Theses and Dissertations at Montana State University (MSU)
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Item Relationship between gender, gender-related characteristics, and perceived job stress among university employees(Montana State University - Bozeman, College of Letters & Science, 2002) Boyle, Joshua ThomasItem Dissolved hierarchial workplace romances : effects of illicitness of the romance, existence of a workplace romance policy, and type of harassing behavior on responses to a sexual harassment complaint(Montana State University - Bozeman, College of Letters & Science, 2002) McClure, Jamie RenaeItem Dissolved hierarchial workplace romances : effects of supervisor-subordinate reporting relation, romance type, and source of communication of romance motives on responses to a sexual harassment complaint(Montana State University - Bozeman, College of Letters & Science, 2001) Broberg, Brandee JaneItem Ethical decision making about sexual harassment complaints that stem from dissolved workplace romances : a policy-capturing approach(Montana State University - Bozeman, College of Letters & Science, 2005) Jessen, Paul Lee; Chairperson, Graduate Committee: Jennifer G. BoldryAn experiment was conducted to examine the degree to which Jones' (1991) ethical decision-making model is an appropriate theoretical perspective from which to interpret raters' varying responses to a sexual harassment claim that stems from a dissolved workplace romance. The policy capturing methodology was used with 40 study participants to assess the significance of features of a dissolved workplace romance and sexual harassment situation in predicting participants' responses to a sexual harassment claim. Results revealed that Jones' (1991) ethical decision-making model is appropriate for describing the underlying social-cognitive process for observers responding to a sexual harassment claim that stems from a dissolved workplace romance. Results also suggest that certain features of a workplace romance/sexual harassment scenario are weighted more heavily by observers than other features. Future research, alternative explanations, and implications for policy formation, training programs, and sexual harassment investigations are discussed.