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Earlier this year, Dr. Anna Wahlin made headlines for sending a $3.6 million submarine beneath the ice shelf of Thwaites glacier to study--for the first time ever--how warming Antarctic waters [...]

In the current study of 353 science and engineering faculty members, we examined whether three types of gender-based mistreatment might "chill" individuals' perceptions of the professional climate, which might in turn undermine satisfaction with their jobs. We also tested gender differences in these relationships. Results indicated that for women, the relationship between gender discrimination (e.g., unequal access to resources) and job satisfaction was mediated by scholarly alienation and a negative workplace climate; gender derogation (e.g., disparaging comments) was related to organizational sexism toward women (OSTW), which was associated with perceptions of scholarly alienation and a negative workplace climate; these perceptions in turn predicted lower job satisfaction. For men, gender derogation was indirectly related to job satisfaction via scholarly alienation, and OSTW was indirectly related to job satisfaction via both climate variables. Analyses indicated that most of these indirect effects were stronger for women than men. We discuss these results for both sexes and suggest reasons why men's climate perceptions may be "chilled" by exposure to sexism toward women. We also discuss implications for individuals working with women in male-dominated environments, such as organizational administrators and clinical practitioners.

The current study examined whether women scientists' perceptions of voice moderate the impact of poor workplace climates on job satisfaction and whether effective leadership and mentoring promote women's voice. Survey data were collected from 135 faculty women in the natural sciences. The results from multiple regression analyses indicated that negative (e.g., sexist, hostile) departmental climates were related to lower job satisfaction. However, voice interacted with climate, such that women who perceived that they had more voice in departmental matters showed higher levels of job satisfaction than those who perceived having less voice. An additional regression indicated that mentoring by other women (but not men) in academia and effective departmental leadership were positively related to women's sense of voice. Theoretical and practical implications for the retention and success of women in male-dominated fields are discussed.

Deficits theory posits that women scientists have not yet achieved parity with men scientists because of structural aspects of the scientific environment that provide them with fewer opportunities and more obstacles than men. The current study of 208 faculty women scientists tested this theory by examining the effect of personal negative experiences and perceptions of the workplace climate on job satisfaction, felt influence, and productivity. Hierarchical multiple regression results indicated that women scientists experiencing more sexual harassment and gender discrimination reported poorer job outcomes. Additionally, perceptions of a generally positive, nonsexist climate, as well as effective leadership, were related to positive job outcomes after controlling for harassment and discrimination. We discuss implications for the retention and career success of women in academic science.

An extensive body of literature has documented the widespread and damaging nature of sexual harassment among Anglo women, but little attention has focused on the experiences of women of color. The current paper begins to address this gap by comparing sexual harassment incidence rates and psychological and work-related outcomes of Hispanic and non-Hispanic White women across varying levels of cultural affiliation. Chi-square tests of association suggest that risk of harassment increases with affiliation to the mainstream U.S. culture, and hierarchical regression analyses suggest that cultural affiliation moderates the relation between sexual harassment and occupational functioning. These provocative findings are discussed in the context of social and economic vulnerability, socio-sexual norms, and cultural background. (Contains 1 table, 2 figures and 2 notes.)

This article develops a theoretical model of the impact of workplace incivility on employees' occupational and psychological well-being. In Study 1, the authors tested the model on 1,158 employees, finding that satisfaction with work and supervisors, as well as mental health, partially mediated effects of personal incivility on turnover intentions and physical health; this process did not vary by gender. Study 2 crossvalidated and extended these results on an independent sample of 271 employees, showing negative effects of workgroup incivility that emerged over and above the impact of personal incivility. In both studies, all results held while controlling for general job stress. Implications for organizational science and practice are discussed. Keywords: workplace incivility, occupational health, workplace mistreatment, well-being

To purchase or authenticate to the full-text of this article, please visit this link: http://dx.doi.org/10.1111/j.1471-6402.2007.00370.x Byline: Isis H. Settles (1), Lilia M. Cortina (2), Abigail J. Stewart (2), Janet Malley (2) Abstract: The current study examined whether women scientists' perceptions of voice moderate the impact of poor workplace climates on job satisfaction and whether effective leadership and mentoring promote women's voice. Survey data were collected from 135 faculty women in the natural sciences. The results from multiple regression analyses indicated that negative (e.g., sexist, hostile) departmental climates were related to lower job satisfaction. However, voice interacted with climate, such that women who perceived that they had more voice in departmental matters showed higher levels of job satisfaction than those who perceived having less voice. An additional regression indicated that mentoring by other women (but not men) in academia and effective departmental leadership were positively related to women's sense of voice. Theoretical and practical implications for the retention and success of women in male-dominated fields are discussed. Author Affiliation: (1)Michigan State University (2)University of Michigan Article History: Initial submission: November 13, 2006Initial acceptance: February 7, 2007Final acceptance: March 2, 2007 Article note: Address correspondence and reprint requests to: Isis H. Settles, Department of Psychology, Michigan State University, 252C Psychology Building, East Lansing, MI 48824-1116. E-mail: settles@msu.edu

The present study tested a model examining 2 indicators of a hostile interpersonal workplace climate for women--observed hostility (i.e., incivility and sexual harassment) toward women and perceived organizational unresponsiveness to sexual harassment--and how they relate to well-being and withdrawal for employees. Participants included 871 female and 831 male employees from a public university. According to structural equation analyses, observing hostility toward women and perceiving the organization as lax about harassment predict lower well-being, which translates into higher organizational withdrawal for both female and male employees. Results hold even after controlling for personal mistreatment, negative affectivity, and observed hostility toward men. These findings suggest that working in a misogynistic environment can have negative effects for all employees. Keywords: incivility, sexual harassment, gender, well-being, withdrawal

