Managers' perceptions of workplace romances: An interview study

Although workplace romances occur frequently, no research has directly examined managers' perceptions of these relationships. In this study, managers (N=30) were interviewed about workplace romances. Included in these interviews were questions about organizational policies regarding these relationships, knowledge of prior or current workplace romances, and reactions to workplace romances and the participants in those relationships. Managers also responded to 12 items designed to assess the effect of different characteristics of workplace romances on perceptions of the need for management intervention. Responses to these items indicated that managers were most likely to recommend intervention when the relationship occurred between unequal organizational status participants, and it was negatively affecting the work group. The hypothesis that women managers would respond more negatively than would male managers to workplace romances was not supported. Factors that may affect managers' reactions to participants in workplace romances are discussed.This paper is based on research conducted by the first author with the direction of the second author. Funding was provided by the Psychology Department and Office of Research Services at Bowling Green State University.     

Response: Most people who think that they are likely to enter psychotherapy also think it is plausible that they could have forgotten their own memories of childhood sexual abuse

Pezdek and Blandon‐Gitlin ( 2008 ) found that 25% of their participants reported as plausible or very plausible that they themselves could have been a victim of childhood sexual abuse without being able to remember it. In addition, they found that the 25% figure increased to 61% for participants who reported that they were likely at some point in their life to seek psychotherapy. Given past work showing that it is easier to implant a false memory for plausible events, and counter to Pezdek and Blandon‐Gitlin's conclusions, these data point to a substantial danger of implanting false memories of childhood sexual abuse during therapy in many people and in most people who are likely to go into therapy. Theoretical issues regarding plausibility are discussed. Copyright © 2008 John Wiley & Sons, Ltd.     

Bullying at Work: A Psychoanalytic Perspective

The paper traces aspects of the history and development of work in this area. It places workplace bullying on a continuum which straddles workplace homicide, violence at work, sexual harassment and the harnessing of the aggressive instincts into effective work. Thought is given to the question of which behaviours should be considered to constitute workplace bullying. A recent example of bullying in restaurant kitchens is examined in more detail. The paper concludes by looking at issues around the responsibility of individuals and organizations to understand and manage bullying at work. © 1997 John Wiley & Sons, Ltd.     

The power of the majority: Social conformity in sexual harassment punishment selection

In his famous social conformity experiments in the 1950's, Asch found 75% of participants conformed to confederates’ incorrect answers at least once, with an overall conformity rate of 32%, revealing that humans are highly likely to conform to group behavior even when that behavior is clearly wrong. The purpose of this study was to determine if the social conformity effect generalized to scenarios involving sexual harassment punishment selections in the workplace. Participants read various workplace sexual harassment scenarios and then witnessed four confederates chose one of three types of punishments (verbal warning, 1-week suspension, or termination). The confederates stated aloud punishments that were either appropriate (i.e., similar to normative data) or inappropriate (i.e., deviating either too harshly or leniently to normative data). Participants then provided their punishments selection aloud, and confidentially rated their decision confidence. We found an overall conformity rate of 46%, as 82.67% conformed at least once to harsh or lenient punishment selections. Participants who conformed to incorrect punishment selections exhibited lower levels of decision confidence, indicating that conformity may have been due more to social normative influence. The current results imply the social responses of others (i.e., coworkers, supervisors, or HR) can impact responses to sexual harassment. The results imply that social influence may be a significant contributing factor in mislabeling, misreporting, or inappropriately punishing sexual harassment in some organizations.     

Looking on the Bright Side: The Positive Role of Organisational Politics in the Relationship between Employee Engagement and Performance at Work

Scholars have largely focused on the negative consequences of organisational politics for employees' performance. In contrast, we maintain that organisational politics has positive aspects and moderates the relationship between employee engagement and behaviors at work such as knowledge sharing, creativity, proactivity, and adaptivity. Using data from 253 high‐tech employees and their supervisors in Israel, our findings demonstrate that perceptions of organisational politics strengthen the relationship between employee engagement and these behaviors. When engaged employees perceive their workplace to be political, they are more proactive, creative, and adaptive, and more likely to share their knowledge with their peers. These findings confirm the challenge/opportunity stressor theory regarding perceptions of organisational politics and suggest that whether politics is viewed as positive or negative depends on the employees' point of view. For those who are engaged and more actively involved in their jobs, politics can be regarded as a challenge and even an opportunity for obtaining more resources to improve their performance. Implications for the development of theory and practice in this area are discussed.     

