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Although a significant number of researchers have investigated the diversity and commonality of targets' response strategies to sexual harassment (SH), research systematically exploring those responses has been limited. In this article we present a typology of target responses to SH; identify, through a careful analysis of the existing literature, the potential contextual and individual determinants of responses to SH; present a theoretical framework (supported by the whistle-blowing and stress/coping literatures) of the relationships among those determinants and how they collectively influence responses to SH; and identify a comprehensive set of propositions based on this conceptual framework. We also discuss implications for future research and the impact on organizational policies and procedures. (Reprinted by permission of the publisher.)

This article focuses on sexual harassment, defined as unwanted sexual attention at work. Due to their inherent characteristics, service organizations are a prime breeding ground for such harassment. In spite of this, the problem is rarely in focus. The authors argue that a major reason for this is the particular cultural norms in service organizations: employees are not allowed to perceive themselves as victims of sexual harassment. An explorative study supports this proposition. Implications for management are discussed. (Reprinted by permission of the publisher.), Introduction Sexual harassment at work is a common problem. Reviewing several studies of working women, Barak et al. (1992) found that sexual bribery or coercion affect some 10 percent of [...]

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.)

Several studies suggested the prevalence of sexual harassment in all forms of profession. A survey of female public accounting professionals who are members of the American Institute of Certified Public Accountants was conducted to determine the extent of sexual harassment in the profession. The study also sought to determine the most common types of harassing behavior and where such behavior occurs. The findings suggested that most female public accounting professionals believe that they and/or their colleagues have experienced a form of sexual harassment.