WorldWideScience

Sample records for harassment authorization application

  1. SEXUAL HARASSMENT, WORKPLACE AUTHORITY, AND THE PARADOX OF POWER

    Science.gov (United States)

    McLaughlin, Heather; Uggen, Christopher; Blackstone, Amy

    2012-01-01

    Power is at the core of feminist theories of sexual harassment, though it has rarely been measured directly in terms of workplace authority. While popular characterizations portray male supervisors harassing female subordinates, power-threat theories suggest that women in authority may be more frequent targets. This article analyzes longitudinal survey data and qualitative interviews from the Youth Development Study (YDS) to test this idea and to delineate why and how supervisory authority, gender non-conformity, and workplace sex ratios affect harassment. Relative to non-supervisors, female supervisors are more likely to report harassing behaviors and to define their experiences as sexual harassment. Sexual harassment can serve as an “equalizer” against women in power, motivated more by control and domination than by sexual desire. The interviews point to social isolation as a mechanism linking harassment to gender non-conformity and women’s authority, particularly in male-dominated work settings. PMID:23329855

  2. Sexual Harassment, Workplace Authority, and the Paradox of Power

    Science.gov (United States)

    McLaughlin, Heather; Uggen, Christopher; Blackstone, Amy

    2012-01-01

    Power is at the core of feminist theories of sexual harassment, although it has rarely been measured directly in terms of workplace authority. Popular characterizations portray male supervisors harassing female subordinates, but power-threat theories suggest that women in authority may be more frequent targets. This article analyzes longitudinal…

  3. 50 CFR 216.107 - Incidental harassment authorization for Arctic waters.

    Science.gov (United States)

    2010-10-01

    ... 50 Wildlife and Fisheries 7 2010-10-01 2010-10-01 false Incidental harassment authorization for Arctic waters. 216.107 Section 216.107 Wildlife and Fisheries NATIONAL MARINE FISHERIES SERVICE, NATIONAL... Incidental to Specified Activities § 216.107 Incidental harassment authorization for Arctic waters. (a...

  4. 50 CFR 216.16 - Prohibitions under the General Authorization for Level B harassment for scientific research.

    Science.gov (United States)

    2010-10-01

    ... 50 Wildlife and Fisheries 7 2010-10-01 2010-10-01 false Prohibitions under the General Authorization for Level B harassment for scientific research. 216.16 Section 216.16 Wildlife and Fisheries... Prohibitions under the General Authorization for Level B harassment for scientific research. It shall be...

  5. 50 CFR 216.108 - Requirements for monitoring and reporting under incidental harassment authorizations for Arctic...

    Science.gov (United States)

    2010-10-01

    ... location, and the time. (d) Where the proposed activity may affect the availability of a species or stock of marine mammal for taking for subsistence purposes, proposed monitoring plans or other research... an incidental harassment authorization for Arctic waters must submit reports to the Assistant...

  6. HARASSMENT: DRAWING THE LINE

    CERN Document Server

    2002-01-01

    At a special colloquium at CERN on 31 May, social psychologist Véronique Ducret will discuss harassment in the workplace. The goal of her seminar is prevention of harassment, how to avoid it and how to react if you find yourself a victim. Véronique Ducret is a consultant social psychologist specialising in cases of harassment. She is author of the work'Pour une entreprise sans harcèlement sexuel', and has given several seminars on the subject at CERN. Her talk will be given in French, in the main auditorium at 14:00 on 31 May.

  7. Personal and organizational predictors of workplace sexual harassment of women by men.

    Science.gov (United States)

    Dekker, I; Barling, J

    1998-01-01

    The authors investigated the predictors of workplace sexual harassment in 278 male university faculty and staff (M age = 45 years). Workplace variables (perceptions of organizational sanctions against harassment and perceptions of a sexualized workplace) and personal variables (adversarial sexual beliefs, sexual harassment beliefs, perspective taking, and self-esteem) were studied as predictors of sexualized and gender harassment. Social desirability was controlled. Both organizational variables and beliefs about sexual harassment predicted gender harassment and sexualized harassment. Perspective taking, adversarial sexual beliefs, and sexual harassment beliefs moderated the effects of perceived organizational sanctions against harassment on sexualized harassment. Findings are discussed as they relate to organizational efforts to reduce or prevent sexual harassment.

  8. [Psychological harassment].

    Science.gov (United States)

    Puech, Paloma; Pitcho, Benjamin

    2013-04-01

    Two types of harassment are distinguished: sexual and psychological. In the private sector, according to French labour laws and the penal code, psychological harassment is actionable. It is up to the employer to prove the absence of harassment. The sanctions incurred can be up to 5 years imprisonment and a 150,000 euro fine and various measures of compensation for damages can be envisaged.

  9. Sexual harassment.

    Science.gov (United States)

    Sbraga, T P; O'Donohue, W

    2000-01-01

    We review the current state of sexual harassment theory, research, treatment, and prevention. Definitional problems and implications are discussed. An examination of the epidemiology of sexual harassment is presented, highlighting correlates that include characteristics of the organizational environment, the perpetrator, and the recipient of unwanted sexual behavior. Normative responses to sexual harassment and consequences are discussed. Descriptions of the most prevalent models of sexual harassment are offered and the empirical evidence for them is briefly reviewed. From there, the effect of model development and evaluation on the prevention and treatment of sexual harassment is considered. We comment on the steps that would need to be taken to develop viable prevention and treatment programs. Suggestions for fruitful avenues of research and theory development are offered.

  10. 18 CFR 1300.104 - Sexual harassment.

    Science.gov (United States)

    2010-04-01

    ... CONDUCT FOR EMPLOYEES OF TENNESSEE VALLEY AUTHORITY § 1300.104 Sexual harassment. It is TVA policy that all TVA employees are responsible for assuring that the workplace is free from sexual harassment... 18 Conservation of Power and Water Resources 2 2010-04-01 2010-04-01 false Sexual harassment. 1300...

  11. The association between in-service sexual harassment and post-traumatic stress disorder among Department of Veterans Affairs disability applicants.

    Science.gov (United States)

    Murdoch, Maureen; Polusny, Melissa A; Hodges, James; Cowper, Diane

    2006-02-01

    The goal was to describe the association between post-traumatic stress disorder (PTSD) and in-service sexual harassment in a nationally representative sample of Department of Veterans Affairs PTSD disability applicants. The study was a cross-sectional survey. Of 4,918 eligible veterans, 3,337 (68%) returned surveys. Nonresponse bias appeared to be minimal. After adjustment for other reported traumas, women's reported in-service sexual harassment severity was significantly associated with PTSD symptom severity (p men and for in-service sexual assault among the women. Men showed no association between in-service sexual harassment and PTSD (p = 0.33), although power was low for this test. Sexual harassment significantly contributed to female veterans' PTSD symptoms; its contribution to men's symptoms was unclear. We discuss mechanisms through which sexual harassment might affect PTSD symptom severity, including the possibility that sexual harassment sometimes meets the Diagnostic and Statistical Manual of Mental Disorders, Fourth Edition, definition of a criterion A stressor.

  12. Harassment: Imaginings.

    Science.gov (United States)

    Wilt, Judith

    1993-01-01

    Imagines the role of the male college professor in view of the erotic and sexual nature of his subjectivity and the glaring possibilities of sexual misconduct with students. Outlines some experiences related to the sexual harassment policies of one private college. (HB)

  13. Sexual Harassment of Social Workers at Work: Injustice Within?

    Science.gov (United States)

    Maypole, Donald E.

    1986-01-01

    Of 50 percent of the members of the Iowa chapter of the National Association of Social Workers, 27 percent of the women and men surveyed reported they had experienced sexual harassment at work. Discusses sources and types of sexual harassment found, as well as recourses taken by those harassed. (Author/ABB)

  14. A Harassing Climate? Sexual Harassment and Campus Racial Climate Research

    Science.gov (United States)

    Lundy-Wagner, Valerie; Winkle-Wagner, Rachelle

    2013-01-01

    In this conceptual paper, the authors discuss how research about sexual harassment and campus racial climates for undergraduate students is relegated to separate silos. Drawing on intersectionality and critical race feminist frameworks, the authors juxtapose these strands of research with attention to ethnicity/race and gender, highlighting how…

  15. Sexual Harassment Law in Employment: An International Perspective.

    Science.gov (United States)

    Husbands, Robert

    1992-01-01

    Describes and compares the law applicable to sexual harassment at work in 23 industrialized countries. Shows how different legal approaches have been adopted to combat sexual harassment in the countries surveyed and how this diversity reflects differences of legal traditions and of attitudes toward the legal classification of sexual harassment.…

  16. Women's Sexual Harassment at Workplace:Application of GT in examining Women's feeling of Insecurity at Workplace

    OpenAIRE

    Maryam Maktoobian; Ali Rabbani Khorasgani

    2014-01-01

    Introduction long time has gone since women entered the workplace; and instead of discussing whether or not women should enter workplace, we must now investigate women's experiences, troubles and problems. Talking about sexual harassment and feeling of insecurity goes back to more than four decades ago, but the evidence show that little work has been down on sexual harassment and feeling of insecurity; and even still in some societies speaking about this topic is typically considered to be...

  17. Prime time sexual harassment.

    Science.gov (United States)

    Grauerholz, E; King, A

    1997-04-01

    This study explores the explicit and implicit messages of sexual harassment that viewers receive when viewing prime-time television in the US. A content analysis of 48 hours of prime-time television reveals that sexual harassment on television is both highly visible and invisible. Sexual harassment is rendered visible simply by its prominence in these programs. Incidents involving quid-pro-quo harassment and environmental harassment occur with regularity on television. Furthermore, about 84% of the shows studied contained at least one incident of sexual harassment; yet these acts of sexual harassment remained largely invisible because none of the behaviors were labeled as sexual harassment. These incidents are presented in humorous ways, and victims are generally unharmed and very effective at ending the harassment. Although such programs may actually reflect the reality of many women's lives in terms of prevalence of sexual harassment, they perpetuate several myths about sexual harassment, such as that sexual harassment is not serious and that victims should be able to handle the situations themselves.

  18. Addressing Sexual Harassment

    Science.gov (United States)

    Young, Ellie L.; Ashbaker, Betty Y.

    2008-01-01

    This article discusses ways on how to address the problem of sexual harassment in schools. Sexual harassment--simply defined as any unwanted and unwelcome sexual behavior--is a sensitive topic. Merely providing students, parents, and staff members with information about the school's sexual harassment policy is insufficient; schools must take…

  19. Sexual Harassment in Education.

    Science.gov (United States)

    Lewis, John F.; And Others

    As in many other areas of society, sexual harassment has become an important issue in education. It has left the educational community with many questions about what constitutes sexual harassment, how to prevent it, and how to deal with the legal problems that may arise concerning it. This report dispels several myths about sexual harassment in…

  20. Attitudes and perceptions of workers to sexual harassment.

    Science.gov (United States)

    McCabe, Marita P; Hardman, Lisa

    2005-12-01

    The authors investigated how individual factors (age, gender, gender role, past experiences of sexual harassment) and organizational factors (gender ratio, sexual harassment policies, the role of employers) related to workers' attitudes toward and perceptions of sexual harassment. In Study 1, participants were 176 workers from a large, white-collar organization. In Study 2, participants were 75 workers from a smaller, blue-collar organization. Individuals from Study 2 experienced more sexual harassment, were more tolerant of sexual harassment, and perceived less behavior as sexual harassment than did individuals from Study 1. For both samples, organizational and individual factors predicted workers' attitudes toward and experiences of sexual harassment. Individual factors-such as age, gender, gender role, past experiences of sexual harassment, and perceptions of management's tolerance of sexual harassment-predicted attitudes toward sexual harassment. Workers' attitudes, the behavioral context, and the gender of the victim and perpetrator predicted perceptions of sexual harassment. The authors discussed the broader implications of these findings and suggested recommendations for future research.

  1. [Harassment in the public sector].

    Science.gov (United States)

    Puech, Paloma; Pitcho, Benjamin

    2013-01-01

    The French Labour Code, which provides full protection against moral and sexual harassment, is not applicable to public sector workers. The public hospital is however not exempt from such behaviour, which could go unpunished. Public sector workers are therefore protected by the French General Civil Service Regulations and the penal code.

  2. When leaders harass: the impact of target perceptions of organizational leadership and climate on harassment reporting and outcomes.

    Science.gov (United States)

    Offermann, Lynn R; Malamut, Adam B

    2002-10-01

    Using cases of harassment by leaders, the authors examined the effects of target perceptions of leader responses to sexual harassment and whether leader implementation of harassment policies made a difference beyond the impact of the policies themselves. Results showed that women who perceived that leaders made honest efforts to stop harassment felt significantly freer to report harassment, were more satisfied with the complaint process, and reported greater commitment than did those viewing leaders as more harassment tolerant. Different leadership levels had different effects, with hierarchically proximal leaders generally having the greatest impact. Leadership mediated the relationship between organizational policy and outcomes, supporting the view that a key role for leaders is establishing an ethical organizational climate that reinforces formal harassment policies through actions.

  3. Sexual harassment in public medical schools in Ghana.

    Science.gov (United States)

    Norman, I D; Aikins, M; Binka, F N

    2013-09-01

    This study investigated the prevalence and incidence of Traditional (where a person in a position of power harasses a subordinate) and contra power sexual harassment, (where a subordinate is the harasser of authority figure) in medical schools in Ghana. among. Cross-sectional study. Four hundred and nine medical students from four medical schools in Ghana were interviewed. We also considered if academic and financial dependence would predict either traditional or contra power sexual harassment. We further investigated, whether women were more bothered by sexual harassment than men and the correlation between sexual harassment and health. Women were 61% more likely to be sexually harassed than men 39%. Sexual harassment negatively affects the victims' health outcome. We found that the traditional form of sexual harassment was prevalent in medical schools in Ghana and that academic dependence predicted attacks. In the first and second years, women at these institutions are more likely to be sexually harassed than men. Sexual harassment policies of medical school need to be widely circulated. The various medical schools should provide reporting procedures and counseling for victims. This paper would inform policy and research.

  4. Sexual Harassment in Radiology.

    Science.gov (United States)

    Camargo, Aline; Liu, Li; Yousem, David M

    2017-08-01

    To gauge the prevalence of sexual harassment (SH) and to understand the issues regarding its disclosure among radiologists. A questionnaire on ethics and SH was sent by e-mail to 1,569 radiologists and radiology trainees in an institutional database maintained for continuing medical education purposes on three separate occasions between September 17 and October 31, 2016. The link to the survey was also posted on social media sites via the authors' divisional and institutional accounts on Facebook, Twitter, Instagram, and Aunt Minnie, as well as on ACR and RSNA web blogs. Overall, 9.75% (39 of 400) respondents stated they had suffered SH, with more female (22 of 90 = 24.4%) than male victims (11 of 249 = 4.4%) (P school graduates (119 of 220 = 54.1%) were less likely than graduates from outside the United States (37 of 48 = 77.1%). Of 401 respondents to questions on SH, 28.7% (n = 115), including more women (38 of 91 = 41.8%) than men (61 of 249 = 24.5%) (P = .002), said they had witnessed SH. By percentage responding, female radiologists are more frequently victims and witnesses of sexual harassment but are less likely to report such cases. Steps need to be taken to eliminate a culture that leads radiologists to tolerate SH without addressing it. Copyright © 2017 American College of Radiology. Published by Elsevier Inc. All rights reserved.

  5. Outcomes of self-labeling sexual harassment.

    Science.gov (United States)

    Magley, V J; Hulin, C L; Fitzgerald, L F; DeNardo, M

    1999-06-01

    Research has consistently documented a discrepancy between experiencing offensive sex-related behaviors and labeling these situations as sexual harassment, leading to several attempts to understand this phenomenon. The authors propose that the issue of why it is that women who report such experiences generally do not indicate that they have been sexually harassed is an important psychological question, and may provide a path through the nested meanings of workplace harassment. The authors argue for the value of moving beyond a descriptive approach to this issue by examining the effects of self-labeling on the psychological, health, and work-related outcomes of unwelcome, sex-related experiences. They present data from female employees working in 3 separate organizations, demonstrating that women exposed to such behaviors report very similar consequences, whether they label their experiences as harassment or not.

  6. Compensating Differentials for Sexual Harassment

    OpenAIRE

    Joni Hersch

    2011-01-01

    Workplace sexual harassment is illegal, but many workers report that they have been sexually harassed. Exposure to the risk of sexual harassment may decrease productivity, which would reduce wages. Alternatively, workers may receive a compensating differential for exposure to sexual harassment, which would increase wages. Data on claims of sexual harassment filed with the Equal Employment Opportunity Commission are used to calculate the first measures of sexual harassment risks by industry, a...

  7. Theoretical Orientation to Sexual Harassment at Work Place

    OpenAIRE

    Hemalatha, Dr K; Sundaresh, Noopura

    2013-01-01

    To understand the complexity of sexual harassment it requires more complex models but the general problem in the models of sexual harassment in the literature today is their over simplicity. The research paper examines three existing models of sexual harassment from the literature- the psychological model, the organizational model, and the socio-cultural model. From the psychological models, the author examines the impact that "attitudes towards women" has upon the presence of sexual harassme...

