Does Domestic Intimate Partner Aggression Affect Career Outcomes? The Role of Perceived Organizational Support
Drawing upon the conservation of resources theory, we developed and tested a moderated mediation model linking domestic intimate partner aggression (IPA) to job performance and career advancement. Our model posits that the indirect relationship between IPA and career advancement via in-role performance and organizational citizenship behaviors (OCBs) is moderated by perceived organizational support (POS). Overall, multisource and multiwave data obtained from two independent samples of employed women from the Philippines supported our predictions. Specifi cally, results suggest that: (1) IPA was negatively associated with supervisor-rated in-role performance and OCBs; (2) there was a stronger negative relationship between IPA and in-role performance and OCBs for employees with low as opposed to those with high levels of POS; and (3) the conditional indirect effects of IPA in predicting supervisor-rated promotability and actual promotion via in-role performance and OCBs were stronger under conditions of low as opposed to high POS. Implications for theory and practice are discussed.
ILO Report: Addressing Occupational Violence: An overview of conceptual and policy considerations viewed through a gender lens
This report is not about violence against women, but rather about violence against workers, both men and women; however, wherever possible a gendered analysis of the results was retained so as to ensure that interventions that could be informed by this report are gender sensitive, designed to meet the sometimes similar, sometimes distinct, needs of male and female workers. The report is in two parts, the first conceptualizing workplace violence through a gender lens, the second examining regulatory and other normative interventions to address workplace violence.
Ontario Association of Interval & Transition Houses - Centre for Research & Education on Violence Women & Children | Briefing Note to Standing Committee on Finance and Economic Affairs Regarding Bill 148
OAITH & CREVAWC support the amendment to include sexual and domestic violence as a reason to use Personal Emergency Leave and the need for this recognition in the workplace, it falls short of providing the support and job protection that is critical to survivors of SV/DV.
Policy Template: A Workplace Response to Perpetrators of Domestic, Dating, Sexual Violence and Stalking
Addressing perpetrators of domestic violence, sexual assault, dating violence and stalking at work is a difficult and complex issue. The following Policy Guide is designed to accompany and amplify a broader, pre-existing Domestic Violence/Sexual Assault Workplace Policy so that an employer can respond, hold accountable, and provide constructive direction to those who perpetrate these crimes and/or behaviors in ways that affect the workplace. This guide was created with input of a variety of experts in the industry.
DV@WorkNet Issue Brief Impact of Domestic Violence on Workers and the Workplace ILO Experts Group Meeting on a Convention on Violence against Women and Men at Work, October 3, 4 & 5, 2016
Although discrimination restricts women’s participation in the workplace and labour force participation rates vary significantly, in many countries the majority of women who experience domestic violence are employed. And although both sexes can suffer DV, in most countries it is women and girls who are the primary victims. The impacts of this violence are felt acutely at work, as the findings from a series of national surveys outline in the brief. It also makes the workplace an important site to provide information and resources about domestic violence.
Encouraging The Participation of The Private Sector And The Media In The Prevention Of Violence Against Women And Domestic Violence: Article 17 Of The Istanbul Convention
Recognising the important role of the private sector and the media, Article 17 of the Istanbul Convention requires states parties to tap into this potential by encouraging the private sector, in particular the information technology sector and the media, to take on the issue of violence against women and help shape, elaborate and implement internal and external policies in this field.
Stop Violence - National Action Plan to Combat All Forms of Gender-Based Violence, 2015-2019
For many years now, Belgium has dedicated itself to combating gender-based violence because it considers this an essential element in the equality between women and men. Despite the progress that has already been made, gender-based violence remains an important concern to the country.
Guidance for Agency-Specific Domestic Violence, Sexual Assault, and Stalking Policies
This Guidance for Agency-Specific Domestic Violence, Sexual Assault, and Stalking Policies provides agencies with direction to enable them to fulfill the goals identified in the Presidential Memorandum on “Establishing Policies for Addressing Domestic Violence in the Federal Workforce,” which was issued on April 18, 2012. As the nation’s largest employer, the Federal Government should act as a model in responding to the effects of domestic violence, sexual assault, and stalking in the workplace. Some agencies have already taken steps to address these issues. By building on these efforts, the Federal Government can further address the effects of domestic violence, sexual assault, and stalking on its workforce, promoting the health and safety of its employees and improving the quality of its service to the public.
Uni Global - Policies for UNI Affiliated Unions
Domestic violence affects women in all societies of the world, regardless of age or social status, but it has its most harmful effects on ethnic minorities, migrants and the poor, on account of existing social inequalities. Men can also be victims. It is the duty of society to fight and create tools to eradicate it. The lack, or total lack, of commitment to portect women by nation states, questions the stability of their democracies as well as the credibility of nations and the social responsibilities of corporations.
Women’s Agenda / Good Shepherd Australia: Safe Spaces. A Study on Paid Family/Domestic Violence Leave
Women's Agenda advocates for women’s careers and aim to hold employers and governments to account when it comes to women’s opportunities, safety and financial independence. Good Sheperd Australia helps women at risk of, experiencing or recovering from family/domestic violence in a range of ways. It provides specialist family/ domestic violence crisis, recovery and housing services and works closely with emergency and protection services. It also provides financial counselling, financial capability coaching and parenting programs.