Thesis (M.S.)--Montana State University--Bozeman, 2005. / Typescript. Chairperson, Graduate Committee: Jennifer G. Boldry. Includes bibliographical references (leaves 26-29).

Thesis (Ph.D.)--University of Delaware, 2006. / Principal faculty advisor: Margaret L. Andersen, Black American Studies Program. Includes bibliographical references.

Thesis (Ph. D.)--Illinois State University, 2004. / Title from title page screen, viewed May 18, 2006. Dissertation Committee: Matthew S. Hesson-McInnis (chair), John B. Pryor, Eros R. DeSouza, Adena B. Meyers, Kathleen McKinney. Includes bibliographical references (leaves 130-152) and abstract. Also available in print.

Current theories of sexual harassment do not account for all instances of sexual harassment (e.g., not man enough harassment) or third party reactions to sexual harassment such as manager or coworker perceptions of sexual harassment or interactions with the target of sexual harassment. Perhaps taking a step back from specific sexual harassment theories and looking at more general theories of discriminatory behavior can provide some guidance toward a more overarching theory of sexual harassment. The current study applied the Stereotype Content Model (SCM; Fiske, Cuddy, Glick & Xu, 2002) and Behaviors from Intergroup Affect and Stereotypes (BIAS) Map model (Cuddy, Fiske & Glick, 2007) to women who are sexually harassed and the resulting third party behavioral reactions, including perception of sexual harassment. This study attempted to establish the initial relationships between the evaluation of the female target with regard to her competition and status to the other variables in the model: stereotyping (i.e., how observers think about the target - warmth and competence), prejudice (i.e., how observers feel about the target - pity, admiration, envy, contempt) and behavioral reactions (how observers act toward the target - active facilitation, passive facilitation, active harm, passive harm). Higher status targets were perceived as more competent than lower status targets. Competition did not have an effect on perceptions of the target's warmth. Competition and status did not predict emotions and behavioral reactions as hypothesized; however many other relationships predicted by the model between stereotypes, emotions, behavioral reactions and perceptions of sexual harassment were found here, although not hypothesized in the current study. Targets who were perceived as warm and competent elicited more facilitation and less harm than those who were perceived as less warm and less competent. Targets that were admired and pitied elicited more facilitation whereas targets that were contempted or envied elicited more harm. Additionally, warmth, competence, admiration, and pity were positively related to perceptions of sexual harassment, whereas envy and contempt were negatively related to perceptions of sexual harassment. Targets who were perceived as having been sexually harassed elicited more facilitation and less harm. Thus, the model is still useful in understanding how stereotypes (warmth and competence) and emotions (envy, admiration, pity, and contempt) relate to third party behavioral reactions to sexual harassment and perceptions of sexual harassment. Given that competition and status did not predict stereotypes, emotions, behavioral reactions and perceptions of sexual harassment as expected, it may be that these effects are more a function of individual factors such as gender and hostile sexism, rather than out-group evaluation (competition and status). In the current study men and those higher in hostile sexism were less likely than women and those lower in hostile sexism to perceive that the target had been sexually harassed, to perceive the target as warm and competent, to feel admiration or pity for the target, or to engage in facilitation behaviors. Additionally, men and those higher in hostile sexism were more likely than women and those lower in hostile sexism to feel contempt or envy toward the target and to engage in harm behaviors. Future research should examine other methods of manipulating perceptions of targets' competitiveness and status other than occupational characteristics to examine the impact of these out-group characteristics on stereotypes, emotions and behavioral reactions in the context of sexual harassment.

In order to understand the longitudinal relationships between adolescent psychopathy, bullying perpetration, sexual harassment, and homophobic taunting, data were analyzed from surveys of 544 Canadian teenagers from grades 9 to 12 who took part in the ongoing McMaster Teen Study. The researchers hypothesized a pathway in which psychopathy and bullying were interrelated predictors of sexual harassment and homophobic taunting. Path analysis revealed that the model demonstrated excellent fit and had a significant effect of gender. Psychopathy and bullying perpetration were stable, covarying constructs and psychopathy predicted bullying throughout adolescence. Bullying was more strongly predictive of and concurrently related to homophobic taunting for boys than girls, and homophobic taunting was linked to sexual harassment perpetration for boys, but not girls. Psychopathy predicted homophobic taunting and sexual harassment equally across sexes. Limitations and future directions are discussed and suggestions for counselling adolescents who are high on bullying and psychopathic traits are provided.

