Journal of Applied Communication Research ( IF 2.462 ) Pub Date : 2020-11-28 , DOI: 10.1080/00909882.2020.1849771 Jennifer A. Scarduzio 1 , Shawna Malvini Redden 2 , Jennifer Fletcher 3
ABSTRACT
Online sexual harassment is important for scholars to consider because employees who are harassed by coworkers online can experience distinct consequences that may differ from face-to-face sexual harassment. Through a qualitative analysis of more than 200 survey responses, this study examines why employees who are harassed by a coworker on social media report their experiences or not. We use the lens of communication privacy management theory to argue that people report due to interpersonal awkwardness, personal discomfort, and factors influence them to link supervisors as co-owners. Participants who reported disclosed to protect others from harassment, because they felt fed up, and because they perceived they would receive effective social support. Participants who did not report wanted to preserve personal relationships at work, downplayed the severity, and also framed social media as a private space. Theoretical implications suggest that discernible differences in reporting correspond to personal thresholds for tolerating harassment.
中文翻译:
每个人都“不舒服”,但只有少数人报告:隐私管理,阈值水平和报告源自同事在线性骚扰的决定
抽象的
在线性骚扰对于学者来说很重要,因为在网上受到同事骚扰的员工可能会遇到明显的后果,这可能与面对面的性骚扰有所不同。通过对200多个调查答复的定性分析,本研究研究了社交媒体上受到同事骚扰的员工为何报告自己的经历或不报告自己的经历。我们使用通信隐私管理理论的角度来论证,人们由于人际关系的尴尬,个人不适以及影响他们将主管链接为共同所有者的因素而进行报告。报告参与者表示,他们保护自己免受骚扰,因为他们感到受够了,因为他们认为自己会得到有效的社会支持。未举报的参与者希望保留工作中的人际关系,轻描淡写了严重性,并把社交媒体定为私人空间。理论上的暗示表明,报告中的明显差异与容忍骚扰的个人阈值相对应。