  8. 18 CFR 1300.105 - National origin harassment.

    Science.gov (United States)

    2010-04-01

    ... harassment. 1300.105 Section 1300.105 Conservation of Power and Water Resources TENNESSEE VALLEY AUTHORITY STANDARDS OF CONDUCT FOR EMPLOYEES OF TENNESSEE VALLEY AUTHORITY § 1300.105 National origin harassment. It is TVA policy that all TVA employees are responsible for assuring that the workplace is free from...

  9. Sexual harassment in healthcare: classification of harassers and rationalizations of sex-based harassment behavior.

    Science.gov (United States)

    Madison, J; Minichiello, V

    2001-11-01

    This study identified how 16 Australian registered nurses classified sex-based harassers and explained their own behavior and the behavior of the harasser. A qualitative research design, relying on in-depth interviews, was used to collect the data. The study found that harassment is linked to gender roles and that the harassed are reluctant to blame the harasser--the harassed had "sound" rationalizations for harassment. Awareness of the interactional dynamics of self-blame and these rationalizations will help nurse executives ensure a harassment-free workplace.

  10. Breaking the Silence: Sexual Harassment of Mexican Women Farmworkers.

    Science.gov (United States)

    Kim, Nicole Jung-Eun; Vásquez, Victoria Breckwich; Torres, Elizabeth; Nicola, R M Bud; Karr, Catherine

    2016-01-01

    The purpose of this study was to understand Mexican women farmworkers' perceptions of workplace sexual harassment, its related factors and consequences, and potential points of intervention. This community-based participatory research study conducted focus groups with 20 women farmworkers in rural Washington. Four coders analyzed and gleaned interpretations from verbatim transcripts. Three main themes were identified. It was learned that women farmworkers: (1) frequently experienced both quid pro quo and hostile work environment forms of sexual harassment; (2) faced employment and health consequences due to the harassment; and (3) felt that both individual- and industry-level changes could prevent the harassment. Based on these findings, the authors identified three sets of risk factors contributing to workplace sexual harassment and recommend using a multilevel approach to prevent future harassment in the agriculture industry.

  11. Sexual harassment on the job: psychological, social and economic repercussions.

    Science.gov (United States)

    Gosselin, H L

    1984-09-01

    This article is an effort to shed new light on what has been commonly termed sexual harassment, to identify its forms and, most importantly, to explore its effect upon those who have been subjected to it. The author's hypothesis is that sexual harassment in the workplace is more a social phenomenon than a personal problem, and that it is the cause of lasting psychological, social and economic after-effects among its victims. Combatting sexual harassment is only part of the solution; we must look beyond its legal aspects to find ways of changing male-female occupational relationships, and we must provide support to victims of sexual harassment.

  12. Sexual Harassment of Students.

    Science.gov (United States)

    Elgart, Lloyd D.; Schanfield, Lillian

    1991-01-01

    Sexual harassment in American higher education is currently a problem of ethics and morals rather than of law. Any meaningful remedy for the student victim must be created and implemented by the institution, because courts, legislatures, and administrative agencies do not offer a remedy to student victims of sexual harassment. (MSE)

  13. Sexual Harassment in Nursing.

    Science.gov (United States)

    Duldt, Bonnie W.

    1982-01-01

    Sexual harassment in the workplace, specifically in nursing, is discussed. The impact of sexual harassment, characteristics of those commonly involved, the need for changing attitudes of men and women in the workplace, the factor of power in relationships, and ways to avoid legal suits are all examined. (CT)

  14. Sexual Harassment in the Education Sector

    Directory of Open Access Journals (Sweden)

    D Smit

    2011-10-01

    Full Text Available Education should safely shape the minds and attitudes of young adults and children, especially with the in loco parentis principle in mind. Young adults who have experienced sexual harassment in the very environment that should have protected them as learners suffer greatly from social problems and from emotional and academic strain. Victims often become future harassers themselves. Sexual harassment should be eradicated from the education sector in toto to ensure a safe learning environment. High incidences of harassment have been found among college students in America, while a very small percentage of such transgressions have been reported. Similar statistics in South African universities are not available, the problem is therefore managed in a void. The position in schools is more alarming. In South Africa it has been found that 30 per cent of girls are raped at school and that male learners and educators are the main culprits. Not only is the magnitude of this problem gravely underestimated, but the effect of sexual harassment on learners has also not been managed properly. The authors argue that the focus is on avoiding legal responsibility and accountability, rather than on being proactive. The historic invisibility of sexual harassment in education can be attributed to the wrongful silencing thereof.

  15. Sexual Harassment and Organizational Outcomes

    Science.gov (United States)

    2011-04-01

    harassment and unwanted sexual attention) appear to affect job satisfaction and organizational commitment more than the overt quid pro quo type of... Sexual Harassment and Organizational Outcomes Charlie L. Law DEFENSE EQUAL OPPORTUNITY MANAGEMENT...No. 99-11 Sexual harassment and Organizational, 2 Executive Summary Issue Sexual harassment continues to be a

  16. Sexual Harassment: It's Not Academic.

    Science.gov (United States)

    Office for Civil Rights (ED), Washington, DC.

    Sexual harassment affects students at all levels of education. To combat this problem, fundamental information that can help school administrators, teachers, students, and parents recognize and deal with sexual harassment under Title IX are presented in this pamphlet. The text describes quid pro quo harassment and hostile-environment harassment,…

  17. An Ounce of Knowledge = a Pound of Deterrence: Preventing Sexual Harassment.

    Science.gov (United States)

    Shoop, Robert J.

    1995-01-01

    A "boilerplate" sexual harassment policy embedded in the district policy manual is insufficient. Schools need a comprehensive sexual harassment prevention program addressing authority, accountability, responsibility, and training. Since the vast majority of sexual harassment in schools is student-to-student, training efforts should not be limited…

  18. Legal Understanding of "Quid Pro Quo" Sexual Harassment in Schools

    Science.gov (United States)

    Mahlangu, Vimbi Petrus

    2017-01-01

    This paper highlights legal understanding of quid pro quo sexual harassment in schools. Quid pro quo sexual harassment implies abuse of authority or position to gain something sexual. A duty of care rests on teachers, Schools Governing Bodies and the Department of Education to provide and maintain safe schools that are free from all forms of…

  19. Routine Activities and Sexual Harassment in the Workplace.

    Science.gov (United States)

    De Coster, Stacy; Estes, Sarah Beth; Mueller, Charles W.

    1999-01-01

    In criminology, routine activities of potential victims can be used to predict victimization. Application to organizational sexual harassment data shows that organizational features (proximity in job location, supervisor or work group guardianship) and individual characteristics (target attractiveness) can predict sexual harassment victimization,…

  20. Harassment - drawing the line

    CERN Multimedia

    2002-01-01

    At a special colloquium at CERN on 31 May, social psychologist Véronique Ducret will discuss harassment in the workplace. The goal of her seminar is prevention of harassment, how to avoid it and how to react if you find yourself a victim.   Harassment takes many forms, some more obvious than others. At first glance, you may think that cases of sexual harassment would be clear-cut, but often there is misunderstanding as to what is unacceptable behaviour. The golden rule is always to put yourself in the other person's shoes. What is important is not necessarily what you intend, but how it is received. A harmless joke to some may be deeply offensive to others. Other forms of harassment, such as moral harassment or 'mobbing' and exclusion are equally pernicious, equally damaging, and also not always clear-cut. In some cases, the perpetrators may not realise the impact of their actions. Following an introduction by the CERN Director of Administration, Jan van der Boon, Ducret's symposium wil...

  1. Contrapower Sexual Harassment of Military Officers

    Science.gov (United States)

    2007-08-01

    Sexual Harassment 1 Contrapower Sexual Harassment of Military Officers Sexual harassment is generally categorized in one of two ways: quid pro quo ...power or status over the victim (McKinney, 1992). The very definition of quid pro quo sexual harassment generally necessitates a superior harassing a...Contrapower Sexual Harassment of Military Officers A Thesis Presented by Sarah K. Clapp to the

  2. The sexual harassment of uppity women.

    Science.gov (United States)

    Berdahl, Jennifer L

    2007-03-01

    In 3 studies, the author tested 2 competing views of sexual harassment: (a) It is motivated primarily by sexual desire and, therefore, is directed at women who meet feminine ideals, and (b) it is motivated primarily by a desire to punish gender-role deviants and, therefore, is directed at women who violate feminine ideals. Study 1 included male and female college students (N = 175) and showed that women with relatively masculine personalities (e.g., assertive, dominant, and independent) experienced the most sexual harassment. Study 2 (N = 134) showed that this effect was not because women with relatively masculine personalities were more likely than others to negatively evaluate potentially harassing scenarios. Study 3 included male and female employees at 5 organizations (N = 238) and showed that women in male-dominated organizations were harassed more than women in female-dominated organizations, and that women in male-dominated organizations who had relatively masculine personalities were sexually harassed the most. ((c) 2007 APA, all rights reserved.

  3. Sexual harassment in middle and high school children and effects on physical and mental health.

    Science.gov (United States)

    Eom, Elizabeth; Restaino, Stephen; Perkins, Amy M; Neveln, Nicole; Harrington, John W

    2015-05-01

    Sexual harassment can be physical interaction and touching, as well as, psychological, environmental, or via Internet and text messaging. An online survey in an urban clinic asked children, aged 12 to 18 years the following: demographic data, height and weight, chronic medical conditions, healthcare use, questions concerning sexual harassment-witnessed and exposure, and finally questions from the Pediatric Symptom Checklist (PSC-35). Overall, 124 of 210 (59%) of the 12- to 18-year-olds surveyed had experienced sexual harassment, with the predominance being female 69% (80/116) versus 48% (49/92) male. Participants who had experienced sexual harassment were significantly more likely to score positive for psychological impairment than those who had not experienced sexual harassment (chi-square test P harassment (2-sample t test P = .08). Sexual harassment has a direct correlation to psychological impairment in adolescents, especially females. © The Author(s) 2014.

  4. Legislative recognition in France of psychological harassment at work.

    Science.gov (United States)

    Graser, M; Manaouil, C; Verrier, A; Doutrellot-Phillipon, C; Jardé, O

    2003-01-01

    The recent French Law on Social Modernisation of 17 January 2002 introduced into the French Labour Code and into the French Criminal Code, the concept of "moral" harassment. The definition of psychological harassment under this law adopts quite a broad conception of the notion of psychological harassment. The legislator has established a means for "friendly" settlement of disputes: mediation. When it has not been possible to settle the dispute internally, the Courts have a number of sanctions available to them. The French Labour Code provides that any termination of the contract of employment resulting from a situation of psychological harassment is automatically null and void. Such nullification should therefore be applicable whatever the nature of the termination: dismissal, resignation or negotiated departure and it punishes psychological harassment at work by imprisonment for one year and a fine of 3,750 Euros. The French Criminal Code prescribes penalties of one year and 15,000 Euros.

  5. 31 CFR 223.2 - Application for certificate of authority.

    Science.gov (United States)

    2010-07-01

    ... 31 Money and Finance: Treasury 2 2010-07-01 2010-07-01 false Application for certificate of authority. 223.2 Section 223.2 Money and Finance: Treasury Regulations Relating to Money and Finance... BUSINESS WITH THE UNITED STATES § 223.2 Application for certificate of authority. Every company wishing to...

  6. Sexual harassment in nursing.

    Science.gov (United States)

    Robbins, I; Bender, M P; Finnis, S J

    1997-01-01

    Sexual harassment is a problem faced by women in the workplace which can lead to adverse psychological consequences as well as impaired work performance. Sexual harassment is about the abuse of power and status rather then merely being about sex per se and has to be viewed in the context of institutionalized male power. Although there is a relative dearth of research, there is increasing evidence that sexual harassment of nurses is common and that it can have adverse effects on nurses physical and psychological health as well as a direct impact on patient care. Nursing, by its very nature of having to care for patients bodily needs, transgresses normal social rules regarding bodily contact. This is exploited by the perpetrator who relies on nurses' caring attitude to be able to harass. A descriptive model of the processes involved in harassment is presented which offers the possibility of being able to intervene at a number of points in the process. Interventions need to be aimed at both individual and organizational levels if there is to be a prospect of reducing a major occupational stressor for nurses.

  7. Sexual Harassment: Consequences and Remedies.

    Science.gov (United States)

    Lott, Bernice

    1993-01-01

    Issues in sexual harassment are discussed, including definitions, the experience of harassment, related behavior patterns, prevalence, beliefs, tolerance, and current research. The efforts and impact of a group of female faculty, staff, and graduate students (Women against Sexual Harassment) at the University of Rhode Island are described. (MSE)

  8. Coaches, Sexual Harassment and Education

    Science.gov (United States)

    Fasting, Kari; Brackenridge, Celia

    2009-01-01

    Sexual harassment in sport has become an active research field within the past decade yet we know relatively little about the characteristics of the harassing coach. How are harassing coaches characterised by their victims, that is, the athletes themselves? Do they demonstrate specific kinds of behaviours? One purpose of this article is to address…

  9. Harassment, corruption and tax policy

    NARCIS (Netherlands)

    Mukherjee, A.

    2000-01-01

    This paper introduces ‘harassment’ in a model of bribery and corruption. We characterize the harassment equilibrium and show that taxpayers, with all possible levels of income, participate in such equilibrium. Harassment has a regressive bias. Harassment costs as such may not affect tax revenue.

  10. 47 CFR 25.115 - Application for earth station authorizations.

    Science.gov (United States)

    2010-10-01

    ... 47 Telecommunication 2 2010-10-01 2010-10-01 false Application for earth station authorizations. 25.115 Section 25.115 Telecommunication FEDERAL COMMUNICATIONS COMMISSION (CONTINUED) COMMON CARRIER SERVICES SATELLITE COMMUNICATIONS Applications and Licenses General Application Filing Requirements § 25...

  11. WORKPLACE HARASSMENT. MOBBING PHENOMENON

    Directory of Open Access Journals (Sweden)

    Marius Ezer

    2012-11-01

    Full Text Available Moral harassment at the workplace has become in the last period a very often met phenomenon that severely affects the work relations and represents a significant health and safety danger. This problem has become in the last period an important issue for the European Union which has initiated a series of studie for analyzing the consequences of this pehenomenon on the normal process of the work relations, that has lead, in its turn to an awareness of this new dimenion of harassment between the employees at the internal level.

  12. [Sexual harassment in medical organizations].

    Science.gov (United States)

    Rabinerson, David; Maman, Maor; Glezerman, Marek

    2008-01-01

    Sexual harassment is quite prevalent in medical organizations. The two most affected groups are medical students and nurses. In its broad perspective, sexual harassment is defined as any type of offensive behavior with sexual connotation aimed at any individual or minority. In Israel, sexual harassment is regarded as such only in the literal sense, although recently, courts tend to adopt a more comprehensive approach in their ruling. Final legislation of the law against sexual harassment, which includes employer liability for the actions of its workers, caused increased awareness of the phenomenon of sexual harassment and may serve in reducing its prevalence in the medical environment.

  13. From the Kitchen to the Bedroom: Frequency Rates and Consequences of Sexual Harassment among Female Domestic Workers in Brazil

    Science.gov (United States)

    DeSouza, Eros R.; Cerqueira, Elder

    2009-01-01

    Sexual harassment has been investigated mostly in developed countries. The authors examined frequency rates and consequences of sexual harassment among female domestic workers in Brazil. Twenty-six percent had been sexually harassed at work during the past year. Live-in workers were at significantly greater risk for experiencing sexual harassment…

  14. Sexual Harassment, Bullying, and School Outcomes for High School Girls and Boys.

    Science.gov (United States)

    Gruber, James; Fineran, Susan

    2016-01-01

    A comparison of the impact of bullying and sexual harassment on five school outcomes was conducted on a sample of high school students. Results revealed that sexual harassment was a stronger predictor than bullying of all school outcomes for both sexes, but especially for girls. This study suggests that sexual harassment, which activates sexist and heterosexist stereotypes, erodes school engagement, alienates students from teachers, and adversely affects academic achievement, to a greater degree than bullying does. © The Author(s) 2015.

  15. Drawing the Line: Sexual Harassment on Campus

    Science.gov (United States)

    Hill, Catherine; Silva, Elena

    2005-01-01

    This book presents a look at the "big picture." Is sexual harassment common? What kinds of behaviors are taking place? Who is being harassed, and who is doing the harassing? For students who admit to harassing others, why do they do it? How does sexual harassment affect students' educational experience? What do students think should be done about…

  16. Dealing with Sexual Harassment.

    Science.gov (United States)

    Rowe, Mary P.

    1981-01-01

    Advice is presented for managers who encounter sexual harassment problems. Three recommendations are offered: complainants can be helped to help themselves, such conflicts can be resolved through procedures designed to deal with all kinds of complaints, and the issue of power differences should be confronted. (MLW)

  17. Sexual Harassment in Schools.

    Science.gov (United States)

    Stein, Nan D.

    1993-01-01

    Students and employees are legally protected against sexual harassment, regardless of the perpetrator's age or status. Although caution is needed when responding to complaints, school leaders should avoid making backroom deals with staff members accused of molestation or improper sexual conduct. All school community members need information and…

  18. 15 CFR 700.21 - Application for priority rating authority.

