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Personnel Screening to Reduce Risks of Sexual Harassment and Sexual Assault Perpetration
Abstract
Sexual harassment and sexual assault are increasingly an area of employer concern. Although employers commonly use noncognitive personnel screening measures to reduce counterproductive work behaviors (CWB), the potential for such measures to reduce perpetration of sexual assault and sexual harassment, specifically, has received little attention. The current paper describes two studies to evaluate the potential value of including both domain‐general (overt integrity test admissions, academic biodata, self‐report personality) and domain‐specific measures (explicitly referencing attitudes toward gender and relationships) in employee screening. Study 1 demonstrates that domain‐general and domain‐specific measures correlated with anonymous admissions of prior sexual coercion and sexual harassment intent among both males and females. Study 2 demonstrates that domain‐specific measures (self‐report attitudes towards women and depersonalized relationships) are also correlates of intentions to engage in broader CWB, even when individuals are directed to present themselves in a way they believe would maximize chances of personnel selection. Overall results support the use of such personnel screening measures as part of an organizational strategy to address sexual harassment, sexual assault, and other workplace deviance.
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We tested a model describing the characteristics of sexually aggressive men that may also be useful for understanding the causes of other antisocial acts against women. This model hypothesizes that sexual aggressors can be identified by two sets of characteristics, labeled hostile masculinity and impersonal sex. To test this model, we followed up a sample of men 10 years after first studying them when they were young adults. We sought to predict which men would be in distressed relationships with women, be aggressive sexually, be nonsexually aggressive, or some combination of these. These behaviors were measured not only by questioning the men themselves but also by questioning many of the men's female partners. Some couples' videotaped conversations were also analyzed. The data supported the ability of the model to predict behavior 10 years later. We also developed the model further and identified the common and unique characteristics contributing to sexual aggression as compared with the other conflictual behaviors studied. The data supported the usefulness of hierarchical modeling incorporating both general factors that contribute to various interpersonal conflicts as well as specific factors uniquely pertaining to dominance of women.
Prior meta-analyses demonstrate that people can intentionally distort Big Five personality scores when instructed. As yet, there is no equivalent meta-analysis addressing instructed faking on the dark triad (narcissism, Machiavellianism, and psychopathy). Therefore, we review mean score changes to the dark triad domains and facets under instructed faking. Due to insufficient k for meta-analysis, narcissism and Machiavellianism were systematically reviewed alongside psychopathy. The systematic review revealed inconsistent findings for narcissism and Machiavellianism with several effects in the opposite direction than expected. The psychopathy meta-analysis showed that: (a) scores were significantly lower under fake good compared to answer honestly instructions (d = −0.40); and (b) scores were significantly higher under fake bad compared to answer honestly instructions (d = 1.88). Subgroup analyses revealed significant score decreases under fake good instructions for both primary (d = −0.56) and secondary psychopathy (d = −0.96), and a significant score increase under fake bad instructions for primary (d = 1.69) and secondary psychopathy (d = 1.50). We conclude that dark triad measures are fakeable to a similar extent as the Big Five, and discuss the relevance of our findings for dark triad assessment in several applied contexts.
