Preferences for Mediating Personal Harassment at Work: A Theory-Driven Approach

Abstract

This article develops theory by introducing a model of mediation in the context of personal harassment at work. Drawing on research from conflict resolution, organizational justice and social psychology, the model proposes that disputant power, severity of personal harassment, attributions of offensive behavior, perceived voluntariness of mediation and interpersonal trust between disputants affect complainant preferences for mediation. This article focuses on the perspective of complainants in contrast to the historical focus in past research on mediators. In addition, the model adds to recent research interest in relational or social aspects of interpersonal conflict and negotiation. Implications for practice and directions for future research are discussed.

Keywords: Mediation, interpersonal conflict, personal harassment

JEL Classification: J52, D74