Comparing Sexual Harassment to Other Forms of Workplace Aggression

Bowes‐Sperry, Lynn; Tata, Jasmine; Luthar, Harsh K.

doi:10.1057/9780230288829_3

Cited by 7 publications

(8 citation statements)

References 45 publications

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“…Second, the findings support the link between general aggression and gender harassment behaviors. The harassers who engaged in gender harassment as well as aggression might fit the description provided by Bowes-Sperry et al (2002) of individuals who use aggression on a regular basis regardless of the circumstances. This is also consistent with what Stockdale (2005) labeled rejection-based behavior.…”

Section: Discussionmentioning

confidence: 96%

“…O' Connell and Korabik (2000) pointed out that the lack of formal policies and enforcement concerned with sexual harassment could encourage the behavior. Many have suggested that formal organizational procedures for dealing with incidents of sexual harassment are paramount in reducing its prevalence (e.g., Bowes-Sperry et al, 2002;Lach & Gwartney-Gibbs, 1993;Sbraga & O'Donohue, 2000). Hulin, Fitzgerald, and Drasgow (1996) proposed that sexual harassment is less likely to occur in organizational settings that are not tolerant of it.…”

Section: The Present Studymentioning

confidence: 99%

“…First, it integrates the sexual harassment literature with the broader literature concerned with organizational aggression. There appears to be a growing recognition that at least some sexual harassment is a form of workplace aggression (Bowes-Sperry, Tata, & Luthar, 2002). Second, based on an interpersonal aggression perspective, the actor-based model acknowledges the importance of the social and organizational context in which sexual harassment occurs.…”

Section: The Present Studymentioning

confidence: 99%

“…The study by Lucero et al (2003) provided evidence of perpetrators with behavior patterns that were primarily focused on efforts to insult and demean their targets. If some sexual harassers rely on aggression when responding to others regardless of the circumstances (Bowes-Sperry et al, 2002) or regularly engage in rejection-based behaviors (Stockdale, 2005), then these individuals might be expected to engage in a pattern of aggressive behaviors that includes gender harassment. Therefore, it was hypothesized that:…”

Section: The Present Studymentioning

confidence: 99%

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Sexual Harassers: Behaviors, Motives, and Change Over Time

2006

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This research was designed to examine the characteristics of sexual harasser behaviors in 118 published arbitration decisions. A qualitative coding process was used to describe behaviors in terms of their severity, type, duration, and frequency. The interrelationships between these characteristics were examined along with the individual's record of discipline and past aggression. The results indicate that harassers tended to repeat the same types of behavior, and that severity generally increased over time. Although past discipline for sexual harassment appeared to reduce this escalation, it was not very effective in stopping the behaviors. Perpetrators who had engaged in gender harassment were more likely to have a record of aggressive behaviors. Additional comparisons indicate important differences in the behavior of perpetrators as categorized by type of behavior.

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Section: Discussionmentioning

confidence: 96%

Section: The Present Studymentioning

confidence: 99%

Section: The Present Studymentioning

confidence: 99%

Section: The Present Studymentioning

confidence: 99%

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Sexual Harassers: Behaviors, Motives, and Change Over Time

2006

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“…For example, men are more often perpetrators of physical aggression than women (Eagly & Steffen, 1986). Drawing on the social psychological literature on gender and aggression, Bowes- Sperry, Tata, and Luthar (2003) have argued that the nature of workplace aggression (primarily psychological and often provoked) suggests that there would be no gender differences. We have consistently found no gender differences in the reported actors of emotionally abusive behaviors (see Keashly & Jagatic, 2003, for review).…”

Section: Individual Influences: Actor Factors ___________________mentioning

confidence: 99%

Workplace Emotional Abuse

Keashly¹,

Harvey

2006

Handbook of Workplace Violence

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Just before leaving for the weekend, George answers a call on the help line and quickly realizes it's from Mr. French, who's always got a problem late in the day. His computer's crashed again, he informs George, and this time he demands to talk to somebody competent! George has had his share of problems with Mr. French, the sales department manager. On several occasions in management meetings, he's questioned George's competence. He just ignores George anytime he meets him in the hall, and George has heard he bad-mouths him to his staff. When it becomes clear that Mr. French has no one but George to turn to this late in the day, he gets even more insulting about George's inability to fix his problem. Just before he slams the phone down, Mr. French lets loose one final attack: "I should come down there and knock some sense into you overpaid, underperforming college kids!" George is barely able to speak to Mr. French, let alone find a solution to his problem before he hangs up. He sits and wonders what nice things Mr. French will be saying about him at the next management meeting. George tries to understand why his manager never seems to defend him at these meetings. He's also insulted about being called an incompetent college kid and annoyed that Mr. French would have the gall to suggest that he could smack him into compliance. That just infuriates George, particularly because he sees no alternative than to suck it up. Another weekend wasted worrying about this joker, he thinks. Why do I put up with this treatment?

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Emotional Abuse in the Workplace.

Keashly¹,

Harvey²

Counterproductive Work Behavior: Investigations of Actors and Targets.

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Judy receives a call from her old college roommate Cindy, now working as a caseworker at a child protection agency. Cindy, in tears, relates to Judy the mean things her boss has been doing to her (and others, she finds out later). He was nice enough when she first arrived at her job last year, but now he has become unbearable. Cindy listed some of the things he had done that week: "On Monday, he came in to work and told me that I was too slow and that I dragged down the whole department. The rest of the week he spent glaring at me each time he passed me in the hall. He threw a huge temper tantrum when I did not have a report ready prior to the deadline he had given me last week. I even heard a rumor suggesting that I was sleeping with a client, and I'm certain he started it. I just don't know what to do. What do you think, Judy?"As Judy hung up, she began to ponder Cindy's problem. Several ideas ran through her mind. Could it be that Cindy is wrong about this? Is her performance a problem she is not sharing? Or maybe she is just blowing the situation up to be a bit worse than it is? No, Cindy always was a hard-working, determined individual. Maybe her boss was jealous of her competence and is punishing her by doing these things? Or maybe the boss is totally stressed out and is lashing out at those 201

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Comparing Sexual Harassment to Other Forms of Workplace Aggression

Cited by 7 publications

References 45 publications

Sexual Harassers: Behaviors, Motives, and Change Over Time

Sexual Harassers: Behaviors, Motives, and Change Over Time

Workplace Emotional Abuse

Emotional Abuse in the Workplace.

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