Chastity in the Workplace

Leadership, 2010

Journal of Occupational Health Psychology, 2005

This exploratory study sought to gather detailed information about how domestic violence affects women's employment, specifically to identify the types of job interference tactics used by abusers and their consequences on women's job performance; identify and understand the context associated with disclosure about victimization to employers and coworkers; and identify the supports offered to employees after disclosure. Qualitative analyses, guided by grounded theory, revealed that perpetrators exhibited job interference behaviors before, during, and after work. Abuser tactics reduced women's job performance as measured by absenteeism, tardiness, job leavings, and terminations. Among women who disclosed victimization to employers, informal and formal job supports were offered. Workplace supports led to short-term job retention, but fear and safety issues mitigated employers' attempts to retain workers.

2004

This study aims to examine the organizational culture by which sexism, sexual harassment, and sexual objectification coexist as institutionalized factors shaping women’s workplace experiences. The current study investigates the extent to which women experience sexual harassment and sexual objectification in their current and/or previous employment while working as managers, servers, bartenders, and hostesses in a variety of restaurants. Using snowball sampling methods, 25 women participated in feminist focused group interviews or individual interviews to share their experiences of and thoughts on sexual harassment in the restaurant industry. Findings indicate that the restaurants represented in this sample typically mirror the broader sexist, capitalist society in which women’s bodies are objectified and used as commodities in the service sector. As a result, the women in this sample faced institutionalized and interpersonal forms of sexual harassment and sexual objectification from coworkers, customers, and managers. Women’s treatment as sexualized and racialized bodies was thus linked to their self-objectification in their restaurant work and this may perhaps explain how women’s bodies thus become the service in the restaurant industry. Policy implications and ideas for further research are also discussed.

Research in Organizational Behavior, 2004

To date, theory and research on organizational justice has tended to focus on the victim's (i.e. the employee's) perspective; the third party's perspective has received relatively little systematic attention. In this chapter we develop a model describing how third parties make fairness judgments about an employee's (mis)treatment by an organization or its agents (including supervisors and peers). Our model also identifies factors that can predict whether third parties will act on their unfairness perceptions. We identify several distinctions between the victim's and third party's perspectives. We conclude by explaining how the third party's perspective offers numerous opportunities and challenges for research.

Human Resource Management, 2009

The goal of this article is to encourage human resource (HR) leaders to think more strategically about managing workplace romances. The traditional legal-centric management approach focuses on minimizing risks of workplace romances. We advocate embedding the legal-centric approach within a broader and more strategic organizationally sensible approach that provides a balanced focus on minimizing risks and maximizing rewards of workplace romances. Drawing from the empirical workplace romance literature, we derive a set of organizationally sensible best-practice recommendations that HR leaders can adopt to manage risks and rewards of romantic relationships in organizations. Implementing our more strategic recommendations should provide the added benefi t of elevating HR professionals' roles as organizational leaders.

Journal of Business Communication, 2009

This study explores how employees accounted for their engagement in circumvention (i.e., dissenting by going around or above one's supervisor). Employees completed a survey instrument in which they provided a dissent account detailing a time when they chose to practice circumvention. Results indicated that employees accounted for circumvention through supervisor inaction, supervisor performance, and supervisor indiscretion. In addition, findings revealed

Dissertation, 2013

This qualitative phenomenological study explored and identified patterns and types of workplace bullying through the witnesses’ perception. The lack of relevant organizational policies and controls makes it difficult for employees in the United States to report workplace bullying for fear of ridicule, being viewed as weak, or being terminated. There is a need for a richer and more detailed understanding of bullied leaders and employees as they witness the experience of workplace bullying. This study explored and identified actions that were perceived as bullying; explored the impacts, perspectives, and experiences of the witnesses; and developed a model that may assist organizations in mitigating bullying. This study examined 24 organizational leaders and employees from various organizations primarily living in Charlottesville, Virginia area. The results revealed the perception that the responsibility lies not only with the bully, victim, or witness, but with the entire organization. In addition the study exposed that bullying was prevalent within the workplaces and included actions of job intimidation and verbal abuse, which included, yelling, screaming, cursing, and name calling, as well as causing employees to feel stressed, uncomfortable, overwhelmed and not want to work in this type of environment. All of the participants acknowledged that they had witnessed bullying by a supervisor or manager and the most bullying action was job intimidation, the threat of losing a job. A model based on the findings was developed to help transform the organizational culture where the total organization is involved in mitigating bullying in the workplace. The outcomes of this study provide an opportunity for an organization to take a realistic stance against bullying in the workplace.

Journal of Law Policy and Globalization, 2013