In the focal article, Medeiros and Griffith (2019) provide a training framework to guide industrial and organizational (I-O) psychologists in designing, implementing, and evaluating sexual harassment and sexual assault training that will promote transfer long term. In this commentary, we add one more layer to their model: industry climate. As the focal article stated, “The environment outside of the direct training context plays a significant role in facilitating training transfer” (Medeiros & Griffith, 2019, p. 12). We argue that the type of industry plays a big role in developing climates that influence the prevalence of sexual harassment and assault, and the conditions in which sexual harassment and assault are likely to occur. We provide examples from a variety of industries (e.g., hospitality, healthcare and medical, retail, and entertainment and sports media) to demonstrate how the development, implementation, and evaluation of sexual harassment and assault training should consider industry characteristics and features to facilitate training transfer. Why does an industry matter? Organizations are grouped based upon the product(s) and/or service(s) they produce and deliver. Regardless of organizational differences, employees working in the same industry experience similarities due to the fact that they are often delivering very similar products and/or services. That is, organizations in the same industry share distinct cultural norms and values (Christensen & Gordon, 1999). For example, in the hospitality industry, norms include low wages, irregular work hours and shifts, reliance on frontline employees, and high turnover, and employees rarely have offices and most interactions are constant (Dawson, Abbott, & Shoemaker, 2011). Hotel front desk agents are expected to work night shifts, weekends, and holidays regardless if they work for luxury hotel brand, such as the Four Seasons, or a limited-service, budget brand like Comfort Inn. As another industry example, the medical and healthcare industry requires many employees to work nightshifts, be available during nontraditional work hours, and be in close physical contact with patients (Spector, Coulter, Stockwell, & Matz, 2007). Thus, employees within the same industry often share similar work experiences, regardless of the organization.

中文翻译：

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性骚扰和性侵犯培训：考虑这个行业

在焦点文章中，Medeiros 和 Griffith（2019 年）提供了一个培训框架，以指导工业和组织 (IO) 心理学家设计、实施和评估将促进长期转移的性骚扰和性侵犯培训。在这篇评论中，我们为他们的模型增加了一层：行业气候。正如焦点文章所述，“直接培训环境之外的环境在促进培训转移方面发挥着重要作用”（Medeiros & Griffith，2019 年，第 12 页）。我们认为，行业类型在影响性骚扰和性侵犯流行的气候以及可能发生性骚扰和性侵犯的条件方面发挥着重要作用。我们提供了来自各个行业的示例（例如，酒店、医疗保健和医疗、零售、和娱乐和体育媒体）展示性骚扰和攻击培训的制定、实施和评估应如何考虑行业特点和特点，以促进培​​训转移。为什么一个行业很重要？组织根据他们生产和交付的产品和/或服务进行分组。无论组织差异如何，在同一行业工作的员工都会体验到相似之处，因为他们通常提供非常相似的产品和/或服务。也就是说，同一行业的组织共享不同的文化规范和价值观（Christensen & Gordon，1999）。例如，在酒店业，规范包括低工资、不规律的工作时间和轮班、依赖一线员工以及高流动率，员工很少有办公室，大多数互动都是持续的（Dawson、Abbott 和 Shoemaker，2011 年）。无论是为豪华酒店品牌（例如四季酒店）还是服务有限的预算品牌（例如 Comfort Inn）工作，酒店前台代理都应在夜班、周末和假期工作。作为另一个行业示例，医疗保健行业要求许多员工上夜班、在非传统工作时间有空，并与患者保持密切的身体接触（Spector、Coulter、Stockwell 和 Matz，2007 年）。因此，无论组织如何，同一行业内的员工通常都有相似的工作经验。和假期，无论他们是为豪华酒店品牌工作，例如四季酒店，还是服务有限的预算品牌，如舒适酒店。作为另一个行业示例，医疗保健行业要求许多员工上夜班、在非传统工作时间有空，并与患者保持密切的身体接触（Spector、Coulter、Stockwell 和 Matz，2007 年）。因此，无论组织如何，同一行业内的员工通常都有相似的工作经验。和假期，无论他们是为豪华酒店品牌工作，例如四季酒店，还是服务有限的预算品牌，如舒适酒店。作为另一个行业示例，医疗保健行业要求许多员工上夜班、在非传统工作时间有空，并与患者保持密切的身体接触（Spector、Coulter、Stockwell 和 Matz，2007 年）。因此，无论组织如何，同一行业内的员工通常都有相似的工作经验。