There is a long history of examining assessments used in college admissions or personnel selection for predictive bias, also called differential prediction, to determine whether a selection system predicts comparable levels of performance for individuals from different demographic groups who have the same assessment scores. We expand on previous research that has considered predictive bias in individual predictor variables to (a) examine magnitudes of differential prediction in multipredictor selection systems and (b) explore how differences in prediction generalize across samples. We also share updated methods for computing standardized effect sizes for categorically moderated regression models that facilitate the meta-analysis of differential prediction effects. Our findings highlight the importance of analyzing composite predictors when testing for predictive bias in compensatory selection systems and demonstrate the generalizability of long-observed differential prediction trends by race/ethnicity. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
This paper systematically revisits prior meta-analytic conclusions about the criterion-related validity of personnel selection procedures, and particularly the effect of range restriction corrections on those validity estimates. Corrections for range restriction in meta-analyses of predictor-criterion relationships in personnel selection contexts typically involve the use of an artifact distribution. After outlining and critiquing five approaches that have commonly been used to create and apply range restriction artifact distributions, we conclude that each has significant issues that often result in substantial overcorrection and that therefore the validity of many selection procedures for predicting job performance has been substantially overestimated. Revisiting prior meta-analytic conclusions produces revised validity estimates. Key findings are that most of the same selection procedures that ranked high in prior summaries remain high in rank, but with mean validity estimates reduced by .10-.20 points. Structured interviews emerged as the top-ranked selection procedure. We also pair validity estimates with information about mean Black-White subgroup differences per selection procedure, providing information about validity-diversity tradeoffs. We conclude that our selection procedures remain useful, but selection predictor-criterion relationships are considerably lower than previously thought. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
Sexual coercion is a global problem that has been studied widely with regard to various characteristics of the perpetrators. The Dark Triad of personality (i.e., narcissism, Machiavellianism, and primary and secondary psychopathy) has been indicated as an important predictor of coercive cognitions and behaviors. In this study, we report findings of an online study (N = 208), exploring the relationship between sexual coercion, the Dark Triad, and sexual assertiveness (i.e., strategies for achieving sexual autonomy). We found that the Dark Triad was a stronger predictor of sexual coercion in men than in women. In men, all the Dark Triad components were significantly, positively correlated with sexual coercion, and narcissism and Machiavellianism had significant, negative correlations with sexual assertiveness. In women, only narcissism had a significant, positive correlation with sexual coercion, and the Dark Triad traits were not correlated with sexual assertiveness. In regression analyses, controlling for shared variance between the predictor variables, high secondary psychopathy, and low sexual assertiveness emerged as significant predictors of coercion in men. Only narcissism was a significant positive predictor in women. We discuss the results with a reference to evolutionary Life History theory.
The predictive validity of the Tailored Adaptive Personality Assessment System (TAPAS), the U.S. Army’s first computer-adaptive personality test incorporating multidimensional pairwise preference items, has been demonstrated for training performance in both the Army and Air Force. While the unique TAPAS format has been described as more resistant to applicant faking than traditional self-report personality measures, evidence regarding the magnitude of applicant score distortion on TAPAS, and how such distortion (if present) may affect reliability and validity, has been limited. To address this gap, the present study compared operational TAPAS scores of Air Force enlisted recruits (administered pre-accession to applicants) to their post-accession retest scores under honest and directed faking (“fake good”) conditions (based on re-administration of TAPAS during Basic Military Training). Data are presented on the relationship of applicant pre-accession scores to their retest scores under honest conditions (a form of test-retest reliability) and the magnitude of mean score differences in applicant, honest, and directed faking conditions is documented. Further, the validity of the TAPAS as an indicator for counterproductive work behaviors (CWB) was evaluated. Results indicate that TAPAS scores are relatively stable over time and the TAPAS methodology appears to reduce score distortion. In addition, the results suggest that the validities of the TAPAS scores as CWB correlates are comparable across honest and directed faking testing conditions and generally in line with those found for traditional Likert-type self-report Big Five measures.
Purpose
The purpose of this paper is to examine hostility as a mediator of the relationship between perceptions of organizational politics (POP) and counterproductive work behavior (CWB).
Design/methodology/approach
The authors’ examined the mediation model using a sample of 171 full-time employees studying in an evening MBA program. The authors’ collected the data for this study in three waves.
Findings
The findings supported all of the hypotheses. POP was positively related to both hostility and CWB. Moreover, hostility mediated the relationships between POP and both organizational and interpersonal CWB.
Practical implications
Given that individuals high in emotional intelligence (EI) are better at regulating their negative emotions, EI training may be a powerful tool for reducing the hostility elicited among organizational members in response to POP, and consequently, their engagement in CWB.
Originality/value
The current study uncovered the emotional mechanism that underlies the POP-CWB relationship. The findings have intriguing implications in terms of potential moderators that can be developed through interventions in an attempt to reduce the hostility and CWB that result from POP.
Developed a survey capable of reflecting hidden cases of rape and of documenting a dimensional view of sexual aggression/sexual victimization. This survey examines degrees of coercion used or experienced in sexual activity. Results obtained from 3,862 university students support a dimensional view. The viability of a survey approach to sample selection for future rape research is discussed. (4 ref)
Although it has been consistently found that test takers can effectively fake good on self-report noncognitive measures when instructed to do so, not all measures are equally susceptible. The present review meta-analytically synthesized studies that have investigated the extent to which individuals can inflate their integrity test scores when coached or instructed to fake good. Both overt and personality-based integrity tests were investigated. Results indicated that the overt test was especially susceptible to both fake good (d = 0.90) and coaching (d = 1.32) instructions. Personality-based measures appeared to be more resistant to both faking good (d = 0.38) and coaching (d = 0.36). Implications of these results for integrity testing are discussed.
