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- W2890173479 abstract "Purpose Reliance on third-party judgments are common in efforts to identify and reduce workplace sexual harassment (SH). The purpose of this paper is to identify whether a workplace emphasis on inclusion as a cultural value is related to third-party labeling of and response to an exchange between a male manager and his female subordinate. Design/methodology/approach Participants ( n =308) in an online survey experiment were randomly assigned to a workplace that emphasized inclusion or one that emphasized individual achievement as a cultural value. They read a vignette describing a workplace interaction between a male manager and his female subordinate and responded to a series of questions. Findings Organizational emphasis on inclusion is unrelated to third-party labeling of the interaction as SH, but positively associated with labeling the female’s intention to pursue harassment charges as an overreaction, and support for the female subordinate in a claim of SH against her manager. Culture is unassociated with willingness to defend the male manager in a SH claim. Practical implications Identifying how workplace culture shapes third-party reaction to harassment can help employers use third-party witnesses and cultural value statements as tools to reduce SH. Social implications A workplace’s cultural emphasis on inclusion is positively related to third-party support for SH victims implying the importance of workplace context in the fight against workplace SH. Originality/value The paper presents the first experimental analysis of how a workplace cultural emphasis on inclusion affects the third-party observers’ reactions to SH." @default.
- W2890173479 created "2018-09-27" @default.
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- W2890173479 date "2019-01-07" @default.
- W2890173479 modified "2023-09-26" @default.
- W2890173479 title "Organizational emphasis on inclusion as a cultural value and third-party response to sexual harassment" @default.
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- W2890173479 doi "https://doi.org/10.1108/er-02-2018-0032" @default.
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