Predicting social-sexual behavior at work: a contact hypothesis

Article Abstract:

This study explored two competing hypotheses about social-sexual behavior at work, which we defined as any non-work-related behavior having a sexual component, including harassment, flirting, and making sexual jokes. The 'contact hypothesis' suggests that reports of sexual harassment, nonharassing behavior, and the sexualization of a work environment are associated with the amount of contact individuals have with members of the other gender at work. In contrast, the 'gender hypothesis' suggests that men will initiate more and women report more social-sexual behavior, independent of contact. Data from 1,232 men and women provided some support for each perspective. Nonharassing sexual behavior was related to the amount of contact people had with the other gender; men and women were equally likely to report such behavior. Sexual harassment and environmental sexualization, however, were related to both contact and gender. (Reprinted by permission of the publisher.)

Analysis, Work environment, Sexual harassment, Sex roles, Sex role in the work environment

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Attitudes toward women executives: a longitudinal approach

Article Abstract:

Positive and negative attitudes toward women executives are examined using a longitudinal study from 1975 to 1983 to discover whether changes occurred and whether specific trends over those years could be found. The study of the attitudes of male and female MBA students toward women executives shows that considerable discrepancies exist between the two groups, with men more negative toward women executives than women, and that no discernable changes were evident over the eight years between 1975 and 1983. This indicates that men and women are polarized in their attitudes toward women executives, and because the students are just now entering the business environment, the discrimination and stereotyping are likely to continue.

Methods, Management, Sex discrimination against women, Women executives, Sociological research

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Employment discrimination: an organizational model

Article Abstract:

Empirical findings have indicated that gender-based discrimination is manifested during the assignment of workers to organizational positions. Since the position occupied has a major effect on a worker's salary, discriminatory processes in assigning positions should be incorporated into a salary discrimination model. Organizational variables were more important than individual variables in explaining both legitimate salary differentials between the men and women studied and gender-based salary discrimination. (Reprinted by permission of the publisher.)

Models, Employment discrimination, Organizational behavior

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