Don't ask,don't tell? Does disclosure of gay identity affect partner performance?

Supporters of policies that force gay and lesbian individuals to conceal their sexual orientation in the workplace argue that working with openly gay individuals undermines performance. We examine this claim in two studies and find the opposite effect. Specifically, participants working with openly gay partners performed better on a cognitive task (i.e., a math test) and a sensory-motor task (i.e., a Wii shooting game) than individuals left to wonder about the sexual orientation of their partners. These results suggest that policies, such as “Don't Ask, Don't Tell,” that introduce uncertainty into social interactions harm rather than protect performance.     

Methodological issues in Navy Surveys

A number of important methodological issues involving surveys have emerged in Navy research. One such issue is whether results from computer-administered sur- veys are equivalent to those obtained from paper-and-pencil surveys. After a review of relevant Navy studies, we concluded that computer and paper surveys generally yield equivalent results. The Navy's efforts and success at computerizing command- level equal opportunity surveys is described, and the advantages of this approach are discussed. The Navy's survey work on diversity issues (e.g., Hispanics, sexual harassment, and pregnancy) is described and the problems posed by attempting to use surveys to identify who is Hispanic and to determine accurate rates of sexual harassment and pregnancy are outlined. Future issues to be addressed by Navy survey research are discussed.     

Disempowerment and Psychological Distress in the Lives of Young People in Eastern Cape, South Africa

A qualitative study was conducted in Butterworth, in the rural Eastern Cape Province of South Africa, to explore sources of distress for young people. Semi-structured, individual in-depth interviews were conducted with 16 men and 24 women aged 16–22 years. The findings revealed interconnections between structural factors such as death, poverty, unemployment and gender injustices to cause distress. Negative home dynamics such as disinheritance, financial hardships, undisclosed paternal identity, substance abuse, child abuse and unpredictable informal adoption circumstances were worries of the participants. Worries over their inability to complete school dominated the narratives of orphaned participants. Lack of communication and consultation within families on important matters contributed to distress. Distress related to sexual relationships, such as infidelity, an unacknowledged pregnancy, intimate partner violence, transactional sex and sexual orientation were evident only in women’s narratives. Strengthening of families, improving financial security, extension of social grants and no-fee school policies are needed to alleviate distress in young people in this area. These findings are a call for the monitoring of policy delivery imperatives for child protection.     

Demand and withdraw behaviors in couples with a history of infidelity

Although relationship distress and dissolution are common consequences of sexual involvement outside a committed relationship, there is little empirical information regarding communication behaviors of couples who have experienced extradyadic involvement (EDI). This study examined male and female demand and withdraw behaviors in videotaped conflict discussions among 170 married or seriously dating couples categorized into 3 groups: those without a history of sexual EDI, those with a history of sexual EDI that was known to the other partner, and those with a history of "unknown" (undisclosed or undiscovered) sexual EDI. Both men and women in a relationship where there was at least one unknown EDI demonstrated the highest levels of demand behaviors. Furthermore, demand behaviors were higher for participating partners (those engaging in an outside sexual relationship) in relationships with an unknown EDI compared with participating partners in relationships with a known EDI. Conversely, demand behaviors were higher among nonparticipating partners in relationships with known EDI, compared to with nonparticipating partners in relationships with unknown EDI. Withdraw behaviors demonstrated a less pronounced and less consistent pattern of elevation by EDI group, and role within EDI, compared with demand behaviors. Clinical and relational implications for these findings are discussed.     

Comparison of scores for abused and nonabused young adults on the Psychological Trauma and Resources Scale

The Psychological Trauma and Psychological Resources Scale has been developed to identify adolescents and adults who have experienced traumatic events, i.e., physical, sexual, or emotional abuse and neglect. The scale also attempts to identify the presence of compensatory or resource factors such as social support that may serve to ameliorate the effects of traumatic events. 98 college participants who reported a history of abuse were compared with 464 nonabused students on the seven subscales. As predicted, the abused participants reported significantly more incidents of abuse and neglect than the nontraumatized group. In addition, the abused group reported receiving less emotional support, and they were less likely to use positive self-talk as a way to decrease emotional distress. These results provide empirical support for using the Psychological Trauma and Psychological Resources Scale to identify individuals with a history of abuse. Findings underscore the importance of assessing resource variables that may moderate the effects of abuse.     

