Special peers’ perceived use of communication openness and functional communication skills in specific organizational contexts

Spillan, John E.; Mino, Mary

doi:10.1080/08824090109384782

Cited by 4 publications

(1 citation statement)

References 14 publications

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“…Because expressions of dissent can be likened to reporting of sexual harassment at work, the following were collected as covariates: participants' organization size, whether or not the participants telecommute, work experience in years, current employment in years, position, and organization type. Expressions of dissent, solidarity, and trust are influenced by the quality of peer coworker relationships (see Sollitto & Myers, 2015;Myers & Johnson, 2004), regardless of organization type (see Spillan & Mino, 2001), and so participants were also asked how many special peers, or coworkers with whom they share a great deal of intimacy and selfdisclosure with, they have at work (Kram & Isabella, 1985). In line with these, the current study investigates the following research question: RQ: When controlling for relational, socioeconomic, and characteristics of one's position and career field, do the associations remain among the participants' perceived partner BS and HS, workplace BS and HS, their own BS and HS, and their likelihood to report and intolerance for SH?…”

Section: Rationale/hypothesesmentioning

confidence: 99%

Interpersonal Influences on Interpretation of Workplace Sexual Harassment

Purtell¹

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Interpersonal Influences on Interpretation of Workplace Sexual Harassment Rachael E. Purtell The purpose of this thesis is to investigate how women interpret and respond to incidents of sexual harassment at work, in the context of both their romantic relationships and workplace cultures. Incorporating Ambivalent Sexism Theory (Fiske & Glick, 1995) to measure sexist attitudes, I presumed that their own, their partners' and their presumed workplace's sexism scores for both subsets would be linked to the women's perceptions and behavioral intentions in response to being sexually harassed at work. Participants were 145 heterosexual adult women, employed full-time and in self-defined committed heterosexual relationships. Each completed a survey that included the Ambivalent Sexism Inventory (ASI) (Fiske & Glick, 1995), the Sexual Harassment Reporting Attitudes Scale (SHRAS) (Cesario, Parks-Stamm, & Turgut, 2018), likelihood of reporting scenarios of sexual harassment (SH), and number of special peers in the workplace. There was additional demographic data about the participants and their workplaces, most of which was incorporated as covariates. Results supported several of the asserted relationships. Although the predicted relationships between participants' and their perceived partners' and workplace sexist attitudes with reporting SH did not emerge, there were many significant findings regarding these variables and their associations with intolerance for SH. The majority of this study's findings emerged as significant, even when testing alongside covariates of education, organization size, organization type, and number of special peers in the workplace with the exception of perceived partner HS and intolerance for SH that were non-significant. Future research should explore disclosures exchanged regarding such incidents at work in the context of both romantic relationships and other social relationships in and out of work.

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