Preventing Sexual Harassment: The Effect of Multiple Training Methods

Subjects were presented with multiple training methods to determine their effect on sensitivity to possible sexual harassment situations. The training methods used were case analyses, commercially produced videotape episodes, and an open-ended questionnaire. Subjects were found to be more sensitive to incidents of possible sexual harassment when videotape episodes were combined with case analysis. The pattern of gender differences supported previous research showing perceptual differences in ambiguous cases. Research-based suggestions for sexual harassment training programs are offered.

[1]  Albert A. Einsiedel,et al.  Case Studies: Indispensable Tools for Trainers. , 1995 .

[2]  Mary Anne Devanna,et al.  Strategic Human Resource Management , 1984 .

[3]  James M. Bieman,et al.  Competencies of exceptional and nonexceptional software engineers , 1995, J. Syst. Softw..

[4]  Leslie J. Briggs,et al.  Principles of Instructional Design , 1974 .

[5]  Jennifer A. Chatman.  Improving Interactional Organizational Research: A Model of Person-Organization Fit , 1989 .

[6]  R. Quinn,et al.  Attraction and harassment: Dynamics of sexual politics in the workplace , 1984 .

[7]  Sexuality and the Workplace , 1980 .

[8]  R. Gagne.  Conditions of Learning , 1965 .

[9]  Laura A. Reese,et al.  Sexual Harassment Policy Implementation Issues , 1995 .

[10]  Gender discrimination and sexual harassment as experienced by hospitality-industry managers , 1994 .

[11]  S. Riger.  Gender Dilemmas in Sexual Harassment Policies and Procedures. , 1991 .

[12]  Assessing the Incidence and Perceptions of Sexual Harassment Behaviors Among American Undergraduates , 1986 .

[13]  D. Terpstra,et al.  Perceptions of sexual harassment: a re-examination of gender differences. , 1990, The Journal of psychology.

[14]  D. Caldwell,et al.  Measuring person-job fit with a profile-comparison process , 1990 .

[15]  F. E. Saal,et al.  Persistence of Men's Misperceptions of Friendly Cues Across A Variety of Interpersonal Encounters , 1991 .

[16]  M. Mallory.  Q-sort definition of ego identity status , 1988, Journal of youth and adolescence.

[17]  B. Gutek,et al.  Impact of Work Experiences on Attitudes toward Sexual Harassment. , 1986 .

[18]  Rick Garlick.  Male and female responses to ambiguous instructor behaviors , 1994 .

[19]  Jack Block,et al.  The Q-sort method in personality assessment and psychiatric research , 1964 .

[20]  A. Bandura,et al.  Social Cognitive Theory of Organizational Management , 1989 .

[21]  Kenneth M. York.  A policy capturing analysis of federal district and appellate court sexual harassment cases , 1992 .

[22]  R. Woods,et al.  Training in the U.S. Lodging Industry , 1994 .

[23]  R. Weber.  Basic Content Analysis , 1986 .

[24]  Jennifer A. Chatman,et al.  PEOPLE AND ORGANIZATIONAL CULTURE: A PROFILE COMPARISON APPROACH TO ASSESSING PERSON-ORGANIZATION FIT , 1991 .

[25]  J. Stockdale.  Sexual harassment at work. , 1991 .

[26]  D. Charney,et al.  An overview of sexual harassment. , 1995, The American journal of psychiatry.

[27]  G. Franklin,et al.  Sexual harassment at work: issues and answers for health care administrators. , 1993, Hospital & health services administration.

[28]  G. Latham,et al.  Developing and Training Human Resources in Organizations , 1991 .

[29]  Jerald Greenberg,et al.  Determinants of Perceived Fairness of Performance Evaluations , 1986 .

[30]  R. Tindale,et al.  Perceptions of Sexual Harassment in the Workplace , 1992 .

[31]  Rebecca A. Thacker,et al.  Male/Female Differences in Perceptions and Effects of Hostile Environment Sexual Harassment: “Reasonable” Assumptions? , 1993 .

[32]  Douglas T. Hall,et al.  Experiences in Management and Organizational Behavior , 1979 .

[33]  Barbara A. Gutek,et al.  Attributions and Assignment of Responsibility in Sexual Harassment , 1982 .

[34]  Sexual harassment in medical training. , 1993, The New England journal of medicine.