And justice for all: How organizational justice climate deters sexual harassment

Abstract

Sexual harassment is hurtful for victims, observers, and the organizations that employ them. Although previous studies have identified numerous gender‐specific antecedents such as sex similarity and climate for sexual harassment, the present study considers the role of a more general contextual construct—organizational justice climate. Beyond examining justice climate as a predictor of sexual harassment, we also assess its potential moderation of well‐established relationships between antecedents (i.e., climate for sexual harassment and sex similarity) and sexual harassment at both the individual and unit levels. In two large military samples (Ns = 26,018 and 8,197), we found that psychological and collective justice climates (a) related negatively to sexual harassment and (b) moderated the effects of sex similarity and sexual harassment climate on sexual harassment. These findings indicate that harassment is less prevalent and established antecedents are less impactful when greater value is perceived to be placed on fairness. Moreover, the attenuating effects of justice climate appear interchangeable with those of harassment climate or sex similarity, suggesting that managing justice climate effectively generally helps to deter sexual harassment.

Coffee and controversy: How applied psychology can revitalize sexual harassment and racial discrimination training

“…Leaders and practitioners should treat identification and mitigation of these issues preferably at an early stage as part of the criteria of being a good leader. Organizational survey research (McKay et al, 2007;Medeiros & Griffith, 2019;Rubino et al, 2018) can identify problem areas at the team or division/ department level, as harassment and discrimination are signs at some point on a continuum of counterproductive behavior.…”

Organizational failure to ethically manage sexual harassment: Limits to #metoo

“…Timmerman and Bajema (2000) found that a positive organizational social climate was associated with less experienced and less observed sexual harassment, while strict formal organizational rules and policies were not. Similarly, Rubino et al (2018) found that organizational justice climate is negatively related to sexual harassment. One study of 303 organizations in the United States found that 29% of the organizations that had a formal sexual harassment policy also had formal reports of harassment filed; complaints of behaviors directly contravening those policies (Hertzog, Wright, & Beat, 2008).…”

Macro to Micro Trigger: Model of the Mental State as a Moderating Variable in Organizational Conflict Management

“…In such cases of emphasis on the body as a tool, as in maleness, able-bodiedness, or whiteness we must discern how the 'tool', the male, satisfies its own intrapersonal goals versus concern for maintaining interpersonal relationships in the workplace (Holt & DeVore, 2005). Through emphasizing states, that unpredictable ability to steal the ball or score a goal, biology isn't perceived as a stigma compromising leadership style or performance (Rubino, et al, 2018). Seeking conflict can be part of advancement and information seeking, territorial expansion, and leadership skill refinement.…”

“…Seeking conflict can be part of advancement and information seeking, territorial expansion, and leadership skill refinement. Reliable, generational and improvisational, even intuitive, affirmative leadership is the overall trait development goal, a form of chromosomal intellectual property right one has cultivated for themselves (RNA), after inheritance (DNA) (Kaminski, 2018, Rubino, et al, 2018& Zaccaro, Kemp & Bader, 2004. Organizational justice climate efficiency managed through organizational personnel in a rank-and-order format can then compensate for injustices and inadequacies (Rubino, et al, 2018).…”