    Science.gov (United States)

    2010-01-01

    ... allocations authorities. (e) Commerce will inform the Department of Energy of the results of its analysis. If... 15 Commerce and Foreign Trade 2 2010-01-01 2010-01-01 false Application for priority rating authority. 700.21 Section 700.21 Commerce and Foreign Trade Regulations Relating to Commerce and Foreign...

  19. Sexual harassment victimization and perpetration among high school students.

    Science.gov (United States)

    Clear, Emily R; Coker, Ann L; Cook-Craig, Patricia G; Bush, Heather M; Garcia, Lisandra S; Williams, Corrine M; Lewis, Alysha M; Fisher, Bonnie S

    2014-10-01

    This large, population-based study is one of the few to examine prevalence rates of sexual harassment occurring during the past 12 months by victimization and perpetration among adolescents. In this large, cross-sectional survey of students attending 26 high schools, sexual harassment was defined using three questions from the Sexual Experiences Questionnaire. Among 18,090 students completing the survey, 30% disclosed sexual harassment victimization (37% of females, 21% of males) and 8.5% reported perpetration (5% of females, 12% of males). Sexual harassment perpetration was highly correlated with male sex, minority race/ethnicity, same-sex attraction, bullying, alcohol binge drinking, and intraparental partner violence. © The Author(s) 2014.

  20. Authorization Administration in a Distributed Multi-application Environment

    Institute of Scientific and Technical Information of China (English)

    DUAN Sujuan; HONG Fan; LI Xinhua

    2004-01-01

    To meet the authorization administration requirements in a distributed computer network environment, this paper extends the role-based access control model with multiple application dimensions and establishes a new access control model ED-RBAC(Extended Role Based Access Control Model) for the distributed environment. We propose an extendable hierarchical authorization assignment framework and design effective role-registering, role-applying and role-assigning protocol with symmetric and asymmetric cryptographic systems. The model can be used to simplify authorization administration in a distributed environment with multiple applications.

  1. Impact of a program to diminish gender insensitivity and sexual harassment at a medical school.

    Science.gov (United States)

    Jacobs, C D; Bergen, M R; Korn, D

    2000-05-01

    To measure the effect of an intervention to reduce gender insensitivity and sexual harassment at one medical school. Stanford University School of Medicine undertook a multifaceted program to educate faculty and students regarding gender issues and to diminish sexual harassment. The authors developed a survey instrument to assess the faculty's perceptions regarding environment (five scales) and incidences of sexual harassment. Faculty were surveyed twice during the interventions (1994 and 1995). Between the two years, the authors measured significant improvements in mean ratings for positive climate (p = .004) and cohesion (p = .006) and decreases in the faculty's perceptions of sexual harassment (p = 0006), gender insensitivity (p = .001), and gender discrimination (p = .004). The faculty also reported fewer observations of harassing behavior during the study period. An intervention program to diminish gender insensitivity and sexual harassment can measurably improve a medical school's environment.

  2. Workplace harassment from the victim's perspective: a theoretical model and meta-analysis.

    Science.gov (United States)

    Bowling, Nathan A; Beehr, Terry A

    2006-09-01

    Although workplace harassment affects the lives of many employees, until recently it has been relatively ignored in the organizational psychology literature. First, the authors introduced an attribution- and reciprocity-based model that explains the link between harassment and its potential causes and consequences. The authors then conducted a meta-analysis to examine the potential antecedents and consequences of workplace harassment. As shown by the meta-analysis, both environmental and individual difference factors potentially contributed to harassment and harassment was negatively related to the well-being of both individual employees and their employing organizations. Furthermore, harassment contributed to the variance in many outcomes, even after controlling for 2 of the most commonly studied occupational stressors, role ambiguity and role conflict. (c) 2006 APA, all rights reserved

  3. Sexual Harassment in Medical Schools: The Challenge of Covert Retaliation as a Barrier to Reporting.

    Science.gov (United States)

    Binder, Renee; Garcia, Paul; Johnson, Bonnie; Fuentes-Afflick, Elena

    2018-05-22

    Although Title IX, the federal law prohibiting sexual harassment in educational institutions, was enacted in 1972, sexual harassment continues to be distressingly common in medical training. In addition, many women who experience sexual harassment do not report their experiences to authorities within the medical school.In this article, the authors review the literature on the prevalence of sexual harassment in medical schools since Title IX was enacted and on the cultural and legal changes that have occurred during that period that have affected behaviors. These changes include decreased tolerance for harassing behavior, increased legal responsibility assigned to institutions, and a significant increase in the number of female medical students, residents, and faculty. The authors then discuss persisting barriers to reporting sexual harassment, including fears of reprisals and retaliation, especially covert retaliation. They define covert retaliation as vindictive comments made by a person accused of sexual harassment about his or her accuser in a confidential setting, such as a grant review, award selection, or search committee.The authors concluding by highlighting institutional and organizational approaches to decreasing sexual harassment and overt retaliation, and they propose other approaches to decreasing covert retaliation. These initiatives include encouraging senior faculty members to intervene and file bystander complaints when they witness inappropriate comments or behaviors as well as group reporting when multiple women are harassed by the same person.

  4. Sexual Harassment: A problem unresolved!

    OpenAIRE

    N Vanishree; V Chaithra; Amandeep Pabbla

    2013-01-01

    Sexual harassment is a highly prevalent form of gender-based discrimination and sexual exploitation in the workplace and academic environment. In the dental field, there are a few studies regarding sexual harassment among the patients, professors and claims of their students. There is a silence of consent surrounding sexual harassment. It is clearly an issue about which the practicing dentists need to be informed in order to provide knowledgeable assessment and treatment for all patients. Den...

  5. Sexual harassment in the workplace

    OpenAIRE

    Hersch, Joni

    2015-01-01

    Workplace sexual harassment is internationally condemned as sex discrimination and a violation of human rights, and more than 75 countries have enacted legislation prohibiting it. Sexual harassment in the workplace increases absenteeism and turnover and lowers workplace productivity and job satisfaction. Yet it remains pervasive and underreported, and neither legislation nor market incentives have been able to eliminate it. Strong workplace policies prohibiting sexual harassment, workplace tr...

  6. Author Details

    African Journals Online (AJOL)

    Yieke, F. Vol 6, No 2 (2004) - Articles Sexual Harassment in the Workplace: A Case for Linguistic and Sexual Politics? Abstract. ISSN: 1595-0956. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More about AJOL · AJOL's Partners · Terms and Conditions of Use ...

  7. Author Details

    African Journals Online (AJOL)

    Emma-Echiegu, NB. Vol 23, No 1-2 (2011) - Articles Prevalence of sexual harassment/victimization of female students in Ebonyi State University Abakaliki, southeast Nigeria Abstract PDF. ISSN: 0794-7410. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More about ...

  8. Author Details

    African Journals Online (AJOL)

    Rzygula, R. Vol 16, No 4 (2010): Supplement - Articles The perceptions and occurrence of sexual harassment among male student athletes with male coaches. Abstract. ISSN: 1117-4315. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More about AJOL · AJOL's ...

  9. 47 CFR 76.502 - Time limits applicable to franchise authority consideration of transfer applications.

    Science.gov (United States)

    2010-10-01

    ... 47 Telecommunication 4 2010-10-01 2010-10-01 false Time limits applicable to franchise authority... Cable Systems § 76.502 Time limits applicable to franchise authority consideration of transfer applications. (a) A franchise authority shall have 120 days from the date of submission of a completed FCC Form...

  10. 32 CFR 644.166 - Authority and applicability.

    Science.gov (United States)

    2010-07-01

    ... 10, United States Code, as amended by section 707 of the Act of Congress approved October 27, 1971... parcel of real property before or after its acquisition is authorized by law, if he considers it suitable... options to the Committees on Armed Services of the Senate and House of Representatives. (b) Applicability...

  11. 50 CFR 216.256 - Applications for Letters of Authorization.

    Science.gov (United States)

    2010-10-01

    ... ATMOSPHERIC ADMINISTRATION, DEPARTMENT OF COMMERCE MARINE MAMMALS REGULATIONS GOVERNING THE TAKING AND IMPORTING OF MARINE MAMMALS Taking Marine Mammals Incidental to Conducting Precision Strike Weapon Missions in the Gulf of Mexico § 216.256 Applications for Letters of Authorization. To incidentally take...

  12. Sexual Harassment Identification and Prevention.

    Science.gov (United States)

    Anderson, Patricia L.

    1993-01-01

    School administrators should develop a clear policy statement prohibiting sexual harassment; create guidelines to implement the policy; and designate a key administrator to oversee and ensure compliance with laws related to sexual harassment. Lists steps for dealing with a claim, what teachers can do to protect themselves from claims, and what a…

  13. An Overview of Sexual Harassment

    Science.gov (United States)

    Stier, William F., Jr.

    2005-01-01

    Sexual harassment, according to the Equal Employment Opportunity Commission (EEOC), is when any unwelcome sexual advances for sexual favors, and other verbal or physical conduct of a sexual nature takes place. For sexual harassment to take place there must be some type of behavior, language, or material of a sexual nature, which is offensive.…

  14. Sexual Harassment: It's Not Academic

    Science.gov (United States)

    US Department of Education, 2008

    2008-01-01

    Sexual harassment of students is illegal. A federal law, "Title IX of the Education Amendments of 1972" ("Title IX"), prohibits discrimination on the basis of sex, including sexual harassment, in education programs and activities. All public and private education institutions that receive any federal funds must comply with…

  15. Sexual harassment: identifying risk factors.

    Science.gov (United States)

    O'Hare, E A; O'Donohue, W

    1998-12-01

    A new model of the etiology of sexual harassment, the four-factor model, is presented and compared with several models of sexual harassment including the biological model, the organizational model, the sociocultural model, and the sex role spillover model. A number of risk factors associated with sexually harassing behavior are examined within the framework of the four-factor model of sexual harassment. These include characteristics of the work environment (e.g., sexist attitudes among co-workers, unprofessional work environment, skewed sex ratios in the workplace, knowledge of grievance procedures for sexual harassment incidents) as well as personal characteristics of the subject (e.g., physical attractiveness, job status, sex-role). Subjects were 266 university female faculty, staff, and students who completed the Sexual Experience Questionnaire to assess the experience of sexual harassment and a questionnaire designed to assess the risk factors stated above. Results indicated that the four-factor model is a better predictor of sexual harassment than the alternative models. The risk factors most strongly associated with sexual harassment were an unprofessional environment in the workplace, sexist atmosphere, and lack of knowledge about the organization's formal grievance procedures.

  16. The Culture of Sexual Harassment.

    Science.gov (United States)

    Bracey, Gerald W.

    1997-01-01

    A University of Michigan study that surveyed students about sexual harassment behaviors discovered that 83% of girls and 60% of boys have experienced harassment. Also, 75% of the victims had also been perpetrators. Another study examined how cultural influences may affect high-achieving Japanese students' use of will power and memorization…

  17. Sexual harassment of college students: implications for campus health promotion.

    Science.gov (United States)

    Cleary, J S; Schmieler, C R; Parascenzo, L C; Ambrosio, N

    1994-07-01

    The authors examined students' perceptions, attitudes, and experiences of sexual harassment by faculty members at a state university, using a sample of 1,139 graduate and undergraduate students. Twenty-six percent (292) of those in the sample responded. The instrument used in the study, adapted from a survey previously used at the University of Iowa, operationally defined eight categories of behavior: sexist comments, undue attention, verbal sexual advances, body language, invitations, physical advances, explicit sexual propositions, and sexual bribery. As many as 8% of the respondents indicated they had experienced the three most extreme forms of harassment--physical advances, explicit sexual propositions, and sexual bribery. Although most students thought they would report sexual harassment, only three incidents of the most extreme forms of sexual harassment were actually reported. Those who experienced harassment indicated that it generally came from one rather than from several faculty members and that it came from both male and female faculty. Twenty-three percent of the men reported experiencing sexist comments, and 5 male students reported they had experienced at least one of the three most extreme forms of sexual harassment. Recommendations for policy revisions and campus health promotion programming that were made following the survey are discussed.

  18. Mapping sexual harassment in Egypt | IDRC - International ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    2017-03-28

    Mar 28, 2017 ... More than 95 per cent of women in Egypt have experienced sexual harassment at ... HarassMap's map of Cairo shows the location and type of incidents that ... HarassMap: Mapping Sexual Harassment and Violence in Egypt.

  19. Sexual Harassment and Organizational Outcomes Executive Summary

    Science.gov (United States)

    2011-10-01

    quid pro quo type of Sexual harassment and Organizational, 4 sexual harassment (e.g., sexual coercion). This should drive organizational efforts to... Sexual Harassment and Organizational Outcomes Executive Summary Charlie L. Law DEFENSE EQUAL...Executive Summary] No. 99-11 Sexual harassment and Organizational, 2 Executive Summary Issue

  20. Sexual Harassment at Camp: Reducing Liability.

    Science.gov (United States)

    Oakleaf, Linda; Grube, Angela Johnson

    2003-01-01

    Employers are responsible for sexual harassment perpetrated by a supervisor. Camps may be responsible for sexual harassment between campers. Steps to reduce liability include providing multiple channels for reporting sexual harassment; having written policies prohibiting sexual harassment and procedures for reporting it; posting these policies and…

  1. Sexual Harassment: Experiences of University Employees.

    Science.gov (United States)

    Goodwin, Megan P.; And Others

    1989-01-01

    Examined Central Michigan University employees' (N=449) sexual harassment experiences through employee survey. Found that (1) more women than men reported sexual harassment; (2) most common harassers cited were male co-workers, administrators, and maintenance employees; (3) harassment most frequently attributed to working conditions and hours; (4)…

  2. Harassment as an Ethics Issue

    Science.gov (United States)

    Holmes, Mary Anne; Marin-Spiotta, Erika; Schneider, Blair

    2017-04-01

    Harassment, sexual and otherwise, including bullying and discrimination, remains an ongoing problem in the science workforce. In response to monthly revelations of harassment in academic science in the U.S. in 2016, the American Geophysical Union (AGU) convened a workshop to discuss strategies for professional societies to address this pernicious practice. Participants included researchers on this topic and members from professional science societies, academia, and U.S. federal government agencies. We agreed on the following principles: - Harassment, discrimination and bullying most often occur between a superior (e.g., an advisor, professor, supervisor) and a student or early career professional, representing a power difference that disadvantages the less-powerful scientist. - Harassment drives excellent potential as well as current scientists from the field who would otherwise contribute to the advancement of science, engineering and technology. - Harassment, therefore, represents a form of scientific misconduct, and should be treated as plagiarism, falsification, and other forms of scientific misconduct are treated, with meaningful consequences. To address harassment and to change the culture of science, professional societies can and should: ensure that their Code of Ethics and/or Code of Conduct addresses harassment with clear definitions of what constitutes this behavior, including in academic, professional, conference and field settings; provide a clear and well-disseminated mechanism for reporting violations to the society; have a response person or team in the society that can assist those who feel affected by harassment; and provide a mechanism to revisit and update Codes on a regular basis. The Code should be disseminated widely to members and apply to all members and staff. A revised Code of Ethics is now being constructed by AGU, and will be ready for adoption in 2017. See http://harassment.agu.org/ for information updates.

  3. 26 CFR 301.6104(d)-3 - Tax-exempt organization subject to harassment campaign.

    Science.gov (United States)

    2010-04-01

    ... purpose; requests that contain language hostile to the organization; direct evidence of bad faith by... receives a response to its application for a harassment campaign determination. (e) Effect of a harassment... several individuals associated with X have urged the X's members and supporters, via the Internet, to...

  4. Sexual Harassment in Public Medical Schools in Ghana | Norman ...

    African Journals Online (AJOL)

    Sexual Harassment in Public Medical Schools in Ghana. ... of power harasses a subordinate) and contra power sexual harassment, (where a subordinate is the ... Results: Women were 61% more likely to be sexually harassed than men 39%.

  5. Residents' Experiences of Abuse and Harassment in Emergency Departments.

    Science.gov (United States)

    Sadrabad, Akram Zolfaghari; Bidarizerehpoosh, Farahnaz; Farahmand Rad, Reza; Kariman, Hamid; Hatamabadi, Hamidreza; Alimohammadi, Hossein

    2016-04-21

    The widespread epidemic of emerging abuse in Emergency Departments (ED) toward residents generates negative effects on the residents' health and welfare. The purpose of this study was to determine and highlight the high prevalence of abuse and harassment toward Emergency residents. In 2011, a multi-institutional, cross-sectional study was conducted at seven Emergency Residencies of central hospitals in Iran. Residents were asked about their age, marital status, postgraduate year (PGY) levels, and work experiences before residency. Prevalence of abuse in four categories was evaluated: verbal abuse; verbal and physical threat; physical assault and sexual harassment; and by whom. The data were analyzed by SPSS version 17.0 (SPSS, Inc., Chicago, IL, USA). Two hundred fifteen of the 296 residents (73%) completed the survey. The prevalence of any type of abuse experienced was 89%; 43% of residents experienced verbal and physical threats, 10% physical assault, and 31% sexual harassment. Verbal abuse and verbal and physical threats without the use of weapons were higher in men in comparison with women (pmen to encounter sexual harassment (31% vs. 7%, psexual harassment categories, sexual jokes (51%) were the most prevalent between residents. Junior residents (PGY-1) were more likely to experience abuse than senior residents (PGY-2 and PGY-3; pharassment during residency in ED are highly prevalent. Educational programs and effective preventive measures against this mistreatment are urgently required. © The Author(s) 2016.

