Recent events in the workplace, government, and college campuses in the US have brought the issues of sexual harassment and assault to the forefront of media and public discussion. Industrial and organizational (I-O) psychologists are uniquely suited to help address these issues by aiding in intervention development. Specifically, I-O psychologists can provide key insight regarding the context, design, development, and evaluation of sexual harassment and assault training efforts. Although some empirical evidence suggests that trainings are effective in the short term, there is little evidence to suggest long-term attitudinal or behavioral change outside of the training environment. Much of the research in this area, however, has focused solely on the training intervention, excluding the pre- and post-training environment. Thus, the present effort focuses on designing trainings that promote transfer, as well as improving measurement of desired outcomes, to provide a framework for improving sexual harassment and assault training. This framework addresses how individual differences, needs analysis, training design, evaluation, and post-training support contribute to lasting change while addressing the unique challenges associated with sexual harassment and assault. Last, this framework provides guidance for improving research in this area as well as practical suggestions for improving training programs.

中文翻译：

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#Ustoo：IO 心理学家如何通过工作场所培训扩大关于性骚扰和性侵犯的对话

美国工作场所、政府和大学校园最近发生的事件将性骚扰和性侵犯问题带到了媒体和公众讨论的前沿。工业和组织 (IO) 心理学家特别适合通过协助干预开发来帮助解决这些问题。具体来说，IO 心理学家可以提供有关性骚扰和攻击培训工作的背景、设计、开发和评估的关键见解。尽管一些经验证据表明培训在短期内是有效的，但几乎没有证据表明培训环境之外的长期态度或行为改变。然而，该领域的大部分研究都只关注培训干预，不包括培训前和培训后的环境。因此，目前的工作重点是设计促进转移的培训，以及改进对预期结果的衡量，为改进性骚扰和攻击培训提供一个框架。该框架解决了个体差异、需求分析、培训设计、评估和培训后支持如何促进持久变革，同时解决与性骚扰和攻击相关的独特挑战。最后，该框架为改进该领域的研究提供了指导，并为改进培训计划提供了切实可行的建议。评估和培训后支持有助于持久变革，同时应对与性骚扰和性侵犯相关的独特挑战。最后，该框架为改进该领域的研究提供了指导，并为改进培训计划提供了切实可行的建议。评估和培训后支持有助于持久变革，同时应对与性骚扰和性侵犯相关的独特挑战。最后，该框架为改进该领域的研究提供了指导，并为改进培训计划提供了切实可行的建议。