Kristina Diekmann

Sexual Harassment in Academia: Ethical Climates and Bounded Ethicality

Annual Review of Psychology · 2018-08-29 · 100 citations

This article reviews research on sexual harassment, particularly that pertaining to academia, to understand its underlying causes. Arguing that sexual harassment is an ethical issue, we draw on the field of behavioral ethics to structure our review. We first review ethical climate antecedents at the individual, leader, organizational, and environmental levels and examine their effects on both the occurrence of and responses to sexually harassing behaviors. This discussion is followed by an explo…

Good intentions aren't good enough: Moral courage in opposing sexual harassment

Journal of Experimental Social Psychology · 2019-10-15 · 45 citations

“It’s Just Business”: Understanding How Business Frames Differ from Ethical Frames and the Effect on Unethical Behavior

Journal of Business Ethics · 2021 · 28 citations

Gender, Sense of Power, and Desire to Lead: Why Women Don’t “Lean In” to Apply to Leadership Groups That Are Majority-Male

Psychology of Women Quarterly · 2020 · 22 citations

We investigated why women may have lower desires and intentions to apply to become a member of a leadership group (i.e., committee) than men when the majority of its members are men. In four studies, we examined the interaction between gender and gender composition of the leadership group on leader candidates’ sense of power, desire to lead, and intentions to apply to become a member of a leadership group. Informed by research on gender, perceived power, and the model of goal-directed behavior,…

Moral Foundations, Himpathy, and Punishment Following Organizational Sexual Misconduct Allegations

Organization Science · 2023 · 14 citations

We build on deontic justice and moral foundations theories to shed light on responses to sexual misconduct at work by proposing a model that explains why some third parties punish accusing victims and support alleged perpetrators. We theorize that when third parties are given conflicting he-said, she-said information, they intuitively evaluate organizational injustice based on moral values. We further theorize that binding moral foundations (loyalty, authority, purity) give rise to sympathy towa…