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Journal of Management
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Examining the Interaction Among Likelihood to Sexually Harass, Ratee Attractiveness, and Job Performance

Jo Ann Lee

Department of Psychology, University of North Carolina Charlotte, Charlotte, NC 28223, jolee{at}email.uncc.edu

Jennifer L. Welbourne

Psychology Department, University of Texas-Pan American, Edinburg, TX 78541

Wesley A. Hoke

Carolinas Medical Center-Union, Monroe, NC 28112

Joyce Beggs

Department of Management, University of North Carolina Charlotte, Charlotte, NC 28223

The present work examines whether a rater's likelihood to sexually harass (LSH) moderates the effects of employee attractiveness, gender type of job, and explicit performance information on performance appraisals of female subordinates. A mixed design was used with rater LSH (high vs. medium vs. low) as a between-subjects variable; ratee attractiveness (high vs. low), ratee actual performance level (high vs. low), and job type (disc jockey vs. secretary vs. security guard) were within-subjects variables. A total of 92 male undergraduates completed Pryor's LSH Scale, read 12 written performance scenarios (with employee photographs), and rated performance of described female employees. Interactions between LSH with attractiveness and performance were found.

Key Words: sexual harassment • attractiveness • job performance • gender-typed jobs

This version was published on March 1, 2009

Journal of Management, Vol. 35, No. 2, 445-461 (2009)
DOI: 10.1177/0149206307312510
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