Reporting Sexual Harassment: The Importance of Organizational Culture and Trust

Few victims of sexual harassment at work file complaints. The current study looks at ways in which the organizational climate, including trust in the system and fear of reprisal, impacts victim decisions to file complaints. A military sample offers the advantage of a work context with formalized reporting processes and a highly segregated and gendered work environment. The findings indicate that fear of coworker backlash keeps victims from seeking organizational relief. Such non-formal consequences of reporting should be addressed in future workplace sexual harassment policies. The findings also suggest that widespread mishandling of complaints erodes trust in the grievance process, which may in turn influence future responses to sexual harassment. The discussion highlights the limitations of current cross-sectional research designs for identifying the causal order of this trust-filing relationship and suggests ways in which future quantitative studies may be designed to gain a broader understanding of the dynamic relationship between organizational context and victim response.

Righting a wrong: Retaliation on a voodoo doll symbolizing an abusive supervisor restores justice

When a subordinate receives abusive treatment from a supervisor, a natural response is to retaliate against the supervisor. Although retaliation is dysfunctional and should be discouraged, we examine the potential functional role retaliation plays in terms of alleviating the negative consequences of abusive supervision on subordinate justice perceptions. Based on the notion that retaliation following mistreatment can restore justice for victims, we propose a model whereby retaliation following abusive supervision alleviates the negative effect of abusive supervision on subordinate justice perceptions. In two experimental studies (Study 1 and 2), whereby we manipulated abusive supervision and subordinate symbolic retaliation—in particular, harming a voodoo doll that represents the abusive supervisor—we found general support for our predictions. Theoretical and practical implications are discussed.     

WTO争端解决策略选择的分析

基于WTO争端解决六阶段程序,本文主要从各阶段、不同经济水平国家、羊群行为和共同申诉争端解决策略选择进行了统计分析,总结了其特点。发现申诉方越来越倾向于选择请求成立专家小组和由专家小组决定的策略,被诉方选择上诉策略的概率较大,绝大多数案件中被诉方选择了执行WTO决定的策略。对被诉方不执行WTO决定的行为,申诉方都选择了请求报复策略,在被授权报复后又都选择了实施报复的策略。争端解决羊群行为与多个申诉方共同申诉行为的策略选择相似,不同经济水平的申诉方的策略选择有一定的差异。