Employee
Survey
|
Manager
Survey
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Training
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Manager
Receipt of DV Training
|
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Manager
Perceptions of Supervisor’s Support for Trainings
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Manager
Receipt of Other Trainings
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Background
|
Demographics
(gender, age, race, marital/intimate partner status, parental
status, educational attainment)
|
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Assess
selection bias/sample representativeness
Assess
comparability between manager and employee groups (and serve as
control variables in outcome models to adjust for group
differences)
Victimization
substudy (predicting victimization)
|
Employment
|
Employment
History/Stability
|
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|
Assess
comparability between manager and employee groups (and serve as
control variables in outcome models to adjust for group
differences)
Victimization
substudy (examining impact of previous victimization on job
stability)
|
Unit/Division
|
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Job
type
|
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Benefits
|
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Job
Retention
|
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Baseline
measures will be used to assess comparability between manager
and employee groups (and serve as control variables in outcome
models to adjust for group differences)
Follow-up
measures will serve as outcome variables
Victimization
substudy (consequences of victimization)
|
Absenteeism
|
|
|
Baseline
measures will be used to assess comparability between manager
and employee groups (and serve as control variables in outcome
models to adjust for group differences)
Follow-up
measures will serve as outcome variables
Victimization
substudy (consequences of victimization)
|
Productivity/Presenteeism
|
|
|
Baseline
measures will be used to assess comparability between manager
and employee groups (and serve as control variables in outcome
models to adjust for group differences)
Follow-up
measures will serve as outcome variables
Victimization
substudy (consequences of victimization)
Manager
measures have potential use as an instrumental variable (if it
is an independent predictor of likelihood of taking the DV
training)
|
Employee-Manager
Interaction
|
|
|
Both
employee and manager measures have potential use as instrumental
variables (both the extent to which a manager interacts with
his/her employees and the extent to which a manager interacts
with his/her supervisor could predict likelihood of taking the
manager training)
Assess
comparability between manager and employee groups (and serve as
control variables in outcome models to adjust for group
differences)
|
Perceptions
of Manager Interest in Personal Life
|
|
|
Baseline
measure will be used to assess comparability between manager and
employee groups (and serve as control variables in outcome
models to adjust for group differences)
Follow-up
measure will serve as an intermediate outcome
|
Approval
and Compliance with Manager’s Supervisor
|
|
|
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Manager
Interaction and Similarity to Employees
|
|
|
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Manager
Stress and Workload
|
|
|
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Health
|
Health-Related
Quality of Life
|
|
|
Baseline
measures will be used to assess comparability between manager
and employee groups (and serve as control variables in outcome
models to adjust for group differences)
Follow-up
measures will serve as outcome variables
Victimization
substudy (consequences of victimization)
|
Health
Care Utilization
|
|
|
Baseline
measures will be used to assess comparability between manager
and employee groups (and serve as control variables in outcome
models to adjust for group differences)
Follow-up
measures will serve as outcome variables
Victimization
substudy (consequences of victimization)
|
Experiences
|
IPV
Victimization
|
|
|
Baseline
measures will be used to assess comparability between manager
and employee groups (and serve as control variables in outcome
models to adjust for group differences)
Follow-up
measures will serve as outcome variables
Victimization
substudy (identification of victims)
|
Perceived
Impact of Victimization on Work
|
|
|
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Utilization
of Company DV Resources
|
|
|
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Satisfaction
with Company DV Resources
|
|
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Hypothetical
Use of Company DV Resources
|
|
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Domestic
Violence and the Workplace
|
Awareness
of Company DV Program
|
|
|
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Attitudes
toward Domestic Violence as a Workplace Issue
|
|
|
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Perception
of manager’s attitudes toward domestic violence as a
workplace issue
|
|
|
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Relative
Importance of Domestic Violence as a Workplace Issue
|
|
|
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Knowledge
of DV and the Company’s DV Program
|
|
|
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Confidence
in Responding to DV
|
|
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Employee
DV Referrals
|
|
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Satisfaction
with Resources Used
|
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