  6. Sexual Harassment: A problem unresolved!

    Directory of Open Access Journals (Sweden)

    N Vanishree

    2013-01-01

    Full Text Available Sexual harassment is a highly prevalent form of gender-based discrimination and sexual exploitation in the workplace and academic environment. In the dental field, there are a few studies regarding sexual harassment among the patients, professors and claims of their students. There is a silence of consent surrounding sexual harassment. It is clearly an issue about which the practicing dentists need to be informed in order to provide knowledgeable assessment and treatment for all patients. Dentists also have a role in advocacy, expert consultation or testimony, research and prevention through education and training. It is a fact that sexual harassment is very commonly encountered by almost everyone especially women. It is the most unresolved and under recognized problem of today especially when professionals are concerned. Preventing sexual harassment requires a considerable investment of time and personnel. This paper reviews the topic of sexual harassment as a problem from its legal aspects and recommendations for further steps to resolve this issue in dentistry.

  7. Dynamically Authorized Role-Based Access Control for Grid Applications

    Institute of Scientific and Technical Information of China (English)

    YAO Hanbing; HU Heping; LU Zhengding; LI Ruixuan

    2006-01-01

    Grid computing is concerned with the sharing and coordinated use of diverse resources in distributed "virtual organizations". The heterogeneous, dynamic and multi-domain nature of these environments makes challenging security issues that demand new technical approaches. Despite the recent advances in access control approaches applicable to Grid computing, there remain issues that impede the development of effective access control models for Grid applications. Among them there are the lack of context-based models for access control, and reliance on identity or capability-based access control schemes. An access control scheme that resolve these issues is presented, and a dynamically authorized role-based access control (D-RBAC) model extending the RBAC with context constraints is proposed. The D-RABC mechanisms dynamically grant permissions to users based on a set of contextual information collected from the system and user's environments, while retaining the advantages of RBAC model. The implementation architecture of D-RBAC for the Grid application is also described.

  8. A meta-analytic review of gender differences in perceptions of sexual harassment.

    Science.gov (United States)

    Rotundo, M; Nguyen, D H; Sackett, P R

    2001-10-01

    Research on gender differences in perceptions of sexual harassment informs an ongoing legal debate regarding the use of a reasonable person standard instead of a reasonable woman standard to evaluate sexual harassment claims. The authors report a meta-analysis of 62 studies of gender differences in harassment perceptions. An earlier quantitative review combined all types of social-sexual behaviors for a single meta-analysis; the purpose of this study was to investigate whether the magnitude of the female-male difference varies by type of behavior. An overall standardized mean difference of 0.30 was found, suggesting that women perceive a broader range of social-sexual behaviors as harassing. However, the meta-analysis also found that the female-male difference was larger for behaviors that involve hostile work environment harassment, derogatory attitudes toward women, dating pressure, or physical sexual contact than sexual propositions or sexual coercion.

  9. 'Am I being over-sensitive?' Women's experience of sexual harassment during medical training.

    Science.gov (United States)

    Hinze, Susan W

    2004-01-01

    Despite larger numbers of women in medicine and strong statements against gender discrimination in written policies and the medical literature, sexual harassment persists in medical training. This study examines the everyday lives of women and men resident physicians to understand the context within which harassment unfolds. The narratives explored here reveal how attention is deflected from the problem of sexual harassment through a focus on women's 'sensitivity'. Women resist by refusing to name sexual harassment as problematic, and by defining sexual harassment as 'small stuff' in the context of a rigorous training program. Ultimately, both tactics of resistance fail. Closer examination of the relations shaping everyday actions is key, as is viewing the rigid hierarchy of authority and power in medical training through a gender lens. I conclude with a discussion of how reforms in medical education must tend to the gendered, everyday realities of women and men in training.

  10. The effects of sexual harassment on turnover in the military: time-dependent modeling.

    Science.gov (United States)

    Sims, Carra S; Drasgow, Fritz; Fitzgerald, Louise F

    2005-11-01

    Sexual harassment has consistently negative consequences for working women, including changes in job attitudes (e.g., lower satisfaction) and behaviors (e.g., increased work withdrawal). Cross-sectional evidence suggests that harassment influences turnover intentions. However, few studies have used actual turnover; rather, they rely on proxies. With a sample of 11,521 military servicewomen with turnover data spanning approximately 4 years, the authors used the appropriate method for longitudinal turnover data--Cox's regression--to investigate the impact of harassment on actual turnover. Experiences of harassment led to increased turnover, even after controlling for job satisfaction, organizational commitment, and marital status. Among officers, harassment also affected turnover over and above rank. Given turnover's relevance to organizational bottom lines, these findings have important implications not only for individual women but also for organizations. ((c) 2005 APA, all rights reserved).

  11. Virtual private networks application in Nuclear Regulatory Authority of Argentina

    International Nuclear Information System (INIS)

    Glidewell, Donnie D.; Smartt, Heidi A.; Caskey, Susan A.; Bonino, Anibal D.; Perez, Adrian C.; Pardo, German R.; Vigile, Rodolfo S.; Krimer, Mario

    2004-01-01

    As the result of the existence of several regional delegations all over the country, a requirement was made to conform a secure data interchange structure. This would make possible the interconnection of these facilities and their communication with the Autoridad Regulatoria Nuclear (ARN) headquarters. The records these parts exchange are often of classified nature, including sensitive data by the local safeguards inspectors. On the other hand, the establishment of this network should simplify the access of authorized nuclear and radioactive materials users to the ARN databases, from remote sites and with significant trust levels. These requirements called for a network that should be not only private but also secure, providing data centralization and integrity assurance with a strict user control. The first proposal was to implement a point to point link between the installations. This proposal was deemed as economically not viable, and it had the disadvantage of not being easily reconfigurable. The availability of new technologies, and the accomplishment of the Action Sheet 11 under an agreement between Argentine Nuclear Regulatory Authority and the United States Department of Energy (DOE), opened a new path towards the resolution of this problem. By application of updated tunneling security protocols it was possible to project a manageable and secure network through the use of Virtual Private Networking (VPN) hardware. A first trial installation of this technology was implemented between ARN headquarters at Buenos Aires and the Southern Region Office at Bariloche, Argentina. This private net is at the moment under test, and it is planned to expand to more sites in this country, reaching for example to nuclear power plants. The Bariloche installation had some interesting peculiarities. The solutions proposed to them revealed to be very useful during the development of the network expansion plans, as they showed how to adapt the VPN technical requisites to the

  12. Legal Understanding of Quid Pro Quo Sexual Harassment in Schools

    OpenAIRE

    Vimbi Petrus Mahlangu

    2017-01-01

    Paper highlights legal understanding of quid pro quo sexual harassment in schools. Quid pro quo sexual harassment implies abuse of authority or position to gain something sexual. A duty of care rests on teachers, Schools Governing Bodies and the Department of Education to provide and maintain safe schools that are free from all forms of victimisation and abuse. However, there seems to be an abuse of power by all those who are supposedly to protect learners in schools. Paper used an abuse of o...

  13. Legal Understanding of Quid Pro Quo Sexual Harassment in Schools

    Directory of Open Access Journals (Sweden)

    Vimbi Petrus Mahlangu

    2017-05-01

    Full Text Available Paper highlights legal understanding of quid pro quo sexual harassment in schools. Quid pro quo sexual harassment implies abuse of authority or position to gain something sexual. A duty of care rests on teachers, Schools Governing Bodies and the Department of Education to provide and maintain safe schools that are free from all forms of victimisation and abuse. However, there seems to be an abuse of power by all those who are supposedly to protect learners in schools. Paper used an abuse of organisational power theory and conceptualisation framework as a lens used in analysing various forms of victimisation and abuse with an effort to provide a better understanding of behaviour that amounts to abuse. Paper concludes with guidelines for handling harassment and bullying in the school contexts.

  14. Face the consequences: learning about victim's suffering reduces sexual harassment myth acceptance and men's likelihood to sexually harass.

    Science.gov (United States)

    Diehl, Charlotte; Glaser, Tina; Bohner, Gerd

    2014-01-01

    Prior research has shown that (1) better knowledge about the consequences of rape goes along with less rape-supportive attitudes and lower rape proclivity, and (2) empathy with the victims correlates negatively with sexual aggression. In two experiments, the authors combined these approaches in order to reduce sexual harassment myth acceptance (SHMA) and the likelihood to sexually harass (LSH). In Study 1, 101 male and female university students read a report describing sexual harassment as either serious or harmless, and completed scales assessing dispositional empathy and SHMA. Results showed that higher empathy was associated with lower SHMA; furthermore, learning about the seriousness (vs. harmlessness) of sexual harassment led to lower SHMA, particularly in participants low in empathy. Gender differences in SHMA were fully explained by gender differences in empathy. In Study 2, perspective taking, a crucial aspect of empathy, was manipulated. One hundred nineteen male and female participants read either a neutral text or a description of a sexual harassment case, which was written either from the female target's or from the male perpetrator's perspective; then they completed scales measuring SHMA and (only male participants) LSH. The target's perspective led to lower SHMA and to lower LSH than did the neutral text, whereas no such effect was found for the perpetrator's perspective. Implications for intervention programs are discussed. © 2014 Wiley Periodicals, Inc.

  15. Sexual harassment. Where to draw the line.

    Science.gov (United States)

    Davidhizar, R; Erdel, S; Dowd, S

    1998-02-01

    Research reveals a widespread and frequently mismanaged problem--sexual harassment. Federal and state rulings, workplace guidelines and the Equal Opportunity Commission's definition of sexual harassment can help determine where to draw the line.

  16. School-Based Peer Sexual Harassment.

    Science.gov (United States)

    Kopels, Sandra; Dupper, David R.

    1999-01-01

    Describes extent and impact of harassment; responses of victims, school personnel, and perpetrators to harassment; and legal redress available to victims. Includes specific steps social workers and other school personnel should take to prevent or alleviate such problems. (LBT)

  17. Gender differences in perception of workplace sexual harassment among future professionals.

    Science.gov (United States)

    Banerjee, Amitav; Sharma, Bhavana

    2011-01-01

    Indian society is in a stage of rapid social transition. As more women enter the workforce, stresses vis-à-vis the genders are to be expected in patriarchal society to which most of our population belongs. Earlier studies in Western societies have revealed gender differences in perception of what constitutes sexual harassment. Elicit gender differences, if any, in the workplace sexual harassment among future professionals. A cross-sectional study among the students of professional colleges. A total of 200 students of both sexes were randomly selected from four professional colleges. Data collection was done on a structured questionnaire by interview. Internal consistency of the questionnaire was tested by Crohnbach's α coefficient. Associations between gender and perceptions were explored with Chi-square, Odds Ratio with 95% confidence interval, where applicable. The differences in perception on what constitutes sexual harassment among the genders were statistically significant on many measures (Psexual harassment. Men were more lacking in awareness regarding sexual harassment.

  18. Frequency and severity of sexual harassment in pharmacy practice in Ohio.

    Science.gov (United States)

    Broedel-Zaugg, K; Shaffer, V; Mawer, M; Sullivan, D L

    1999-01-01

    To determine the frequency and severity of sexual harassment in the pharmacy workplace for both male and female pharmacists, and to identify: (1) instigators, (2) places of occurrence, and (3) pharmacists' responses. Mailed survey using elements of the Sexual Experience Questionnaire (SEQ). One repeat mailing to nonrespondents. Community pharmacies, hospital pharmacies, other pharmacies in the state of Ohio. 789 randomly selected pharmacists registered in Ohio. Not applicable. Amount of gender harassment, unwanted sexual attention, and sexual coercion; differences in occurrences of sexual harassment between men and women; identification of instigators as colleagues, patients, or supervisors; identification of place of occurrence as community pharmacy, hospital pharmacy, or elsewhere; pharmacists' responses and reactions. After two mailings, 265 usable surveys were returned for a response rate of 34%. Women differed significantly from men in total occurrences of sexual harassment, with men reporting 183 instances of sexual harassment and women reporting 281 such experiences. Instigators were colleagues (43%), patients (30%), and superiors (27%). Men reported 143 experiences of unwanted sexual attention, whereas women reported 272 such occurrences. Colleagues were responsible for 47% of instances of unwanted sexual attention, patients were responsible for 37%, and superiors 16%. No significant differences were found between men and women in total number of occurrences of sexual coercion. Sexual harassment in the workplace has been experienced by both male and female pharmacists. Women experienced more hostile work environment harassment than did men. However, quid pro quo harassment did not differ significantly between the sexes.

  19. Sexual Harassment: Health Care, It Is #YouToo.

    Science.gov (United States)

    Ladika, Susan

    2018-02-01

    There's no question that sexual harassment-and worse-is common at the country's hospitals, clinics, research labs, and doctor's offices. Health care's gender imbalances create situations that are ripe for abuse: Women make up the majority of the workforce in health care but men still dominate positions of authority.

  20. Data Management Plan: HarassMap

    OpenAIRE

    Reem Wael

    2017-01-01

    HarassMap is an Egyptian organisation that works to create an environment where sexual harassment is not tolerated, and where individuals and institutions take action against it. For the purpose of this project, the project team cleaned up, organised, and made openly available for the public to access and use through a web portal, three main types of data: Crowdsourced reports of sexual harassment incidents (reports on HarassMap’s online reporting and mapping system) - CSV and XL...

  1. Sexual Harassment Prevention Policies at Japanese Universities

    OpenAIRE

    Creaser, Fiona

    2009-01-01

    In recent years, an accumulation of Japanese research about sexual harassment and a number of very public court cases involving prominent public figures placed the issue of sexual harassment in the media spotlight. Japan was forced to recognise sexual harassment as a national problem, and not an issue, which was confined to the Western world. In April 1999, the Japanese government realised the need to amend existing laws to include sexual harassment under article twenty-one of the Equal Oppor...

  2. MORAL HARASSMENT DURING WORK AND FEMININE VULNERABILITY

    OpenAIRE

    Silva, Sarah Cristina Andrade; Universidade de Franca - UNIFRAN; Bittar, Cléria Maria; Universidade de Franca - UNIFRAN

    2012-01-01

    Current investigation is a bibliographical review on feminine vulnerability with regard to moral harassment. Moral harassment is defined as all vexation during work, especially when a hierarchy between people has been established. Horizontal moral harassment among people of the same occupation, although it exists, is more difficult to be proved in court. Literature shows that victims of moral harassment may be women and men but research in Brazil and in other countries reveals that most victi...

  3. Policy offers protection from harassment

    Science.gov (United States)

    McNutt, Marcia

    We face a number of legal and ethical issues in our work as scientists and as AGU members. To uphold the highest ethical standards in our professional activities, the Council has adopted policies on free access to published material, ethics in publishing, and misconduct in science. But what about guidelines to govern the personal behavior that constitutes harassment, sexual or otherwise?For years the AGU headquarters staff has had a policy that offers protection from harassment and rules for dealing with it, but the membership went without one until 1994. That year the Council adopted a policy that extends to the membership as well as to the staff and the vendors they encounter at meetings. The law only requires a policy to prevent harassment in the workplace, but the Council felt that a harassment policy was particularly important for members because the subtle behavior that can constitute harassment is most likely to occur at events that combine work and social interaction, such as the meetings, conferences, and training seminars that AGU members attend.

  4. 29 CFR 1604.11 - Sexual harassment.

    Science.gov (United States)

    2010-07-01

    ... employees, an employer is responsible for acts of sexual harassment in the workplace where the employer (or... the acts of non-employees, with respect to sexual harassment of employees in the workplace, where the... 29 Labor 4 2010-07-01 2010-07-01 false Sexual harassment. 1604.11 Section 1604.11 Labor...

  5. Sexual Harassment in the 90's.

    Science.gov (United States)

    Wasserman, Nora M. Fraser

    This document discusses the developing law of sexual harassment. Sexual harassment is discussed not only in the school environment, but also in the workplace. Two legally recognized forms of sexual harassment are described: (1) quid pro quo, or demanding sexual favors in exchange for grades, raises, promotions; and (2) the hostile environment…

  6. Sensemaking, Organizational Culture, and Sexual Harassment

    Science.gov (United States)

    Dougherty, Debbie S.; Smythe, Mary Jeanette

    2004-01-01

    While EEOC guidelines for managing sexual harassment prescribe a strong sexual harassment policy and aggressive remedial action following complaints, a communication approach suggests a need for a more complex understanding of sexual harassment as diffused throughout an organizational culture. The present case study uses a sensemaking approach to…

  7. Understanding the Characteristics of the Sexual Harasser.

    Science.gov (United States)

    Sundt, Melora

    1996-01-01

    Information on characteristics of harassers can help policymakers and educators develop more effective prevention programs. Results of a survey of 336 men and 333 women are presented in terms of institutional size, satisfaction with institutional response, views on the acceptability of harassment, beliefs related to harassment, and types of…

  8. New Lessons in Dealing with Sexual Harassment

    Science.gov (United States)

    Franke, Ann H.

