This quantitative associational correlational non-experimental study used multiple regression analysis with mediation to address the research question: To what extent employee perception of workplace sexual harassment sanctions mediate the relationship between the 4 modes of the SECI (socialization, externalization, combination, internalization) knowledge creation model and psychological wellbeing. The study was based on the theoretical underpinnings of knowledge creation theory and the precepts of knowledge work as a discretionary organizational behavior that requires intentionality from the knowledge worker. The study explored the direct and indirect effects of the intercorrelations between the predictors, mediator, and outcome variables with 109 participants. The model summary of the outcome variable wellbeing is the multiple regression of the 4 KMP (knowledge management process) subscales and Perception (the mediator) predicting wellbeing. The model was statistically significant explaining 22.9% of the variance in wellbeing, F(5, 101) = 6.01, R = .48, p < .001. The study provided insight into the efficacy of the SECI model in the development of sexual harassment practices in the workplace when the employee perception of workplace sexual harassment practices was considered. This insight is useful for I-O practitioners when creating knowledge involving workplace sexual harassment practices that are employee-centric. Recommendations for future research include examining the role of other predictors such as accessibility, and employee engagement in the mediation model and studies at sites with more advanced forms of sexual harassment practices, policies and procedures that align with those in the literature.
|Commitee:||Diebold, Charles, Cesario, Brian|
|School Location:||United States -- Minnesota|
|Source:||DAI-A 82/4(E), Dissertation Abstracts International|
|Subjects:||Psychology, Occupational psychology, Labor relations|
|Keywords:||Employee perception, Knowledge management, Psychological wellbeing, Sexual harassment practices, Workplace Sexual Harassment Sanctions|
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