The current literature on workplace sexual harassment is sparse, particularly in terms of longitudinal studies

The gap

Evidence profile

Sourced from the recommendations and future work and stated research gap of the source papers, classified as general, spanning 3 journals.

Supporting evidence — 3 representative gaps

• A Comparative Analysis of Career Advancement Between Employees with High and Low Levels of Sexual Harassment Experience in Organizations (2026) · Zenodo (CERN European Organization for Nuclear Research) · doi

  Based on the findings of this study, organizations within Kontagora Local Government Area are encouraged to reinforce workplace policies and mechanisms that protect employees from sexual harassment, including clear reporting channels, strict sanctions, and awareness programs aimed at fostering safe and respectful work environments. Additionally, organizations should adopt transparent, merit-based promotion systems to ensure fair career progression irrespective of employees’ vulnerability to workplace misconduct. Future research is recommended to explore qualitative dimensions and alternative organizational factors such as power relations, personal coping strategies, or institutional culture that may explain why employees exposed to higher harassment still KIJER 3(2) 95 Kontagora International Journal of Educational Research (KIJER) Volume 3, Issue 2, March 2026 https://fuekjournals.org/index.php/kijer appeared to advance in their careers, thereby generating deeper insights for policymaking and intervention planning.

  generalrecommendationsevidence 5/5
  Keywords: employees kijer based organizations kontagora workplace harassment within local government area encouraged reinforce policies mechanisms
• Associations of HEXACO and dark traits with power and gender harassment (2026) · Frontiers in Psychology · doi

  Building on the present findings and their limitations, several avenues for future research are warranted. First, longitudinal and multi-wave designs are essential for clarifying temporal ordering among personality traits and harassment perpetration tendencies. Tracking employees over time would allow researchers to examine whether stable personality characteristics prospectively relate to later harassment perpetration tendencies, or whether workplace experiences reciprocally shape self-perceptions of personality. Such designs would substantially strengthen causal inference beyond cross-sectional asso- ciations. Second, future research should incorporate multi-method assessment strategies. Combining self-reports with peer evaluations, supervisor ratings, organizational records, or experimentally derived behavioral measures would help reduce common method bias and clarify the behavioral validity of personality–harassment associations. In particular, examining whether HEXACO traits relate to externally evaluated misconduct would provide stronger evidence for practical relevance. Third, cross-cultural comparative research is necessary to determine whether the observed associations are culturally specific or more generalizable. Although the present study contributes evidence from a Japanese employee sample, parallel investigations using compa- rable instruments across cultural contexts would allow direct tests of invariance. Such work would clarify whether the role of Honesty– Humility and Dark Triad traits in harassment perpetration tendencies differs across societies characterized by varying norms regarding hier- archy, collectivism, and gender roles. Fourth, future studies may benefit from including additional personality constructs. Incorporating Sadism from the Dark Tetrad could help disentangle distinct forms of antagonistic motivation, while examining prosocial traits such as empathy or altruism may clarify protective mechanisms. Moreover,

  generalfuture workevidence 5/5
  Keywords: personality whether traits harassment future perpetration tendencies clarify present multi designs allow relate self cross
• The impact of workplace sexual harassment on health and quality of life outcomes among flight attendants: a two-wave longitudinal study (2026) · Social Psychiatry and Psychiatric Epidemiology · doi

  The current literature on workplace sexual harassment is sparse, particularly in terms of longitudinal studies. There is a need for studies that evaluate the prospective associations between workplace sexual harassment and health and quality-of-life outcomes. Longitudinal studies are needed to establish causality and inform evidence-based interventions.

  generalstated research gapevidence 5/5
  Keywords: current literature workplace sexual harassment sparse particularly terms

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