D2 C13 (15min pres)
Tracks
Track C | Ballroom 3
| Friday, October 25, 2024 |
| 3:30 PM - 3:45 PM |
| Stream C | Ballroom 3 |
Overview
Exploring the relationship between harassment and wellbeing at work.
(Cheryl Yam)
Presenter
Dr Cheryl Yam
Curtin University
Exploring the relationships between harassment and well-being at work.
3:30 PM - 3:45 PMAuthor(s)
Yam, Cheryl; Parker, Sharon K
Abstract
The negative effects of bullying and sexual harassment on mental health on mental health and well-being are well-established (McDonald, 2012; Nielson & Einarsen, 2012; Topa et al., 2008; Willness et al., 2007). More recently, bullying and sexual harassment have been classified as psychosocial hazards in the Australian workplace. While companies are importantly focusing on eradicating or reducing such negative experiences at work, it is also important to understand the mechanisms by which these effects occur, as well as the wider organisational-level factors that may buffer the negative effect of experiences of bullying and sexual harassment on worker mental health and well-being. 2,500 workers completed a survey on their experiences at work, complemented by 98 managers' ratings of their companies policies and practices designed to support worker well-being.
Regression analyses indicated that experiences of bullying and sexual harassment were significantly associated with poorer mental health and well-being outcomes, with covert forms of harassment (e.g., sexism) explaining unique variance in mental health and well-being above and beyond overt forms of harassment (e.g., unwanted touching, coercion). Further moderation analyses revealed a significant moderating effect of work design on the relationship between experiencing bullying and sexual harassment and worker mental health and well-being. These effects were stronger for some aspects of work design characteristics. These various aspects will be discussed and unpacked further in the session.
These preliminary findings suggest that as a complementary strategy to reducing levels of antisocial behaviour at work, considering various aspects of work design and other organisational-level factors may be important levers for organisations seeking to buffer the negative effect of experiencing bullying and sexual harassment on worker mental health and well-being.
Regression analyses indicated that experiences of bullying and sexual harassment were significantly associated with poorer mental health and well-being outcomes, with covert forms of harassment (e.g., sexism) explaining unique variance in mental health and well-being above and beyond overt forms of harassment (e.g., unwanted touching, coercion). Further moderation analyses revealed a significant moderating effect of work design on the relationship between experiencing bullying and sexual harassment and worker mental health and well-being. These effects were stronger for some aspects of work design characteristics. These various aspects will be discussed and unpacked further in the session.
These preliminary findings suggest that as a complementary strategy to reducing levels of antisocial behaviour at work, considering various aspects of work design and other organisational-level factors may be important levers for organisations seeking to buffer the negative effect of experiencing bullying and sexual harassment on worker mental health and well-being.
Learning outcomes
At the conclusion of this event, attendees will be able to:
• Identify the different facets of sexual harassment and distinguish between covert and overt forms of sexual harassment
• Understand the nature of bullying and the various types of sexual harassment as psychosocial hazards
• Discuss how organisations may support workers for example to attenuate the negative effects of bullying and harassment on mental health and well-being
• Identify the different facets of sexual harassment and distinguish between covert and overt forms of sexual harassment
• Understand the nature of bullying and the various types of sexual harassment as psychosocial hazards
• Discuss how organisations may support workers for example to attenuate the negative effects of bullying and harassment on mental health and well-being
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Cheryl is an Organisational Psychologist Registrar and a postdoctoral research fellow at the Centre for Transformative Work Design (CTWD) at Curtin University's Future of Work Institute. She conducts research on work-related mental health and well-being, with a focus on the study of work design and other psychosocial hazards and their influence on various aspects of work.