The authors examined whether individuals can fake their responses to a personality inventory if instructed to do so. Between-subjects and within-subject designs were metaanalyzed separately. Across 51 studies, fakability did not vary by personality dimension; all the Big Five factors were equally fakable. Faking produced the largest distortions in social desirability scales. Instructions to fake good produced lower effect sizes compared with instructions to fake bad. Comparing meta-analytic results from within-subjects and between-subjects designs, we conclude, based on statistical and methodological considerations, that within-subjects designs produce more accurate estimates. Between-subjects designs may distort estimates due to Subject × Treatment interactions and low statistical power.
Abstract Sexual misconduct has emerged as a widespread problem throughout the
criminal justice system as indicated by law enforcement officer sexual assault
incidents in various cities and the findings of the recent National Prison Rape
Elimination Act Research Commission. Through multivariate statistical analysis of
data from two Department of Defense-wide surveys (2002 and 2006), this paper
examines the indicators and cofounders of sexism, sexual harassment, and sexual
assault with attention to change during the study period. Findings inform a suggested
anticipatory model for prevention and intervention in military settings that, based on
shared characteristics such as male dominance and authoritarian culture, provide an
approximate reference context for criminal justice sexual misconduct best practices
consideration.
The current review summarized results of 191 published empirical studies that examined the risk and protective factors for sexual violence perpetration. Studies in the review examined factors for perpetration by and against adolescents and adults, by male and female perpetrators, and by those who offended against individuals of the same sex or opposite sex. Factors associated with child sexual abuse (CSA) perpetration were not included. In all, 2 societal and community factors, 23 relationship factors, and 42 individual-level factors were identified. Of these 67 factors, consistent significant support for their association with SV was found for 35, nonsignificant effects were found for 10, 7 factors had limited or sample-specific evidence that they were associated with SV but were in need of further study, and 15 demonstrated mixed results. The factors identified in the review underscore the need for comprehensive prevention programs that target multiple risk and protective factors as well as factors that occur across the social ecology. Moreover, we identified two domains of factors-the presence and acceptance of violence and unhealthy sexual behaviors, experiences, or attitudes-that had consistent significant associations with SV but are not typically addressed in prevention programs. Therefore, SV prevention may also benefit from learning from effective strategies in other areas of public health, namely sexual health and youth violence prevention.
Conducted a comprehensive meta-analysis based on 665 validity coefficients across 576,460 data points to investigate whether integrity test validities are generalizable and to estimate differences in validity due to potential moderating influences. Results indicate that integrity test validities are substantial for predicting job performance and counterproductive behaviors on the job, such as theft, disciplinary problems, and absenteeism. The estimated mean operational predictive validity of integrity test for predicting supervisory ratings of job performance is .41. Results from predictive validity studies conducted on applicants and using external criterion measures (i.e., excluding self-reports) indicate that integrity tests predict the broad criterion of organizationally disruptive behaviors better than they predict employee theft alone. Despite the influence of moderators, integrity test validities are positive across situations and settings. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
The authors present a theory of sexism formulated as ambivalence toward women and validate a corresponding measure, the Ambivalent Sexism Inventory (ASI). The ASI taps 2 positively correlated components of sexism that nevertheless represent opposite evaluative orientations toward women: sexist antipathy or
Hostile Sexism (HS) and a subjectively positive (for sexist men) orientation toward women,
Benevolent Sexism (BS). HS and BS are hypothesized to encompass 3 sources of male ambivalence: Paternalism, Gender Differentiation, and Heterosexuality. Six ASI studies on 2,250 respondents established convergent, discriminant, and predictive validity. Overall ASI scores predict ambivalent attitudes toward women, the HS scale correlates with negative attitudes toward and stereotypes about women, and the BS scale (for nonstudent men only) correlates with positive attitudes and stereotypes about women. A copy of the ASI is provided, with scoring instructions, as a tool for further explorations of sexist ambivalence. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Sexual harassment (SH) has been identified as one of the most damaging and ubiquitous barriers to career success and satisfaction for women. This study meta-analyzed data from 41 studies, with a total sample size of nearly 70,000 respondents, to examine several negative consequences of workplace SH as well as how situational factors may play a role in facilitating these occurrences. SH experiences are associated with negative outcomes such as decreased job satisfaction, lower organizational commitment, withdrawing from work, ill physical and mental health, and even symptoms of post-traumatic stress disorder. In addition, organizational climate for SH figured prominently in facilitating these occurrences.
