Real Versus Imagined Gender Harassment

By Julie A. Woodzicka, Marianne LaFrance. 2001

313 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/7cb4088a3a1e12835dacc387b98d6040685cdc4a

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

In Sociology and Political Science

Citations in the corpus

The Ethical Mirage: A Temporal Explanation as to Why We Are Not as Ethical as We Think We Are (2010, background): “Yet, at the time of action, when faced with the opportunity to exert social, psychological, and emotional energy (and possibly political capital as well) to uphold their moral principles, people remain silent and do not act (Diekmann et al., 2003; Milgram, 1974; Woodzicka & LaFrance, 2001).”
The unexpectedly positive consequences of confronting sexism (2011, background): “Woodzicka and LaFrance (2001) found that 68% of women imagined they would refuse to answer sexually harassing questions during a job interview and 28% said they would either rudely ⁎ Corresponding author.”
Confronting Perpetrators of Prejudice: The Inhibitory Effects of Social Costs1 (2004, methodology): “We selected these questions from Woodzicka and LaFrance (2001) who demonstrated that the offensive questions were comparably surprising for a job interview but not perceived as being sexist.”
An Identity-Based Motivation Framework for Self-Regulation (2017, background): “Woodzicka and LaFrance (2001) compared a salient “job seeker” identity in two contexts and showed that the behaviors linked to job seeker identity differed by context.”
Approach, Ability, Aftermath: A Psychological Process Framework of Unethical Behavior at Work (2015, background): “For example, in a now classic study of whether victims of harassment speak up, Woodzicka and LaFrance (2002) found that while nearly everyone they surveyed reported they would take action when confronted with sexual harassment in a job interview, half of participants did nothing when they were…”
Self-Image Motives and Consumer Behavior: How Sacrosanct Self-Beliefs Sway Preferences in the Marketplace (2007, background): “They also overestimate how assertively they will act in social situations (Van Boven, Loewenstein, & Dunning, 2005; Woodzicka & LaFrance, 2001).”
When Do We Confront? Perceptions of Costs and Benefits Predict Confronting Discrimination on Behalf of the Self and Others (2012, background): “When women were actually subjected to a sexually harassing interview however, none of the women refused to answer any of the inappropriate questions (Woodzicka & LaFrance, 2001).”
Confronting prejudice: The who, what, and why of confrontation effectiveness (2013, background): “However, by and large, targets do not confront people about their biased responses, often fearing possible negative consequences (Shelton, Richeson, Salvatore, & Hill, 2006; Swim & Hyers, 1999; Woodzicka & LaFrance, 2001).”
The Confronting Prejudiced Responses (CPR) Model: Applying CPR in Organizations (2008, background): “Despite being bothered or offended by discrimination, people rarely say or do as much as they (think they) would like (Nielsen & Nelson, 2005; Swim & Hyers, 1999; Woodzicka & LaFrance, 2001), thus highlighting the need for additional research examining whether and when people will confront.”
A Stress and Coping Perspective on Confronting Sexism (2004, background): “However, when an independent sample of women was asked to predict how they would respond if they were in the same situation as the women in the experiment, only 1% of these women reported that they would ignore the confederate’s comments (see also Woodzicka & LaFrance, 2001 ).”
The Dunning–Kruger Effect (2011, background): “They also display erroneous beliefs about how emotions work in humans (Wilson & Gilbert, 2003; Woodzicka & LaFrance, 2001).”
Flawed Self-Assessment (2004, unknown): “But the dominant emotion of people placed in harassing situations turns out to be fear (Woodzicka & LaFrance, 2001), and victims end up responding to harassing behaviors with silence or diversionary talk rather than confrontation (Swim & Hyers, 1999).”
Allies against Sexism: The Role of Men in Confronting Sexism (2014, background): “For example, men could be taught about existing barriers that prevent both women and men from confronting sexism (Shelton & Stewart, 2004; Swim & Hyers, 1999; Woodzicka & LaFrance, 2001).”
Putting People Down and Pushing Them Out: Sexual Harassment in the Workplace (2021, background): “Illustrating this, Woodzicka & LaFrance (2001) found a majority of women predicting an angry and defiant response if posed sexually harassing questions in interview settings.”
Intersectional Invisibility: The Distinctive Advantages and Disadvantages of Multiple Subordinate-Group Identities (2008, background): “It is important to note that people underestimate the situational pressures that would inhibit any woman from reporting a sexual harasser (Woodzicka and LaFrance 2001).”