Sexual attraction and sexualized behavior have been observed to affect employees' perception of leadership fairness and credibility. It is often thought that leaders who are attractive or behave sexually will be viewed more favorably than those who do not. This belief has led to the creation of an expectation among employees that leaders must be attractive and exhibit sexualized behaviors to be effective.
Research suggests that this assumption may not always hold true. In fact, studies show that when leaders engage in sexualized behavior, they can actually decrease their perceived legitimacy and credibility among subordinates.
Leaders who exhibit sexualized behavior may also create a hostile work environment for employees and increase the likelihood of harassment claims against them. This paper explores these findings and their implications for organizations.
It is important to understand what constitutes sexualized behavior in the workplace. Sexualized behavior refers to actions, gestures, or comments that are intended to be sexual or romantic in nature but which are not appropriate in a professional setting. Examples include making suggestive remarks about another employee's appearance or physical characteristics, touching someone inappropriately, or sending sexually explicit emails or messages. Leaders who engage in such behaviors may be seen as unprofessional and untrustworthy by their employees.
Research suggests that employees' perceptions of their leader's legitimacy and credibility are influenced by both objective criteria (e.g., job performance) and subjective criteria (e.g., personal attraction). When employees believe that their leader is attractive or exhibits sexualized behavior, they tend to view him/her more positively on measures of leadership effectiveness. This effect is particularly pronounced for female leaders, as women who exhibit such behaviors are often seen as less competent than men who do so.
Research shows that perceptions of sexualized behavior have a stronger impact on leadership evaluations when they are based on objective criteria rather than subjective ones.
If an employee believes that her boss is performing well at his/her job, she is more likely to overlook any inappropriate behavior and continue to view him/her favorably.
When objective criteria like job performance are lacking, employees will focus more on subjective cues like attractiveness and sexualized behavior.
The effects of perceived sexualized behavior on leadership credibility can vary depending on the type of work environment. In industries where sexual harassment claims are commonplace, employees may be more sensitive to signs of inappropriate behavior and less willing to forgive it. They may also be more likely to file complaints against leaders who engage in sexualized behavior. Conversely, in environments with lower levels of sexual harassment claims, employees may be less likely to notice such behaviors and view them as acceptable.
Some studies suggest that when employees perceive their leader to be sexually attractive, they may be more likely to view him/her as a friend rather than a superior, which could potentially undermine their respect for authority.
This article suggests that while sexual attraction and sexualized behavior may enhance leadership effectiveness under certain circumstances, they can also have negative consequences for organizations. Leaders should be aware of these risks and take steps to avoid creating a hostile or unprofessional work environment.
Organizations should ensure that they have clear policies in place regarding appropriate and inappropriate behavior in the workplace.
How do sexual attraction and sexualized behavior affect employees' perception of leadership fairness and credibility?
Sexual attraction can lead to favoritism towards certain individuals, which may have an impact on how others perceive their leaders' fairness and credibility. When individuals are attracted to a leader, they may give them more positive feedback, praise, attention, and other benefits than deserved, making it seem like that particular leader is more competent and qualified for a position. This can make other members of the team feel undervalued and less likely to trust or respect the leader.