    2008-01-01

    Several recent incidents have brought national attention to issues involving male professors and sexual-harassment policies on campuses. Allegations of harassment can involve high stakes for the accused, with dismissal as a possible penalty. Criminal charges for harassment, in contrast to assault, are rare. Within an institution, people accused of…

  9. 49 CFR 1019.5 - Sexual harassment.

    Science.gov (United States)

    2010-10-01

    ... 49 Transportation 8 2010-10-01 2010-10-01 false Sexual harassment. 1019.5 Section 1019.5... TRANSPORTATION BOARD EMPLOYEES § 1019.5 Sexual harassment. (a) Members and employees shall not engage in harassment on the basis of sex. Unwelcome sexual advances, requests for sexual favors, and other verbal or...

  10. Graduate Students' Perceptions of Contrapower Sexual Harassment

    Science.gov (United States)

    Mohipp, Charmaine; Senn, Charlene Y.

    2008-01-01

    This study compared the perceptions of 172 graduate students to traditional versus contrapower sexual harassment. Graduate students are a unique sample due to their dual role as a student and a teacher. After controlling for attitudes toward feminism and sexual harassment, participants viewed contrapower sexual harassment as less indicative of…

  11. Crossing the Line: Sexual Harassment at School

    Science.gov (United States)

    Hill, Catherine; Kearl, Holly

    2011-01-01

    Sexual harassment has long been an unfortunate part of the climate in middle and high schools in the United States. Often considered a kind of bullying, sexual harassment by definition involves sex and gender and therefore warrants separate attention. The legal definition of sexual harassment also differentiates it from bullying. Based on a…

  12. Making harassment a public affair | IDRC - International ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    2018-04-26

    Apr 26, 2018 ... The research group leading HarassMap in Egypt are combatting sexual harassment with an online tool, developed in 2014, that enables the general public to voluntarily report incidents of harassment that they have experienced or witnessed. The reported incidents are displayed on a free interactive map ...

  13. Sexual harassment against nurses in Turkey.

    Science.gov (United States)

    Celik, Yusuf; Celik, Sevilay Senol

    2007-01-01

    To identify the prevalence and sources of sexual harassment against nurses in Turkey, its consequences, and factors affecting harassment experiences. Descriptive survey. Participants (N=622) were selected from nurses working in eight Ministry of Health hospitals in Turkey. Participants were surveyed with a Sexual Harassment Questionnaire, consisting of the sociodemographic characteristics of participants, types of sexual harassment, sources, feelings, ramifications, and ways to cope with sexual harassment behaviors. Frequency and percentage distributions, chi-square, and logistic regression were used for data analysis. The results showed 37.1% of participants had been harassed sexually. Physicians were identified as the primary instigators of sexual harassment. The most common reactions against harassers were anger and fear; frequently reported negative effects of sexual harassment were disturbed mental health function, decline in job performance, and headache. "Did nothing" was the coping method used most commonly by the nurses. About 80% of sexually harassed nurses did not report the incident of sexual harassment to hospital administration. The lower working status and power of nurses in the workplace, poor working conditions in healthcare settings, and insufficient administrative mechanisms, including the present law and regulations against sexual harassers, were identified as important factors in the work environment in Turkey.

  14. Report of the Defense Task Force on Sexual Harassment and Violence at the Military Service Academies

    National Research Council Canada - National Science Library

    2005-01-01

    ... Authorization Act for Fiscal Year 2004. Congress directed the Task Force to assess and make recommendations concerning how the Departments of the Army and the Navy may more effectively address sexual harassment and assault at the United...

  15. Once, twice, or three times as harmful? Ethnic harassment, gender harassment, and generalized workplace harassment.

    Science.gov (United States)

    Raver, Jana L; Nishii, Lisa H

    2010-03-01

    Despite scholars' and practitioners' recognition that different forms of workplace harassment often co-occur in organizations, there is a paucity of theory and research on how these different forms of harassment combine to influence employees' outcomes. We investigated the ways in which ethnic harassment (EH), gender harassment (GH), and generalized workplace harassment (GWH) combined to predict target individuals' job-related, psychological, and health outcomes. Competing theories regarding additive, exacerbating, and inuring (i.e., habituating to hardships) combinations were tested. We also examined race and gender differences in employees' reports of EH, GH, and GWH. The results of two studies revealed that EH, GH, and GWH were each independently associated with targets' strain outcomes and, collectively, the preponderance of evidence supported the inurement effect, although slight additive effects were observed for psychological and physical health outcomes. Racial group differences in EH emerged, but gender and race differences in GH and GWH did not. Implications are provided for how multiple aversive experiences at work may harm employees' well-being. 2010 APA, all rights reserved

  16. Sexual Harassment towards Newcomers in Elder Care

    DEFF Research Database (Denmark)

    Krøjer, Jo; Lehn-Christiansen, Sine; Nielsen, Mette Lykke

    2014-01-01

    Sexual harassment is illegal and may have very damaging effects on the people exposed to it. One would expect organizations, employers, and institutions to take very good care to prevent employees from exposure to sexual harassment from anyone in their workplace. And yet, many people, mostly women...... institutions might act to prevent sexual harassment toward caregivers......., are exposed to sexual harassment at work. In care work, such behaviour is often directed toward their female caregiver by elderly citizens in need of care. Contemporary Nordic studies of working life and work environment have primarily investigated the interpersonal dimensions of sexual harassment, thus...

  17. Workplace harassment: double jeopardy for minority women.

    Science.gov (United States)

    Berdahl, Jennifer L; Moore, Celia

    2006-03-01

    To date there have been no studies of how both sex and ethnicity might affect the incidence of both sexual and ethnic harassment at work. This article represents an effort to fill this gap. Data from employees at 5 organizations were used to test whether minority women are subject to double jeopardy at work, experiencing the most harassment because they are both women and members of a minority group. The results supported this prediction. Women experienced more sexual harassment than men, minorities experienced more ethnic harassment than Whites, and minority women experienced more harassment overall than majority men, minority men, and majority women.

  18. Cross-generational effects of sexual harassment on female fitness in the guppy.

    Science.gov (United States)

    Gasparini, Clelia; Devigili, Alessandro; Pilastro, Andrea

    2012-02-01

    Sexual harassment is a common outcome of sexual conflict over mating rate. A large number of studies have identified several direct costs to females of sexual harassment including energy expenditure and reduced foraging ability. However, the fitness consequences of sexual harassment for descendants have rarely been investigated. Here, we manipulated the level of sexual harassment and mating rate in two groups of female guppies, Poecilia reticulata, a live-bearing fish in which sexual conflict over mating rate is particularly pronounced. Each female was allowed to interact with three males for one day (low sexual harassment, LSH) or for eight days (high sexual harassment, HSH) during each breeding cycle throughout their life. Female lifetime fecundity did not differ between the groups, but we found a strong effect on offspring fitness. HSH females produced (1) daughters with smaller bodies and (2) sons with shorter gonopodia, which were less attractive to females and less successful in coercive matings than their LSH counterparts. Although these results may be influenced by the indirect effects of sex ratio differences between treatments, they suggest that sexual harassment and elevated mating rate can have negative cross-generational fitness effects and more profound evolutionary consequences than currently thought. © 2011 The Author(s). Evolution© 2011 The Society for the Study of Evolution.

  19. Survey on sexual harassment in public transportation in Belgrade

    Directory of Open Access Journals (Sweden)

    Tanasković Branislava

    2007-01-01

    Full Text Available This paper presents the results of the survey on sexual harassment in public transportation in Belgrade, conducted during 2007. Authors of the survey are Milena Račeta and Branislava Tanasković, students on Philosophy faculty in Belgrade, psychology department. In introduction, authors give a short review of research methodology. In the rest of the paper, authors present quantitive survey results obtained through exploration of specific aspects of real sexual harassment experiences. Qualitive analysis of recommendations given by questioned females is also presented. This survey has been conducted using a questionnaire specially constructed by authors for the purpose of this research. Finally, in conclusion, authors summarize the data, and emphasizing the need of an appropriate social action offer some possible solutions for minimizing this type of violence.

  20. Sexual Harassment at Work: A European Experience

    Directory of Open Access Journals (Sweden)

    Artan Çela

    2015-03-01

    Full Text Available Unwelcome sexual advances, proposition or pressure for sexual activity, offensive flirtations, leering, whistling, making sexually suggestive gestures, sexual jokes, unwanted sexual looks, unwanted letters, telephone call, or materials of a sexual nature, unwanted physical contact, actual or attempting rape or sexual assault, this and more of this conduct if took place in the workplace would amount to a sexual harassment. The sexual harassment at work has become a serious issue of our time. It is an unjustified interference of integrity, dignity and well-being of workers, causing problems from headaches to depression, loss of confidence, panic attacks and perhaps suicide as the only way appearing to be the sole possible relief from the unremitting and frightening behavior. This article presents information concerning the sexual harassment at workplace, covering topics such as, the definitions for sexual harassment in both international and national context, a short history of sexual harassment, types of sexual harassment, effect of sexual harassment, measure to combat and prevent sexual harassment. It offers a short overview in sexual harassment legislation of some industrialized EU Member States and the legal remedies available against sexual harassment. The main purpose of this article is to provide a better understanding and prevention concerning the issue of sexual harassment in workplace.

  1. Sexual harassment of nurses in the workplace.

    Science.gov (United States)

    Valente, Sharon M; Bullough, Vern

    2004-01-01

    Nurses who are sexually harassed at work face frustration and emotional and economic consequences. Historically before the 1970s, nurses had little legal recourse and tolerated sexual harassment as a necessary "evil" associated with working. The Civil Rights Act of 1964 created the option for legal remedies for sexual harassment/discrimination cases. Successful court cases established the legal criteria for sexual harassment. This article discusses the history, definition, high profile cases, research, consequences, and prevention of sexual harassment. Although research is scant and little is known of how nurses respond to harassing behavior, prevention requires coordinated activities of employers, individual employees, and the healthcare profession. Sexual harassment at work increases anxiety and undermines the nurse's ability to focus on the delivery of safe and competent care.

  2. Sexual harassment in tertiary institutions: A comparative perspective

    Directory of Open Access Journals (Sweden)

    Joseph Janice

    2015-01-01

    Full Text Available Sexual harassment is not a new phenomenon in tertiary institutions. It has been receiving considerable attention in research and the media and public awareness has increased dramatically. However, the term sexual harassment is not used uniformly across the globe because countries have defined it differently. Consequently, prevalence of sexual harassment in education varies across cultures. This paper examines sexual harassment from a comparative perspective. It specifically focuses on the definition of sexual harassment, incidence of sexual harassment of students in tertiary institutions, effects of sexual harassment on victims; and victims’ responses to sexual harassment. It also offers suggestions for curtailing sexual harassment in these institutions.

  3. Poisoned Waters: Sexual Harassment and the College Climate.

    Science.gov (United States)

    Shepela, Sharon Toffey; Levesque, Laurie L.

    1998-01-01

    Studied sexual harassment, including mild forms of harassment, experienced by male and female college students (n=369). Men and women were harassed with similar frequency, and more subtle forms of harassment were common. The very frequency of these subtle behaviors may explain why they are less likely to be labeled as harassment. (SLD)

  4. Challenging Sexual Harassment on Campus

    Science.gov (United States)

    Baker, Nancy V.

    2010-01-01

    More than thirty years ago, an administrative assistant at Cornell University first challenged her university's indifference to her boss's sexually predatory behavior. While she did not prevail, her case sparked a movement. Litigation, news stories, and government guidelines defining sexual harassment followed. And universities responded: policies…

  5. Sexual harassment across the color line: experiences and outcomes of cross- versus intraracial sexual harassment among Black women.

    Science.gov (United States)

    Woods, Krystle C; Buchanan, Nicole T; Settles, Isis H

    2009-01-01

    The current study examined differences in appraisal, harassment, and severity of posttraumatic stress symptoms among 105 Black women who were sexually harassed by either a White (cross-racial sexual harassment) or a Black man (intraracial sexual harassment). Analyses revealed that women appraised cross-racial more negatively than intraracial harassment, despite there being no significant differences in the likelihood of experiencing gender harassment, unwanted sexual attention, or sexual coercion. Further, cross-racial harassment was more likely to include racialized sexual harassment (harassing behaviors combining race and gender simultaneously) and higher status perpetrators. Finally, cross-racial sexual harassment had an indirect (but not direct) mediated effect on posttraumatic stress via participants' appraisals of their harassment. Specifically, the more negative appraisal associated with cross-racial sexual harassment was associated with increased posttraumatic stress symptoms. In light of these findings, consideration of perpetrator race and racially sexualized behaviors could prove significant additions to current models of sexual harassment.

  6. Harassment and discrimination in medical training: a systematic review and meta-analysis.

    Science.gov (United States)

    Fnais, Naif; Soobiah, Charlene; Chen, Maggie Hong; Lillie, Erin; Perrier, Laure; Tashkhandi, Mariam; Straus, Sharon E; Mamdani, Muhammad; Al-Omran, Mohammed; Tricco, Andrea C

    2014-05-01

    Harassment and discrimination include a wide range of behaviors that medical trainees perceive as being humiliating, hostile, or abusive. To understand the significance of such mistreatment and to explore potential preventive strategies, the authors conducted a systematic review and meta-analysis to examine the prevalence, risk factors, and sources of harassment and discrimination among medical trainees. In 2011, the authors identified relevant studies by searching MEDLINE and EMBASE, scanning reference lists of relevant studies, and contacting experts. They included studies that reported the prevalence, risk factors, and sources of harassment and discrimination among medical trainees. Two reviewers independently screened all articles and abstracted study and participant characteristics and study results. The authors assessed the methodological quality in individual studies using the Newcastle-Ottawa Scale. They also conducted a meta-analysis. The authors included 57 cross-sectional and 2 cohort studies in their review. The meta-analysis of 51 studies demonstrated that 59.4% of medical trainees had experienced at least one form of harassment or discrimination during their training (95% confidence interval [CI]: 52.0%-66.7%). Verbal harassment was the most commonly cited form of harassment (prevalence: 63.0%; 95% CI: 54.8%-71.2%). Consultants were the most commonly cited source of harassment and discrimination, followed by patients or patients' families (34.4% and 21.9%, respectively). This review demonstrates the surprisingly high prevalence of harassment and discrimination among medical trainees that has not declined over time. The authors recommend both drafting policies and promoting cultural change within academic institutions to prevent future abuse.

  7. Addressing the knowledge gap: sexual violence and harassment in the UK Armed Forces.

    Science.gov (United States)

    Godier, Lauren R; Fossey, M

    2017-09-06

    Despite media interest in alleged sexual violence and harassment in the UK military, there remains a paucity of UK-based peer-reviewed research in this area. Ministry of Defence and service-specific reports support the suggestion that UK service personnel may be at risk of experiencing sexual harassment. These reports however highlight a reluctance by service personnel to report sexual harassment through official channels. In this article, we discuss the paucity of UK-based research pertaining to the prevalence and impact of sexual harassment in the military, explore potential reasons for this gap in knowledge and outline future directions and priorities for academic research. © Article author(s) (or their employer(s) unless otherwise stated in the text of the article) 2017. All rights reserved. No commercial use is permitted unless otherwise expressly granted.

  8. The regulatory application of authorization in radiological protection

    International Nuclear Information System (INIS)

    Lazo, T.; Frullani, S.

    2004-01-01

    Authorization is the process used by governments and regulatory authorities to decide what regulatory controls or conditions, if any, should be applied to radioactive sources or radiation exposure situations in order to protect the public, workers and the environment appropriately. Over the years, governments and regulatory authorities have used various approaches to the authorization process under differing circumstances. Now, with the new draft recommendations from the International Commission on Radiological Protection (ICRP), there is the prospect of being able to use a single, simple and self-coherent approach for the process of regulatory authorization under all circumstances. Previously, the ICRP recommended the use of various approaches to manage radiological protection situations. For what were called practices, exposures were subject to limits, and optimisation was required below these limits. What were called interventions were subject to intervention levels, above which some action could be considered justified, and which should be optimised based on consideration of how much dose could be averted by the countermeasure considered. Radon in homes was subject to action levels, above which some sort of countermeasure could be recommended. These approaches are all philosophically distinct and logically constructed, but their differences, particularly in the types of numerical criteria used (limits, intervention levels, action levels, etc.) contributed to confusion and misunderstanding. (author)

  9. Sexual harassment induces a temporary fitness cost but does not constrain the acquisition of environmental information in fruit flies.

    Science.gov (United States)

    Teseo, Serafino; Veerus, Liisa; Moreno, Céline; Mery, Frédéric

    2016-01-01

    Across animals, sexual harassment induces fitness costs for females and males. However, little is known about the cognitive costs involved, i.e. whether it constrains learning processes, which could ultimately affect an individual's fitness. Here we evaluate the acquisition of environmental information in groups of fruit flies challenged with various levels of male sexual harassment. We show that, although high sexual harassment induces a temporary fitness cost for females, all fly groups of both sexes exhibit similar levels of learning. This suggests that, in fruit flies, the fitness benefits of acquiring environmental information are not affected by the fitness costs of sexual harassment, and that selection may favour cognition even in unfavourable social contexts. Our study provides novel insights into the relationship between sexual conflicts and cognition and the evolution of female counterstrategies against male sexual harassment. © 2016 The Author(s).

