Suchergebnisse

A number of studies have focused on mentorship as a variable often associated with career advancement; however, there is little to no research on the impact mentors have with women reporting workplace discrimination, specifically sex-based discrimination to include sexual harassment. Using a survey dataset of 1,113 female officers from a large federal law enforcement agency, this research employs coarsened exact matching to examine mentorship and to include mentor's gender and its effect on women's reporting behaviors. This study finds that the probability of reporting sexual harassment increases when women have mentors; however, the existence of mentors did not lead to a significant difference in reporting sex discrimination. In addition, there is no significance on the mentor's gender with women's reporting behaviors.

Most public organizations share values and beliefs and socially constructed patterns of action that guide the behavior of their employees, resulting in their unique organizational culture. Existing literature on police organizations describes an unmistakable culture that celebrates masculine values and a social structure that exists purposely and specifically to repress female officers. Using a survey data set of 1,114 female federal law enforcement officers, this research employs coarsened exact matching to examine perceived inclusion and its effects on women experiencing disrespect by male colleagues and incidences of sexual harassment and sexual discrimination. In addition, reporting behavior is captured for female officers who experience wrongful conduct. The study finds that women who report working in an inclusive organizational culture are less likely to experience pervasive negative attitudes from their male colleagues or occurrences of sexual harassment and sexual discrimination. However, the existence of an inclusive organizational culture did not show a significant difference in reporting sexual harassment or sexual discrimination if women experienced such wrongful behavior.

This essay provides a reflective commentary outlining Hawai'i's unconventional response for employing a volunteer workforce of public servants when faced with the task of processing an unprecedented backlog of unemployment insurance claims triggered by the COVID-19 pandemic. Although efforts are still ongoing, this essay applies volunteerism and public service motivation as a framework to explain why public servants would serve in a voluntary capacity at another public agency. The intent of this essay is to spur conversation on how public servants are further stepping up to the frontlines during times of crisis, as well as expand knowledge on the relationship between volunteerism and public service motivation.