Sexual orientation harassment in the workplace: When do observers intervene?†
Sexual orientation harassment in the workplace: When do observers intervene?†
复制标题
工作场所的性取向骚扰：观察员何时进行干预？†
DOI：
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复制
发表时间：
2012
期刊：
影响因子：
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通讯作者：
Jennifer L. Wessel
中科院分区：
文献类型：
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作者：
A. Ryan;Jennifer L. Wessel
总结
对于骚扰事件的观察者何时以及为何选择干预，人们知之甚少。基于 Bowes-Sperry 和 O'Leary-Kelly (2005) 的观察者干预模型，我们研究了情境变量（骚扰的直接性、与目标的关系、对目标取向的了解、重复信念）变量，作为观察者在目睹性取向骚扰时决定进行干预的潜在预测因素。我们还研究了成本和收益分析以及重复信念与参与程度和直接性之间的关系。与目标的关系、骚扰的直接性、重复信念、对目标导向的了解以及成本证明了与干预性质的某些联系。我们讨论了对组织的影响。版权所有 © 2011 约翰·威利父子有限公司
Summary
Little is known about when and why observers of harassment incidents choose to intervene. On the basis of a model of observer intervention by Bowes-Sperry and O'Leary-Kelly (2005), we examined situational (directness of harassment, relationship to target, knowledge of target orientation, recurrence beliefs) variables as potential predictors of observer decisions to intervene when witnessing sexual orientation harassment. We also examined how costs and benefits analysis and recurrence beliefs relate to the level and immediacy of involvement. Relationship to the target, directness of the harassment, recurrence beliefs, knowledge of target orientation, and costs evidenced some connections to the nature of intervention. We discussed implications for organizations. Copyright © 2011 John Wiley & Sons, Ltd.