The study investigated the dimensionality of counterproductive work behavior (CWB) by examining the relationships between various counterproductive behaviors. Utilizing a university alumni sample (N = 343), data was collected through both self–report and direct judgments of the likelihood of co–occurrence. Eleven categories of CWB were examined: (1) Theft and Related Behavior; (2) Destruction of Property; (3) Misuse of Information; (4) Misuse of Time and Resources; (5) Unsafe Behavior; (6) Poor Attendance; (7) Poor Quality Work; (8) Alcohol Use; (9) Drug Use; (10) Inappropriate Verbal Actions; and (11) Inappropriate Physical Actions. CWB items and categories were generally positively related. Multidimensional scaling analysis suggests that the CWB categories vary on two dimensions: an Interpersonal–Organizational dimension and a Task Relevance dimension.
The purposes of this study were to assess (a) the extent of attrition in the processing of sexual assault cases in the legal systems, (b) factors associated with attrition at various stages in the process, and (c) victims' experiences in the legal system and the relations between these experiences and recovery. Our results suggest that substantial attrition continues to occur in the prosecution of rape cases, that more severe assaults are prosecuted more vigorously, that victims are generally satisfied with the police (but not with the legal system in general), and that neither attitudes nor case outcomes are associated with victims' postrape recovery. Research and policy implications are discussed.
The current study explored the relationship between courtship violence and the exploitativeness/entitlement factor of overt
narcissism, covert narcissism, and sexual narcissism. Data were analyzed from 63 currently dating couples on their own and
partner’s aggression using the CTS2. All were white, heterosexual students from a small US college in Central Pennsylvania.
An interdependence analysis showed that correlations were entirely explained at the individual-level, thus demonstrating that
gender is a key element in understanding narcissism and courtship violence. For women, exploitativeness/ entitlement was significantly
correlated with sexual coercion in both dating partners. For men, covert narcissism was correlated with physical assault and
sexual narcissism was correlated with their partner’s sexual coercion. Narcissism also influenced some discrepancies in self-
and partner-rated aggression.
OBJECTIVE: The goal of this study is to distinguish risk factors associated with young men's self-reports of continuing (persistence), stopping (desistance), and starting (initiation) sexual aggression against women over a one year time period. This study fills gaps in the literature not addressed in other studies by examining a wide range of predictor variables prospectively in a community sample. METHOD: Single men age 18 to 35 were recruited through telephone sampling in a large metropolitan region. In person audio computer-assisted self interviews were completed at baseline and one year later (n = 423). RESULTS: By the follow-up interview, half of the participants reported engaging in some type of sexual activity with a woman when they knew she was unwilling. Discriminant function and analysis of variance demonstrated that persistent sexual aggressors had the most extreme scores on many baseline and follow-up measures including childhood victimization, social deviance, personality traits, frequency of misperception of women's sexual intent, and expectancies about alcohol's effects. At follow-up, desisters had fewer sexual partners than did persisters. Also at follow-up, initiators misperceived more women's sexual intentions, had stronger alcohol expectancies, drank more alcohol in sexual situations, and were with women who drank more alcohol as compared to nonperpetrators. CONCLUSIONS: Given the extremely high rates of self-reported sexual aggression, universal prevention programs are needed. Targeted interventions should focus on youth who were victimized in childhood, engage in delinquent behavior, are narcissistic and unconcerned about others, enjoy impersonal sex, drink heavily, and believe that alcohol enhances sexuality.
Much of the recent research on counterproductive work behaviors (CWBs) has used multi-item self-report measures of CWB. Because of concerns over self-report measurement, there have been recent calls to collect ratings of employees' CWB from their supervisors or coworkers (i.e., other-raters) as alternatives or supplements to self-ratings. However, little is still known about the degree to which other-ratings of CWB capture unique and valid incremental variance beyond self-report CWB. The present meta-analysis investigates a number of key issues regarding the incremental contribution of other-reports of CWB. First, self- and other-ratings of CWB were moderately to strongly correlated with each other. Second, with some notable exceptions, self- and other-report CWB exhibited very similar patterns and magnitudes of relationships with a set of common correlates. Third, self-raters reported engaging in more CWB than other-raters reported them engaging in, suggesting other-ratings capture a narrower subset of CWBs. Fourth, other-report CWB generally accounted for little incremental variance in the common correlates beyond self-report CWB. Although many have viewed self-reports of CWB with skepticism, the results of this meta-analysis support their use in most CWB research as a viable alternative to other-reports.
