Sexual Harassment Training: Person versus Machine

Abstract

Computer-based training is rapidly being implemented in organizations. Many advantages of this approach have been suggested (e.g., self-paced instruction, uniform content, and long-run cost efficiency) along with several potential disadvantages (e.g., noncompletion rates, computer availability). Despite the purported advantages of computer-based training, little research has examined the effect of computer-based training on learning. This field study systematically compared computer-based sexual harassment training with traditional instructorled training. Overall, the results suggested that having a training course on sexual harassment, regardless of method of training, increased learning among the university employees who participated in these sessions. Reactions to both types of training were positive.

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

“…In addition, several studies found no change in attitude (Kearney et al, 2004;Magley et al, 2013, Study 2;Preusser et al, 2011).…”

“…The 12 studies that investigate the effect of training design features on one or more training outcomes are summarized in Table . Of the nine experimental studies, four purport to test the effect of different instructional media (Birdeau et al, ; Bonate & Jessell, ; Pilgram & Keyton, ; Preusser, Bartels, & Nordstrom, ). However, all four appear to confound the effect of instructional media with the effect of instructional content or methods.…”

“…However, all four appear to confound the effect of instructional media with the effect of instructional content or methods. For example, although Preusser et al () purport to test differences in the effectiveness of instructional media (online vs. classroom), there appear to be significant differences in the methods used (e.g., the opportunity to ask questions or engage in discussion, and feedback provided) in the two training conditions. These studies do not provide a basis for conclusions regarding the most effective means for conveying SH training.…”

Disability Diversity Training in the Workplace: Systematic Review and Future Directions

“…One major influence on outcomes is duration of training, which has varied in research studies from 1 to 2 h [29,30] to well over 8 hours [31][32][33]. Kalinoski et al [13] found diversity trainings lasting longer than 4 h tended to have larger effects on affective outcomes than did shorter trainings.…”

“…That said, very few studies have used computer-based training programs and none of the studies included by Kalinoski et al used a blended learning approach as was used by Rudstam et al [26]. Preusser et al [30] conducted the only known direct comparison of these training delivery methods. The computer-based training took 1.5-2 h to complete and contained four sections.…”