Managing Workplace Sexual Harassment: The Role of Manager Training

Buckner, Grant E.; Hindman, Hugh D.; Huelsman, Timothy J.; Bergman, Jacqueline Z.

doi:10.1007/s10672-014-9248-z

Cited by 22 publications

(27 citation statements)

References 43 publications

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“…Buckner et al's () cross‐sectional survey study examined the relationship between prior SH training experiences and both sensitivity and accuracy outcomes by asking 209 managers from different companies (solicited by 209 students in management and psychology classes) to indicate the extent to which they considered scenarios as involving SH. Accurate answers were based on the judgments of nine compliance officers.…”

Section: Review Of the Literaturementioning

confidence: 99%

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Sexual harassment training effectiveness: An interdisciplinary review and call for research

Roehling

Huang

2018

J Organ Behavior

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Summary Although sexual harassment (SH) training is widespread, has many important consequences for individuals and organizations, and is of demonstrated interest to researchers across a wide range of disciplines, there has never been a comprehensive, interdisciplinary attempt to identify and systematically evaluate relevant research findings. This article addresses that need in the literature. It discusses the legal context of SH training and its relevance to research issues, provides an organizing framework for understanding the primary factors influencing SH training effectiveness, critically reviews empirical research providing evidence of the effectiveness of SH training, and sets forth a research agenda.

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Section: Review Of the Literaturementioning

confidence: 99%

“…Several articles and book chapters provide valuable summaries or discussions of SH training research (e.g., Buckner, Hindman, Huelsman, & Bergman, 2014;Goldberg, 2011;Kath & Magley, 2014;Perry, Kulik, & Bustamante, 2012). However, existing summaries or discussions have at least three significant limitations.…”

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confidence: 99%

Sexual harassment training effectiveness: An interdisciplinary review and call for research

Roehling

Huang

2018

J Organ Behavior

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“…This body of research tends to focus on the policy as text, with little attention to how sexual harassment policy is discursively interpreted by organizational members (Ranney, 2000). This is unfortunate given the at UNIV OF TENNESSEE on June 4, 2016 hum.sagepub.com Downloaded from ubiquitous nature of sexual harassment policies, the unique organizational cultural environments in which these policies are imbedded, and the tendencies of these policies to fail in the protection of organizational members from predatory sexual behaviors (McDonald et al, 2011), even when managerial training accompanies the policies (Buckner et al, 2014).…”

Section: Policy As Site Of Discursive Strugglementioning

confidence: 99%

Binary logics and the discursive interpretation of organizational policy: Making meaning of sexual harassment policy

Dougherty

Hode

2016

Human Relations

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Although workplace policies are written in neutral terms that give the appearance of rationality, research shows that policy meanings are in fact constructed and negotiated through discursive practices. Sexual harassment policies illustrate this phenomenon. Sexual harassment is a highly complex and fluid phenomenon that is dependent on context and culture for its meaning. Although sexual harassment policies tend to use language that appears to lie outside of the interpretive stream, these policies are in fact always subject to discursive interpretation. One particularly powerful form of discursive interpretation lies in the interplay between binary logics and binary language. This study explored the interplay between macro-level binary logics, mezzo-level sexual harassment policy and micro-level binary language during organizational members' discussions about their organization's sexual harassment policy. Our analysis of focus group and interview data revealed that participants discursively produced what we have termed a complex binary web that reshaped the meaning of the policy, such that usage of the policy contradicted organizational norms and values. Understanding sexual harassment policy discourse as constructed in a binary web reveals that rational assumptions underlying sexual harassment policy may be inconsistent with the lived experiences in organizational cultures.

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“…There are numerous ways in which awareness, and through it, sensitivity, is gained by recipients. Receiving training on sexual harassment (Buckner, Hindman, Huelsman, & Bergman, 2014), knowing victims of sexual harassment personally or through the media (Wiener, Voss, Winter, & Arnot, 2005), being exposed to the publicity given (Jaschik-Herman & Fisk, 1995;Pickerill et al, 2006), gaining legal knowledge (Tinkler, 2008), legal consciousness (Nielsen, 2000), and organizational policies (Antecol & Cobb-Clark, 2003) are thus found to heighten people's awareness and sensitivity about the issue, affecting their interpretation of sexual harassment.…”

Section: Prior Awareness Of the Issuementioning

confidence: 99%

Boundaries and Borders: How Do Recipients Interpret Social-Sexual Behaviour at Work?

Adikaram

2018

Colombo Bus. J

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This article aims to provide a conceptual framework for elucidating how and under what circumstances women interpret social-sexual behaviours they experience at work as sexual harassment, by reviewing journal articles related to the interpretation of sexual conduct and harassment published between 1990 and 2016. By appraising, expanding, synthesising and collating extant literature in the area, it is proposed that social-sexual behaviour experienced by women at the workplace will be interpreted as harassing or not depending on: a) how they perceive the appropriateness of the intentions of the harasser, b) their sensitivity to the issue of sexual harassment, c) how personally vulnerable they are, d) the context within which the behaviour occurred and c) the behaviour itself. The proposed framework adds to existing knowledge by building on and expanding the prior understanding of how social-sexual behaviour at work is interpreted, going beyond the constricted attention paid to one or few factors affecting interpretation in a piecemeal fashion.

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Managing Workplace Sexual Harassment: The Role of Manager Training

Cited by 22 publications

References 43 publications

Sexual harassment training effectiveness: An interdisciplinary review and call for research

Sexual harassment training effectiveness: An interdisciplinary review and call for research

Binary logics and the discursive interpretation of organizational policy: Making meaning of sexual harassment policy

Boundaries and Borders: How Do Recipients Interpret Social-Sexual Behaviour at Work?

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