The compelling argument for harassment prevention training: Implications for instructional designers

Sample, John

doi:10.1002/pfi.145

Cited by 2 publications

(2 citation statements)

References 8 publications

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“…Though our effect sizes are somewhat modest, they are of practical significance. For instance, the costs of defending an organization with 500 employees against a single harassment lawsuit are estimated at $2.73 million (about $5,500 per employee; Sample, ). The costs increase substantially as the size of an organization grows, with companies of 20,000 employees having estimated costs of $12.25 million (around $600 per employee).…”

Section: Discussionmentioning

confidence: 99%

And justice for all: How organizational justice climate deters sexual harassment

Rubino

Avery

McKay

et al. 2018

Personnel Psychology

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Sexual harassment is hurtful for victims, observers, and the organizations that employ them. Although previous studies have identified numerous gender‐specific antecedents such as sex similarity and climate for sexual harassment, the present study considers the role of a more general contextual construct—organizational justice climate. Beyond examining justice climate as a predictor of sexual harassment, we also assess its potential moderation of well‐established relationships between antecedents (i.e., climate for sexual harassment and sex similarity) and sexual harassment at both the individual and unit levels. In two large military samples (Ns = 26,018 and 8,197), we found that psychological and collective justice climates (a) related negatively to sexual harassment and (b) moderated the effects of sex similarity and sexual harassment climate on sexual harassment. These findings indicate that harassment is less prevalent and established antecedents are less impactful when greater value is perceived to be placed on fairness. Moreover, the attenuating effects of justice climate appear interchangeable with those of harassment climate or sex similarity, suggesting that managing justice climate effectively generally helps to deter sexual harassment.

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Section: Discussionmentioning

confidence: 99%

And justice for all: How organizational justice climate deters sexual harassment

Rubino

Avery

McKay

et al. 2018

Personnel Psychology

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“…The individual, not the governmental entity, would be responsible for any judgement involving monetary damages (Lee, 1987). Note that some local governments may elect to have insurance which covers the employer and its employees in the event of this type of litigation (Sample, 2007b).…”

Section: International Journal Of Human Resource Studiesmentioning

confidence: 99%

Human Resource Management in State and Local Government in the United States: Avoiding Liability for Discrimination Under Title 42 U.S.C. § 1983

Sample

2017

IJHRS

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The purpose of this review is to summarize Title 42 U.S.C. §1983, sometimes known as the "other" or "original" federal discrimination law in the United States that applies to elected officials, their appointed public administrators, and other employees in state and local governments. This federal statute provides a procedural process that allows a person to bring a private right of action to seek redress when just laws and policies are administered unjustly by state and local governmental entities. A hypothetical set of facts from a municipal setting is used to explore a typical Title 42 U.S.C. § 1983 proceeding. Included in the review are typical defenses and immunities that make these proceedings for both the complaining party and the political entity complex, if not paradoxical. Strategies to prevent such claims are also discussed.

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The compelling argument for harassment prevention training: Implications for instructional designers

Cited by 2 publications

References 8 publications

And justice for all: How organizational justice climate deters sexual harassment

And justice for all: How organizational justice climate deters sexual harassment

Human Resource Management in State and Local Government in the United States: Avoiding Liability for Discrimination Under Title 42 U.S.C. § 1983

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