Sexual Harassment in Casinos: Effects on Employee Attitudes and Behaviors

This study focuses on sexual harassment and job satisfaction, organizational commitment, and employee turnover among casino employees. It is the first study investigating sexual harassment in the gaming industry. Based on sex-role spillover theory it was expected that sexual harassment has less of an impact on casino employees than on employees in other industries. Six Reno, Nevada casinos participated in the study and 330 responses were generated from casino employees. The study results show that sexual harassment of and by casino employees is perceived to occur at about the same rate as in other industries. Sexually harassed employees were compared to employees who indicated that they had not been sexually harassed. Sexually harassed employees were less satisfied with their jobs and less committed to the organization. However, they were not more likely to quit their jobs. Sexually harassed employees tended to be younger, Caucasian, and in dealer positions. Hence, in addition to the well-publicized cost of sexual harassment lawsuits, the study shows that sexual harassment in casinos may well be the source of hidden costs important to human resources managers. A result of major interest was that employees who had been harassed held management responsible for not ensuring a work environment that is free of sexual harassment. Implications for casino management are discussed.     

‘Something to Deal With’: Customer Sexual Harassment and Women's Retail Service Work in Canada

While sexual harassment in the workplace has been extensively researched over the past two decades, the majority of studies have focused on employer–employee or co-worker relationships. In contrast, the issue of ‘customer sexual harassment’ (i.e. the sexual harassment of employees by customers) has been less explicitly explored. This paper examines customer sexual harassment in the Canadian context, drawing on a study of 63 female retail service workers and 20 security workers. It focuses on the nature, prevalence, and consequences of this form of harassment for women who work in various jobs in retail sales (e.g. flower shops, book shops). Findings from the study suggest that customer sexual harassment is a significant problem. Not only have a majority of women been sexually harassed by customers in their current job, but they appear to be highly constrained in dealing with such behaviour. To the extent that the work environment privileges the customer, through its emphasis on customer satisfaction, women are reluctant to confront harassers and may engage in behaviours (e.g. avoiding male customers, being less friendly) which potentially impact their performance on the job. The paper examines the dilemmas facing female workers and the policy issues raised.     

Sexual Harassment in Small‐Town New Zealand: A Qualitative Study of Three Contrasting Organizations

This research investigates women's experiences of sexual harassment in three different organizations in the same New Zealand town. Women working at the local meat‐processing plant, a retail store and a local bank were interviewed about their personal experiences of sexual harassment. The interviews revealed that sexual harassment took different forms and was interpreted and responded to differently in each organization. Women at the meatworks were often socially isolated from other women and had few effective strategies for combating the verbal and physical harassment collectively perpetrated by male employees. In contrast, women at the store had a range of collective coping strategies which enabled them to regard harassment from fellow‐workers and customers as an irritant rather than a serious threat. Women at the bank also had various collective coping strategies, but were more constrained by customer service norms in the organization. These findings are discussed in relation to three key themes; firstly, the influence of the local environment on organizational life; secondly, the effects of differing organizational structures and cultures on the expression and interpretation of sexual harassment and thirdly, the effectiveness of the various ‘communities of coping’ which women develop to combat sexual harassment in the workplace.     

Sexual harassment: relation to other forms of discrimination and to health among women and men

During the last years, harassment experiences have more often than earlier been included in the framework of work stress, thereby being seen more as a result of how the work organisation function rather than being a result of poor characteristics among individuals. The aim of the present study was to examine the relation between sexual harassment, gender discrimination, bullying, conflicts and informal decision structures. The study took place at a large university in the northern part of Sweden, and data was collected by a questionnaire. Lack of equality and conflicts were significantly related to sexual harassment among women, but none of the studied factors to sexual harassment among men. Common among both women and men were that gender discrimination, bullying, conflicts, being negatively affected by informal decision structures, that women are given preferential treatment and lack of information were related to poor health. To summarise, the results in the present study support earlier studies in their conclusions that work organisation is closely related to the occurrence of harassment. This is especially important to point out when planning for interventions against for example sexual harassment, which very often focuses on the harassed individual, rather than the organisation.     

Perceptions of motives in intimate partner violence: expressive versus coercive violence

This study examined perceptions of motives in the perpetration of intimate partner violence. Respondents (N = 401) of diverse professions read three vignettes and indicated their perception of the aggressor's motive (from 1 = Exclusively Expressive; 5 = Exclusively Coercive). Half of respondents read vignettes describing male-perpetrated violence against a female partner; the other half, female-perpetrated violence against a male partner. Overall, male-perpetrated aggression was seen as more coercive than female-perpetrated aggression, particularly by shelter workers and victim advocates. Further analyses revealed that men generally gave higher ratings than women, and that women rated female-perpetrated aggression as less coercive than male-perpetrated aggression. In contrast, men did not differ in their ratings of male versus female perpetration. Implications are discussed with respect to the assessment and treatment of partner violence.     

