Forensic Aspects of Sexual Harassment

Rosman, Jonathan P.; McDonald, James J.

doi:10.1016/s0193-953x(05)70064-2

Cited by 5 publications

(5 citation statements)

References 4 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…The Quinn’s conceptualization of workplace romance has drawn in researchers from different disciplines to debate and empirically study the relationship between workplace romance and the different facets of work-related behaviors and attitudes such as burnout, job satisfaction, commitment, absenteeism, wellbeing, and turnover intentions ( Anderson and Fisher, 1991 ; Powell and Foley, 1998 ; Mano and Gabriel, 2006 ; Cole, 2009 ; Biggs et al, 2012 ; Davis, 2012 ; Wilson, 2015 ).…”

Section: Hypotheses Developmentmentioning

confidence: 99%

“…Furthermore, the aforementioned debate on the nature of the effect of workplace romance is linked to a number of different factors including gender and the type of workplace romance; i.e., lateral or hierarchical ( Gutek, 1985 ; Powell and Foley, 1998 ; Biggs et al, 2012 ; Davis, 2012 ). This study expects that gender and the type of workplace romance moderate the interrelations between workplace romance, employee wellbeing, and employee performance.…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Moderated Mediation Model of Interrelations between Workplace Romance, Wellbeing, and Employee Performance

Khan

Usman

et al. 2017

Front. Psychol.

View full text Add to dashboard Cite

In this study, first we examined the effect of workplace romance on employee job performance, and the mediatory role of psychological wellbeing in the relationship between workplace romance and employee performance. Then we tested the moderating effects of gender and workplace romance type – lateral or hierarchical – on the indirect effect of workplace romance on employee performance. Based on a survey of 311 doctors from five government teaching hospitals in Pakistan, we used structural equation modeling and bootstrapping to test these relationships. This study reveals that psychological wellbeing significantly fully mediates the positive relationship between workplace romance and job performance. Moreover, multi-group analysis shows that gender moderates the indirect effect of workplace romance on employee performance, where the indirect effect of workplace romance on employee performance is stronger for male participants. This study carries important implications, particularly for the policy makers and managers of healthcare sector organizations.

show abstract

Section: Hypotheses Developmentmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Moderated Mediation Model of Interrelations between Workplace Romance, Wellbeing, and Employee Performance

Khan

Usman

et al. 2017

Front. Psychol.

View full text Add to dashboard Cite

show abstract

“…The procedures for collecting information, of comparison and the processing of the information acquired from the victim evaluated and the information sent by the authorities are complex and demand time, sensibility, empathy, and great experience for the assessor. These expert reports are product of a complex process in the mind of the assessor that must inform in succinct and clear report, much more that the damages in the psychic of the assessed (25) and it has to be written with simple and clear language that can be comprehended by a judicial operator who is unfamiliar with the medical science of psychiatry.…”

Section: Making Of the Expert Reportmentioning

confidence: 99%

Sexual harassment

Cabeza-Monroy¹,

Perea-Fernandez²

2020

Colomb. forense

View full text Add to dashboard Cite

Sexual harassment is a set of physical, verbal or non-verbal behaviors of a sexual nature that has the effect of an affront to the dignity of a person by creating intimidation, hostility, humiliation, offense or a degrading environment. The Colombian penal code requires as conditions to prove a case of sexual harassment: first, to demonstrate that the victim has been harassed, persecuted or besieged; second, the sexual purposes in favor of the victimizer or third parties; third, there is no consent in the victim; fourth, a relationship of imbalance of power in favor of the victimizer and against the victim. The recommendations for the forensic evaluation include: Framing into the socio-cultural context of the evaluated person; Recolection of the story identifying the psychic trace and the emotional, social and physical effects of the sexual harassment and the closing of the interview -closing the psychic wounds that could be opened with the psychological exploration and not revictimize-; Make a succinct and clear expert report informing if there is a vital risk to the authority, the treatment recommendations and if you find fictitious sexual harassment.

show abstract

“…One of the most objective, informative, and relatively easy to administer psychometric test used to look for psychiatric illness, personality makeup, severity of pathology, and malingering is the Minnesota Multiphasic Personality Inventory (MMPI) (3,68,69,77). This test has multiple validity scales and subscales, which can be beneficial in detecting malingering (Table 4).…”

Section: Psychometric Testsmentioning

confidence: 99%

Detection of Malingered PTSD: An Overview of Clinical, Psychometric, and Physiological Assessment: Where Do We Stand?

Hall

2007

Journal of Forensic Sciences

View full text Add to dashboard Cite

Posttraumatic stress disorder (PTSD) is a condition that can be easily malingered for secondary gain. For this reason, it is important for physicians to understand the phenomenology of true PTSD and indicators that suggest an individual is malingering. This paper reviews the prevalence of PTSD for both the general population and for specific events, such as rape and terrorism, to familiarize evaluators with the frequency of its occurrence. The diagnostic criteria for PTSD, as well as potential ambiguities in the criteria, such as what constitutes an exposure to a traumatic event, are reviewed. Identified risk factors are reviewed as a potential way to help differentiate true cases of PTSD from malingered cases. The question of symptom overreporting as a feature of the disease versus a sign of malingering is discussed. We then examine how the clinician can use the clinical interview (e.g., SIRS, CAPS), psychometric testing, and the patient's physiological responses to detect malingering. Particular attention is paid to research on the MMPI and the subscales of infrequency (F), infrequency-psychopathology (Fp), and infrequency-posttraumatic stress disorder (Fptsd). Research and questions regarding the accuracy of self-report questionnaires, specifically the Mississippi Scale (MSS) and the Personality Assessment Inventory (PAI), are examined. Validity, usability, and cutoff values for other psychometric tests, checklists, and physiological tests are discussed. The review includes a case, which shows how an individual used symptom checklist information to malinger PTSD and the inconsistencies in his story that the evaluator detected. We conclude with a discussion regarding future diagnostic criteria and suggestions for research, including a systematic multifaceted approach to identify malingering.

show abstract

Forensic Aspects of Sexual Harassment

Cited by 5 publications

References 4 publications

Moderated Mediation Model of Interrelations between Workplace Romance, Wellbeing, and Employee Performance

Moderated Mediation Model of Interrelations between Workplace Romance, Wellbeing, and Employee Performance

Sexual harassment

Detection of Malingered PTSD: An Overview of Clinical, Psychometric, and Physiological Assessment: Where Do We Stand?

Contact Info

Product

Resources

About