Harassment in the workplace Abstract This diploma thesis concerns harassment in labor relations. I deal with problems of mobbing, bossing and sexual harassment in the workplace. The aim is to analyze the overall legal regulation of these problems, including the case law of the Czech courts. Two chapters are also devoted to the defense against these undesirable behaviors. The work takes into account the legal regulation of constitutional, civil, labor, criminal and administrative law. In the area of sexual harassment, not only the Czech legislation but also the regulation of this problem in the Slovak Republic were taken into account. This work is divided into seven chapters. In these chapters, the basic terms are explained and the terms mobbing, bossing are explained. Also there is defense against these undesirable behaviors. The third is to clarify the concept of sexual harassment and subsequent defense. The most important is the analysis of these problems under Czech legislation and in the concept of sexual harassment also a comparison of Czech and Slovak legislation. Key words mobbing, bossing, sexual harassment

Sexual harassment has significant adverse psychological and physical effects on employees and can negatively impact the workplace, and overall business operations. A gap in current research was identified concerning whether the employee's sex affects employee's perceived workplace sexual harassment climate, sexual harassment experience, and perceived safety from sexual harassment. This study examined the effects of employee workplace sexual harassment experience and perception of workplace sexual harassment psychological climate on employee's perceived safety from sexual harassment moderated by sex. Results showed that perceived workplace sexual harassment climate and employee workplace sexual harassment experience were both significant predictors of perceived safety from sexual harassment. Additionally, the findings revealed that for both men and women, high intolerance for sexual harassment and low employee sexual harassment experience were significantly associated with increased perceived safety from sexual harassment. When perceived workplace sexual harassment climate and employee sexual harassment experience were observed together, only perceived workplace sexual harassment climate was associated with increased perceived safety from sexual harassment. Further research into diverse populations and anti-harassment programming's impact on perceived safety may provide further insights. The findings from this study could assist decision-makers in organizations to promote better physical, psychological, and emotional security in the workplace. Therefore, reducing sexual harassment in the workplace would promote positive social change by reducing the number of adverse events affecting individuals, businesses, and society.

Indiana University-Purdue University Indianapolis (IUPUI) / When the #MeToo movement hit its height, many of the powerful figures who were accused of harassment were people who had been previously seen as virtuous (Stockdale, Bell, Crosby, & Berdahl, 2019). The present study investigated how embodied power influenced sexual harassment (SH) judgments by manipulating the initiator to embody responsibility-focused, or self-focused power (compared to a control), and whether moral licensing, operationalized through moral crediting and moral credentialing, would mediate relations between power embodiment and SH judgments. Participants were 376 adults (42% female) residing in the U.S. who were recruited through Mturk. Moral crediting was significantly higher for perpetrators described as embodying responsibility-focused power, compared to a control condition (no power cues), which in turn was higher than perpetrators described as embodying self-focused power. Moral crediting was positively related to false accusations, SH severity (opposite of predictions), and severity of punishment. Additionally, there were gender differences in moral crediting such that the effects of power-embodiment on moral crediting were stronger for women than for men, though both were significant. Taken together, the findings of this study indicate that some initiators evade censure as their actions are seen as less severe when others believe them to have embodies responsibility-focused power. This should serve as an indication that SH is not always done by “bad actors”, but by those who appear to be virtuous. These findings should inform future SH policies, research, and training.

Indiana University-Purdue University Indianapolis (IUPUI) / Feeling powerful or possessing power over someone is often shown in the sexual harassment literature as an antecedent. Indeed, power can be construed in a self-focused manner or in a responsibility-focused manner. Tost (2015) theorized that powerholders who construe their power as responsibility should then act for the benefit of others. However, a recent study by Stockdale, Gilmer, and Dinh (2019) found the opposite effect. Specifically, they found that priming responsibility-focused power increased the intention to sexually harass, speculating that priming such powers may have created a “moral license” (Miller & Effron, 2010) to engage in sexual harassment. The purpose of the present study is to extend their findings by examining the role of moral licensing. I hypothesize that participants who are in the responsibility-focused power priming condition will engage in sexual harassment proclivities through a serial mediation of communal feelings and moral licensing (moral crediting and moral credentialing). Results confirm that communal feelings and moral crediting serially mediate the relationship between responsibility-focused power and sexual harassment proclivities. The hypothesized role of moral credentialing was not supported. Findings in this study provides a potential explanation for the paradoxical findings of responsibility-focused power in Stockdale et al. (2019)’s study. This study also emphasizes the importance of understanding responsibility-focused power in sexual harassment indices and the potential the ironic effects of having such power via moral crediting.

Thesis advisor: Alyssa Goldman / This research aims to investigate if the undergraduate Greek life involvement percentage on college campuses can influence the vernacular and phrasing found in sexual harassment policies in universities. A matching approach is utilized to compare schools with similar geographic locations, undergraduate population sizes, religious affiliation and status as a public or private school, who only differ in what percentage of their undergraduate population is involved in Greek life. / Thesis (BA) — Boston College, 2021. / Submitted to: Boston College. College of Arts and Sciences. / Discipline: Departmental Honors. / Discipline: Sociology.