Gender harassment, job satisfaction, and distress among employed White and minority women.

Abstract

This study tested the hypotheses that gender harassment is related to decreased job satisfaction and increased distress, and that White and minority women differ in their responses to it, in a sample of 385 women office workers. Over 70% reported exposure to gender harassment at work. As predicted, frequency of harassment was negatively correlated with job satisfaction and positively associated with an index of distress, assessed by self-reported somatic complaints, the Center for Epidemiological Studies Depression Scale (L. S. Radloff, 1997), and the reported use of alcohol for palliative coping. Minority status was unrelated to frequency of reported harassment or to responses to it. The tendency to focus on negative aspects of self and environment (negative affectivity) was statistically controlled. Findings indicate that gender harassment is a commonplace workplace stressor that warrants serious attention.

Comparing victim attributions and outcomes for workplace aggression and sexual harassment.

“…Though we cannot determine the extent to which incivility and gender harassment are pervasive in the present set of studies, research has found comparable levels of pervasiveness in prior research. For example, Cortina et al (2001) reported that 71% of participants experienced incivility, and Piotrkowski (1998) reported that 72% of participants had experienced gender harassment, providing some evidence that these behaviors occur with similar levels of frequency within organizations. Comparing constructs of similar intensity that occur with comparable frequency allows for a fair comparison (Cooper & Richardson, 1986).…”

“…Further, both forms of mistreatment are highly prevalent in their "lower intensity" forms. For instance, researchers have found that 71% of employees have experienced incivility (Cortina, Magley, Williams, & Langhout, 2001), 58% of women have experienced sexual harassment (Ilies, Hauserman, Schwochau, & Stibal, 2003), 1 and 72% of female respondents reported experiencing gender harassment at work (Piotrkowski, 1998). Though a considerable body of research has investigated both forms of mistreatment (workplace aggression and sexual harassment), researchers know little about how victims perceive and attribute blame for these two forms of mistreatment.…”

Epidemiology of Psychological Distress

“…Abusive supervision (i.e., authoritarian and aggressive styles) brings about an elevated level of psychological distress in exposed workers (Tepper 2000). Finally problems with violence or harassment at work on the part of colleagues or supervisors are worthy of investigation, since several studies highlight the major impact of these problems on psychological distress (Marchand, Demers, and Durand 2005b, McDermut, Haaga, and Kirk 2000, Mueller, De Coster, and Estes 2001, Piotrkowski 1998, Richman et al 1999. Finally, gratifications available in the workplace bring to the individuals an important source of recognition, motivation, valorisation, and of identification to their work.…”

Does Gender Discrimination Impact Regular Mammography Screening? Findings from the Race Differences in Screening Mammography Study

“…1 To date, experiences of gender discrimination have been shown to be associated with job dissatisfaction, 2 premenstrual symptoms, 3 and suboptimal mental health, such as psychological distress, anxiety, and depression. [2][3][4][5] Although terminology and definitions vary across studies, gender (or sexist) discrimination can be considered an umbrella term for unfair treatment due to one's gender/sex. For example, Klonoff and Landrine 6 used the term "sexist discrimination" to include such experiences as sexual harassment; unfair interpersonal treatment; being called sexist names; unfair treatment by such institutions as banks, schools, and lending institutions; and discrimination at work resulting in lower salaries, not receiving promotions or tenure, or unfair treatment by colleagues or coworkers.…”