  10. Sexual harassment of nurses and nursing students.

    Science.gov (United States)

    Bronner, Gila; Peretz, Chava; Ehrenfeld, Mally

    2003-06-01

    Nursing has dealt with sexual harassment long before the term was coined during the 1970s. The current study investigated sexual harassment of nurses and nursing students in Israel following new legislation against sexual harassment in the workplace. A self-report questionnaire was administered to 281 nurses and 206 nursing students (80% women) from five medical centres in Israel. Seven types of sexual harassment behaviour patterns were evaluated. Frequency of sexual harassment decreased as the behaviour became more intimate and offensive. Ninety percent of subjects reported experiencing at least one type of sexual harassment and 30% described at least four types. A significant difference was found between nurses and nursing students. Furthermore, "severe" types of behaviour were experienced by 33% of nurses, in comparison with 23% of nursing students. Women were significantly more exposed than men to "mild" and "moderate" types of sexual harassment, while 35% of men vs. 26% of women were exposed to "severe" types of harassment. However, women responded significantly more assertively than men to "severe" sexual harassment. Particular attention is needed when sexual harassment occurs to male students and nurses because they may be subjected to the more offensive sexual conducts and at the same time may lack the ability to respond assertively.

  11. Smartphone applications in paediatric radiology: availability and authority

    International Nuclear Information System (INIS)

    Shelmerdine, Susan C.; Lynch, Jeremy O.

    2015-01-01

    With the widespread ownership of smartphones, many health care professionals question the degree to which medically related smartphone applications are reliable. To assess the variety of smartphone applications relating to paediatric radiology and the presence of health care professional involvement in their development. As a secondary objective, we explore whether there are gaps within the paediatric radiology app market. The most popular smartphone marketplaces (Apple iTunes App Store, Blackberry Mobile Market, Google Play Android Market, Nokia Ovi, Samsung and Microsoft Windows Marketplace) were searched for terms relating to paediatric radiology. Cost, review ratings, number of downloads, health care involvement and target audience were recorded. Nine paediatric radiology applications were found in the Apple iTunes App Store and nine in the Google Play Android Market. The target audiences for all applications were health care professionals. None were available for patients or their caregivers. All applications were reported to have medical expertise in their development. All paediatric radiology applications were developed with the aid of a health care professional. Due to the small number available online, there is a potential gap in the marketplace for further applications in this field, possibly aimed at patients and their families. (orig.)

  12. Smartphone applications in paediatric radiology: availability and authority

    Energy Technology Data Exchange (ETDEWEB)

    Shelmerdine, Susan C. [Great Ormond Street Hospital, Specialist Registrar in Clinical Radiology, Department of Clinical Radiology, London (United Kingdom); Lynch, Jeremy O. [Chelsea and Westminster Hospital, Specialist Registrar in Clinical Radiology, Department of Clinical Radiology, London (United Kingdom)

    2015-08-15

    With the widespread ownership of smartphones, many health care professionals question the degree to which medically related smartphone applications are reliable. To assess the variety of smartphone applications relating to paediatric radiology and the presence of health care professional involvement in their development. As a secondary objective, we explore whether there are gaps within the paediatric radiology app market. The most popular smartphone marketplaces (Apple iTunes App Store, Blackberry Mobile Market, Google Play Android Market, Nokia Ovi, Samsung and Microsoft Windows Marketplace) were searched for terms relating to paediatric radiology. Cost, review ratings, number of downloads, health care involvement and target audience were recorded. Nine paediatric radiology applications were found in the Apple iTunes App Store and nine in the Google Play Android Market. The target audiences for all applications were health care professionals. None were available for patients or their caregivers. All applications were reported to have medical expertise in their development. All paediatric radiology applications were developed with the aid of a health care professional. Due to the small number available online, there is a potential gap in the marketplace for further applications in this field, possibly aimed at patients and their families. (orig.)

  13. 49 CFR 450.11 - Application for delegation of authority.

    Science.gov (United States)

    2010-10-01

    ... structure, organizational components and directly affiliated agencies and their functions utilized for... to be served. (6) A description of the types of work performed by the applicant in the past, noting...

  14. Within the Walls: An Analysis of Sexual Harassment and Sexual Coercion at Naval Consolidated Brig Miramar

    Science.gov (United States)

    2006-12-01

    most commonly cited are “ quid pro quo ” and “hostile environment.” Employers are charged with ensuring that the workplace is free from sexual ...ANALYSIS OF SEXUAL HARASSMENT AND SEXUAL COERCION AT NAVAL CONSOLIDATED BRIG MIRAMAR by Robert M. Collins September 2006 Suzanne M. Johnson...AND SUBTITLE: Within the Walls: An Analysis of Sexual Harassment and Sexual Coercion at Naval Consolidated Brig Miramar 6. AUTHORS Robert M. Collins

  15. Profiles in coping: responses to sexual harassment across persons, organizations and cultures

    OpenAIRE

    Cortina, Lilia M.; Wasti, S. Arzu

    2005-01-01

    This study explicates the complexity of sexual harassment coping behavior among 4 diverse samples of working women: (a) working-class Hispanic Americans, (b) working-class Anglo Americans, (c) professional Turks, and (d) professional Anglo Americans. K-means cluster analysis revealed 3 common harassment coping profiles: (a) detached, (b) avoidant negotiating, and (c) support seeking. The authors then tested an integrated framework of coping profile determinants, involving social power, stress...

  16. Sexual Harassment Policies and Training in State Legislatures.

    Science.gov (United States)

    Griffin, Jonathan

    2017-07-01

    (1) Sexual harassment is a violation of The Civil Rights Act of 1964. (2) Most states do not require employers to conduct sexual harassment training. (3) Most sexual harassment training for state legislators occurs at their orientation.

  17. The Moral Imperative to Prevent Sexual Harassment on Campus.

    Science.gov (United States)

    Rhodes, Frank H. T.

    1990-01-01

    Discusses sexual harassment on college campuses. Focuses on harassing behavior that stems from power relationships and harassing behavior among peers. Describes how Cornell University is addressing these problems. (ABL)

  18. HarassMap: Mapping Sexual Harassment and Violence in Egypt ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    2013-04-05

    Apr 5, 2013 ... To learn more about HarassMap, visit harassmap.org, follow ... وترسم خرائط لذلك على موقع harassmap.org، ثم تستخدم البيانات بعد ذلك لإقناع ...

  19. Avoiding sexual harassment liability in veterinary practices.

    Science.gov (United States)

    Lacroix, C A; Wilson, J F

    1996-05-15

    Harassment based on gender violates the rule of workplace equality established by Title VII of the Civil Rights Act and enforced by the EEOC. In 1986, the US Supreme Court, in Meritor Savings Bank v Vinson, established the criteria that must be met for a claim of hostile environment sexual harassment to be considered valid. Plaintiffs must show that they were subjected to conduct based on their gender, that it was unwelcome, and that it was severe and pervasive enough to alter their condition of employment, resulting in an abusive working environment. There have been few sexual harassment cases involving veterinary professionals, and it is our goal to help keep the number of filed actions to a minimum. The most effective way to avoid hostile environment sexual harassment claims is to confront the issue openly and to adopt a sexual harassment policy for the practice. When it comes to sexual harassment, an ounce of prevention is unquestionably worth a pound of cure.

  20. 43 CFR 4.1 - Scope of authority; applicable regulations.

    Science.gov (United States)

    2010-10-01

    ... Secretary, matters within the jurisdiction of the Department involving hearings, and appeals and other... administrative jurisdiction and special procedural rules as indicated. General rules applicable to all types of... (iii) the conduct of surface coal mining under the Surface Mining Control and Reclamation Act of 1977...

  1. Victims' psychosocial well-being after reporting sexual harassment in the military.

    Science.gov (United States)

    Bell, Margret E; Street, Amy E; Stafford, Jane

    2014-01-01

    Given the importance of reporting to sexual harassment prevention and intervention efforts, it is not surprising that an extensive scientific literature has developed on predictors of victims' decisions about making a formal report to authorities about their experiences. In contrast, little empirical work has focused on how reporting affects victims, particularly their psychosocial well-being. This study used a national sample of 1,562 former military Reservists who had experienced sexual harassment during their service to examine the relationship between reporting; experiences reporting; and psychosocial well-being, as indicated by post-harassment functioning, worst symptoms of posttraumatic stress disorder (PTSD) following the harassment, and current symptoms of depression. Making a formal report was not associated with well-being, but among those who did report, perceiving that the report had resulted in the harassment being addressed by authorities was associated with better post-harassment functioning and fewer symptoms of PTSD. Satisfaction with the reporting process showed the strongest association with well-being, demonstrating small but meaningful associations with depression and medium-to-large and medium associations with post-harassment functioning and PTSD, respectively. Although findings did not vary by gender, predictors accounted for more variance in well-being for men than women. In the whole sample, satisfaction with the reporting process mediated the relationship between victims' perceptions of system responsiveness to the report and post-harassment functioning and PTSD. Findings suggest that a victim's perceptions of and satisfaction with the reporting process may impact well-being more strongly than whether the victim made a report to authorities. Men may be even more strongly impacted by their experiences with the reporting process than women.

  2. Stop Harassment!: men's reactions to victims' confrontation

    OpenAIRE

    Carmen Herrera, M.; Herrera, Antonio; Expósito, Francisca

    2014-01-01

    Sexual harassment is one of the most widespread forms of gender violence. Perceptions of sexual harassment depend on gender, context, the perceivers' ideology, and a host of other factors. Research has underscored the importance of coping strategies in raising a victim's self-confidence by making her feel that she plays an active role in overcoming her own problems. The aim of this study was to assess the men's perceptions of sexual harassment in relation to different victim responses. The st...

  3. Sociological Perspectives on Sexual Harassment and Workplace Dispute Resolution.

    Science.gov (United States)

    Lach, Denise H.; Gwartney-Gibbs, Patricia A.

    1993-01-01

    Sexual harassment is the most visible example of workplace disputes that systematically disadvantage women. The prevalence of sexual harassment contributes to the persistence of occupational sex segregation. (SK)

  4. Best Practices in Sexual Harassment Policy and Assessment

    National Research Council Canada - National Science Library

    Alexander, Pamela C; Alexander, Elmore R; Warner, Stephanie

    2005-01-01

    .... Based on the study findings, organizations with the best programs for prevention of sexual harassment had effective human relations strategies in which policies and training on sexual harassment...

  5. Perception and attitudes towards street sexual harassment among female students of a private Human Medicine Faculty.

    Directory of Open Access Journals (Sweden)

    Ruth Corazón Llerena Benites

    2016-01-01

    Full Text Available Objective: Determinate the perception and attitudes towards street sexual harassment among female students of the Human Medicine Faculty at San Martin de Porres University. Methods: Descriptive and transversal study in which the previously validated “Likert” questionnaires, “Scale of Acceptance of Modern Myths about Sexual Aggression” and “Street Harassment Scale” where applied in a virtual way to 227 female students from the 4th, 5th, 6th academic year of the Human Medicine Faculty at San Martin de Porres University. The analysis was made in the SPSS v22 program using descriptive statistics like media, mode, tables of frequency and percentage to determine the prevalence of street harassment and the level of acceptance of beliefs about sexual harassment. Results: We found that 91% of the participants considered that they had been (sexually harassed at least once in the last year. 48% of participants were absolutely disagree with the statements about the myths of sexual aggression. The th percentage of students that mentioned never have been harassed lowered for every year of study, from 13% in the 4 year th to 7.9% in the 6 year. Most of the students came from Central South Lima of which 88% were harassed at least once the past year. Approximately, about half of the participants, independent of the mean of transport they have used, said that they had been harassed once last year. The group of 22 years old was the most affected Conclusion: Even though the participants considered that the Street harassment only happened a few times the past year, we didn't underestimate the fact that for almost everyone this harassment had happened at least once. Also, the majority considered to be strongly disagree regarding the myths about sexual harassment. So, it appears that street harassment, despite acting as a social problem that affects the physical and mental well-being of the Young female community, hasn't been properly managed by the

  6. Tolerance of sexual harassment: a laboratory paradigm.

    Science.gov (United States)

    Angelone, David J; Mitchell, Damon; Carola, Kara

    2009-12-01

    The present study attempted to develop a laboratory analogue for the study of tolerance for sexual harassment by using an online speed-dating paradigm. In that context, the relation between participants' sexual harassment attitudes, perpetrator attractiveness, perpetrator status, and perceived dating potential of the perpetrator were examined as factors influencing participants' tolerance of sexually harassing behavior. Participants were 128 female college students from a small northeastern public university. Results indicated that attractiveness, high social status, and attitudinal beliefs about sexual harassment were all predictive of tolerance for sexual harassment, providing preliminary support for the validity of this paradigm. In addition, participants' self reported likelihood to date a bogus male dating candidate was also predictive of tolerance for sexual harassment, over and above the aforementioned variables, suggesting that dating potential can play a role in perceptions of sexual harassment. Further, this experiment demonstrated that perceptions of sexual harassment can be assessed using the in vivo measurement of behavior. In addition, using an online environment not only provides a contemporary spin and adds a greater degree of external validity compared to other sexual harassment analogues, it also reduces any risk of potential physical sexual contact for participants.

  7. Behind closed doors: in-home workers' experience of sexual harassment and workplace violence.

    Science.gov (United States)

    Barling, J; Rogers, A G; Kelloway, E K

    2001-07-01

    The authors developed and tested a structural model predicting personal and organizational consequences of workplace violence and sexual harassment for health care professionals who work inside their client's home. The model suggests that workplace violence and sexual harassment predict fear of their recurrence in the workplace, which in turn predicts negative mood (anxiety and anger) and perceptions of injustice. In turn, fear, negative mood, and perceived injustice predict lower affective commitment and enhanced withdrawal intentions, poor interpersonal job performance, greater neglect, and cognitive difficulties. The results supported the model and showed that the associations of workplace violence and sexual harassment with organizational and personal outcomes are indirect, mediated by fear and negative mood. Conceptual implications for understanding sexual harassment and workplace violence, and future research directions, are suggested.

  8. Attributions of blame and responsibility in sexual harassment: reexamining a psychological model.

    Science.gov (United States)

    Klein, Kristen M; Apple, Kevin J; Kahn, Arnold S

    2011-04-01

    Kelley's (Nebr Symp Motiv 15:192-238, 1967) attribution theory can inform sexual harassment research by identifying how observers use consensus, consistency, and distinctiveness information in determining whether a target or perpetrator is responsible for a sexual harassment situation. In this study, Kelley's theory is applied to a scenario in which a male perpetrator sexually harasses a female target in a university setting. Results from 314 predominantly female college students indicate that consistency and consensus information significantly affect participants' judgments of blame and responsibility for the situation. The authors discuss the importance of the reference groups used to derive consensus and distinctiveness information, and reintroduce Kelley's attribution theory as a means of understanding observers' perceptions of sexual harassment.

  9. An overview of sexual harassment.

    Science.gov (United States)

    Charney, D A; Russell, R C

    1994-01-01

    A few widely publicized cases have made sexual harassment a salient subject in the 1990s. This article reviews the topic in a comprehensive manner, with particular attention to demographic information, psychosocial consequences, appropriate therapeutic interventions, and related psychological issues. Computerized literature searches were used to identify research and review papers from psychiatry and psychology journals. Nonscientific works that provide additional information are also cited. The literature suggests that sexual harassment is a widespread phenomenon, affecting 42% of women and 15% of men in occupational settings, 73% of women and 22% of men during medical training, and lower percentages in other educational settings. Despite the pervasive nature of this problem, only 1%-7% of victims file formal complaints. Sexual harassment produces an array of psychological and physical symptoms in over 90% of victims, and 12% seek help from mental health care professionals. Self-doubt is a central issue regardless of gender, but in instances where the perpetrator is male and the victim is female, there are ramifications unique to the trauma of gender-based abuse. It is critical that therapists avoid contributing to the process of "second injury" and not imply that patients have brought their troubles on themselves. Key therapeutic tasks include empathy, validation, and empowerment. Few experimental studies have focused on the victims of sexual harassment, and none have focused on the perpetrators. Psychiatry can play an invaluable role in the assessment and treatment of victims, the fostering of education and research in this area, and the understanding of underlying psychological and gender issues.

