Women are more likely to experience sexual harassment in some work settings than others; specifically, work settings that have a large proportion of male workers, include a predominance of male supervisors, and represent traditional male occupations may be places in which there is greater tolerance for sexual harassment. The focus of the study was to document attitudes toward women among milita...

This study integrates findings from the Latin cultural literature and past sexual harassment research into a culturally relevant model of the sexual harassment process, framed by cognitive theories of stress and appraisal. Specifically, within a community sample of 184 harassed Latinas, we assessed both universal and culturally salient factors related to targets, perpetrators, harassing behavio...

Racial Harassment, Job Satisfaction and Intentions to Quit: Evidence from the British Nursing Profession This paper investigates the determinants of racial harassment at the workplace and its impact, via job satisfaction, on intentions to quit. Using data for ethnic minority nurses in Britain, we find that nearly 40% of nurses have experienced racial harassment from work colleagues, whilst more...

One of the challenges in establishing the existence of actionable sexual harassment under Title VII of the Civil Rights Act of 19641 has been to prove that the harassing conduct, even when it is explicitly sexual, has occurred “because of . . . sex”—a requirement for actionable sexual harassment. Because sexual harassment in the context of the American workplace is prohibited as a form of discr...

Sexual harassment laws have led to important organizational changes in the workplace yet research continues to document resistance to their implementation and backlash against the people who mobilize such laws. Employing experimental research methods, this study proposes and tests a theory specifying the mechanisms through which sexual harassment policies affect gender beliefs. The findings sho...

Although peer bystanders can exacerbate or prevent bullying and sexual harassment, research has been hindered by the absence of a validated assessment tool to measure the process and sequential steps of the bystander intervention model. A measure was developed based on the five steps of Latané and Darley's (1970) bystander intervention model applied to bullying and sexual harassment. Confirmato...

In this paper, we use mixed methods to study a controversial Internet site: The Kotaku in Action (KiA) subreddit. Members of KiA are part of GamerGate, a distributed social movement. We present an emic account of what takes place on KiA: who are they, what are their goals and beliefs, and what rules do they follow. Members of GamerGate in general and KiA in particular have often been accused of...

Bridging the social support, sexual victimization, and cultural psychology literatures, this study examines social-support processes in the context of sexual harassment and Hispanic American culture. Surveys were administered to a community sample of Hispanic American working women, 249 of whom described some encounter with sexual harassment at work. Regression results provided mixed backing fo...

Previously the investigation of employee harassment within the workplace would typically have involved obtaining evidence regarding physical contact, verbal contact (face to face or via telephone) or written contact (via letters or notes or email) between a suspect and a victim. Social media has added a new avenue to the investigation of employee harassment that goes beyond the physical workpla...

Racial Harassment, Job Satisfaction and Intentions to Remain in the Military Our results indicate that two-thirds of active-duty military personnel report experiencing offensive racial behaviors in the previous 12 months, while approximately one in ten report threatening racial incidents or career-related discrimination. Racial harassment significantly increases job dissatisfaction irrespective...