Peggy Stockdale
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Gender Issues in the Workplace: When “good people” harass. Why they do it and why we let them.
Dr. Peggy Stockdale is the director of the Women in Work (WoW) Laboratory at IUPUI. Dr. Stockdale along with her team of researchers conduct and disseminate research on gender issues in the workplace. The main goal is to address and eliminate sexism in how women and men are treated in the workplace, schools, and other places. People have a right to be treated with dignity and respect. One of the research projects in the WoW Lab seeks to explain why “good people” are prone to sexual harassment, and why society tends to let these offenders off the hook.
-Why do we morally license ourselves and others to sexually harass?
Using research to make a positive impact in the world, Dr. Stockdale has helped numerous organizations develop or improve their policies on sexual harassment, eliminate the conditions that allow harassment to occur, and create effective procedures to address sexual harassment investigations.
Dr. Stockdale’s translation of research into understanding the causes of sexual harassment and other forms of sexism/discrimination in order to build effective tools and processes to address and eliminate the issues is another excellent example of how IUPUI’s faculty members are TRANSLATING their RESEARCH INTO PRACTICE.
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Item Japanese International Students' Attitudes toward Acquaintance Rape(Institute of Education Services, 2001-08) Motoike, Janice; Stockdale, Margaret S.This study looked at the influence of an Asian sociocultural variable, loss of face or social integrity, as a predictor of perceptions of acquaintance rape among Japanese students. In addition to the expected associations between gender, sexism, and perceptions of rape, loss of face was predicted to interact with the perpetrator's reference group such that an aggression-enhancing reference group would reduce, and an aggression-inhibiting reference group would heighten perceptions of rape in a given scenario. Surveys were distributed to Japanese students in linguistics classes and Japanese student associations at various Midwestern universities. The results support gender differences in attitudes toward women and attitudes toward rape victims. The loss of face by reference group interaction was not a significant predictor of the participants' own victim blaming or attitudes toward rape victims, but it was a significant predictor of perception of perpetrator blame in the expected direction. Examining cultural factors may provide insight into developing preventive measures against acquaintance rape and appropriate orientations for Japanese international students. (Contains 3 tables and 10 references.) (JDM)Item The Need for Tobacco Education: Studies of Collegiate Dental Hygiene Patients and Faculty.(Journal of Dental Education, 2005-12-01) Davis, J.M.; Stockdale, Margaret S.; Cropper, M.The need for inclusion of comprehensive tobacco control education/training for health care providers continues to be stressed in publications addressing cessation services. The dental appointment presents an excellent opportunity to provide tobacco interventions to basically healthy people on regular intervals. The purpose of this study was twofold: 1) to assess the need (stage of change and concomitant need for tobacco cessation intervention) of dental hygiene patients at a Midwest dental hygiene clinic, and 2) to assess and compare the level of tobacco intervention education currently being offered by dental hygiene educators in a Midwestern state. Patients (n=426) of a collegiate dental health clinic completed a survey that assessed the level and type of tobacco cessation intervention patients might require. A statewide sample of dental hygiene faculty (n=97) were surveyed to determine the attitudes, perceived barriers, and current practices in tobacco education offered in their programs. Of patients who currently smoked (34.5 percent), 24.7 percent indicated being in the Action stage of change; 14.2 percent were in Preparation; 22.2 percent were in Contemplation; and 29 percent were in Precontemplation. Although faculty indicated tobacco education was very important (5.03 on 1–6 scale), they felt only moderately confident delivering tobacco education (3.18 on a 1–5 scale). Only 16 percent to 35 percent of faculty reported that their curriculum included brief motivational interviewing, pharmacotherapies, or setting‐up a private practice tobacco control program. The results strongly suggest the need for a comprehensive, competency‐based tobacco curriculum to enhance and expand existing dental hygiene programs.Item Patchwork Protections: Progress and Problems in Battling Sexual Orientation Discrimination in Employment(Industrial Organizational Psychologist, 2008) Stockdale, Margaret S.Item Evaluation of a Comprehensive Tobacco Cessation Curriculum for Dental Hygiene Programs(Journal of Dental Education, 2010-05-01) Davis, Joan M.; Stockdale, Margaret S.; Cropper, M.Dental health care providers continue to offer inconsistent and limited tobacco use cessation (TUC) interventions even though smoking‐related morbidity and mortality continue to be a substantial health concern. Our purpose was to conduct a comprehensive, three‐year (2003–06) TUC curriculum evaluation that included assessment of existing TUC education offered; dental hygiene educators’ readiness to incorporate TUC education into the curriculum; and development of a pre‐test/post‐test assessment instrument and faculty development program. This curriculum study was carried out alongside a research study to evaluate the effectiveness of a peer‐reviewed tobacco curriculum (Tobacco Free! Curriculum). Faculty members (baseline n=97; third‐year n=42) from the twelve dental hygiene associate degree programs in Illinois participated in the study, which included a pre‐treatment survey, six hours of on‐site TUC curriculum training, and a post‐treatment survey to determine the attitudes, perceived barriers, and current practices in tobacco education. Results showed an average increase of eighty‐five minutes spent on tobacco education in the dental hygiene curriculum, a large positive increase in the percentage of faculty members who formally assessed the use of 5As and 5Rs (21 percent to 88 percent), and a dramatic increase (+100) in the percentage of faculty members who taught or included most of the thirteen TUC content areas following the introduction of the curriculum and training program.Item Situating Sexual Harassment in the Broader Context of Interpersonal Violence: Research, Theory, and Policy Implications(Social Issues and Policy