The Conditional Indirect Effect Model of Women's Union Participation: The Moderating Effect of Perceived Union Tolerance for Sexual Harassment

Mellor, Steven; Golay, Leslie M.

doi:10.1080/00223980.2012.748580

Cited by 11 publications

(10 citation statements)

References 30 publications

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“…Studies on sexual harassment (SH) have largely focused on either the outcomes experienced by the direct targets of SH or on defining SH in different organisational and team contexts (Chamberlain et al 2008;Gruber 1992;Raver & Gelfand 2005;Welsh 1999;Mellor & Golay 2014). Most of these studies have been conducted in Western contexts, e.g.…”

Section: Introductionmentioning

confidence: 99%

An exploratory study of sexual harassment in Pakistani organizations

Ali

Kramar

2014

Asia Pac J Manag

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Despite prior research on the influence of national regulatory and cultural factors on sexual harassment (SH) at the workplace, few studies have examined SH, its impact on victims and redress processes in Muslim majority countries (MMCs) such as Pakistan. This study uses neo-institutional theory to develop a more comprehensive framework to explore SH experienced by women at the workplace in Pakistan. Qualitative methodology is adopted to examine employees' and managers' perceptions of SH. Drawing on interviews with working women and human resource managers in six Pakistani organisations, the study demonstrates that even when there are formal policies designed to prevent SH, cultural factors influence policy implementation. It reveals that there is a tension between traditional culture and behaviour consistent with SH policies in the workplace. The study identifies three major factors which influence SH redressal; these are socio-cultural factors (e.g. female modesty), institutional factors (e.g. inappropriate redress procedures), and managerial expertise/ bias.

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Section: Introductionmentioning

confidence: 99%

An exploratory study of sexual harassment in Pakistani organizations

Ali

Kramar

2014

Asia Pac J Manag

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“…Wave 1 focused on women and was completed in December 2009 (N=326). The data from Wave 1 were used to test the conditional indirect effect model of women's union participation (Mellor and Golay 2014b). Wave 2 focused on women and was completed in December 2010 (N=150).…”

Section: Perceived Unionmentioning

confidence: 99%

Gender as a Boundary Condition of Models of Union Women’s Mental Health and Participation in Relation to Perceived Union Tolerance for Sexual Harassment

Mellor

Golay

2014

Employ Respons Rights J

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Do models of union women's mental health and union participation extend to union men? To answer this question, we attempted to replicate two supported models using data from union men (N=150): The interactional effect model of union women's mental health and the conditional indirect effect model of women's union participation (Mellor and Golay in Employee Responsibilities and Rights Journal, 2014a, Journal of Psychology: Interdisciplinary and Applied, 148, 73-91, 2014b). In both models, perceived union tolerance for sexual harassment is positioned as a moderator of the predictor-outcome relationship. Retests of the models did not suggest favorable replication. As such, neither model was extended to men. Implications for sexual harassment theory and union intervention are discussed.Keywords Labor unions . Sexual harassment . Mental health . Union participation With the advent of models in organizational psychology that predict outcomes for individuals who do not share a common feature or attribute, interest in determining the boundary conditions of models has been heightened by the prospect of more focused intervention (Alderfer 2011;House et al. 1995). In this study, we examine gender as a boundary condition of two models, one found to predict union women's mental health and the other found to predict women's union participation (Mellor and Golay 2014a, b). In both models, the predictor-outcome relationship was found to vary in strength in relation to perceived union tolerance for sexual harassment, defined as members' perceptions of union tolerance for sexual harassment based on union policy and policy-driven practice (Bulger 2001). The basic question of our study is: Can the models be extended to union men? The research question is: Is gender a boundary condition, wherein the models are applicable to union women but not to union men? Data from union men are used to examine the latter question. The data include survey responses about sexual harassment, perceived union tolerance for sexual harassment, perceived union support, perceived union instrumentality, subjective negative mental health, and willingness to participate in union activities.Employ Respons Rights J

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“…Unions are expressing concern about sexual harassment in the workplace, and some have put in place clear procedures to assist women in reporting abuses and discrimination (Bulger, ). Results from a sample of union women suggest greater willingness to participate in union activities when their union is perceived as having a low tolerance for sexual harassment, as indicated by procedures and policies (Mellor & Golay, ).…”

Section: Inclusion and Diversitymentioning

confidence: 99%

Social Class Myopia: The Case of Psychology and Labor Unions

Lott

2013

Anal Soc Iss & Public Policy

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This paper explores the potential for psychology's research agenda likely to follow from new scholarship on working class issues and organized labor. Such an agenda fits well with the official mission of APA -to advance knowledge that benefits society and improves people's lives. I focus on our paucity of interest in the institution that gives the American working class a voice -the labor union. We know that work is one of the central focuses in the lives of most people and that the work experience is deeply implicated in satisfaction with life. The efforts of organized labor to achieve economic fairness and justice, and a healthy workplace environment, are intertwined with multiple corollary consequences that constititue a wide and complex spectrum -from physical job safety and economic security on one end, to the psychological benefits of heightened self-esteem, respect, dignity, empowerment and affiliation on the other -all related to satisfaction with life.

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The Conditional Indirect Effect Model of Women's Union Participation: The Moderating Effect of Perceived Union Tolerance for Sexual Harassment

Cited by 11 publications

References 30 publications

An exploratory study of sexual harassment in Pakistani organizations

An exploratory study of sexual harassment in Pakistani organizations

Gender as a Boundary Condition of Models of Union Women’s Mental Health and Participation in Relation to Perceived Union Tolerance for Sexual Harassment

Social Class Myopia: The Case of Psychology and Labor Unions

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