Medeiros and Griffith (2019), although recognizing the potential impact of training on reducing sexual harassment, suggest that training as a sole intervention may not be enough to create behavioral changes among employees. The authors suggest that transfer climate, specifically, is an important aspect to consider during training implementation. We believe that this valuable notion merits further consideration, and we provide additional recommendations for interventions that can both directly reduce sexual harassment and develop this broader climate to improve training effectiveness. These interventions can be categorized as environmental controls, administrative controls, and behavioral strategies (NIOSH, 1995; Reese, 2008). These alternative interventions can be administered before training to improve motivation and self-efficacy as well as after training to ensure transfer of learned behaviors. They can also impact an organization’s climate for sexual harassment, which is defined as, “aspects of the organizational climate having to do with tolerance of sexual harassment as well as to the presence, accessibility, and effectiveness of sexual harassment remedies” (Fitzgerald, Swan, & Fischer, 1995, p. 62). In their review, Willness, Steel, and Lee (2007) found that sexual harassment occurred only when the climate was permissive of the behaviors. When the climate is permissive, employees feel as if they cannot voice their concerns and perpetrators will face no consequences (Lim & Cortina, 2005), whereas an intolerant sexual harassment climate is related to the identification and reporting of sexual harassment (McCabe & Hardman, 2005). For each of the three discussed intervention types, we identify methods by which these initiatives can be applied before and after training to create a zero-tolerance sexual harassment climate and improve the effectiveness of training programs, in addition to directly reducing sexual harassment.

中文翻译：

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通过气候干预提高性骚扰培训的有效性

Medeiros 和 Griffith（2019 年）虽然认识到培训对减少性骚扰的潜在影响，但认为将培训作为唯一的干预措施可能不足以改变员工的行为。作者建议，具体而言，转移气候是培训实施过程中需要考虑的一个重要方面。我们认为，这一宝贵的概念值得进一步考虑，我们提供了额外的干预建议，既可以直接减少性骚扰，又可以发展这种更广泛的氛围以提高培训效果。这些干预措施可分为环境控制、行政控制和行为策略（NIOSH，1995 年；Reese，2008 年）。这些替代干预措施可以在培训之前进行，以提高动机和自我效能，也可以在培训之后进行，以确保学习行为的转移。它们还会影响组织的性骚扰氛围，其定义为“组织氛围的各个方面与对性骚扰的容忍度以及性骚扰补救措施的存在、可及性和有效性有关”（Fitzgerald, Swan , & Fischer, 1995, p. 62)。在他们的评论中，Willness、Steel 和 Lee (2007) 发现只有在气候允许行为时才会发生性骚扰。当气候宽松时，员工感觉好像他们无法表达他们的担忧，肇事者不会面临任何后果（Lim & Cortina，2005），而不能容忍的性骚扰氛围与性骚扰的识别和报告有关（McCabe & Hardman，2005）。对于所讨论的三种干预类型中的每一种，我们确定了在培训前后应用这些举措的方法，以创建零容忍性骚扰氛围并提高培训计划的有效性，以及直接减少性骚扰。