  10. Workplace harassment among employees: An explorative study

    Directory of Open Access Journals (Sweden)

    Asha P Shetty

    2017-01-01

    Full Text Available Introduction: Workplace harassment is the belittling or threatening behavior directed at an individual worker or a group of workers. Matters of workplace harassment recently gained interest among practitioners and researchers as it is becoming one of the most sensitive areas of effective workplace management. Materials and Methods: Nonexperimental cross-sectional exploratory survey approach with quantitative design was adopted. Samples constituted both male and female employees 20–60 years working for minimum 6 h in an institution selected by random sampling technique. Data were collected using demographic tool and workplace harassment experience tool developed by the investigator. The Institutional Ethics Committee approval and the individual subject consent were also obtained. Results: Data obtained from 210 employees indicated that majority (20% were between the age group of 30–35 years. Majority, 63.3%, of the employees had occasional harassment, 8.1% had mild harassment, 0.5% had severe harassment, and 28.1% reported no harassment at the workplace. Area-wise analysis indicated that highest possible area among participants was psychological (15.5 ± 7.26 and the lowest harassment was in the area of physical harassment (3.74 ± 1.75. Conclusion: Workplace harassment is a serious concern which requires immediate attention for better outcome. Although majority of the participants experience at least some form of harassment, they hesitate to objectively indicate the same due to fear of consequences of losing the job and facing further ramifications. The issue requires to be addressed with appropriate policies at the workplace. The study will help to plan the strategies to be implemented for building a healthy workplace environment.

  11. NPA applications development in the nuclear safety authority framework

    International Nuclear Information System (INIS)

    Maselj, A.; Vojnovic, D.; Gregonc, M.

    1999-01-01

    Due to the present tasks of the SNSA (Slovenian Nuclear Safety Administration) there was a need to gain a tool for analysing the transients of the Krsko Nuclear Power Plant at the SNSA. Combining the RELAP5 code with graphical interface NPA (Nuclear Plant Analyzer), the SNSA management saw an opportunity to have a powerful instrument for analyses and assessments on a user friendly basis and without high costs. The Krsko NPP Analyzer is a joint project of the SNSA and the operator, the Krsko NPP. The RELAP5/Mod2.5 input deck was constructed by the Krsko NPP's experts and their subcontractors. In 1996 the work started with translation of input model from RELAP5/Mod2.5 version to Mod3.2. This was done by Tractebel which combined NPA masks with translated input deck and constructed new dynamic function and interactive commands between graphical MMI (Man Machine Interface) and simulation code. Since Tractebel performed similar activities for the Belgian plants, their experience was used through a transfer of knowledge to the SNSA. After this phase of the project, a user of the NPP Analyzer can run accidents as SBLOCA, Main Steam Line Break, Feed Water Break, SGTR, and many other transients activating and combining interactive commands, starting from a full power operation. This project has not been finished yet. Improvements of the input deck should be done. The Critical Safety Function window will be created. The analyzer will be a helpful tool during the training program for Accident Assessment Group, which will give to the experts basic knowledge of plant operation, its systems, and physical phenomena during a steady state and transients or accidents. Also a new dimension is added to the existing safety evaluations at the SNSA to confirm the requested level of nuclear safety at the Krsko NPP. (author)

  12. The process of regulatory authorization. A report by the CRPPH expert group on the regulatory application of Authorization (EGRA)

    International Nuclear Information System (INIS)

    2006-01-01

    Governments and regulatory authorities are responsible for the definition of regulatory controls or conditions, if any, that should be applied to radioactive sources or radiation exposure situations in order to protect the public, workers and the environment. Although countries use different policy and structural approaches to fulfill this responsibility, the recommendations of the International Commission on Radiological Protection (ICRP) are generally used as at least part of the basis for protection. Previously, the ICRP recommended the use of variable approaches to protection. New ICRP recommendations are proposing a single, conceptually simple and self-coherent approach to defining appropriate protection under all circumstances. While the ICRP has been reviewing the broad principles of protection, the NEA Committee on Radiation Protection and Public Health (CRPPH) has been focusing its efforts on how radiological protection could be better implemented by governments and/or regulatory authorities. To this end, the CRPPH has developed a concept that it calls ''the process of regulatory authorization''. It is described in detail in this report, and is intended to help regulatory authorities apply more transparently, coherently and simply the broad recommendations of the ICRP to the real-life business of radiological protection regulation and application. In developing this concept, the CRPPH recognizes the importance of an appropriate level of stakeholder involvement in the process. (author)

  13. Interpreting the New Sexual Harassment Guidelines.

    Science.gov (United States)

    Hoyman, Michele; Robinson, Ronda

    1980-01-01

    Discusses sexual harrassment guidelines which legally define the term as sex discrimination. While this is good for those facing harassment, it unrealistically places a socially-based problem on the shoulders of personnel managers. Points out the long-term benefits of a workplace free from harassment and intimidation. (JOW)

  14. Sexual Attraction and Harassment: Management's New Problems.

    Science.gov (United States)

    Driscoll, Jeanne Bosson

    1981-01-01

    Both sexual attraction and harassment must be dealt with if men and women are to develop truly productive working relationships. Key issues include policies on sexual attraction and harassment, availability of professional resources on the subjects, training, and the role of personnel specialists. (CT)

  15. Power, Consent, and Adolescent Sexual Harassment.

    Science.gov (United States)

    Chamberlain, Elizabeth

    This paper reviews the literature and case law related to the issue of sexual harassment of females and specifically focuses on the adolescent female in the public middle school setting. The controversial thesis statement the researcher explored was: "sexual harassment is a manifestation of the ubiquitous power imbalance between men and women…

  16. Lesbian Teachers, Harassment and the Workplace

    Science.gov (United States)

    Ferfolja, Tania

    2010-01-01

    Drawn from a larger study examining the experiences of lesbian teachers working in high schools across New South Wales (NSW), Australia, this article explores the ways in which interpersonal anti-lesbian harassment marginalises lesbian teachers. It relays some of the impacts harassment has on individuals, yet also shows that many of these teachers…

  17. University Policies and Procedures on Sexual Harassment.

    Science.gov (United States)

    McIntyre, Jerilyn S.

    Sexual harassment complaints are challenges to the abuse of power in certain kinds of communicative relationships, and sexual harassment policies and procedures are ways of defining the responsible exercise of power and providing the means to address grievances that result from irresponsible and potentially harmful uses of power in those…

  18. Sexual Harassment in Education. Second Edition.

    Science.gov (United States)

    Lewis, John F.; Hastings, Susan C.

    As in most workplaces, sexual harassment has been an issue of significant magnitude in educational institutions as well. It has left the education community with many questions about what constitutes sexual harassment, how to prevent it, and how to deal with the legal problems that may arise concerning it. This report dispels several myths about…

  19. Preventing Sexual Harassment in the Workplace.

    Science.gov (United States)

    Thacker, Rebecca A.

    1992-01-01

    Keeping sexual harassment incidents at bay in the workplace involves prevention training that teaches people how to identify harassment and how to respond, using such techniques as role play and discussion. Trainees should also be informed of the organization's policy and procedures for reporting complaints. (JOW)

  20. Contrapower Harassment in the Sport Management Classroom

    Science.gov (United States)

    Taylor, Elizabeth A.; Hardin, Robin; Rode, Cheryl R.

    2018-01-01

    Sexual harassment and incivility in the workplace are the unwanted sexual attention and bullying of employees by their superior. There are times, however, when the roles are reversed and the superior is the target of such behavior. Contrapower harassment refers to subordinate incivility and/or sexual attention directed toward a superior. The focus…

  1. Organizational Resources for Addressing Sexual Harassment.

    Science.gov (United States)

    Howard, Sharon

    1991-01-01

    Discusses difficulties in arriving at definition of sexual harassment. Uses a commonplace definition to distinguish quid pro quo and hostile environment harassment. Outlines obligations of organizations, giving attention to the development of appropriate policies and procedures. Discusses effect of organization's climate on institutional…

  2. Understanding sexual harassment using aggregate construct models.

    Science.gov (United States)

    Nye, Christopher D; Brummel, Bradley J; Drasgow, Fritz

    2014-11-01

    Sexual harassment has received a substantial amount of empirical attention over the past few decades, and this research has consistently shown that experiencing these behaviors has a detrimental effect on employees' well-being, job attitudes, and behaviors at work. However, these findings, and the conclusions that are drawn from them, make the implicit assumption that the empirical models used to examine sexual harassment are properly specified. This article presents evidence that properly specified aggregate construct models are more consistent with theoretical structures and definitions of sexual harassment and can result in different conclusions about the nomological network of harassment. Results from 3 large samples, 2 military and 1 from a civilian population, are used to illustrate the differences between aggregate construct and reflective indicator models of sexual harassment. These analyses suggested that the factor structure and the nomological network of sexual harassment differ when modeling harassment as an aggregate construct. The implications of these results for the continued study of sexual harassment are discussed. (PsycINFO Database Record (c) 2014 APA, all rights reserved).

  3. Sexual Harassment Policies in Florida School Districts.

    Science.gov (United States)

    Rienzo, Barbara A.; Moore, Michele Johnson

    1998-01-01

    Investigated the extent to which Florida's school districts complied with the Florida Department of Education's (FDOE) recommendations for addressing sexual harassment in schools. Surveys of district equity coordinators and analysis of policies indicated that most districts approved sexual harassment policies incorporating many FDOE…

  4. Peer Sexual Harassment: Finding Voice, Changing Culture

    Science.gov (United States)

    Martin, Jennifer L.

    2005-01-01

    This intervention study examines the problem of sexual harassment in an alternative high school for at-risk students. It was hypothesized that creating a forum where girls felt safe to share their experiences would increase their awareness of sexual harassment and its effects, eventually contributing to a decrease in incidents of sexual harassment…

  5. An Ounce of Prevention: Sexual Harassment Education.

    Science.gov (United States)

    Limback, E. Rebecca; Bland, Zinna

    1995-01-01

    To prevent sexual harassment, schools should have a written policy and should educate students about it. Suggested teaching activities include using current court cases, examining and refining school policy, roleplaying on video, inviting speakers, and using an "Is This Sexual Harassment?" questionnaire describing various behaviors. (SK)

  6. Peer harassment, school connectedness, and academic achievement.

    Science.gov (United States)

    Eisenberg, Marla E; Neumark-Sztainer, Dianne; Perry, Cheryl L

    2003-10-01

    This study described peer harassment in a large, multiethnic sample of adolescents, and explored the relationship between experiencing peer harassment and both school connectedness and achievement. Survey data came from 4,746 students in grades 7-12 at 31 public schools in ethnically and socioeconomically diverse communities in a Midwestern state. Frequency of five types of harassment were analyzed with data on school connectedness and grades. Multivariate analysis controlled for gender, grade level, race/ethnicity, and socioeconomic status. Results indicate that most students periodically experience mistreatment; 10% to 17% report being treated disrespectfully, having others act superior, or being insulted at least once per week, and an additional 14% to 22% of students report suffering these behaviors a few times per month. Girls, Whites, Native Americans, and middle school students reported more harassment than boys, other ethnic groups, and high school students, respectively. Peer harassment related significantly to both aspects of school life; those who disliked school tended to suffer more mistreatment, and "B" students reported the least harassment on average. Young people mistreated by peers may not want to be in school and may thereby miss out on the benefits of school connectedness as well as educational advancement. The high prevalence of peer harassment and its association with school connectedness and school achievement provide justification for interventions aimed at prevention of peer harassment. A schoolwide approach using educational and policy components may provide an appropriate prevention strategy.

  7. Reducing Peer Sexual Harassment in Schools

    Science.gov (United States)

    Eckes, Suzanne

    2006-01-01

    Studies have indicated that as many as 80% of students experience some form of sexual harassment in public schools. Such statistics are troublesome, considering that peer sexual harassment can have long-term psychological effects on student victims. Public schools have a responsibility to provide a safe educational environment free of peer sexual…

  8. Sexual Harassment and the University Community.

    Science.gov (United States)

    Hite, Molly

    1990-01-01

    Relates story of a college program director's coercive sexual harassment and the response of women faculty and peers outside the university. Focuses on the distinction between "having affairs" and "sexual coercion." Claims only when definitions of sexual harassment are articulated can men and women begin to talk to one another about the problem.…

  9. Violence and sexual harassment: impact on registered nurses in the workplace.

    Science.gov (United States)

    Williams, M F

    1996-02-01

    This study sought to determine the prevalence and impact of violence and sexual harassment experienced by registered nurses (RNs) in their workplaces in Illinois. A random sample of 1,130 RNs were selected to participate in the mail survey. The instrument used was the Nurse Assault Survey originally developed by the Nurse Assault Project Team in Ontario, Canada, and modified by the author. Three hundred forty-five subjects completed the survey (response rate: 30%). Fifty-seven percent of those responding reported personal experience with some aspect of sexual harassment, and 26% reported being victimized by physical assault while on the job. About one third of those who indicated they had been sexually harassed also had been physically assaulted. Patients/clients were the most frequent perpetrators of sexual harassment and physical assault, while physicians committed over half of the sexual assaults. Bivariate analysis showed a significant relationship between physical assault and levels of job satisfaction. A significant relationship also was found between sexual harassment and levels of job satisfaction. Results demonstrate that nurses need to take and active role in fostering a work environment free from violence and sexual harassment. They should be knowledgeable about institutional policies and, where none exist, they should work with administrators to develop them. Prevention and intervention programs should be developed for both student and registered nurses.

  10. What happens when the harassment is personal?

    Science.gov (United States)

    Barton, G Michael; Morrison, Eileen

    2006-01-01

    The medical field has long endured the destructive forces of personal harassment in work environments. Personal harassment, often called workplace bullying, has historically been kept quiet. The targets of personal harassment suffered in silence. Many of the targets either left the organization or became passive-aggressive members of the work team. Personal harassment is no longer tucked away in the shadows, however. This issue is now being cited as a major cause of low morale, high employee turnover, and increased workplace violence. The intent of this article is to provide an awareness of personal harassment and how it has had a catastrophic impact on the medical field. Awareness of this issue is the first step toward its prevention. Medical practitioners, leaders, and employees must commit to addressing this issue before it can adversely impact their organizations.

  11. Workplace sexual harassment and depressive symptoms

    DEFF Research Database (Denmark)

    Friborg, Maria K; Hansen, Jørgen V; Aldrich, Per T

    2017-01-01

    employees and supervisors in 1041 organizations within 5 occupations. Data were analyzed using multilevel regression and analyses adjusted for gender, age, occupation and socioeconomic position. RESULTS: Exposure to workplace sexual harassment from clients or customers was statistically significantly......BACKGROUND: Previous research has reported that sexual harassment can lead to reduced mental health. Few studies have focused on sexual harassment conducted by clients or customers, which might occur in person-related occupations such as eldercare work, social work or customer service work....... This study examined the cross-sectional association between sexual harassment by clients or customers and depressive symptoms. We also examined if this association was different compared to sexual harassment conducted by a colleague, supervisor or subordinate. Further, we investigated if psychosocial...

  12. Sexual Harassment: An Employment Issue. A CUPA Monograph.

    Science.gov (United States)

    Deane, Nancy H.; Tillar, Darrel L.

    A practical approach to the prevention of sexual harassment is considered, and a study of sexual harassment as perceived by victims, the courts, and the Equal Employment Opportunity Commission (EEOC) is presented. Attention is directed to the sociology of sexual harassment and to the following possible responses available to victims of harassment:…

  13. Sexual Harassment: An Overview. Monograph. Volume 2, Number 1.

    Science.gov (United States)

    Withers, Nancy A.

    Sexual harassment is a problem in high schools, on college campuses, and in the workplace, although unclear definitions and misinterpretations of sexual harassment have led many to believe that the amount of sexual harassment that occurs is minimal. Sexual harassment has been defined as a continuum of behaviors, with physical sexual assault at one…

  14. Sexual harassment in tertiary institutions: A comparative perspective

    OpenAIRE

    Joseph Janice

    2015-01-01

    Sexual harassment is not a new phenomenon in tertiary institutions. It has been receiving considerable attention in research and the media and public awareness has increased dramatically. However, the term sexual harassment is not used uniformly across the globe because countries have defined it differently. Consequently, prevalence of sexual harassment in education varies across cultures. This paper examines sexual harassment from a comparative perspective...

  15. 45 CFR 73.735-306 - Sexual harassment.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 1 2010-10-01 2010-10-01 false Sexual harassment. 73.735-306 Section 73.735-306... Conduct on the Job § 73.735-306 Sexual harassment. Sexual harassment is deliberate unsolicited verbal comments, gestures, or physical contact of a sexual nature which are unwelcome. Sexual harassment is...

  16. A Social Psychological Model for Predicting Sexual Harassment.

    Science.gov (United States)

    Pryor, John B.; And Others

    1995-01-01

    Presents a Person X Situation (PXS) model of sexual harassment suggesting that sexually harassing behavior may be predicted from an analysis of social situational and personal factors. Research on sexual harassment proclivities in men is reviewed, and a profile of men who have a high a likelihood to sexually harass is discussed. Possible PXS…

  17. Forensic aspects of sexual harassment.

    Science.gov (United States)

    Rosman, J P; McDonald, J J

    1999-03-01

    Sexual harassment law presents a complex set of issues not only for lawyers but also for psychiatrists in their roles both as evaluators and clinicians. Judge Reinhardt of the US Court of Appeals for the 9th Circuit, summed up these complexities: "We tend these days, far more than in earlier times, to find our friends, lovers, and even mates in the workplace. We ... often discover that our interests and values are closer to those of our colleagues or fellow employees than to those of people we meet in connection with other activities. In short, increased proximity breeds increased volitional sexual activity." On the other hand, he notes that Title VII "entitles individuals to a workplace that is free from the evil of sexual intimidation or repression. It is frequently difficult to reconcile the two competing values." He goes on to ask, "When does a healthy constructive interest in romance become sexual harassment? To what extent is pursuit of a co-worker proper but of a subordinate forbidden? Is wooing or courting a thing of the past? Must a suitor cease his attentions at the first sign of disinterest or resistance? Must there be an express agreement before the person seeking romance may even hold the hand of the subject of his affection? Is it now verboten to steal a kiss? In the workplace? Everywhere? Under all circumstances or only some? Has the art of romantic persuasion lost its charm? Questions relating to love and sex are among the most difficult for society to answer." The US Supreme Court has stressed the need for common sense in evaluating cases of sexual harassment. Perhaps psychiatrists can play a sobering role in developing answers to these questions.

