The effects of educational intervention on perceptions of sexual harassment

Bonate, Diana L.; Jessell, John C.

doi:10.1007/bf01544090

Cited by 13 publications

(15 citation statements)

References 24 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Few empirical sexual harassment training studies, however, have directly compared the effectiveness of alternative sexual harassment training methods (for exceptions see Bonate & Jessell, 1996;York, Barclay, & Zajack, 1997). Although computer-based sexual harassment training programs are increasingly available (e.g., Welber, 2001; Wellbrock, 1999), we did not find any empirical studies assessing their effectiveness.…”

Section: Research Findingsmentioning

confidence: 98%

“…Gender differences in perceptions of sexual harassment suggest that training may have different effects on female compared to male trainees. And, in fact, a number of studies have found that sexual harassment training has a greater positive impact on men than women (Beauvais, 1986;Blakely, Blakely, & Moorman, 1998;Bonate & Jessell, 1996;Moyer & Nath, 1998). Research suggests that within-gender differences also play a role in training effectiveness, however (see, e.g., Kearney, Rochlen, & King, 2004;Perry, Kulik, & Schmidtke, 1998;Robb & Doverspike, 2001).…”

mentioning

confidence: 92%

“…Sexual harassment training may have a greater positive impact on men (e.g., Beauvais, 1982;Bonate & Jessell, 1996;Moyer & Nath, 1998) because it provides them with knowledge about sexual harassing behaviors they do not have. Men may particularly benefit from training that helps them recognize less extreme forms of sexual harassment such as telling jokes of a sexual nature.…”

mentioning

confidence: 97%

See 2 more Smart Citations

Sexual harassment training: Recommendations to address gaps between the practitioner and research literatures

Perry

Kulik

Field

2009

Human Resource Management

View full text Add to dashboard Cite

Sexual harassment training is a common human resource activity, and the practitioner literature is replete with advice about how to implement it. Little research, however, has specifi cally explored what makes sexual harassment training effective. This paper uses what we know from general training research and theory and sexual harassment research to assess the extent to which the practitioner literature is making relevant and reasonable recommendations for sexual harassment training. We identify practitioner-research gaps in the literature, including areas that academic research and theory sug-Keywords: sexual harassment, training effectiveness, practitioner-research gaps M anaging sexual harassment in the workplace is an important issue for human resource (HR) managers. Sexual harassment can create physical and psychological difficulties for victims (Fitzgerald, Drasgow, Hulin, Gelfand, & Magley, 1997) and, if left unmanaged, can also result in high costs (in terms of absenteeism, turnover, and reduced productivity). It can also cause legal headaches for organizations (Faley, Knapp, Kustis, & Dubois, 1999;Pearson, 1997). A common approach to dealing with sexual harassment in organizations is to provide sexual harassment training. Sexual harassment training is Correspondence to: Elissa L. Perry, Teachers College, Columbia University, 525 West 120th Street, New York, NY 10027, Phone: (212) Fax: (212) 678-8303, E-mail: ep248@columbia.edu 818 HUMAN RESOURCE MANAGEMENT, SEPTEMBER-OCTOBER 2009Human Resource Management DOI: 10.1002/hrm quickly moving from an optional activity to a legally advisable one (Bisom-Rapp, 2001;Martucci & Lu, 2005). In fact, a number of states require employers to provide sexual harassment training (Martucci & Lu, 2005). In response to greater demands for such training, a multibillion-dollar sexual harassment training industry has developed (Bisom-Rapp, 2001).Sexual harassment training may be a particularly difficult type of organizational training for HR managers to design and implement. Sexual harassment training addresses emotionally laden issues, and trainees may be resistant to receiving it (Jackson, 1999). The costs associated with implementing ineffective sexual harassment training can be quite high. Ineffective training programs may fail to reduce sexual harassment and result in backlash from intended recipients of the training. Ironically, these effects make organizations more vulnerable to legal action than the absence of training. For example, at least one employee was so upset by his organization's sexual harassment training that he brought a sexual harassment suit against his employer (Bisom-Rapp, 2001).In addition, providing training may create a false sense of security that something is being done about sexual harassment, leaving real organizational problems unaddressed (Bisom-Rapp, 2001). As more states mandate sexual harassment training, greater attention will likely be given to the content and nature of the training provided. For example, some legal experts have no...

show abstract

Section: Research Findingsmentioning

confidence: 98%

mentioning

confidence: 92%

mentioning

confidence: 97%

See 1 more Smart Citation

Sexual harassment training: Recommendations to address gaps between the practitioner and research literatures

Perry

Kulik

Field

2009

Human Resource Management

View full text Add to dashboard Cite

show abstract

“…However, no studies have been uncovered that have evaluated the effectiveness of sexual harassment training via online asynchronous or synchronous methods. In the few studies where the effects of specific instructional strategies have been isolated, findings have been mixed and inconclusive (Bonate & Jessell, 1996;Perry, Kulik, & Schmidtke, 1998;York, Barclay, & Zajack, 1997). Jansma (2000) indicates that empirical assessments of organizationallevel strategies to reduce sexual harassment are rare.…”

Section: Instructional Strategymentioning

confidence: 96%

Evaluation of Sexual Harassment Training Instructional Strategies

Pilgram

Keyton

2009

NASPA Journal About Women in Higher Education

View full text Add to dashboard Cite

This field experiment study evaluated a commercially produced online sexual harassment training program used in educational settings. Manipulation of instructional strategies (online, instructor, reading) examined effects on knowledge and behavioral identifications in sexual harassment training for college students. Training did not produce an immediate gain in knowledge scores regardless of training condition. However, reading and face-to-face training conditions predicted the correct answer of case-related questions on the posttest; reading and online training conditions predicted knowledge retention 3 weeks after the training. On video scenarios, participants correctly identified 54% of verbal and 30% of nonverbal sexual harassment cues. Participants overidentified 19% of verbal cues and 16% of nonverbal cues as sexual harassment.

show abstract

“…since women entered the (male dominated) workplace (Bonate and Jessell 1996), and it is unlikely that it will decrease without intervention. The aim of this study is to evaluate the outcome of the measures against sexual harassment that have been taken by the Dutch police force.…”

mentioning

confidence: 99%

The Impact of Sexual Harassment Policy in the Dutch Police Force

Haas

Timmerman

Höing

et al. 2009

Employ Respons Rights J

View full text Add to dashboard Cite

The aim of the present study was to evaluate the outcome of sexual harassment policy in the Dutch Police Force. Using a survey, sexual harassment was measured in 2000 and again in 2006 and we tested whether sexual harassment is associated with the comprehensiveness of policies. To be able to identify divisions with comprehensive policies, we interviewed 29 key persons in semi-structured interviews. It appeared that between 2000 and 2006 sexual harassment did not decrease: neither for women nor for men. Furthermore, the risk of sexual harassment was not lower in divisions that implemented comprehensive policies than in divisions with less comprehensive policies. The results suggest that sexual harassment is a workplace hazard that is very difficult to prevent in male dominated workplaces and implementing a comprehensive policy is not sufficient to prevent this workplace hazard.

show abstract

The effects of educational intervention on perceptions of sexual harassment

Cited by 13 publications

References 24 publications

Sexual harassment training: Recommendations to address gaps between the practitioner and research literatures

Sexual harassment training: Recommendations to address gaps between the practitioner and research literatures

Evaluation of Sexual Harassment Training Instructional Strategies

The Impact of Sexual Harassment Policy in the Dutch Police Force

Contact Info

Product

Resources

About