Review, 2012-03-05) Stockdale, Margaret S.; Nadler, Joel T.Although sexual harassment has been discussed as a form of interpersonal violence, little research has systematically examined both the empirical and theoretical links between sexual harassment and interpersonal violence. We review survey research data that establishes sexual harassment as a form of revictimization from earlier instances of interpersonal violence, such as child sexual abuse and intimate partner violence as well as ways that sexual harassment and interpersonal violence can mutually co‐occur, such as from dissolved workplace romances or as an escalation from one form of violence to another. Bronfrenbrenner's and Grauerholz's ecological frameworks for understanding interpersonal violence and revictimization from several levels of analysis are invoked to understand the many ways that sexual harassment and interpersonal violence are linked. We further discuss organizational theories of sexual harassment and Routine Activities Theory as frameworks for guiding research in these areas. The review pays particular attention to surveys of multiple forms of sexual victimization, including sexual harassment, documented by the U.S. Military as well as the Military's efforts to comprehensively address these problems.Item Employment and Marriage Market Tradeoffs in an LGB Sample(Office of the Vice Chancellor for Research, 2014-04-11) Ziebarth, Doug; Stockdale, Margaret S.; Redhead, Megan; Petrovic, MilenaWithin the last few years, lesbian, gay and bisexual (LGB) individuals are becoming more openly present in many social spheres, including the workplace and long-term relationships. As such, social scientists can better test heteronormative assumptions about role relationships. We examined the marriage-career juxtaposition question to determine whether LGB adults view a disconnect between mate selection attractiveness and career attractiveness for LGB targets. Data were collected through snowball sampling through social media, and emailing local and national LGB organizations. A total of 355 individuals attempted our online survey with a final sample of 187 LGB adults (52% female) who provided complete, usable data. Participants rated 32 vignettes of a target gay man or lesbian woman, and rated each on how attractive they were for either a career position in health services management, systems management, or as a life-partner. Vignettes additionally varied on factors that were aligned with a career focus or family focus. Intraclass correlations (ICCs) were used to compare the mean ratings of gay or lesbian targets on these three conditions. High ICCs would indicate strong correspondence between perceptions of target individuals for career attractiveness ratings and partner attractiveness ratings, and negative ICCs would indicate juxtaposition between career and partner attractiveness ratings. The pattern of results indicated moderately positive ICCs for either type of management position and the life partner position, signifying that LGB adults did not perceive a juxtaposition in either managerial career’s attractiveness with partner attractiveness. The ICCs were stronger for gay men rating gay male targets than for lesbian target ratings; lesbian women’s ICCs were not as high or differentiated. Unlike studies of heterosexual populations, this LGB sample did not perceive a disconnect between attractiveness for a career in management versus attractiveness as a life-partner. These results call into question heteronormative assumptions about life and gender roles. Mentors: Peggy Stockdale, Department of Psychology, Purdue School of Science, IUPUI; Milena Petrovic, Department of Psychology, Purdue School of Science, IUPUIItem Gender Equity Workshops for STEMM Departments at IUPUI: Interim Report(IUPUI, 2018-08-01) Stockdale, Margaret S.; Pietri, Evava S.The purpose of this study was to create and evaluate hybrid online + live department workshops to address issues regarding gender bias and gender equity in STEMM academic departments in an effort to create a welcoming campus climate for both female and male faculty and staff in these disciplines.Item Beyond Representation of Women in I-O to Producing Gender-Inclusive Knowledge(Cambridge, 2018-09) Stockdale, Margaret S.; Eagly, Alice H.; Psychology, School of ScienceGardner, Ryan, and Snoeyink (2018) provided an excellent and much-needed analysis of the status of women in industrial and organizational (I-O) psychology. Although others have produced overall assessments of the status of women in psychology (Eagly & Riger, 2014; Kite et al., 2001), these are not sufficient to identify conditions within the subfields of psychology. As shown by statistics on the divisions of the American Psychological Association (http://www.apa.org/about/division/officers/services/profiles.aspx), the subfields differ greatly in their gender balance, with some being male dominated (e.g., experimental and cognitive science), others female dominated (e.g., developmental psychology), and still others representing women and men more equally (e.g., social and personality psychology). I-O psychology is among the more gender-balanced fields, with an increasing proportion of women over time. It would seem that I-O's gradual inclusion of more women should have changed aspects of research and discourse in this field. In this comment, we argue that these women have produced impressive changes.Item Culture and support for workplace flexibility matter: An ecological framework for understanding flexibility support structures(Elsevier, 2019-04-28) Smith, Ellen F.; Gilmer, Declan O.; Stockdale, Margaret S.Firms use flexible work arrangements (FWAs) to attract, retain, and satisfy human resource capital, while workers use them to manage work and nonwork demands and to reduce stress and conflict. Yet, even when firms have such policies on the books, employees often do not use them because they perceive a lack of support from their organization or their supervisor. Employees may even feel that they will be stigmatized for using such policies. Using an ecological framework, we examine factors that influence support for FWAs at multiple levels: the organization or business unit, the supervisor or work group, and the individual. We offer recommendations to address the mechanisms that affect FWA support at these levels of analyses and present ways organizational leaders may positively influence a work environment by supporting workplace flexibility.Item Introduction to Peggy Stockdale & Her Work(Center for Translating Research Into Practice, IU Indianapolis, 2021-03) Stockdale, PeggyProfessor Stockdale briefly discusses her translational research that deals with gender issues in the workplace.