Harassment Based on Sex: Protecting Social Status in the Context of Gender Hierarchy

By Jennifer L. Berdahl. 2007

450 citations recorded by the source corpus.

Subfields: Gender Studies, Health, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/2b72c875242c52969286eadf888cddbcb6c05fdb

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Citations in the corpus

Hard won and easily lost: A review and synthesis of theory and research on precarious manhood. (2013, background): “Reviewers point out, for instance, the wealth of research showing that women who deviate from traditional gender roles are often punished (Berdahl, 2007; Cuddy, Fiske, & Glick, 2004; Rudman, 1998).”
Why Does Workplace Gender Diversity Matter? Justice, Organizational Benefits, and Policy (2019, methodology): “Drawing on a typology of social identity threats developed by Branscombe, Ellemers, Spears, and Doosje (1999), Berdahl (2007) argues that one important threat to sex-based status is the blurring of sex distinctions.”
Harmful Workplace Experiences and Women’s Occupational Well-Being (2016, background): “The evidence indicates that women are much more likely than men to become targets of workplace harassment (Cortina, Magley, Williams, & Langhout, 2001), sexual harassment (Berdahl, 2007a; Rospenda, Richman, & Shannon, 2009), genderbased discrimination (Schmitt, Branscombe, Kobrynowica, & Owen, 2002)”
When men break the gender rules: Status incongruity and backlash against modest men. (2010, background): “Indeed, men who act modestly may be viewed as weak, and in turn experience ostracism in the workplace for not behaving like “one of the boys” (Berdahl, 2007).”
Objectifying Media (2014, background): “Finally, gender harassment refers to behaviors aimed at creating an intimidating, offensive, or hostile environment and includes sexist acts aimed at conveying hostility (in particular toward individuals who violate gender ideals) rather than sexual interest (Berdahl, 2007a).”
Beyond Blaming the Victim: Toward a More Progressive Understanding of Workplace Mistreatment (2017, background): “In this way, the larger sociocultural context that is stratified by gender permeates organizational life, and harassment is onemeans of preserving or reinforcing that stratification (Berdahl, 2007a).”
The Benefits of Climate for Inclusion for Gender-Diverse Groups (2013, background): “In contrast, when gender-based status differences are salient, people will be motivated to derogate others on the basis of gender in order to enhance their own status (Berdahl, 2007).”
Under Threat: Responses to and the Consequences of Threats to Individuals' Identities (2011, background): “, 2009) and has been proposed as the mechanism underlying sex-based harassment (Berdahl, 2007; Maass, Cadinu, Guarnieri, & Grasselli, 2003).”
Sexual Harassment at Work: A Decade (Plus) of Progress (2009, background): “, Berdahl & Moore, 2006; Gutek, 1985; Martindale, 1990; USMSPB, 1981, 1988, 1995). A provocative recent study (Berdahl, 2007b), however, suggested this finding may be, in part, a methodological artifact. Here, gender was relevant to being a target of SH only in male-dominated organizations, which ha”
Penalizing Men Who Request a Family Leave: Is Flexibility Stigma a Femininity Stigma? (2013, methodology): “…image—either because this image is crafted almost strictly for men, who have traditionally relied on their wives to address family obligations (Acker, 1990), or because their “feminine” behavior lowers their status and thus, threatens the gender hierarchy (Berdahl, 2007; Rudman et al., 2012).”
Language Matters: Status Loss and Achieved Status Distinctions in Global Organizations (2013, background): “…the impact of changes in relative standing for executives in recently acquired firms, but much of the theoretical and empirical literature has favored explanations of status creation, elevation, and durability (see, e.g., Gould 2002, Correll and Ridgeway 2003, Berger and Fişek 2006, Berdahl 2007).”
Everyday Stranger Harassment and Women’s Objectification (2008, background): “For example, Berdahl (2007a) assessed undergraduate students’ experiences of sexual harassment using the SEQ. Since the students had little work experience, they were encouraged to consider their experiences in relation to school and time with friends and family. While this study expands the realms ”
Sex-based harassment and organizational silencing: How women are led to reluctant acquiescence in academia (2018, background): “Considering how features of the occupational context facilitate complicity and provide a safe haven for perpetrators and repeat offenders in the process, we draw on our findings to contextualize sex-based harassment (Berdahl, 2007; Leskinen et al., 2011) and other forms of workplace mistreatment mor”
Creativity from Constraint? How the Political Correctness Norm Influences Creativity in Mixed-sex Work Groups (2015, background): “Mixed-sex platonic relationships (non-romantic and non-sexual), common in work settings, are complex, and research consistently shows that greater uncertainty exists within them than in same-sex groups (e.g., Berdahl, 2007).”
Power, Status, and Abuse at Work: General and Sexual Harassment Compared (2009, background): “Both generalized harassment and sexual harassment can result in devastating emotional, psychological, and even health consequences for those victimized (Berdahl 2007).”