Rabelo Verónica Caridad, Cortina Lilia M
Department of Psychology, University of Michigan.
Law Hum Behav. 2014 Aug;38(4):378-91. doi: 10.1037/lhb0000087. Epub 2014 Jun 16.
This project investigated the incidence, interplay, and impact of gender- and sexuality-based harassment, as experienced by lesbian, gay, bisexual, and queer (LGBQ) employees in higher education. Unlike much queer empirical research, participants in this study were residents of noncoastal regions of the U.S. that are predominantly White, rural, and conservative (i.e., "red states"). They completed surveys about their harassment experiences (gender harassment-sexist, gender harassment-policing, and heterosexist harassment), perceived support systems (from supervisors and organizations), and job attitudes (job burnout, job stress, and job satisfaction). Results showed that gender harassment-both sexist and policing subtypes-rarely occurred absent heterosexist harassment, and vice versa. Harassment severity (experiencing moderate to high levels of all three harassment types) was significantly associated with greater levels of job burnout (both disengagement and exhaustion) and job dissatisfaction. Even infrequent experiences of harassment related to large increases in the "threat" variety of job stress (i.e., sense of feeling hassled and overwhelmed on the job). Additionally, employees who perceived the lowest organizational support reported the most harassment. We interpret results in light of research on organizational behavior and LGBQ psychology. Moreover, we discuss our findings in the context of Title VII, currently interpreted to protect against harassment based on gender, sex, and sex stereotyping, but not sexual orientation. Our results can inform several possible avenues of expanding gay civil rights in employment: broadening judicial interpretations of Title VII, passing new legislation (e.g., the Employment Non-Discrimination Act, or ENDA), and strengthening organizational supports and policies that protect against sexuality-based abuses.
本项目调查了高等教育领域中女同性恋、男同性恋、双性恋和酷儿（LGBQ）员工所经历的基于性别和性取向的骚扰的发生率、相互作用及影响。与许多酷儿实证研究不同，本研究的参与者是美国非沿海地区的居民，这些地区主要是白人、农村且保守（即“红州”）。他们完成了关于骚扰经历（性别骚扰——性别歧视、性别监管以及异性恋至上主义骚扰）、感知到的支持系统（来自上级和组织）以及工作态度（职业倦怠、工作压力和工作满意度）的调查。结果表明，性别骚扰（包括性别歧视和监管这两种亚型）很少在没有异性恋至上主义骚扰的情况下发生，反之亦然。骚扰的严重程度（经历所有三种骚扰类型的中高水平）与更高程度的职业倦怠（包括疏离和疲惫）以及工作不满显著相关。即使是不频繁的骚扰经历也与工作压力中“威胁”类别的大幅增加有关（即工作时感到困扰和不堪重负的感觉）。此外，认为组织支持最少的员工报告的骚扰最多。我们根据组织行为学和LGBQ心理学的研究来解读结果。此外，我们在《第七章》的背景下讨论我们的发现，目前对《第七章》的解释是防止基于性别、性和性别刻板印象的骚扰，但不包括性取向。我们的结果可为就业中扩大同性恋公民权利的几种可能途径提供参考：拓宽对《第七章》的司法解释、通过新立法（如《就业非歧视法案》，即ENDA）以及加强防止基于性取向的虐待的组织支持和政策。
