explanations and organizational perspectives, research consistently demonstrates that, like other forms of sexual violence, individuals who experience workplace SH suffer significant psychological, health‐ and job‐related consequences. Yet they often do not make formal complaints through internal organizational procedures or to outside bodies. Laws, structural reforms and policy initiatives have had some success in raising awareness of the problem and have shaped rules and norms in the employment context. However, there is an imperative to target further workplace actions to effectively prevent and respond to SH.

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Section: Organizational Contexts Where Sh Occursmentioning

confidence: 99%

Workplace Sexual Harassment 30 Years on: A Review of the Literature

McDonald¹

2011

Int J Management Reviews

453

439

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“…Cross-sectional and meta-analytic studies consistently demonstrate that SH is more prevalent in male-dominated occupations and work contexts than in gender-balanced or femaledominated workplaces (Illies et al 2003;Willness, Steel and Lee 2007). However, it is not the organizational sex-ratio of the workplace that renders SH problematic, but rather organizational environments that are hierarchical, especially those where cultural norms are associated with sexual bravado and posturing and where the denigration of feminine behaviors is sanctioned de Haas and Timmerman 2010). Hence, training should explicitly address gender-relevant cultural issues (Zippel 2003).…”

Section: Prevention Trainingmentioning

confidence: 99%

Developing a framework of effective prevention and response strategies in workplace sexual harassment

McDonald

Charlesworth

Graham

2014

Asia Pac J Human Res

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Sexual harassment remains a widespread workplace phenomenon, despite laws that proscribe it. Drawing initially on a typology from the violence prevention literature that conceptualizes prevention and response approaches according to when they occur, the paper synthesizes strategies identified in literature addressing workplace sexual harassment, as well as other workplace injustices or grievances. The paper utilizes this previous research to develop a framework of sexual harassment prevention strategies along two dimensions: functions and timing. The framework offers a researchinformed set of organization-wide preventative and remedial approaches, a systemic approach to what is often seen as an individual problem, and a means to better focus interventions that are often disparate and unco-ordinated. The paper also highlights important areas for future research including a stronger focus on longer-term (tertiary) corrective actions.

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“…Moral Disengagement in Sexual Harassment 11 Haas & Timmerman, 2010), the MDiSH items are situated in the general work context in order to capture a wider array of employment sectors.…”

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confidence: 99%