To Act or not to Act: The Dilemma Faced by Sexual Harassment Observers

By Lynn Bowes-Sperry, Anne M. O'Leary-Kelly. 2005

242 citations recorded by the source corpus.

Subfields: Gender Studies, Information Systems and Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/8d9f93d1f8811079bf2457ba66a0f756f2faf6b6

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Citations in the corpus

A Model of Third Parties' Morally Motivated Responses to Mistreatment in Organizations (2011, background): “Furthermore, by virtue of their position and resource power, third parties are sometimes in a better position to fight for justice than the victims (Bowes-Sperry & O’Leary-Kelly, 2005).”
A Bully as an Archetypal Destructive Leader (2007, background): “A group may not be the target of bullying but the concomitant impact on the functioning of the group may be significant (Bowes-Sperry & O’Leary-Kelly, 2005; Delbecq, 2001; Einarsen, Hoel, Zapf, & Cooper, 2003; O’Gorman, 1986).”
Organisational responses to workplace harassment (2008, background): “Furthermore, role expectations and their clarity are important for whether or not observers and other third parties take action in harassment cases (Bowes-Sperry and O’Leary-Kelly, 2005; O’Leary-Kelly et al., 2004).”
The Confronting Prejudiced Responses (CPR) Model: Applying CPR in Organizations (2008, background): “…1970), we argue that people face at least five hurdles in confronting discrimination (for a related perspective regarding sexual harassment, see Bowes-Sperry & O'Leary-Kelly, 2005): interpreting the incident as discrimination, deciding whether it is egregious enough to warrant confrontation…”
Who will help prevent sexual violence: Creating an ecological model of bystander intervention. (2011, background): “To date, most researchers have described dimensions of helping behavior rather than when it occurs (e.g., planned vs. more spontaneous helping, indirect vs. direct, immediate vs. deferred; Berkowitz, 2009; Bowes-Sperry and O’Leary, 2005; Hoefnagels & Zwikker, 2001).”
Predicting employee reactions to perceived organizational wrongdoing: Demoralization, justice, proactive personality, and whistle-blowing (2012, background): “Thus, tradeoffs in design strengths and weaknesses are particularly acute in whistle-blowing research; some suggestions for designing a series of studies have been proposed by sexual harassment researchers (Bowes-Sperry and O’Leary-Kelly, 2005).”
Workplace bullying: a cross‐level assessment (2006, background): “It is believed that peers, subordinates, and immediate managers are often frightened and sometimes afraid of retribution from the bully if they try to intervene and thus, may experience self-doubt when faced with such a situation (Bowes-Sperry and O’Leary-Kelly, 2005; Delbecq, 2001).”