We reviewed studies of the Dark Triad (DT) personality traits--Machiavellianism, narcissism, and psychopathy-and meta-analytically examined their implications for job performance and counterproductive work behavior (CWB). Relations among the DT traits and behaviors were extracted from original reports published between 1951 and 2011 of 245 independent samples (N = 43,907). We found that reductions in the quality of job performance were consistently associated with increases in Machiavellianism and psychopathy and that CWB was associated with increases in all 3 components of the DT, but that these associations were moderated by such contextual factors as authority and culture. Multivariate analyses demonstrated that the DT explains moderate amounts of the variance in counterproductivity, but not job performance. The results showed that the 3 traits are positively related to one another but are sufficiently distinctive to warrant theoretical and empirical partitioning.
Individual differences in willingness to engage in uncommitted sexual relations were investigated in 6 studies. In Study 1, a 5-item Sociosexual Orientation Inventory (SOI) was developed. Studies 2, 3, and 4 provided convergent validity evidence for the SOI, revealing that persons who have an unrestricted sociosexual orientation tend to (a) engage in sex at an earlier point in their relationships, (b) engage in sex with more than 1 partner at a time, and (c) be involved in relationships characterized by less investment, commitment, love, and dependency. Study 5 provided discriminant validity for the SOI, revealing that it does not covary appreciably with a good marker of sex drive. Study 6 demonstrated that the SOI correlates negligibly with measures of sexual satisfaction, anxiety, and guilt. The possible stability of, origins of, and motivational bases underlying individual differences in sociosexuality are discussed.
This study examines the individual correlates of college student binge drinking.
Questionnaires were completed by a representative national sample (n = 17,592) of students on 140 campuses in 1993. Binge drinking was defined as five or more drinks per episode for men and as four or more drinks per episode for women.
Overall, 44% of the students (50% of the men and 39% of the women) binged. While demographic factors such as sex and race were significantly related to binge drinking, prior binging in high school was crucial, suggesting that for many students, binge drinking begins before college. The strongest predictors of college binge drinking were residence in a fraternity or sorority, adoption of a party-centered life-style, and engagement in other risky behaviors.
Interventions must be targeted at high school binge drinking as well as at several characteristics of college life--most notably fraternity residence. Legal drinking age fails to predict binge drinking, raising questions about the effectiveness of the legal minimum drinking age of 21 in college alcohol policies.
Sexual assault (SA) on college campuses remains a prominent public health issue. This meta-analysis focuses on identifying all potential risk markers for college male SA perpetration. Using standard search procedures, a total of 25 studies yielding 89 unique effect sizes were included in the study. Significant risk markers were related to hegemonic masculinity (e.g., peer approval of SA, rape myth acceptance, sexist beliefs, hostility towards women), other forms of dating violence perpetration (e.g., physical and psychological dating violence perpetration), and the college party culture (e.g., binge drinking, alcohol and substance use, frequency of hook-ups). Psychological dating violence victimization, athletic team membership, race/ethnicity, relationship status, and religiosity were not significant risk markers for SA perpetration. Findings support potential benefits of SA prevention efforts prioritizing peer education/student leaders modeling SA disapproval, challenging hegemonic masculinity, healthy relationship and sexual education, as well as alcohol and substance use awareness.
Sexual harassment was once conceptualized solely as a sexual problem: coercive sexual advances that spring from natural feelings of sexual desire or romance. Research has since shown that by far the most common manifestation of sexual harassment is gender harassment, which has contempt at its core; this conduct aims to put people down and push them out, not pull them into sexual activity. With findings such as these, we have made many strides in the scientific study of sexual harassment. That body of scholarship is the focus of this article, which is organized around the following questions: What is sexual harassment, both behaviorally and legally? How common is this conduct in work organizations, and what are its consequences? What features of the social/organizational context raise the risk for sexual harassment? What are some promising (and not-so-promising) solutions to this pervasive problem? And finally, what are important directions for this area of research moving forward?
