Individual differences factors affecting workplace sexual harassment perceptions

Toker, Yonca
The main purpose of the present study was to investigate the effects of individual differences on Sexual Harassment (SH) perceptions at the workplace. Specifically, the effects of attitudes toward women's gender roles and personality attributes (i.e., self-esteem and emotional affectivity) on SH perceptions were examined. Another purpose of the study was to explore the stereotype domains of sexual harassers and to compare it with those of managers. A preliminary study was conducted by interviewing 56 Turkish working woraen. Based on the content analyses of the responses, a measure of social-sexual behavior manifestations relevant to the Turkish culture and a measure of harasser stereotypes were developed. in the main study, the social-sexual behavior measure was used to assess harassment perceptions and experiences of women, the stereotype measure was used to explore the nature of harasser and manager stereotypes. iiiA total of 353 women employed in various organizations participated in the main study. Social-sexual behavior items based on sexual harassment perceptions yielded six factors (i.e., unwanted personal attention, verbal sexual attention, sexist hostility, physical sexual assault, insinuation of interest, and sexual bribery and sexual coercion). Each factor was regressed on the individual differences variables. Negative affectivity predicted perceptions of unwanted personal attention, verbal sexual attention, and sexist hostility type of behaviors. Attitudes toward women's gender roles predicted physical sexual assault and sexual bribery-sexual coercion type of behaviors. Self-esteem was found to predict ali sexual harassment factors, except sexist hostility. Women's stereotypes tovvards harassers were found to be significantly different from their stereotypes towards managers, except öne domain, which was dominancy. Cluster analysis suggested three different profiles of stereotypes towards harassers, and three different profiles of stereotypes towards managers. Women having stereotypes ofnegative ör negative andpowerful harassers perceived significantly more sexual harassment than those with ambivalent stereotypes towards harassers.


Perception Differences in Ambiguous Forms of Workplace Sexual Harassment: A Comparison between the United States and Turkey
Toker Gültaş, Yonca (2016-01-01)
Certain social-sexual behaviors that could be potentially encountered in workplaces are ambiguous in nature and perceiving them as sexual harassment can depend on the culture. With an aim to delineate the overlap and distinctions of sexual harassment perceptions of such behaviors across samples of women university students from Turkey (TR, N = 215) and the United States (US, N = 209), measurement invariance and latent mean differences in perceiving three ambiguous forms; sexist hostility, sexual hostility, ...
Cultural factors as associates of workplace sexual harassment perceptions and coping preferences
Dinçal, Didem; Toker, Yonca; Department of Psychology (2019)
The present study examined the association of cultural variables which were liberalism/conservatism, uncertainty avoidance, ambivalent sexism, and organizational climate related to workplace Sexual Harassment (SH) with perceiving the ambiguous forms of social-sexual incidents namely sexist hostility, sexual hostility, and insinuation of interest as SH. Women’s coping preferences for different forms of SH were examined on an exploratory basis. Data were collected from 226 women and 154 men employers who were...
Sexual harrassment among Turkish female athletes : the role of ambivalent sexism
Zengin, Ezgi; Sakallı Uğurlu, Nuray; Department of Psychology (2012)
The aim of the thesis was to focus on sexual harassment in sport in Turkey and the role of ambivalent sexism on attitudes toward sexual harassment. 170 female university students, playing in team sports participated to the study. Demographic Information Form, Coach Behaviors List (CBL), Responses to Sexual Harassment in Sport (RSHS) Scale, Attitudes toward Sexual Harassment (ASH) Scale, and Ambivalent Sexism Inventory (ASI) were used in the study. Mean and standard deviations of coach behaviors and response...
The predictors of attitudes toward sexual harassment : locus of control, ambivalent sexism, and gender differences
Salman, Selin; Sakallı Uğurlu, Nuray; Department of Psychology (2007)
The aim of the present research was to investigate attitudes toward sexual harassment (SH) and the relationships of these attitudes with locus of control and ambivalent sexism. A total of 311 university students from Middle East Technical University participated to the study. In order to measure attitudes toward SH, a new scale, Sexual Harassment Attitude Scale (SHAS), was developed by the author of the thesis and another researcher (Salman & Turgut, 2006). This scale consists of three subfactors which were...
Discrimination against police women : a case of Turkish policewomen in Ankara
Demir, Murat Cem; Özcan, Yusuf Ziya; Department of Sociology (2003)
The aim in this study is to uncover the occupational discrimination and sexual harassment against the policewomen in Ankara, and to determine whether or not these two negative conditions can explain the stress burden of policewomen. A total number of 125 respondents have been interviewed. We divided the respondents into two groups, according to where they are employed, namely those of General Directorate of Police (EGM = The centre) and of Police Directorate of Ankara (AEM = The periphery), so that we can m...
Citation Formats
Y. Toker, “Individual differences factors affecting workplace sexual harassment perceptions,” M.S. - Master of Science, Middle East Technical University, 2003.