This article explores three models of sexual harassment derived from previous research, court cases and legal defenses: the Natural/Biological Model, the Organizational Model, and the Sociocultural Model. Data from a large (N=20, 083) stratified random sample of the federal workforce are analyzed in relation to these models. No clear‐cut support for any one model emerges, and the picture of sexual harassment painted by these data appears to be more complex and varied than earlier, self‐selected samples initially suggested. The results are discussed in light of the difficulties of using large‐scale survey techniques to investigate complex cultural phenomena, and suggestions are made for future research approaches that could complement survey techniques.

This study of 200 senior college women investigates the relationship between non‐sextypical occupational choices (Role Innovation) and background, personality, and college experience. Role Innovators are more autonomous, individualistic, and motivated by internally imposed demands to perform to capacity. Rather than cross‐sex identification, there is some evidence of role modeling of more educated working mothers. The Role Innovators' career commitment is greater, yet they have as many romantic and friendship relationships with men as do Traditionais. Faculty and female college friends provide role support, but a supportive boyfriend may be more important at this stage. A four‐part typology is suggested in which role modeling and the type of maternal model are related to motivational patterns and occupational choice.

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