職場性騷擾長期存在於職場，自台灣 #MeToo運動 後，立法院通過性平三法，加重權勢性騷擾的罰鍰，並且要求雇主必須做到事前防治與事後補救措施。然而當今台灣關於職場性騷擾的研究，仍以受害者為主要研究對象，較少探討職場性騷擾目睹者在性騷擾事件中的角色，以及如何判斷性騷擾並行動。

本研究對曾經直接目睹職場性騷擾的成年人進行半結構式質性深入訪談，總共訪談了11名受訪者，其中有效受訪者為9名；透過質性訪談中發現，騷擾者若過去就有不好的傳聞，或是曾經性騷擾過目睹者，目睹者目睹騷擾者疑似性騷擾的行為，更會將此行為判斷為性騷擾；但目睹者是否執行介入行為，則會經過多方的考慮，最後選擇用心理成本最低的方式應對職場性騷擾。

要想減少職場性騷擾發生，本研究認為每位員工都必須參與性平教育；另外，本研究建議當今的性平教育可加入目睹者介入性騷擾的行為指引，鼓勵目睹者適度介入，降低性騷擾的傷害與發生機率。

Workplace sexual harassment has been a persistent issue in Taiwan’s workforce. Following the #MeToo movement in Taiwan, the Legislative Yuan passed amendments to the "Three Gender Equality Acts," increasing fines for power-based sexual harassment and requiring employers to implement both preventive measures and post-incident remedies in their business practices. However, current research on workplace sexual harassment in Taiwan still focuses primarily on victims. With a lack of studies examining the role of bystanders in such incidents, particularly regarding how they perceive sexual harassment and subsequently take action.

This study conducted semi-structured, in-depth qualitative interviews with adults who have directly witnessed workplace sexual harassment. A total of 11 respondents were interviewed, with 9 yielding valid data. The qualitative findings reveal that if a harasser already possesses a bad reputation or has previously harassed the bystander, the bystander is more likely to perceive suspected inappropriate behavior as sexual harassment. However, whether a bystander decides to intervene depends on a multi-faceted evaluation, with most choosing an approach that ultimately minimizes their psychological costs.

To mitigate workplace sexual harassment, this study suggests that all employees should participate in gender equality training. Furthermore, this study recommends businesses to incorporate bystander intervention guidelines into current training programs to encourage appropriate intervention, thereby reducing the number of sexual harassment incidents and the harm they cause.