Abstract Objectives Workplace sexual harassment is a prominent issue in Malaysia. Although the subject of sexual harassment has been researched for over two decades, information on how organizations could effectively prevent workplace sexual harassment is limited. The researchers investigated the importance of organizational climate for psychosocial safety of workplace sexual harassment prevention. Methods Purposive random sampling was utilized to recruit participants in the study. Semi‐structured interviews were then conducted with Malaysian employees (N = 20) from various organizations. The study applied the Grounded Theory Approach (Glaser & Strauss, 1976) to identify the participants' coping strategies in dealing with sexual harassment that occurred at their workplace. Results The interviews revealed that both genders were potential victims or witnesses of workplace sexual harassment. Since many Malaysian organizations do not implement any workplace sexual harassment prevention, most of the victims and witnesses tend to use passive self‐coping approaches. Typically, policy and guidelines implementation would encourage employees to voice their concerns; however, we discovered that participants' motivation to use active coping strategies depended on organizational role rather than the policy and guidelines implementation. Surprisingly, we also found out that participants from zero policy organizations used active coping strategies when the sexual harassment reached intolerable levels. Conclusion Organizations play a critical role in helping and supporting both victims and witnesses deal with sexual harassment at the workplace. Organizational climate for psychosocial safety is therefore crucial in the primary and secondary prevention of sexual harassment at work.

中文翻译：

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社会心理安全组织氛围在预防工作中的性骚扰中的重要性

摘要目标工作场所性骚扰是马来西亚的一个突出问题。尽管性骚扰这一主题已经研究了二十多年，但有关组织如何有效防止工作场所性骚扰的信息有限。研究人员调查了组织氛围对预防工作场所性骚扰的社会心理安全的重要性。方法 采用有目的的随机抽样来招募研究参与者。然后对来自不同组织的马来西亚员工（N = 20）进行了半结构化访谈。该研究应用扎根理论方法 (Glaser & Strauss, 1976) 来确定参与者在处理工作场所发生的性骚扰时的应对策略。结果 访谈显示，两性都是工作场所性骚扰的潜在受害者或目击者。由于许多马来西亚组织没有实施任何工作场所性骚扰预防措施，因此大多数受害者和证人倾向于使用被动的自我应对方法。通常，政策和指导方针的实施会鼓励员工表达他们的担忧；然而，我们发现参与者使用积极应对策略的动机取决于组织角色而不是政策和指南的实施。令人惊讶的是，我们还发现，当性骚扰达到无法忍受的程度时，零政策组织的参与者会使用积极的应对策略。结论 组织在帮助和支持受害者和证人处理工作场所性骚扰方面发挥着关键作用。因此，心理社会安全的组织氛围对于工作中性骚扰的一级和二级预防至关重要。