Training is an effective tool for changing attitudes and behaviors. This study examined the effect of two types of sexual harassment training on the level of sexual harassment myth acceptance. Additionally, the moderating effect of gender on the level of change in myth acceptance when comparing engaging vs. non-engaging training methods is examined. A researcher used either a standard multi-media display to present the non-engaging sexual harassment training or an engaging training that also included tabletop discussions and workbooks participants completed and discussed throughout the training. Three-hundred-twenty undergraduate psychology and business students participated in this study for extra credit. Results showed that training significantly decreased myth acceptance overall. Although the engaging training had a greater decrease in myth acceptance than the non-engaging training, this difference was non-significant. Gender was not a significant moderator of post-training change. Implications for future research are discussed.
|Advisor:||Warren, Christopher R.|
|Commitee:||Ahrens, Courtney, Whitney, David|
|School:||California State University, Long Beach|
|School Location:||United States -- California|
|Source:||MAI 55/01M(E), Masters Abstracts International|
|Keywords:||Engaging vs non engaging, Gender differences, Industrial organizational research, Myth acceptance, Sexual harassment, Training methods|
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