Expected final online publication date for the Annual Review of Organizational Pscyhology and Organizational Behavior, Volume 8 is January 21, 2021. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
On October 15, 2017, following the public accusations of sexual harassment and assault against film producer Harvey Weinstein, actress Alyssa Milano encouraged victims to bring the taboo topic out of the shadows by sharing their own stories on social media. #MeToo was tweeted 300 000 times the day after Milano’s post and generated widespread support with scores of accusations made against media, political, and business leaders, giving voice to previously unheard victims.¹ However, the implications for the victims whose perpetrators are not public figures is unknown. To fill this knowledge gap, we examined how internet searches for sexual harassment and/or assault changed following #MeToo.
Using longitudinal survey data, this study explores patterns and predictors of the sexual harassment and sexual assault of women by male Navy personnel (N = 573) in their second year of service. A modified version of the Malamuth Confluence Model, informed by the Navy Sexual Assault Continuum of Harm, was used to predict both types of sexual aggression. Perpetration of sexual assault was significantly associated with perpetration of sexual harassment (Odds ratio = 4.66), and a common set of risk factors could be used to predict both types of sexual aggression. In a longitudinal evaluation of the relative importance of multiple risk factors (hostility toward women, impersonal sex, heavy drinking, delinquency/misconduct, and hypermasculinity), both prior levels of risk and recent increase in risk across multiple factors significantly predicted second-year sexual harassment and sexual assault. Furthermore, current harassment perpetration partially mediated the effects of other risk factors on current sexual assault perpetration. These results support the hypothesis that sexual harassment is both a part of the spectrum of sexual aggression and an important independent risk factor for sexual assault perpetration by male service members. Military public health efforts should continue to target the modifiable risk factors for sexual aggression identified in this study.
Although counterproductive work behavior (CWB) has long been established as a broad domain of job behaviors, little agreement exists about its internal structure. The present research addressed alternative models of broadly defined CWB according to which specific behaviors can be grouped into (a) one general factor, or into (b) two, (c) five, or (d) eleven narrower facets, and a number of possible integrations of these models. First, conceptual differences between these models (including the nature of overall CWB as implying a reflective or formative model, boundaries of the domain, and relations among specific facets) are reviewed with regard to theoretical and practical implications. In Study 1, structural meta-analysis was then used to test whether a reflective higher-order factor underlies meta-analytically constructed correlation matrices of five CWB facets. Analyses supported a general factor model. For Study 2, a primary data set (N = 1,237 employees) was collected in order to test alternative structural models and possible integrations of these models. Confirmatory factor analyses revealed that the best fit was for a bimodal (nonhierarchical) model in which individual CWBs simultaneously load on one of the eleven facets describing their content (e.g., theft, absenteeism) and on one of three factors describing the target primarily harmed (organization, other persons, self). Less support was found for hierarchical models and for models involving fewer content factors. These findings suggest that CWB is best described by a reflective higher-order factor at the general level and by a complex set of bimodal facets at the more specific level.
Results are presented for suitability screening conducted by the United States Air Force during basic military training. The Lackland Behavioral Questionnaire has been used operationally since 2007, and its use has led to an increase in predictive validity. For the prediction of outcomes during the first 4 years of service, one can identify trainees with a 49% likelihood of being separated for unsuitability and a 56% likelihood of being diagnosed with a mental disorder. A formal suitability screening program allows referrals and recommendations to be made using a combination of empirical evidence and clinical judgment. (PsycINFO Database Record (c) 2013 APA, all rights reserved)
We present a measure, the Ambivalence toward Men Inventory (AMI), that differentiates between women's hostile and benevolent prejudices and stereotypes about men. The Hostility toward Men (HM) and Benevolence toward Men (BM) subscales of the AMI tap conventional attitudes toward men that have opposing valences. Each subscale assesses subfactors concerning men's power, gender differentiation, and heterosexuality. Three studies with predominately White, male and female participants (two with undergraduates and one with a community sample) establish the factor structure, reliability, convergent validity, and predictive validity of the AMI. The AMI was strongly related to its sister scale, the Ambivalent Sexism Inventory (Glick & Fiske, 1996) and to two established scales of attitudes toward men (Downs & Engleson, 1982; lazzo, 1983). Only the AMI, however, successfully distinguished between subjectively positive and subjectively negative beliefs about men. A copy of the 20-item AMI is provided as a tool for further exploration of women's ambivalence toward men.
