Interpersonal Interaction, Affective Forecasting, and Harassment in the Workplace

人际互动、情感预测和工作场所骚扰

• 批准号: 1122683
• 负责人: Richard Wiener
• 金额: $ 30万
• 依托单位: University of Nebraska-Lincoln
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2011
• 资助国家: 美国
• 起止时间: 2011-08-15 至 2016-01-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=1122683&HistoricalAwards=false
• 关键词: Interpersonal; Interaction; Affective; Forecasting; Harassment

This research applies a scientific framework to examine the effects of actions that male workers direct toward female coworkers on judgments of harassment, emotional reactions, and work performance for people who experience the action (e.g., potential complainants). In addition, it tests differences between those who experience the alleged harassment, those who observe the alleged harassment (e.g., co-workers and witnesses), and those who predict the potential impact of the action from indirect evidence of it (e.g., judges and juries). Preliminary work by the PIs has shown that predictors expect those who experience the action to report more harassment, more negative emotions, and more performance decrements than experiencers of actions actually report. The research relies on a model of legal decision-making to better understand the influence of interpersonal interaction, affective forecasting, and the roles of pervasiveness and severity of the misconduct. Specifically, the research addresses: 1) How severe or pervasive must misconduct be to trigger reactions among complainants, witnesses, and judges and juries to satisfy the legal requirements of hostile work environment harassment? 2) Do different levels of experienced and anticipated emotion explain these reactions? And, 3) what are the differences in reactions between potential complainants, witnesses, and juries/judges? To examine these questions, the PIs will conduct a coordinated set of 3 experimental studies in which student and community participants experience, observe, and predict the impact of actions, which vary in severity and pervasiveness, to test the effects on harassment judgments, emotions, and work performance.This work has the potential to generate new knowledge with theoretical and practical significance. The findings will explain how certain forms of interpersonal interaction affect harassment perceptions, emotions, and work performance from the perspectives of complainants, potential witness, and judges, jurors, and mediators. It also provides a model and potential intervention to explain and reduce the differences between these entities.

本研究运用一个科学的框架来考察男性员工针对女性同事的行为对骚扰判断、情绪反应以及经历过这种行为的人(例如，潜在的投诉人)的工作表现的影响。此外，它还测试那些经历被指控的骚扰的人、观察被指控的骚扰的人(例如，同事和证人)以及那些根据间接证据预测行动的潜在影响的人(例如，法官和陪审团)之间的差异。PI的初步研究表明，预测者预计那些经历过这种行为的人会报告更多的骚扰、更多的负面情绪，以及比行为体验者实际报告的更多的表现减退。本研究依赖于法律决策模型，以更好地理解人际互动、情感预测以及不当行为的渗透性和严重性所起的作用。具体地说，这项研究涉及：1)不当行为必须达到多严重或多普遍才能在原告、证人、法官和陪审团之间引发反应，以满足敌对工作环境骚扰的法律要求？2)不同程度的经验和预期情绪是否解释了这些反应？以及，3)潜在的投诉人、证人和陪审团/法官之间的反应有什么不同？为了检验这些问题，PIS将进行一套协调一致的3项实验研究，让学生和社区参与者体验、观察和预测行动的影响，这些行动的严重性和普及性不同，以测试对骚扰判断、情绪和工作表现的影响。这项工作有可能产生具有理论和实践意义的新知识。研究结果将从投诉人、潜在证人、法官、陪审员和调解人的角度解释某些形式的人际互动如何影响骚扰感知、情绪和工作表现。它还提供了一个模式和潜在的干预措施，以解释和减少这些实体之间的差异。