Evaluations of aggressive women: the effects of gender, socioeconomic status, and level of aggression

Research finds gender differences in aggression and suggests that female violence is viewed differently from male violence. Participants were 94 female and 38 male students from a mid-size public university in the Southeast. Participants read a mock trial and answered questions about their attitudes concerning an aggressor in the scenario. The study was a 2 (male or female) by 2 (high socioeconomic status or low socioeconomic status) by 2 (verbal aggression or physical aggression) between-subjects factorial design. The participants responded to a revised version of the Attitudes Toward Women Scale (Nelson, 1988). As hypothesized aggressive women were evaluated more negatively than aggressive men and participants evaluated the female aggressor who used physical aggression more negatively than the female who used verbal aggression. The hypothesis that the female aggressor would be perceived as more in need of counseling than the male aggressor was not supported. Contrary to another hypothesis, respondents did not evaluate higher socioeconomic status aggressors more negatively than those of lower status. As hypothesized people with traditional views of women evaluated the female aggressor more negatively than people with more liberal views of women, and liberal participants evaluated the male and female aggressors similarly. The more negative evaluation of female aggressors and, in particular, females who use physical aggression, may result in unfair treatment of such females. These social biases may cloud perceptions of aggressive females, suggesting that their actions are more inappropriate than those of a male who committed the same act.     

The Relationship Between Sexual Minority Verbal Harassment and Utilization of Health Services: Results from Countywide Risk Assessment Survey (CRAS) 2004

In this article we examine the prevalence of and associations between sexual orientation–based verbal harassment and reported utilization of health services across levels of sexual orientation in a diverse sample of adult recipients of Los Angeles County–funded HIV-related health and social services. Thirty-two percent reported they had experienced verbal harassment, the majority (80.3%) of whom identified as lesbian, gay, or bisexual (LGB). Those who reported being verbally harassed received significantly more services overall than those who were not verbally harassed, and service utilization varied by sexual orientation. These findings inform future efforts to identify and assess social discrimination in health and social service settings.     

Is the beautiful always so good? Influence of physical attractiveness on the social perception of sexual harassment / ¿Es lo bello siempre tan bueno? Influencia del atractivo físico en la percepción social del acoso sexual

Research has shown that the perception of sexual harassment depends on factors such as gender, the situational context, the type of harassment, the ideology of the perceiver, the physical attractiveness of the harasser and victim and the relationship between them. This study focuses on examining the influence of physical attractiveness in the perception of a situation like sexual harassment. Through a questionnaire, 205 participants read a scenario in which a male worker (attractive vs. unattractive) engaged in gender harassment against a female colleague (attractive vs. unattractive). The participants then answered the measurements on the perception of harassment, responsibility, motivation and ideology. The main results were that the situation was more often perceived as sexual harassment when the victim of the harassment was physically attractive than when she was unattractive. Furthermore, the higher the participants’ acceptance of harassment myths the more they tended to blame the victim. We can conclude from this study the importance of the influence of certain myths or preconceived ideas about sexual harassment, which are found in both men and women, on how these situations are perceived.     

Attitudes and Acts of Sexual Aggression on a University Campus*

There is increasing understanding of the widespread extent of men's physical sexual coercion of women in this society. In this study, we document the amount of that coercion among a sample of college students. We try to explain that coercion in terms of certain valucs (traditional sex-role conceptions that amount to an ideology of gender inequality). We also try to explain that coercion in terms of attitudes towards physical sexual coercion. For purposes of this study, we measured both females’experience as victims of sexual aggression and males’experience as perpetrators of sexual aggression. We also measured both males’and females’values regarding gender inequality and attitudes regarding sexual aggression. We found that female college students in our sample had experienced a considerable amount of sexual aggression. We also found that male and female students’values regarding gender inequality and their attitudes regarding physical sexual coercion differed widely. Finally, we found strong relationships between male students’values and attitudes and their participation in sexual aggression.     

