Beyond the Individual Victim: Linking Sexual Harassment, Team Processes, and Team Performance

By Jana L. Raver, Michele J. Gelfand. 2005

197 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/06703a5deb134d8482ad9a01e6ec3afbcf5ca8ff

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Citations in the corpus

Predicting employee reactions to perceived organizational wrongdoing: Demoralization, justice, proactive personality, and whistle-blowing (2012, background): “…− one type of organizational wrongdoing − which shows it has ambient negative effects; employees who witness harassment even when they are not the harasser’s target view their workplace as less desirable (Glomb et al., 1997), and team outcomes are adversely affected (Raver and Gelfand, 2005).”
Employment Discrimination in Organizations: Antecedents and Consequences (2006, methodology): “Several studies (8) used covariance structure analysis to account for measurement error (e.g., Foley et al., 2002; Raver & Gelfand, 2005), and others lowered the risk of same-source bias by testing different hypothesized relationships in different parts of a large sample (e.g., Tougas, Brown,…”
Harassment Based on Sex: Protecting Social Status in the Context of Gender Hierarchy (2007, background): “Merit Systems Protection Board, 1981, 1988, 1995), and demonstrating its negative effects (e.g., Glomb et al., 1997; Gutek & Koss, 1993; Raver & Gelfand, 2005; Schneider, Swan, & Fizgerald, 1997) rather than theorizing why it occurs in the first place.”
Sexual harassment in work organizations: A view from the 21st century. (2018, background): “Likewise, Raver and Gelfand (2005) reported that ambient sexual harassment in work teams predicted greater team conflict, lower team cohesion, and reductions in team financial performance.”
Team Effectiveness 1997-2007: A Review of Recent Advancements and a Glimpse Into the Future (2008, background): “Raver and Gelfand (2005) assessed relationship conflict and found that it mediated the association between ambient sexual hostility and team financial performance.”
Sexual Harassment at Work: A Decade (Plus) of Progress (2009, background): “Raver and Gelfand (2005), in a study that found that the level of ambient SH (i.e., the general level of SH in the work group; Glomb et al., 1997) within a team was positively related to team conflict, argued that this conflict could result from observers adopting coping strategies such as…”