Drawing the line: How the workplace shapes the naming of sexual harassment

Strom, Phoebe; Collins, Christopher; Avgar, Ariel C.; Ryan, Katherine C.

doi:10.1111/peps.12496

Cited by 9 publications

(4 citation statements)

References 151 publications

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“…Our findings suggest that general harassment triggers government employees to rethink their present careers. Our results corroborate several previous studies regarding general harassment (Chawla et al., 2021; Jiang et al., 2015; Liu et al., 2014; Raver & Gelfand, 2005; Strom et al., 2022). In order for sustainable HRM to develop, it is essential that organisations have mechanisms to combat all kinds of harassment.…”

Section: Discussionsupporting

confidence: 93%

Career satisfaction in the public sector: Implications for a more sustainable and socially responsible human resource management

Latan¹,

Jabbour

Jabbour³

et al. 2022

Human Res Mgmt Journal

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Anchored in emerging theoretical insights regarding sustainable human resource management, with a focus on pursuing socially responsible HR, we propose that enhancing employees' career satisfaction in public sector organisations constitutes a unique opportunity for public sector organisations to improve their internal social responsibility, focussing on employees as key stakeholders. In this context, this study provides original evidence regarding an original framework for examining the determinants and outcomes of employees' career satisfaction in the US federal agencies, with implications for the internal social responsibility of public sector organisations, which is a dimension of sustainable HR. We use a longitudinal study design involving a sample of permanent, full-time civilian federal employees from two surveys conducted by the US Merit Systems Protection Board. We suggest key factors that affect public sector employees' career satisfaction and aspirations. These key factors may be useful for public sector organisations that wish to design more sustainable and socially responsible HRM centred around the career satisfaction of their internal stakeholders.

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Section: Discussionsupporting

confidence: 93%

Career satisfaction in the public sector: Implications for a more sustainable and socially responsible human resource management

Latan¹,

Jabbour

Jabbour³

et al. 2022

Human Res Mgmt Journal

View full text Add to dashboard Cite

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“…Likely, what was observed in this context concerning workplace bullying is also applicable to other types of workplace conflicts, such as sexual harassment: If there is room for different interpretations, actors with unitarist , pluralist or critical frames of reference might understand and react differently to what apparently is the same conflict. Future research could, for instance, evaluate the role of employees’ frames of reference in naming sexual harassment behaviour, explaining why the same harassment situations are interpreted differently by different workers (Strom et al., 2022). Moreover, the study reinforces the validity of the theory of mismatched frames of reference in employment relations by applying the theory developed by Budd et al.…”

Section: Discussionmentioning

confidence: 99%

“…I will show how different understandings of bullying by employers and unions are linked to the different actors' frames of reference and how those mismatched frames also result in different conflict management strategies. While the idea that the same concepts or situations can have different meanings for different actors is not new in industrial relations (Bray et al, 2020;Strom et al, 2022), this article is the first to empirically analyse specific organizational responses to the same type of conflict using frames of reference.…”

Section: Introductionmentioning

confidence: 99%

Is this workplace bullying? How ideas about conflict shape conflict management strategies

Marzionna

2022

Brit J Industrial Rel

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The adoption of specific conflict management strategies has usually been linked to various factors, such as litigation avoidance, union substitution and the pursuit of strategic benefits. This study advances the hypothesis that actors' different frames of reference impact how workplace conflicts are interpreted and managed by unions and employers. Drawing on original data from the Brazilian banking sector, this article shows that companies and unions have different interpretations of workplace bullying. Unions understand workplace bullying as an organizational or sectoral problem inherent to labour relations in the banking sector. In contrast, employers see workplace bullying as a problem caused by individual managers. These different understandings of the same type of conflict are shaped by each actor's frame of reference and influence their responses to workplace bullying. With a pluralist or critical frame of reference, unions favour conflict management tools that try to promote structural changes in the sector. With a unitarist frame of reference, employers try to transform individual behaviour or simply remove individual managers from the workplace. Therefore, organizations with a unitarist frame interpret and respond to conflicts in notably different ways from organizations holding a pluralist or critical frame of reference.

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“…The second is often called a hostile sexual work environment [2,6,11,12], which involves sexual behavior that "has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment" [13] (p. 1). Sexual harassment does not belong in the workplace, and organizations should follow the law and proactively try to prevent it [14]. But could these needed laws also have unattended consequences?…”

Section: Introductionmentioning

confidence: 99%

Fear of Sexual Harassment Accusations: A Hidden Barrier to Opposite-Gender Mentoring in Taiwan?

Tudor,

Gapud,

Bajwa

2024

Behavioral Sciences

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While legal protections against sexual harassment are crucial, their implementation could have unintended consequences. This study explores the potential downside of these protections—fear of false accusations—and its impact on cross-gender mentoring in Taiwanese workplaces. Drawing on social exchange theory, we investigate how fear of accusations might discourage valuable mentoring relationships between men and women. Through an intercept survey, we examined whether these concerns may lead to reduced mentoring opportunities for women, potentially hindering their career advancement. We proposed new constructs and analyzed the model using SmartPLS 4.1. Our findings reveal a complex dynamic: fear of accusations does appear to decrease cross-gender mentoring, raising concerns about its impact on women’s career trajectories. However, the findings also suggest that men support sexual harassment laws, still believing these laws are needed. We discuss our model and its implications; additionally, we emphasize the need for strategies that balance legal protections while also fostering positive mentoring relationships.

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Drawing the line: How the workplace shapes the naming of sexual harassment

Cited by 9 publications

References 151 publications

Career satisfaction in the public sector: Implications for a more sustainable and socially responsible human resource management

Career satisfaction in the public sector: Implications for a more sustainable and socially responsible human resource management

Is this workplace bullying? How ideas about conflict shape conflict management strategies

Fear of Sexual Harassment Accusations: A Hidden Barrier to Opposite-Gender Mentoring in Taiwan?

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