Religious harassment in the workplace: An examination of observer intervention
通过两项实验研究，考察了职场宗教骚扰中旁观者是否干预、何时干预及干预程度的影响因素，发现言语骚扰、意图模糊性、与目标/骚扰者的关系、复发信念、宗教承诺、亲社会倾向及共享宗教与宗教承诺的交互作用均能预测干预行为。
Summary Religious harassment claims in the United States have risen sharply over the past decade. However, victims of religious harassment may not always report harassment, and true rates may be higher. Hence, actions taken by third parties present (observers) are important in combating harassment in the workplace. The purpose of this paper is to extend a previous model of observer intervention and related research by testing it empirically in the context of religious harassment and identify factors that influence observers' decision to intervene (intervention), when they intervene (level of immediacy), and how much they intervene (level of involvement). Across two studies, we find evidence that verbal harassment, ambiguity of intent, relationship to target/harasser, recurrence belief, religious commitment, pro‐social orientation, and the interactive effect of shared religion and religious commitment predict intervention. Furthermore, individuals show higher levels of involvement and immediacy in intervention when costs are low and emotional reactions are high. Implications of these findings for engaging observers in combatting harassment are discussed. Copyright © 2015 John Wiley & Sons, Ltd.