Gender-biased behavior at work: Exploring the relationship between sexual harassment and sex discrimination

This paper examines survey-based reports of sexual harassment and sex discrimination in order to identify the stylized facts about the nature of the relationship between them. In particular, we are interested in assessing whether these concepts measure similar forms of gender-biased behavior and whether they have the same effect on workers’ job satisfaction and intentions to leave their jobs. Our results provide little support for the notion that survey-based measures of sexual harassment and sex discrimination capture the same underlying behavior. Respondents do appear to differentiate between incidents of sexual harassment and incidents of sex discrimination in the workplace. There are gender differences in the consequences, however. Both sex discrimination and sexual harassment are associated with a higher degree of job dissatisfaction. However, women’s intended job changes appear to be more sensitive to experiencing sex discrimination, while men’s are more sensitive to experiencing sexual harassment. Although exploratory, when taken together these results give us hope that in the future sufficiently detailed surveys could provide a useful foundation for quantifying the link between sexual harassment and sex discrimination. They also suggest that the best prospect for developing—and then testing—a conceptual framework of gender bias lies in adopting a multi-disciplinary approach incorporating the insights of disciplines such as sociology, psychology, and economics.     

Exploring the Intention to React to Aggressive Action Among Israeli Adolescents

The aim of the current study was to explore male and female adolescents' intentions to react to verbal and physical aggression issued by other males and females of the same age. The study is based on a sample of 292 male and female adolescents from 12 classes in four schools in northern Israel, two junior‐high and two high‐schools, 46.7% were males and 53.3% females. Sixteen short scenarios were presented to the interviewees, consisting of eight verbal provocations (four by males and four by females) and eight physical provocations. The results indicated that girls and boys perceived provocation differently. Males are more “gender oriented,” whereas girls are more “content oriented,” Males attend more to details of physical aggression, whereas females to details of verbal aggression. Yet, males are most concerned with the gender of the provocateur, whereas females are more attentive to the severity of the provocation, thus differentiating between verbal and physical forms of provocation, as representing different levels of attack, and within each form, differentiating along a continuum of severity of the attack. The results are discussed within the theoretical framework of reactive aggression.     

The impact of variations in height on young children's impressions of men and women

Two studies examined whether variations in height influence children's impressions of men and women. In Study 1, 28 preschool-aged children judged the strength, dominance, smartness, and concern for others of male and female targets of different heights. Children judged both taller male and female targets as stronger and more dominant, but not to have more concern for others or smartness than shorter targets. In Study 2, 71 preschool-aged children viewed pairs of male and female targets in three height conditions (male target taller, female target taller, targets equal height) and made trait judgments as in Study 1. Again, taller male targets were judged to be stronger, more dominant, and smarter, but not to have more concern for others than shorter female targets. Moreover, disruptions of gender-typical height differences were associated with reversals in impressions of male and female targets. That is, taller female targets were judged to be stronger, more dominant, and smarter when they appeared with shorter male targets. The present findings not only support the claim that physical stature figures importantly in the process by which children form trait impressions but also indicate that covariations between height and gender exert a strong impact on particular traits children attribute to men and women.Portions of this paper were presented at the 1991 meeting of the Society for Research in Child Development, Seattle, Washington. Special thanks are extended to Stephanie Fein who created the stimulus materials and interviewed the children in Study 2, and to Todd Horvitz who interviewed the children in Study 1.     

Adolescent experiences with online racial discrimination: Implications for prevention and coping

Online aggression represents a wide range of negative experiences, including online discrimination targeting individuals based on race, but adolescent perspectives are not well-represented. We interviewed 15 adolescents regarding their experiences with online racial discrimination. After a phenomenological analysis, four main themes emerged: types of online racial aggression, processes supporting online racism, personal coping, and strategies to prevent online racial aggression. These themes provided insights into adolescent experiences, including feelings about targeted online racial discrimination, intersectionality with sexual harassment, and comfort through processing with friends. This study highlights adolescents' thoughts regarding advocacy, education, and social media reform to prevent online racial aggression. Future research should ensure that youth voices from minoritized racial backgrounds are integrated into efforts to address these critical social issues.     

Interpreting and defensively responding to threat: examining appraisals and coping with acquaintance sexual aggression

Resistance and prevention programming aimed at strengthening women's ability to protect themselves against acquaintance sexual aggression has lacked attention to the cognitive and emotional processes women engage in when encountering such threats. Building upon current theory related to cognitive appraisal and coping processes, this study applies a theoretical model of how women evaluate and respond to sexual aggression by male acquaintances. Two hundred and two college women who had been sexually victimized by male acquaintances responded to a questionnaire that assessed their cognitive appraisals of and emotional and behavioral responses to the incident, in addition to aggression characteristics. Path analytic regression analyses examined theorized relationships among primary and secondary appraisal and emotional response variables in addition to their collective prediction of behavioral responding. The hypothesized model accounted for significant variance in behavioral responding and indicated different patterns of appraisals, emotions, and aggression characteristics predicting women's assertive and diplomatic behavioral responses to their assaults. These findings are consistent with research and theory related to individuals' appraisal of and coping with threatening events. Theoretical and intervention implications for resistance and prevention efforts are discussed.     

