A Spectrum of Bystander Actions: Latent Profile Analysis of Sexual Harassment Intervention Behavior at Work

• 成果类型: Article
• 署名作者: Liang, Yijue; Park, Youngah
• 署名单位: George Mason University; University of Illinois System; University of Illinois Urbana-Champaign
• 刊物名称: JOURNAL OF APPLIED PSYCHOLOGY
• ISSN/ISSBN: 0021-9010
• DOI: 10.1037/apl0001280
• 发表日期: 2025
• 页码: 1198-1224
• 关键词: bystander intervention; LATENT PROFILE ANALYSIS; moral emotion; SEXUAL HARASSMENT; organizational intolerance of sexual harassment

摘要

Sexual harassment bystander intervention (SHBI) has been deemed critical to addressing persistent incidents in the workplace, yet scholarly knowledge of this behavior remains sporadic and limited. To move this field of research forward, the present study departs from the traditional variable-centered approach and instead adopts a latent profile approach to answer three key questions: (1) Which combinations (profiles) of actions do bystanders take to intervene? (2) When do bystanders intervene with specific profiles of SHBI? and (3) What happens when bystanders intervene with different behavioral combinations? We first developed and validated a scale to measure five distinct SHBI behaviors (i.e., confronting, distracting, supporting, reporting, and discussing) with two scenario-based pilot studies. Then, using this scale and latent profile analysis, we identified three distinctive profiles (i.e., active intervention, low-risk intervention, and no/limited intervention) in a field survey study (N1 = 381). In two additional field survey studies (N2 = 312; N3 = 326), by integrating social cognitive theory with the moral lens, we not only replicated the three similar profiles but also examined antecedents (i.e., organizational norms about sexual harassment and gender, and bystanders' anger, empathy, and harassment-curbing expectancy) and outcomes of the profile memberships (i.e., aggression from the harasser, target gratitude, third-party elevation, and bystander guilt and pride). Overall, this research provides new insights into the nature of SHBI, its distinct patterns in the workplace, and potential organizational practices related to SHBI profiles.