Women are approximately twice as likely as men to develop posttraumatic stress disorder (PTSD), but the cause of this disparity remains unclear. This study evaluated 2 alternative explanations of gender differences in PTSD, one pointing to an intrinsic vulnerability in women and the other emphasizing sexual violence across the life span. To test these competing theories, the authors analyzed National Violence Against Women Survey data from 591 victims of partner aggression. Results suggested that gender, when considered alone, has a small but significant effect on PTSD symptom severity. However, once models factor in sexual victimization history, the latter replaces gender as a key determinant of PTSD symptoms. These findings argue against theories of 'feminine vulnerability,' instead linking PTSD risk to sexually violent situations. Keywords: posttraumatic stress disorder, gender, sexual assault, partner aggression

The authors build an integrated model of the process by which academic sexual harassment undermines women's well-being; also examined is harasser power as a potential moderator of this process. Data from 1,455 college women suggest that sexual harassment experiences are associated with increased psychological distress, which then relates to lower academic satisfaction, greater physical illness, and greater disordered eating. The cumulative effect is greater disengagement from the academic environment, which in turn relates to performance decline (i.e., lower grades). Regardless of how frequently the harassment occurred, academic satisfaction was lower when the harassment came from higher-status individuals (i.e., faculty, staff or administrators). At the same time, harassment was equally detrimental to mental health, regardless of who perpetrated it. The article concludes with implications for theory, research, and intervention. Keywords: sexual harassment; college women; well-being; power

To purchase or authenticate to the full-text of this article, please visit this link: http://dx.doi.org/10.1111/j.1471-6402.2006.00261.x Byline: Isis H. Settles (1), Lilia M. Cortina (2), Janet Malley (2), Abigail J. Stewart (2) Abstract: Deficits theory posits that women scientists have not yet achieved parity with men scientists because of structural aspects of the scientific environment that provide them with fewer opportunities and more obstacles than men. The current study of 208 faculty women scientists tested this theory by examining the effect of personal negative experiences and perceptions of the workplace climate on job satisfaction, felt influence, and productivity. Hierarchical multiple regression results indicated that women scientists experiencing more sexual harassment and gender discrimination reported poorer job outcomes. Additionally, perceptions of a generally positive, nonsexist climate, as well as effective leadership, were related to positive job outcomes after controlling for harassment and discrimination. We discuss implications for the retention and career success of women in academic science. Author Affiliation: (1)Michigan State University (2)University of Michigan Article History: Initial submission: June 2, 2005 Initial acceptance: August 8, 2005 Final acceptance: September 19, 2005 Article note: Address correspondence and reprint requests to: Isis H. Settles, Department of Psychology, Michigan State University, 252C Psychology Building, East Lansing, MI 48824-1116. E-mail: settles@msu.edu

The current study bridges literatures on sexual harassment, person-environment systems, and stress and appraisal processes. Conventional wisdom equates severity of sexual harassment with type of harassment. We test this notion empirically and posit a more comprehensive model that examines both person- and situation-level variables. Data came from 13,743 U.S. Armed Forces women responding to survey questions about a significant experience of sexual harassment. Multiple regression results indicate that pervasiveness of sexual harassment relates outcomes better than does type of sexual harassment. Pervasiveness and type interact to predict subjective appraisal of harassment. Additionally, according to multiple-group structural equation models, appraisal mediates relations between pervasiveness and outcomes. Results further suggest that relations among sexual-harassment antecedents and outcomes are consistent, regardless of the type of sexual harassment. These findings highlight the importance of examining both persons and situations when assessing sexual harassment severity.

This article examined the relationships and outcomes of behaviors falling at the interface of general and sexual forms of interpersonal mistreatment in the workplace. Data were collected with surveys of two different female populations (Ns 833 and 1,425) working within a large public-sector organization. Findings revealed that general incivility and sexual harassment were related constructs, with gender harassment bridging the two. Moreover, these behaviors tended to co-occur in organizations, and employee well-being declined with the addition of each type of mistreatment to the workplace experience. This behavior type (or behavior combination) effect remained significant even after controlling for behavior frequency. The findings are interpreted from perspectives on sexual aggression, social power, and multiple victimization.

This study explicates the complexity of sexual harassment coping behavior among 4 diverse samples of working women: (a) working-class Hispanic Americans, (b) working-class Anglo Americans. (c) professional Turks, and (d) professional Anglo Americans. K-means cluster analysis revealed 3 common harassment coping profiles: (a) detached, (b) avoidant negotiating, and (c) support seeking. The authors then tested an integrated framework of coping profile determinants, involving social power, stressor severity, social support, and culture. Analysis of variance, chi-square, and discriminant function results identified significant determinants at each of the 4 levels of this ecological model. These findings underscore the importance of focusing on whole patterns of experience--and considering influences at the level of the individual employee and multiple levels of the surrounding context--when studying how women cope with workplace sexual harassment.

Bridging the social support, sexual victimization, and cultural psychology literatures, this study examines social-support processes in the context of sexual harassment and Hispanic American culture. Surveys were administered to a community sample of Hispanic American working women, 249 of whom described some encounter with sexual harassment at work. Regression results provided mixed backing for hypotheses about support-seeking behavior, which appeared largely dependent on the social power of the harassment perpetrator. Additional findings upheld predictions about support-perception patterns; harassed women perceived more supportive social reactions when they turned to informal networks of friends and family, but responses were less positive when they turned to formal, organizational sources. Finally, as expected, perceived support and acculturation interacted to moderate relations between sexual harassment and job satisfaction. The article concludes with implications for research and interventions related to social support and sexual harassment. Keywords: sexual harassment; social support; culture; stress