Sexual Harassment: A Research Analysis and Agenda for the 1990s

Fitzgerald, Louise F.; Shullman, Sandra L.

doi:10.1006/jvbe.1993.1002

Cited by 230 publications

(190 citation statements)

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“…and then listed 14 behaviors and asked them to indicate whether and how often they had experienced each. Sexual harassment surveys have generally avoided using the term "sexual harassment" in their survey instruments because it results in a significant underreporting of behaviors that researchers or legal scholars might otherwise consider to be sexual harassment (Fitzgerald & Shullman, 1993;Gruber, 1990).…”

Section: How Much Bullying and Sexual Harassment Is There?mentioning

confidence: 99%

Sexual Harassment, Bullying, and School Outcomes for High School Girls and Boys

Gruber

Fineran

2015

Violence Against Women

107

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A comparison of the impact of bullying and sexual harassment on five school outcomes was conducted on a sample of high school students. Results revealed that sexual harassment was a stronger predictor than bullying of all school outcomes for both sexes, but especially for girls. This study suggests that sexual harassment, which activates sexist and heterosexist stereotypes, erodes school engagement, alienates students from teachers, and adversely affects academic achievement, to a greater degree than bullying does.

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Section: How Much Bullying and Sexual Harassment Is There?mentioning

confidence: 99%

Sexual Harassment, Bullying, and School Outcomes for High School Girls and Boys

Gruber

Fineran

2015

Violence Against Women

107

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“…Although these types of responses have been shown to be effective in ending the behavior, they are used rarely by targets of sexual harassment (Fitzgerald and Shullman 1993;Gutek and Koss 1993;Hotelling 1991). These actions would include reporting the behavior to a supervisor, an official body of the organization, contacting an outside agency, such as the EEOC, asking another person to intervene (for example, asking a friend to tell the person to stop the behavior), or seeking legal remedies through the court system.…”

Section: What Do Targets Of Sexual Harassment Do When They Are Harassmentioning

confidence: 99%

“…For example, based on pressures associated with their minority status (greater visibility, performance pressure, and isolation [Kanter 1977]), women in male-dominated work groups may be less likely to report sexual harassment, especially if the organization tends to be tolerant of such behavior and reporting tends to result in negative outcomes (Fitzgerald and Shullman 1993;Gruber and Smith 1995;Knapp et al 1997).…”

Section: Gender Composition Of the Work Group And Its Influence On Rementioning

confidence: 99%

“…However, she did not create any record of the complaint or document what, if any, steps she took to remedy the situation. In this instance, a female employee was receiving a disquieting amount of attention from a male employee, a situation that often escalates (Cleveland and Kerst 1993;Fitzgerald and Shullman 1993;Lucero et al 2006). The HR representative should have been required to record information regarding the investigation and any remedial action she may have taken.…”

Section: Strict Documentation Proceduresmentioning

confidence: 99%

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Sexual Harassment and the Real North Country: Revelations of an Expert Witness

Knapp

2015

Employ Respons Rights J

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In the film North Country, Academy-Award-winning-actress Charlize Theron portrays Josey Aimes, one of many female miners in Eveleth, Minnesota subjected to a wide range of injurious and abusive sexual behaviors by male coworkers. Moreover, the behaviors were tacitly condoned by company management. The women portrayed in the film became part of the first successful class action suit brought against an employer because of sexual harassment (Jenson vs. Eveleth Taconite Company 1991).Since Jensen, many U.S. organizations and managers have traveled great philosophical distances and have acquired the ethical and intellectual heft to avoid the type of rampant behaviors that caused Eveleth Mines (located in Eveleth, Minnesota, U.S.) to lose the lawsuit. Unfortunately, we may not have traveled as far as we think. As an expert witness in the area of sexual harassment, I continue to be flummoxed and amazed each time I am faced with reports, depositions, and testimony concerning the actions of employees in organizations today. According to the combined data of the U.S. Equal Employment Opportunity Commission (EEOC) and Fair Employment Practices agencies (FEPAs), in 2011 approximately 11,364 sexual harassment complaints were filed resulting in $53.2 million in monetary benefits paid to complainants by offending organizations (EEOC 2015a). From 2010 to 2014, the EEOC alone received 37,442 SH complaints with $208.9 million in monetary benefits paid to complainants (these values do not include monies obtained through litigation (EEOC 2015b)). Even in our post-modern, sophisticated, well-trained, and well-educated world, individuals, groups, and organizations continue to astonish and disturb us with reports of undesirable sexual behavior.Why does sexual harassment continue to afflict organizations and individuals with such persistence? We are all aware of the risks-both personal and professional-of engaging in behavior that benefits no one and in fact, can injure others. Why does it continue? Is it that we make mistakes in selecting individuals into our organizations and then promoting them into positions of power? Is it an organizational problem? Is it primarily a gender-based issue? I

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“…It is well established that men and women have different definitions about what actions become defined as intimidating, hostile, or offensive (Katz, Hannon, & Whitten, 1996;Saal, 1996), and that only individuals who define a situation as sexual harassment will report it (Harris & Firestone, 2010;Malovich & Stake, 1990). Indeed those behaviors accepted as typical social interactions within a particular environment are much less likely to be viewed as sexual harassment and most likely to be viewed differently by men and women (Fitzgerald & Shullman, 1993;Thomas, 1995;Uggen & Blackstone, 2004). Second, these same behaviors have long been a part of military culture exacerbating reporting problems because "tattling" about time-honored practices (e.g.…”

Section: Organizational Climate and Sexual Harassmentmentioning

confidence: 99%

Testing Relationships between Sex of Respondent, Sexual Harassment and Intentions to Reenlist in the U.S. Military

Firestone¹,

Hackett²,

Harris³

2012

PAR

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Intentions to reenlist in the U.S. military are analyzed in relation to reported experiences of unwanted, uninvited individualized and more general environmental sexual behaviors and whether or not any such incidents are labeled as sexual harassment. Such behaviors should reduce the likelihood of reenlistment and harassing behaviors are expected to have a greater impact on the intentions of women compared to men. Data, from the "Armed Forces 2002 Sexual Harassment Survey," indicated harassment has a negative impact on reenlistment intentions and affects men and women differently. Environmental harassment is more related to women's reenlistment intentions, while individualized harassment is stronger for men. Accusations of individualized forms of sexual harassment may create a negative image of the organization and be more likely to be concealed. The anonymity of this survey may allow men to state that they experienced sexual harassment. Because of the "Don't ask…" policy, sexual orientation was not measured.

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Sexual Harassment: A Research Analysis and Agenda for the 1990s

Cited by 230 publications

References 0 publications

Sexual Harassment, Bullying, and School Outcomes for High School Girls and Boys

Sexual Harassment, Bullying, and School Outcomes for High School Girls and Boys

Sexual Harassment and the Real North Country: Revelations of an Expert Witness

Testing Relationships between Sex of Respondent, Sexual Harassment and Intentions to Reenlist in the U.S. Military

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