Sexualized attention can lead to distorted perception of workplace fairness.
The experience of receiving sexualized attention from superiors may influence how employees perceive their employers' actions regarding matters of legitimacy and procedural fairness. This phenomenon is particularly relevant in the context of cases where an individual has been unfairly treated due to gender, race, age, ethnicity, or physical appearance, among others. Studies have shown that victims of discrimination tend to feel more vulnerable and less secure in their jobs than non-victims, which leads them to perceive less fairness in interpersonal interactions.
Victims are likely to attribute negative intentions to those who perpetuate the behavior, creating a hostile environment where trust and open communication become difficult. In other words, when individuals are exposed to unfair treatment through unwanted sexual advances, they develop a tendency to view all organizational decisions as biased.
Perceived legitimacy and procedural fairness
Organizational justice refers to employees' evaluations of the procedures used by managers to make decisions about important aspects such as job assignments, rewards, promotions, and punishments. The extent to which these decisions seem appropriate and justifiable is called perceived legitimacy. Procedural fairness entails an employee's assessment of whether the decision process followed was fair, equitable, and consistent with established rules and policies. When individuals believe their organization acts fairly, they are more committed to it, report higher job satisfaction, and exhibit greater performance levels.
Perceptions of fairness can be influenced by a variety of factors beyond organizational processes, including the recipient's personality traits, cognitive abilities, and personal history.
Sexualized attention and perceptions of procedural fairness
Sexualized attention can influence how employees interpret employer actions regarding issues of fairness. Victims may assume that unfair behavior is being targeted at them specifically rather than due to random or systemic causes. As a result, they begin to question management decisions and doubt the organization's integrity. This creates a negative feedback loop in which victims grow increasingly suspicious of any action taken against them and start seeing signs of bias everywhere. Consequently, victims become less invested in their workplace, less likely to speak up about problems, and more prone to leave for other opportunities.
Examples of sexualized attention
Unwanted sexual advances from superiors come in many forms: flirting, comments on physical appearance, requests for dates or favors, touching, jokes about sex, and displays of pornography. These behaviors often take place under the guise of office banter or as part of social events outside of work hours, making them difficult to identify and address formally. Managers who engage in this kind of behavior create an environment where victimization is seen as normalized and tolerated, leading to fear, anxiety, and distrust among colleagues.
Implications for managers
Managers must be mindful of the potential impact of sexualized attention on employee attitudes towards organizational justice. It is crucial to establish clear policies regarding appropriate behavior and enforce them consistently.
Open communication channels should be created for reporting incidents without repercussions. Victims need to feel safe enough to come forward and have their concerns addressed fairly.
Managers must actively engage in efforts to promote inclusivity and diversity within the workplace, fostering a culture of respect and understanding regardless of gender, race, age, ethnicity, religion, or physical appearance.
How does sexualized attention influence employee perception of legitimacy and procedural fairness?
Sexualized attention can lead employees to perceive an organization as illegitimate because it conveys that their personal worth is determined by how they are viewed sexually rather than professionally. This can create a hostile work environment where employees feel uncomfortable and disrespected. When coupled with low procedural justice, such as unequal pay or promotion opportunities for women, this can further damage their sense of belonging and confidence.