Sexual orientation harassment in the workplace: When do observers intervene?

Ryan, Ann Marie; Wessel, Jennifer

doi:10.1002/job.765

Cited by 53 publications

(41 citation statements)

References 66 publications

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“…The nature of the harassment affects observer's likelihood of intervention (Bowes-Sperry & O'Leary-Kelly, 2005;Clark & Word, 1972;1974;Ryan & Wessel, 2012). Specifically, Bowes-Sperry and Powell (1999) found that observers were more likely to intervene when they perceived there was a consensus that an incident constituted sexual harassment than when there is a lack of confidence regarding what the incident actually represented.…”

Section: Situational Influencesmentioning

confidence: 99%

“…It is also one of the few observer intervention frameworks that focuses on workplace harassment incidents as opposed to emergency situations most often addressed in the bystander literature (e.g., Clark & Word, 1972). Although the Bowes-Sperry and O'Leary-Kelly's framework primarily focuses on sexual harassment, it has been shown to generalize to sexual orientation harassment (Ryan & Wessel, 2012), making it a suitable framework from which to develop hypotheses on observer intervention in religious harassment.…”

Section: Observer Interventionmentioning

confidence: 99%

“…Whether an incident is perceived as a one-time event or a recurring incident influences intervention (Bowes-Sperry & O'Leary-Kelly, 2005;Ryan & Wessel, 2012). Observers feel more compelled to act when they perceive the incident as recurring in order to prevent similar harassment incidences in the future.…”

Section: Situational Influencesmentioning

confidence: 99%

“…Specific harassment behaviors may be perceived differently in terms of their intent to harm (Benavides-Espinoza & Cunningham, 2010;Ryan & Wessel, 2012). Generally, overt blatant expressions of discrimination are perceived as more stigmatizing and are usually considered illegal and violate social norms, whereas covert expressions of prejudice are generally unconscious and may go unnoticed (Crocker, Major, & Steele, 1998).…”

Section: Situational Influencesmentioning

confidence: 99%

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Religious harassment in the workplace: An examination of observer intervention

2015

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Religious harassment claims in the United States have risen sharply over the past decade. However, victims of religious harassment may not always report harassment, and true rates may be higher. Hence, actions taken by third parties present (observers) are important in combating harassment in the workplace. The purpose of this paper is to extend a previous model of observer intervention and related research by testing it empirically in the context of religious harassment and identify factors that influence observers' decision to intervene (intervention), when they intervene (level of immediacy), and how much they intervene (level of involvement). Across two studies, we find evidence that verbal harassment, ambiguity of intent, relationship to target/harasser, recurrence belief, religious commitment, pro-social orientation, and the interactive effect of shared religion and religious commitment predict intervention. Furthermore, individuals show higher levels of involvement and immediacy in intervention when costs are low and emotional reactions are high. Implications of these findings for engaging observers in combatting harassment are discussed.This girl I worked with was Jewish. One day we were all at lunch and we split the bill. The girl paid a dollar less than someone else and the kid across from me turned to her and said, "Don't Jew me out of that dollar." She looked extremely hurt by this incident.We have an Arab cook in the --------Center. He is a male Muslim and everyone cracks jokes behind his back. They say things like "If you don't like his food he will put a Jihad on you" and "I'm scared to eat his food cause there is probably a lot of curry and anthrax in everything."

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Section: Situational Influencesmentioning

confidence: 99%

Section: Observer Interventionmentioning

confidence: 99%

Section: Situational Influencesmentioning

confidence: 99%

Section: Situational Influencesmentioning

confidence: 99%

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Religious harassment in the workplace: An examination of observer intervention

2015

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“…In Ryan and Wessel (), we presented the ordinary least square regression analyses in Tables 4, 5, 8, and 9 rather than the logistic regression analyses. Reanalysis of the data using logistic regression results in no changes in the conclusions regarding any of the hypotheses or any of the conclusions regarding significant relations for any of the variables.…”

Section: Logistic Regression Of Intervention On Hypothesized Variablementioning

confidence: 99%

Sexual orientation harassment in the workplace: When do observers intervene?

Ryan

Wessel

2011

J Organ Behavior

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In Ryan and Wessel (2011), we presented the ordinary least square regression analyses in Tables 4, 5, 8, and 9 rather than the logistic regression analyses. Reanalysis of the data using logistic regression results in no changes in the conclusions regarding any of the hypotheses or any of the conclusions regarding significant relations for any of the variables. We presented herein parallel tables for comparison.

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Experiences of LGBTQ+ Residents in US General Surgery Training Programs

et al. 2022

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IMPORTANCE Previous studies have shown high rates of mistreatment among US general surgery residents, leading to poor well-being. Lesbian, gay, bisexual, transgender, queer, and other sexual and gender minority (LGBTQ+) residents represent a high-risk group for mistreatment; however, their experience in general surgery programs is largely unexplored. OBJECTIVE To determine the national prevalence of mistreatment and poor well-being for LGBTQ+ surgery residents compared with their non-LGBTQ+ peers. DESIGN, SETTING, AND PARTICIPANTS A voluntary, anonymous survey adapting validated survey instruments was administered to all clinically active general surgery residents training in Accreditation Council for Graduate Medical Education-accredited general surgery programs following the 2019 American Board of Surgery In-Training Examination.MAIN OUTCOMES AND MEASURES Self-reported mistreatment, sources of mistreatment, perceptions of learning environment, career satisfaction, burnout, thoughts of attrition, and suicidality. The associations between LGBTQ+ status and (1) mistreatment, (2) burnout, (3) thoughts of attrition, and (4) suicidality were examined using multivariable regression models, accounting for interactions between gender and LGBTQ+ identity.RESULTS A total of 6956 clinically active residents completed the survey (85.6% response rate). Of 6381 respondents included in this analysis, 305 respondents (4.8%) identified as LGBTQ+ and 6076 (95.2%) as non-LGBTQ+. Discrimination was reported among 161 LGBTQ+ respondents (59.2%) vs 2187 non-LGBTQ+ respondents (42.3%; P < .001); sexual harassment, 131 (47.5%) vs 1551 (29.3%; P < .001); and bullying, 220 (74.8%) vs 3730 (66.9%; P = .005); attending surgeons were the most common overall source. Compared with non-LGBTQ+ men, LGBTQ+ residents were more likely to report discrimination (men: odds ratio [

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Sexual orientation harassment in the workplace: When do observers intervene?

Cited by 53 publications

References 66 publications

Religious harassment in the workplace: An examination of observer intervention

Religious harassment in the workplace: An examination of observer intervention

Sexual orientation harassment in the workplace: When do observers intervene?

Experiences of LGBTQ+ Residents in US General Surgery Training Programs

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