Organization Culture as an Explanation for Employee Discipline Practices

Most supervisors dread employee discipline and often employ strategies not officially sanctioned by the organization. Poorly designed discipline systems cause this variation in discipline practices. Inconsistent discipline can cause losses in productivity and reduce employee morale. Extant literature offers little in the form of guidance for improving this important human resource activity. This article explore where normative literature on organizational culture may have explanatory value for understanding variation in discipline practices. The article suggests two groups of factors that have causal effects on discipline practices. The tangible factors are those describing the formal practices the organization wishes its employees to follow. The intangible factors provide cues for explaining why informal strategies emerge as successful practices for getting things done. Using this conception of organization culture, the article proposes hypotheses for future testing to validate the suspected influence of culture on decisions regarding employee discipline.Yeshttps://us.sagepub.com/en-us/nam/manuscript-submission-guideline

Federal Sexual Harassment Survey, 1980

This research was conducted in 1980 at the request of the Subcommittee on Investigations of the U.S. House of Representatives Committee on Post Office and Civil Service in order to test preliminary findings on sexual harassment in the federal workplace. In May of 1980, 23,964 questionnaires were mailed to federal employees in the executive branch. The disproportionately stratified random sample was stratified by sex, minority status, salary, and agency (defense, health care, or other). Usable questionnaires were returned by 20,083 respondents, an 85% response rate. The questionnaire addressed issues of sexual harassment, including the following topics: attitudes regarding sexual behavior at work, how respondents define sexual harassment, opinions on remedies that would reduce sexual harassment, general data on incidence level and detailed data on specific incidents of sexual harassment, general data on the experiences of those who have been accused of sexually harassing others, attitudinal and demographic information about respondents' work settings, and demographic information on the personal characteristics of the respondents. The Murray Research Archive holds numeric file data from the study

Sexual Harassment among Male and Female Public Accountants: An Exploratory Study

There is a dearth of empirical studies examining sexual harassment within the accounting industry and that which does exist tends to focus exclusively on female victims. Employing six individual-level characteristics and five organizational-level characteristics, this study examines the prevalence and nature of workplace sexual harassment among a sample of male and female certified public accountants. This study also assesses whether the correlates of sexual harassment differ by gender. Results indicate that female respondents have greater risks of encountering sexual harassment relative to male respondents. Further, two organizational-level measures, management’s view on workplace sexual harassment and whether the firm has made adequate provisions to deal with the issue, also emerged as significant predictors of workplace sexual harassment. Limitations and suggestions for future research are discussed