Perceived victimization as the mechanism underlying the relationship between work stressors and counterproductive work behaviors

Employees who report workplace stressors are more likely to engage in counterproductive work behavior (CWB). However, the specific mechanisms that underlie these relationships are not well understood. This study utilizes a moderated-mediation model to examine perceived victimization as the mediator between work stressors and CWB. This model is investigated using data from 207 matched subordinate–supervisor pairs via a multiphasic data collection, with results revealing that work stressors (workload, organizational constraints, and interpersonal conflict) are related to CWB and that these relationships are mediated by perceived victimization by workplace aggression for people with more hostile attributional styles. The implications are that varying reasons for engaging in CWB may exist, based on the employee’s interpretation of events.     

Opting out or denying discrimination? How the framework of free choice in American society influences perceptions of gender inequality

American women still confront workplace barriers (e.g., bias against mothers, inflexible policies) that hinder their advancement at the upper levels of organizations. However, most Americans fail to recognize that such gender barriers still exist. Focusing on mothers who have left the workforce, we propose that the prevalent American assumption that actions are a product of choice conceals workplace barriers by communicating that opportunities are equal and that behavior is free from contextual influence. Study 1 reveals that stay-at-home mothers who view their own workplace departure as an individual choice experience greater well-being but less often recognize workplace barriers and discrimination as a source of inequality than do mothers who do not view their workplace departure as an individual choice. Study 2 shows that merely exposing participants to a message that frames actions in terms of individual choice increases participants' belief that society provides equal opportunities and that gender discrimination no longer exists. By concealing the barriers that women still face in the workplace, this choice framework may hinder women's long-term advancement in society.     

Formal Employment and Health-Related Quality of Life among People Living with HIV in South Africa

This study examined the link between formal employment and characteristics of the workplace (especially awareness of workplace HIV policies and HIV status disclosure to work colleagues) and health-related quality of life (HRQoL) among people living with HIV (PLHIV). The study analysed medical treatment and employment history since first being diagnosed as HIV-positive among 554 adults, 55 % females, who had been on HIV treatment for at least 2 years in South Africa. Additional cross-sectional data on HRQoL were collected using the Medical Outcomes Study 36-Item Short Form (SF-36) (QualityMetric Incorporated). Two hundred and forty four (44 %) of the study participants (39 % and 49 % among males and females, respectively) were formally employed at the study interview. Formally employed study participants reported higher HRQoL than those not formally employed, as reflected in mean scores in the physical and mental component summaries of the SF-36 instrument. HRQoL was unrelated to study participants’ CD4 count, viral load and duration since HIV diagnosis. Among the formally employed study participants, 27.9 % reported awareness of workplace HIV policies in their organisations, while 50.8 % said they had disclosed their HIV status to work colleagues. The awareness of workplace HIV policies was associated with higher mental component summary scores after controlling for study participants’ socio-demographic characteristics, but had no significant association with the physical component summary scores. The disclosure of HIV status to work colleagues was associated with neither mental nor physical component summary scores. The finding of a positive association between formal employment and HRQoL among PLHIV suggest the need for facilitative interventions for employment entry and continuation among PLHIV for their wellbeing.     

Personality Pathways to Unsafe Sex: Personality,Condom Use,and HIV Risk Behaviors

