你站在哪一边:处理性骚扰投诉的换位思考和责任归属

IF 3.3 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

Personnel Review Pub Date : 2023-04-03 DOI:10.1108/pr-03-2022-0201

A. Adikaram, Pavithra Kailasapathy

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引用次数: 0

摘要

目的探讨人力资源专业人员在判断和处理性骚扰投诉时，换位思考和归因是如何导致偏袒的。采用定性方法，作者对斯里兰卡30家公司的35位人力资源经理进行了半结构化的深度访谈。归因理论和换位思考作为理论视角。在处理性骚扰事件的投诉时，人力资源经理会站在被指控的肇事者、投诉人或公司的角度，将责任归咎于被指控的肇事者或投诉人。不管人权专员的性别和他们的观点如何，他们通常会因为性骚扰的神话和误解以及传统的性别角色信仰而指责女性投诉人。因此，他们要么站在被指控的犯罪者一边，要么站在公司一边，明示/暗示或有意/无意。独创性/价值本研究的核心独创性在于发现人力资源管理人员在解决性骚扰投诉时偏袒某一方，而人力资源管理人员的换位思考和归因导致了组织环境中的这种偏袒。

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On whose side are you: perspective-taking and attribution of blame in handling sexual harassment complaints

PurposeThe authors aim to explore how perspective-taking and attribution of blame lead to side-taking by human resource professionals (HRPs) when making judgements and handling complaints of sexual harassment.Design/methodology/approachEmploying qualitative methodology, the authors used semi-structured in-depth interviews with 35 HRPs from 30 companies in Sri Lanka. Attribution theory and perspective-taking were used as theoretical lenses.FindingsIn handling complaints of sexual harassment incidents, HRPs take the perspectives of the alleged perpetrator, complainant, or the company and attribute the blame to the alleged perpetrator or the complainant. Irrespective of the gender of the HRPs and the perspective they take, they would most often blame the female complainants due to sexual harassment myths and misperceptions and traditional sex-role beliefs. Thus, they either take the side of the alleged perpetrator or the company, explicitly/implicitly or intentionally/unintentionally.Originality/valueThe central originality of this research is the finding that HRPs take sides in resolving complaints of sexual harassment and perspective-taking and attribution of blame by HRPs lead to this side-taking in organisational settings.

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来源期刊

Personnel Review Multiple-

CiteScore

7.10

自引率

7.70%

发文量

133

期刊介绍： Personnel Review (PR) publishes rigorous, well written articles from a range of theoretical and methodological traditions. We value articles that have high originality and that engage with contemporary challenges to human resource management theory, policy and practice development. Research that highlights innovation and emerging issues in the field, and the medium- to long-term impact of HRM policy and practice, is especially welcome.