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The Devil is in the Details: Sexual Harassment e-Training Design Choices and Perceived Messenger Integrity.

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Title: The Devil is in the Details: Sexual Harassment e-Training Design Choices and Perceived Messenger Integrity.
Authors: Rawski, Shannon L.1 (AUTHOR) srawski@ivey.ca, Djurdjevic, Emilija2 (AUTHOR) edjurdjevic@uri.edu, Soderberg, Andrew T.3 (AUTHOR) soderbea@uwosh.edu, Foster, Joshua R.4 (AUTHOR) jfoster@ivey.ca
Source: Journal of Business Ethics. Dec2024, Vol. 195 Issue 4, p879-898. 20p.
Subject Terms: *Employee training, *Online education, Prevention of sexual harassment, Sexual harassment, Integrity, Sex discrimination, Media richness theory (Communication)
Abstract: While training design choices seem amoral, they interact to determine training (in)effectiveness, potentially harming/benefiting trainees and organizations. These moral implications intensify when training is administered at scale (e.g., e-training) and focuses on social issues like sexual harassment (hereafter, SH). In fact, research on SH training shows it can elicit trainees' gender-based biases against content messengers. We suggest that one such bias, resulting from messenger gender-occupation incongruence and influencing training effectiveness, is lowered perceptions of the messenger's integrity. We also investigate whether rich media will increase or decrease this perceived integrity penalty. Using an excerpt from real SH e-training and a sample [N = 210] consistent with the targeted training audience, we conducted a 2 × 2 × 2 relative comparison experiment (messenger gender x messenger occupation x media richness) and tested a moderated mediation model of the interactive effects of messenger gender-occupation incongruence and media richness on trainees' perceptions of messenger integrity and training outcomes. Results suggest that trainees' perceptions of messenger integrity decrease when the messenger's gender is incongruent with their occupation, leading to worse outcomes in text-based training. These effects, however, are mitigated by increased media richness, providing support for media richness theory. Implications for researchers and practitioners are discussed. [ABSTRACT FROM AUTHOR]
Copyright of Journal of Business Ethics is the property of Springer Nature and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
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  Data: The Devil is in the Details: Sexual Harassment e-Training Design Choices and Perceived Messenger Integrity.
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  Data: <searchLink fieldCode="AR" term="%22Rawski%2C+Shannon+L%2E%22">Rawski, Shannon L.</searchLink><relatesTo>1</relatesTo> (AUTHOR)<i> srawski@ivey.ca</i><br /><searchLink fieldCode="AR" term="%22Djurdjevic%2C+Emilija%22">Djurdjevic, Emilija</searchLink><relatesTo>2</relatesTo> (AUTHOR)<i> edjurdjevic@uri.edu</i><br /><searchLink fieldCode="AR" term="%22Soderberg%2C+Andrew+T%2E%22">Soderberg, Andrew T.</searchLink><relatesTo>3</relatesTo> (AUTHOR)<i> soderbea@uwosh.edu</i><br /><searchLink fieldCode="AR" term="%22Foster%2C+Joshua+R%2E%22">Foster, Joshua R.</searchLink><relatesTo>4</relatesTo> (AUTHOR)<i> jfoster@ivey.ca</i>
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  Data: <searchLink fieldCode="JN" term="%22Journal+of+Business+Ethics%22">Journal of Business Ethics</searchLink>. Dec2024, Vol. 195 Issue 4, p879-898. 20p.
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  Data: *<searchLink fieldCode="DE" term="%22Employee+training%22">Employee training</searchLink><br />*<searchLink fieldCode="DE" term="%22Online+education%22">Online education</searchLink><br /><searchLink fieldCode="DE" term="%22Prevention+of+sexual+harassment%22">Prevention of sexual harassment</searchLink><br /><searchLink fieldCode="DE" term="%22Sexual+harassment%22">Sexual harassment</searchLink><br /><searchLink fieldCode="DE" term="%22Integrity%22">Integrity</searchLink><br /><searchLink fieldCode="DE" term="%22Sex+discrimination%22">Sex discrimination</searchLink><br /><searchLink fieldCode="DE" term="%22Media+richness+theory+%28Communication%29%22">Media richness theory (Communication)</searchLink>
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  Data: While training design choices seem amoral, they interact to determine training (in)effectiveness, potentially harming/benefiting trainees and organizations. These moral implications intensify when training is administered at scale (e.g., e-training) and focuses on social issues like sexual harassment (hereafter, SH). In fact, research on SH training shows it can elicit trainees' gender-based biases against content messengers. We suggest that one such bias, resulting from messenger gender-occupation incongruence and influencing training effectiveness, is lowered perceptions of the messenger's integrity. We also investigate whether rich media will increase or decrease this perceived integrity penalty. Using an excerpt from real SH e-training and a sample [N = 210] consistent with the targeted training audience, we conducted a 2 × 2 × 2 relative comparison experiment (messenger gender x messenger occupation x media richness) and tested a moderated mediation model of the interactive effects of messenger gender-occupation incongruence and media richness on trainees' perceptions of messenger integrity and training outcomes. Results suggest that trainees' perceptions of messenger integrity decrease when the messenger's gender is incongruent with their occupation, leading to worse outcomes in text-based training. These effects, however, are mitigated by increased media richness, providing support for media richness theory. Implications for researchers and practitioners are discussed. [ABSTRACT FROM AUTHOR]
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  Data: <i>Copyright of Journal of Business Ethics is the property of Springer Nature and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract.</i> (Copyright applies to all Abstracts.)
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      – SubjectFull: Prevention of sexual harassment
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      – SubjectFull: Integrity
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      – SubjectFull: Sex discrimination
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      – SubjectFull: Media richness theory (Communication)
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      – TitleFull: The Devil is in the Details: Sexual Harassment e-Training Design Choices and Perceived Messenger Integrity.
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              Text: Dec2024
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