Few studies have considered the importance of enduring personality characteristics in influencing health and HIV/AIDS risk behaviors. The current study examined relations between a comprehensive measure of personality, the Revised NEO Personality Inventory, and condom use and other HIV risk behaviors. The study sample consisted of 201 disadvantaged, primarily African American participants of an HIV risk reduction program in the Arkansas delta region. The sample was stratified into three risk groups. The low-risk group (n = 43) had 0% engaging in various risky sexual and substance use practices. Between 3% and 52% of the high-risk group (n = 62) engaged in these practices (e.g., shared needles, sex with partner who shoots drugs, received anal sex). The medium-risk group (n = 96) was intermediate. Results indicated that high Neuroticism, low Conscientiousness, and low Agreeableness are associated with HIV risk behaviors. Thus, high-risk behavior is associated with emotional distress, poor self-control, and hostile and antagonistic attitudes and behaviors. The high-risk group differed from the medium- and low-risk groups on the Neuroticism facet of Impulsiveness, indicating an inability to resist cravings and urges. The high-risk group also scored lower in Competence (i.e., feelings of self-efficacy), Self-Discipline (i.e., motivation to carry tasks through to completion), and Achievement Striving (i.e., aspiration levels). The current study, by identifying several personality traits that contribute to sexual risk behavior, raises important public health implications. Successful intervention in these AIDS-related behaviors may require interventions tailored to these basic tendencies. Such an approach may be a crucial element in attempts to lower HIV risk behavior.     

PERCEPTIONS OF WOMEN'S SEXUAL INTEREST AND ACQUAINTANCE RAPE

Rape prevention and education efforts often focus on the need for clear communication regarding sexual intent between women and men. This approach is based on the underlying assumption that acquaintance rape is a relational issue resulting from miscommunication. Findings from two studies challenge that assumption. The first study demonstrates that men who self-report engaging in sexually aggressive behavior are significantly more likely to misperceive women's sexual intent than other men or women. The second study demonstrates that the cognitive, rather than affective, components of rape-supportive attitudes contribute to sexualized interpretations of women's behavior. Thus, it appears that the tendency to rely on miscommunication as a framework for understanding sexual assault may be deflecting attention from sexual overperceptions and the affectively based information processing among men who en-gage in sexually assaultive behavior.     

The Influence of Physical Appearance and Personality on the Exhibition of the Sexual Double Standard

The sexual double standard is the phenomenon whereby men are evaluated positively and women are evaluated negatively for engaging in identical sexual behavior. Although people can hold conflicting information (e.g., stereotypical vs. counterstereotypical individuating information) about other individuals, they attempt to form a consistent impression of individuals by inhibiting inconsistent information. The goal of the present study was to investigate whether individuating information about physical appearance and personality could mitigate the exhibition of the evaluations stereotypically associated with the sexual double standard. A sample of 596 participants evaluated a target person who reported having 1 or 12 sexual partners. Overall, participants evaluated highly sexually active female targets more positively than their male counterparts when the targets were either attractive and had a pleasant personality, or were unattractive and had an unpleasant personality. Results highlight the importance of the consistency of individuating information for evaluations of highly sexually active women.     

Effects of consent form information on self-disclosure

When researchers encounter preexisting psychological distress in participants, ethical codes provide little guidance on how to balance issues of beneficence and autonomy. Although researchers may inform participants what will occur given responses indicating distress, this information may lead to biased self-reports. This important issue was addressed in this study by manipulating consent form information regarding the type of psychopathology to be assessed and various levels of possible follow-up. In comparing responses on self-report measures of anxiety, depression, and general psychological distress, men who believed depression was the focus of the study reported fewer symptoms of depression and less trait anxiety as intrusiveness of experimenter follow-up increased. These results are discussed within the framework of socialization theory. Given that half of the sample did not correctly answer questions regarding information contained in the consent form, guidelines to improve consent form comprehension are offered.     

Making Sense of the Barriers Women Face in the Information Technology Work Force: Standpoint Theory, Self-disclosure, and Causal Maps

Two theoretical perspectives (i.e., standpoint theory and the communication boundary management theory) were used to investigate the comments that 39 female information technology (IT) employees made during focus groups as they discussed issues related to workplace barriers and voluntary turnover. The revealed causal mapping method was used to analyze the women’s responses. Voluntary turnover decisions were influenced by work schedule flexibility, family responsibilities, work stress, job qualities, and lack of consistency in workplace policies. Perceived barriers to promotion were linked to lack of respect, ageism, stress, and work schedule flexibility. Differences emerged between explicitly stated and implicitly embedded responses. Women explicitly discussed issues consistent with previous IT research; however their implicit statements often addressed barriers not commonly linked with IT advancement and turnover concerns.