Gender and Negotiation Performance

When males and females negotiate with persons of the opposite sex—and people of the same sex—gender-based stereotypes may influence their interactions. Men and women often assume that males are more likely to be competitive, win–lose negotiators who want to maximize their own return. Women are expected to be more accommodating, win–win negotiators who try to preserve relationships by seeking to maximize the joint return achieved by the parties. If these assumptions are accurate, we might expect men to achieve better negotiating results than women. This article explores common gender-based beliefs that might affect bargaining interactions. It then compares the performance of male and female law students over the past 16 years on Legal Negotiation course exercises to determine whether men or women achieve better results on negotiation exercises. The data suggest that negotiator gender does not significantly influence negotiation results.     

GENDER AND THE BODY OF MEDICINE OR AT LEAST SOME BODY PARTS:

Understanding the disproportionate location of women physicians in lower status medical specialties necessitates knowing how women and men view the prestige hierarchy of specialties. Previous research on status ranking has been largely quantitative and based upon male respondents. Using narratives from face-to-face interviews with male and female resident physicians, this study finds that, although residents are fairly consistent in their rankings, women were more likely to resist the concept of a prestige hierarchy. In addition to explicit dimensions conferring prestige are implicit justifications grounded in the physician's body. Specifically, high prestige is associated with active interventionist hands and "balls," body parts that I argue are not gender neutral. The findings shift the focus from individual-level gender differences toward a gendered examination of the medical specialty hierarchy. The physicians interviewed here give voice to the silent, symbolic, embodied work of gender that shapes the structure of medical specialties into a ladder with a masculine top and a feminine bottom, regardless of whether male or female bodies occupy the rungs.     

Minimizing Vulnerability: Selective Interdependencies After Welfare Reform

The issue of dependency permeates the American welfare discourse. Although most of the 50 low-income women we interviewed in our research echoed the distain of dependency found in the broader welfare discourse, they overwhelmingly described actively cultivating some forms of interdependence. For example, many of the women used state childcare vouchers to channel resources into their family networks while simultaneously adhering to an ethic of family care for children. They found this reliance on state resources and family to be desirable—and in fact a sign of “independence”—because it enhanced the economic security of their families while preserving the physical and emotional safety of their children. In contrast, the women tended to view reliance on men as undesirable—a form of “dependence”—because it did not enhance their perceptions of security. Thus while the women talked about becoming independent, in fact they cultivated selective interdependencies to minimize their economic, emotional and physical vulnerability. Independence for our respondents was not a lack of reliance on others but rather the ability to provide safety and security for themselves and their children. Our analysis may sheds some light on why welfare reform efforts aimed at increasing marriage rates have been less successful than those aimed at increasing employment rates.     

The perception of sexual harassment at university / La percepción del acoso sexual en el ámbito universitario

The subjective perception of harassment victims is one of the key criteria when defining what sexual harassment is. In this context, the aim of this paper is to analyse the differences between men and women’s judgments of what behaviours constitute sexual harassment and how they are classified at university. To accomplish this, we administered a 38-item questionnaire to a sample of 1,693 people (1,521 students and 172 members of teaching staff, administration and services) at a Spanish university. The results indicate that there is a distinction associated with both the severity of the behaviours perceived and classified as sexual harassment (more severe and milder) and their content (coercion or sexual blackmail vs. environmental harassment). Within this perception, there is a clear combined effect of the variables of gender and position within the university community such that women, particularly female university staff members, classified more behaviours as mild sexual harassment.     

Race,Sex, and Perception of the Occupational Opportunity Structure among College Students*

Questionnaires were administered to 70 black female, 75 black male, 1,457 white female and 1,429 white male university freshmen. In order to test three alternative theories regarding perceptions of discrimination, analyses of variance related sex, race, and SES to total scores of perceived occupational discrimination against blacks (BDST) and against women (WDST). Blacks perceived significantly more discrimination against black people than did whites; neither sex nor SES differentialed scores on BDST. Black females and white males perceived significantly more discrimination against women than did white females; black females had the highest and white females the lowest WDST scores. A discriminant analysis on white females indicated that high WDST scorers were characterized by an “underdog syndrome” whereas low WDST scorers held internal, individualistic values. The findings indicated the greatest support for the formulation that differential anticipatory socialization into the role of “a person who is discriminated against” characterized white females who perceived more or less discrimination against women.