Counterproductive work behavior (CWB) has been a problem since organizations have hired employees. Recently, there has been increasing interest in explaining and addressing deviant behavior in the workplace. Our review of the research on CWBs shows a gap between theory development and the development of procedures to address deviant behavior. Moreover, studies in, for example, clinical psychology, have relevance for understanding CWBs, but cross-fertilization with other relevant literatures is not in evidence. We summarize the contributions of three relatively distinct lines of research. We contend that current dimensional personality theories should guide the implementation of interventions seeking to reduce CWBs. We describe validity studies that incorporate the development of employee selection procedures based on the assumption that CWBs should be anchored within a dimensional model and we present empirical results that support the utility of that model.
purpose of this paper is to take some preliminary theoretical steps toward defining hostility toward women, so that it may be measured / construct of hostility / construct of hostility toward women (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This article focuses on personality measures constructed for prediction of individual differences in particular work behaviors of interest (e.g., violence at work, employee theft, customer service). These scales can generically be referred to as criterion-focused occupational personality scales (COPS). Examples include integrity tests (which aim to predict dishonest behaviors at work), violence scales (which aim to predict violent behaviors at work), drug and alcohol avoidance scales (which aim to predict substance abuse at work), stress tolerance scales (which aim to predict handling work pressures well) and customer service scales (which aim to predict serving customers well). We first review the criterion-related validity, construct validity and incremental validity evidence for integrity tests, violence scales, stress tolerance scales, and customer service scales. Specifically, validities for counterproductive work behaviors and overall job performance are summarized as well as relations with the Big Five personality scales (conscientiousness, emotional stability, openness to experience, agreeableness and extraversion). Second, we compare the usefulness of COPS with traditional, general purpose, adult personality scales. We also highlight the theoretical and practical implications of these comparisons and suggest a research agenda in this area.
Three studies were conducted to develop and validate a measure of sexual harassment proclivities in males. Previous studies of sexual harassment were reviewed and a gap in the current knowledge of the psychological characteristics of sexual harassers was revealed. A possible technique for studying sexual harassment proclivities was suggested by recent research on rape proclivities. Two initial studies using this technique found (1) that the likelihood of sexually harassing can be reliably measured and 2) that this measure correlated with related attitude and belief measures. The third study demonstrated that the likelihood of sexual harassment measure can predict sexual behaviors in a laboratory setting.
Media coverage often reports "good" news about the criminal justice system's ability to effectively respond to sexual assault, concluding that the past two decades have seen an increase in rape reporting, prosecution, and conviction. The objective of this article is to examine the validity of such conclusions by critically reviewing the strengths and weaknesses of various data sources and comparing the statistics they produce. These statistics include estimates for sexual assault reporting rates and case outcomes in the criminal justice system. We conclude that such pronouncements are not currently supported by statistical evidence, and we outline some directions for future research and reform efforts to make the "good news" a reality in the United States.
Little research addresses the correlates of sexual aggression in nonclinical populations of adolescents. The purpose of this study was to identify risk and protective factors associated with sexual violence among male and female adolescents.
We analyzed data on 71,594 students in the 9th and 12th grades responding to the 1992 Minnesota Student Survey, an anonymous, self-report survey examining an array of risk environments, health-compromising behaviors, and protective factors. The responses of students reporting a history of forcing someone into a sexual act were compared with those who reported that they had never forced someone into a sexual act. Separate analyses were conducted for males and females.
A history of sexual violence perpetration was reported by 4.8% of male and 1.3% of female adolescents. Using a logistic regression model, sexual aggression was associated with experiencing intrafamilial or extrafamilial sexual abuse, witnessing family violence, frequent use of illegal drugs, anabolic steroid use, daily alcohol use, gang membership, high levels of suicide risk behavior, and excessive time spent "hanging out." Emotional health and connectedness with friends and adults in the community were protective factors for male adolescents against sexually aggressive behavior, and academic achievement was a protective factor for female adolescents.
A history of forcing someone into a sexual act was associated with several risk and protective factors. Efforts to prevent adolescent sexual violence should target individuals at increased risk. Through their psychosocial assessment of young people, health care professionals can play a role in identifying, counseling, and making appropriate referrals for adolescents at risk for sexually aggressive behavior.
Intent Matters: CWB and OCB Specifying Gendered Intent Predict Sexual Harassment.” Poster presented at Society for Industrial and Organizational Psychology Annual Conference Seattle WA United States
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