European Review of Social Psychology

Stroebe, Wolfgang; Hewstone, Miles

doi:10.1002/0470013478

Cited by 16 publications

(1 citation statement)

References 40 publications

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“…Some scales, like the Symbolic Racism Scale (Henry & Sears, 2002), do not provide clear right or wrong response options and instead include some items that take the form of discussion questions (e.g., "How much discrimination against blacks do you feel there is in the US today?"). Previous work has noted that open-ended questions have the potential to more fully assess attitudes (Esses & Maio, 2002;Haddock & Zanna, 1998). With respect to attitudes about sexual harassment, questions asking if trainees believe sexual harassment is a problem at their workplace could prove useful for both understanding training outcomes and future training design.…”

Section: Measurement Recommendationsmentioning

confidence: 99%

#Ustoo: How I-O psychologists can extend the conversation on sexual harassment and sexual assault through workplace training

Medeiros

Griffith

2019

Ind. Organ. Psychol.

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Recent events in the workplace, government, and college campuses in the US have brought the issues of sexual harassment and assault to the forefront of media and public discussion. Industrial and organizational (I-O) psychologists are uniquely suited to help address these issues by aiding in intervention development. Specifically, I-O psychologists can provide key insight regarding the context, design, development, and evaluation of sexual harassment and assault training efforts. Although some empirical evidence suggests that trainings are effective in the short term, there is little evidence to suggest long-term attitudinal or behavioral change outside of the training environment. Much of the research in this area, however, has focused solely on the training intervention, excluding the pre- and post-training environment. Thus, the present effort focuses on designing trainings that promote transfer, as well as improving measurement of desired outcomes, to provide a framework for improving sexual harassment and assault training. This framework addresses how individual differences, needs analysis, training design, evaluation, and post-training support contribute to lasting change while addressing the unique challenges associated with sexual harassment and assault. Last, this framework provides guidance for improving research in this area as well as practical suggestions for improving training programs.

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Section: Measurement Recommendationsmentioning

confidence: 99%

#Ustoo: How I-O psychologists can extend the conversation on sexual harassment and sexual assault through workplace training

Medeiros

Griffith

2019

Ind. Organ. Psychol.

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Markenliebe: Vom Wesen der intensivsten aller Markenbeziehungen

Langner¹,

Kühn²

2010

Innovation Und Internationalisierung

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Alcohol-Related Social Gatherings with Coworkers: Intentions to Behave and Intentions to Not Behave

Park

Lee

2011

Journal of Pacific Rim Psychology

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Various reasons likely exist for individual participation or nonparticipation in social gatherings after work hours, especially when the social gatherings often involve a moderate to heavy consumption of alcohol. Obtaining information useful for work and talking openly with coworkers can be reasons for participating in these gatherings. Wanting to go home on time or not wanting to get drunk can be reasons for not participating in these gatherings. Normative pressure from coworkers also can be a reason for either participation or nonparticipation.The current study has two main purposes. First, with a sample of Korean working adults, this study tests the utility of the theory of planned behaviour (TPB) for predicting two related behaviours (here, joining versus not joining alcohol-related social gatherings). Second, considering that the attitudinal component of TPB is behavioural-outcome-based, the current study asks which types of attitudes are important for intentions to join or to not join alcoholrelated social gatherings. The Theory of Planned BehaviourThe theory of planned behaviour (TPB) delineates attitudes toward behaviours, subjective norms, and perceived behavioural control that contribute to intentions and behaviours (Ajzen, 1988). TPB assumes that people examine the likelihood of outcomes that can result from the behaviour in question and evaluate importance of those outcomes. The behavioural outcomes and the evaluation of the outcomes are multiplied together to form attitudes toward behaviours. TPB postulates that people hold normative beliefs about what their important others (i.e., reference groups) think about performing behaviours and different degrees of motivation to comply with what their important others prefer. Normative beliefs and motivation to comply are multiplied with each other to form subjective norms. The third component, perceived behavioural control, refers to the extent to which individuals feel that they can engage in the behaviour. In other words, perceived behavioural control indicates individual efficacy levels in performing the behaviour. T wo studies are reported using the theory of planned behaviour (TPB) to examine Koreans' intentions and self-reported behaviour of joining and not joining alcohol-related social gatherings with work colleagues after work hours. Study 1 showed that group-related attitudes and perceived behavioural control of the TPB components regarding joining were significantly associated with intentions to join. Study 2 examined TPB components regarding not joining and intentions to not join. Study 2 found that although none of the TPB components was directly related to intentions, subjective norms from work colleagues moderated the effect of group-related attitudes on intentions to not join. The TPB components and intentions were not significantly related to self-reported behaviour of joining. The findings indicate that the relationships between the TPB components and intentions can be different for engaging and not engaging in a behaviour. Alcohol-Relate...

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European Review of Social Psychology

Cited by 16 publications

References 40 publications

#Ustoo: How I-O psychologists can extend the conversation on sexual harassment and sexual assault through workplace training

#Ustoo: How I-O psychologists can extend the conversation on sexual harassment and sexual assault through workplace training

Markenliebe: Vom Wesen der intensivsten aller Markenbeziehungen

Alcohol-Related Social Gatherings with Coworkers: Intentions to Behave and Intentions to Not Behave

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