  18. Ways of explaining sexual harassment: motivating, enabling and legitimizing processes

    OpenAIRE

    Diehl, Charlotte

    2014-01-01

    This dissertation aims to contribute to a comprehensive explanation of sexual harassment by the investigation of three social-psychological processes, which seem to crucially contribute to the etiology of sexual harassment: motivation to sexually harass (e.g., power or sexuality), enabling processes (e.g., through diverse situational cues), and legitimization of sexually harassing behavior (e.g., by applying myths about sexual harassment). By consolidating these three processes into one multi...

  19. Applications of NLP Techniques to Computer-Assisted Authoring of Test Items for Elementary Chinese

    Science.gov (United States)

    Liu, Chao-Lin; Lin, Jen-Hsiang; Wang, Yu-Chun

    2010-01-01

    The authors report an implemented environment for computer-assisted authoring of test items and provide a brief discussion about the applications of NLP techniques for computer assisted language learning. Test items can serve as a tool for language learners to examine their competence in the target language. The authors apply techniques for…

  20. Authoring support in concept-based web information systems for educational applications

    NARCIS (Netherlands)

    Aroyo, L.M.; Dicheva, D.

    2004-01-01

    The increasing complexity of concept-based web information systems (WIS) and their educational applications requires more intelligent support for their authoring. We propose an ontological approach towards a common authoring framework for such systems to formally describe the overall authoring

  1. Stories from the field: students' descriptions of gender discrimination and sexual harassment during medical school.

    Science.gov (United States)

    Witte, Florence M; Stratton, Terry D; Nora, Lois Margaret

    2006-07-01

    Previous studies have documented the prevalence of gender discrimination and sexual harassment during medical training, but very few have examined the behaviors that students perceive as discriminatory or harassing. The authors addressed this lack of information by examining graduating medical students' written descriptions of personal experiences with such behaviors during medical school. The authors reviewed the responses of graduating seniors at 12 U.S. medical schools to a questionnaire, administered in 2001-02, that asked them to provide written descriptions of their personal experiences with gender discrimination and sexual harassment. Seven response categories were created on the basis of recurring themes: educational inequalities; stereotypical comments; sexual overtures; offensive, embarrassing, or sexually explicit comments; inappropriate touching; sexist remarks; and not classifiable. The three authors examined the students' written accounts and placed each into one or more of the categories. Of the students' responses, 290 (36.6%) contained 313 written descriptions of personal experiences that the students perceived as either discriminatory or harassing. The most frequently reported experiences involved educational inequalities; experiences in this category were reported more frequently by men than by women. All other categories of experiences were reported more frequently by women. The results support earlier findings of the prevalence of gender discrimination and sexual harassment during undergraduate medical education. Perhaps formal antiharassment policies should provide examples of unacceptable behavior that are based on categories such as those revealed by this analysis. Perhaps, too, medical students' comments could be used to develop educational interventions for physicians in supervisory positions.

  2. Data Management Plan: HarassMap

    Directory of Open Access Journals (Sweden)

    Reem Wael

    2017-07-01

    Full Text Available HarassMap is an Egyptian organisation that works to create an environment where sexual harassment is not tolerated, and where individuals and institutions take action against it. For the purpose of this project, the project team cleaned up, organised, and made openly available for the public to access and use through a web portal, three main types of data: Crowdsourced reports of sexual harassment incidents (reports on HarassMap’s online reporting and mapping system - CSV and XLS Field data from HarassMap’s research on sexual harassment using traditional qualitative and quantitative research methods - DOCX, PDF, SAV, MP3 Social media conversations (comment threads and messages related to sexual harassment on harassMap’s Facebook page - XLS The social media data was collected retrospectively from our Facebook page during the project period and covers the period 2010-2016. The crowdsourced data and the research data was cleaned and organised to make sure it is usable for the public but still kept in its raw format. During the collection and organisation period, we also made sure to clear out all personal identifiers from the data to ensure anonymity and confidentiality, and prepared descriptions of each dataset that will help the public understand how the data was collected and how it can and cannot be used. The data is stored online on a web portal that we built together with a web developer during the project period. On the web portal, the data is available for the public to view, search and download for research or other purposes. The data is also backed up on a hard drive and the cloud. The web portal and HarassMap open data will be advertised on our website, and the direct link shared with our contacts and others who approach us with interest in our data.

  3. Duration of Sexual Harassment and Generalized Harassment in the Workplace Over Ten Years: Effects on Deleterious Drinking Outcomes

    OpenAIRE

    McGinley, Meredith; Richman, Judith A.; Rospenda, Kathleen M.

    2011-01-01

    While harassment in the workplace has been linked to deleterious drinking outcomes, researchers have yet to examine the long-term effects of chronic workplace harassment. During a ten year longitudinal mail survey, university employees (N = 2265) were administered measures of sexual harassment, generalized workplace harassment, and problematic drinking. Using growth mixture modeling, two latent classes of workplace harassment emerged: infrequent and chronic. Demographic characteristics (gende...

  4. Self-reported proclivity to harass as a moderator of the effectiveness of sexual harassment-prevention training.

    Science.gov (United States)

    Robb, L A; Doverspike, D

    2001-02-01

    The interaction between the likelihood of males engaging in sexual harassment and the effectiveness of a 1-hr. sexual harassment-prevention training was explored in a laboratory study. An interaction of scores on the Likelihood to Sexually Harass Scale and training condition for 90 undergraduate men was found, such that sexual harassment-prevention training had a small negative effect on the attitudes of males with a high proclivity to harass.

  5. Two sides of the same coin: gender harassment and heterosexist harassment in LGBQ work lives.

    Science.gov (United States)

    Rabelo, Verónica Caridad; Cortina, Lilia M

    2014-08-01

    This project investigated the incidence, interplay, and impact of gender- and sexuality-based harassment, as experienced by lesbian, gay, bisexual, and queer (LGBQ) employees in higher education. Unlike much queer empirical research, participants in this study were residents of noncoastal regions of the U.S. that are predominantly White, rural, and conservative (i.e., "red states"). They completed surveys about their harassment experiences (gender harassment-sexist, gender harassment-policing, and heterosexist harassment), perceived support systems (from supervisors and organizations), and job attitudes (job burnout, job stress, and job satisfaction). Results showed that gender harassment-both sexist and policing subtypes-rarely occurred absent heterosexist harassment, and vice versa. Harassment severity (experiencing moderate to high levels of all three harassment types) was significantly associated with greater levels of job burnout (both disengagement and exhaustion) and job dissatisfaction. Even infrequent experiences of harassment related to large increases in the "threat" variety of job stress (i.e., sense of feeling hassled and overwhelmed on the job). Additionally, employees who perceived the lowest organizational support reported the most harassment. We interpret results in light of research on organizational behavior and LGBQ psychology. Moreover, we discuss our findings in the context of Title VII, currently interpreted to protect against harassment based on gender, sex, and sex stereotyping, but not sexual orientation. Our results can inform several possible avenues of expanding gay civil rights in employment: broadening judicial interpretations of Title VII, passing new legislation (e.g., the Employment Non-Discrimination Act, or ENDA), and strengthening organizational supports and policies that protect against sexuality-based abuses.

  6. Women Faculty Distressed: Descriptions and Consequences of Academic Contrapower Harassment.

    Science.gov (United States)

    Lampman, C; Crew, E C; Lowery, S; Tompkins, K A; Mulder, M

    2016-01-01

    Academic contrapower harassment (ACPH) occurs when someone with seemingly less power in an educational setting (e.g., a student) harasses someone more powerful (e.g., a professor). A representative sample of 289 professors from U.S. institutions of higher education described their worst incident with ACPH. Open-ended responses were coded using a keyword text analysis. Compared to the experiences of men faculty, women faculty reported that students were more likely to challenge their authority, argue or refuse to follow course policies, and exhibit disrespectful or disruptive behaviors. Although sexual harassment was uncommon, men faculty were more likely than women faculty to recount such incidents. Women faculty reported significantly more negative outcomes as a result of ACPH (e.g., anxiety, stress-related illness, difficulty concentrating, wanting to quit) than men faculty, and negative outcomes were most likely to result from ACPH involving intimidation, threats, or bullying from students. Implications for the prevention and reporting of ACPH are discussed.

  7. From the kitchen to the bedroom: frequency rates and consequences of sexual harassment among female domestic workers in Brazil.

    Science.gov (United States)

    DeSouza, Eros R; Cerqueira, Elder

    2009-08-01

    Sexual harassment has been investigated mostly in developed countries. The authors examined frequency rates and consequences of sexual harassment among female domestic workers in Brazil. Twenty-six percent had been sexually harassed at work during the past year. Live-in workers were at significantly greater risk for experiencing sexual harassment than those residing in their own homes, when controlling for participants' age, race, and social class. Women residing in their employers' residences used more alcohol and drugs than their counterparts. Harassed women had significantly higher self-esteem impairment and anxiety and depression than nonharassed women. Nonharassed women residing in their own homes had the best physical well-being. Concerning participants' worst sexually harassing experiences, the perpetrators were likely to be men (75%), who also engaged in more severe types of sexual harassment than female perpetrators. The emotional reactions to such incidents were significantly more negative when perpetrated by men than by women. Implications for foreign in-home workers employed by Europeans and North Americans are discussed.

  8. Sexual Harassment and Sexual Harassment Policy in Jamaica: The Absence of a National Sexual Harassment Policy, and the Way Forward

    OpenAIRE

    R. Peters; P.A. Bourne

    2012-01-01

    Within the Caribbean only countries such as Belize, Bahamas and Guyana have legitimized legislation against sexual harassment. Countries such as Jamaica, Barbados and St. Kitts and Nevis have draft bills before parliament. In the Jamaican context, the country in September 1981 signed the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) which came into effect in 1984 which deals with the issue of sexual harassment under Articles 2 (Policy Measures and Legislat...

  9. Preventing Sexual Harassment: A Proactive Approach.

    Science.gov (United States)

    Licata, Betty Jo; Popovich, Paula M.

    1987-01-01

    Presents a prototype training program using role theory as a framework for understanding sexual harassment in the workplace. Describes four phases of the program for employees, supervisors, and managers. (CH)

  10. Moral: Don't Ignore Harassment.

    Science.gov (United States)

    Sendor, Benjamin

    1996-01-01

    Last year, the U.S. Court of Appeals for the 11th Circuit ruled in "Davis" that a student can sue for damages if school officials know a student is being sexually harassed but fail to intervene. (MLF)

  11. Sexual Harassment and Sexual Bulllying (For Teens)

    Science.gov (United States)

    ... out if there's someone at your school. Most schools have a sexual harassment policy or a bullying policy to protect you. Ask a guidance counselor, school nurse, or administrator about your school's policy. If ...

  12. Workplace sexual harassment and depressive symptoms

    DEFF Research Database (Denmark)

    Friborg, Maria K.; Hansen, Jørgen V.; Aldrich, Per T.

    2017-01-01

    Background: Previous research has reported that sexual harassment can lead to reduced mental health. Few studies have focused on sexual harassment conducted by clients or customers, which might occur in person-related occupations such as eldercare work, social work or customer service work...... workplace initiatives modified the association between sexual harassment by clients or customers and level of depressive symptoms. Methods: We used data from the Work Environment and Health in Denmark cohort study (WEHD) and the Work Environment Activities in Danish Workplaces Study (WEADW) collected...... employees and supervisors in 1041 organizations within 5 occupations. Data were analyzed using multilevel regression and analyses adjusted for gender, age, occupation and socioeconomic position. Results: Exposure to workplace sexual harassment from clients or customers was statistically significantly...

  13. 25 CFR 700.561 - Sexual harassment.

    Science.gov (United States)

    2010-04-01

    ... promotion, training, salary increases, rewards, etc., are based on an employee's submission to or rejection... productivity is also engaging in sexual harassment. (d) It is the policy of the Relocation Commission that...

  14. Sexual Harassment at Work: A European Experience

    OpenAIRE

    Artan Çela

    2015-01-01

    Unwelcome sexual advances, proposition or pressure for sexual activity, offensive flirtations, leering, whistling, making sexually suggestive gestures, sexual jokes, unwanted sexual looks, unwanted letters, telephone call, or materials of a sexual nature, unwanted physical contact, actual or attempting rape or sexual assault, this and more of this conduct if took place in the workplace would amount to a sexual harassment. The sexual harassment at work has become a serious issue of our time. I...

  15. Sexual harassment of students - survey results

    Directory of Open Access Journals (Sweden)

    Dimitrijević Aleksandra

    2017-01-01

    Full Text Available This paper aims to present results of the survey on sexual harassment of students of the Faculty of Special Education and Rehabilitation, University of Belgrade. It starts with presenting and discussing different definitions of the term ‘sexual harassment’. Afterwards, a brief overview of available surveys on this subject is provided. Results of the surveys completed so far show that this kind of students’ victimization in educational institutions is frequent in all parts of the world, regardless of the economic, ethnic and religious grounds. The aim of the survey conducted at the Faculty of Special Education and Rehabilitation (FASPER was to identify the prevalence and characteristics of sexual harassment among undergraduate students, as well as possible forms of assistance and support to students who experience sexual harassment. A survey was conducted by the students of FASPER during April and May 2014 on a sample of 147 students of all four years of undergraduate studies. For data collection a victimization survey was used. The survey results suggested that sexual harassment of students of FASPER is prevalent, while it only manifests itself in a form of verbal harassment with a sexual connotation. Female students are more exposed to harassment than male students, but we need to interpret this finding with a caution due to the fact that a sample was mostly consisted of female respondents. According to the students’ opinion, possible solutions for preventing and eliminating sexual harassment of students of FASPER are education of students and employees, adoption of rules for protection of students from this kind of victimization and establishment of support service for students who experience victimization by sexual harassment.

  16. Determinants of harassment in online multiplayer games

    OpenAIRE

    De Letter, Jolien; van Rooij, Tony; Van Looy, Jan

    2017-01-01

    Objective. Online multiplayer games allow large numbers of participants to play simultaneously online. Unfortunately, this has also given rise to new forms of harassment and abuse. The current study used the criminological framework of Routine Activity Theory to identify possible circumstantial and individual risk factors that predict both general and sexual harassment victimization in this online context. Method. An online survey of online multiplayer gamers (N = 883) was conducted. Meas...

  17. Penalties for Peer Sexual Harassment in an Academic Context: The Influence of Harasser Gender, Participant Gender, Severity of Harassment, and the Presence of Bystanders.

    Science.gov (United States)

    Cummings, Kimberly M.; Armenta, Madeline

    2002-01-01

    Examined the impact of harasser gender, participant gender, and presence of bystanders on perceptions of penalty appropriateness for peer sexual harassment in college. Students responded to descriptions of potential sexual harassment between one college student and another and described the appropriate penalty. Participants were more likely to…

  18. Workplace bullying and harassment new developments in international law

    CERN Document Server

    Pinkos Cobb, Ellen

    2017-01-01

    Workplace Bullying and Harassment: New Developments in International Law provides a comprehensive tour around the globe, summarizing relevant legislation and key developments in workplace bullying, harassment, sexual harassment, discrimination, violence, and stress in over 50 countries in Europe, the Asia Pacific region, the Americas region, and the Middle East and Africa. Workplace bullying, harassment, and other psychological workplace hazards are becoming increasingly acknowledged and legislated against in the modern work world. The costs of bullying, harassment, violence, discrimination, and stress at work are huge and far-reaching. Frequently under-reported and misunderstood, workplace bullying, harassment, violence, discrimination, and stress wreak havoc on the vitality and prosperity of organizations and individuals alike.

  19. Preventing Sexual Harassment On-Campus: Policies and Practices for Higher Education.

    Science.gov (United States)

    Allen, Ben T.

    This booklet on sexual harassment on college campuses covers sexual harassment law, harassment prevention, protection from liability, and handling allegations. Chapter 1, "What Is Sexual Harassment?" defines the term and gives an overview of sexual harassment law. Chapter 2, "How Does Sexual Harassment Law Apply in Actual Situations?" illustrates…

  20. 77 FR 45715 - Application of Key Lime Air Corporation for Commuter Authority

    Science.gov (United States)

    2012-08-01

    ... DEPARTMENT OF TRANSPORTATION Office of the Secretary [Docket DOT-OST-2009-0116] Application of Key Lime Air Corporation for Commuter Authority AGENCY: Department of Transportation. ACTION: Notice of... Lime Air Corporation fit, willing, and able, and awarding it a Commuter Air Carrier Authorization...

  1. 76 FR 76156 - Grand Coulee Project Hydroelectric Authority; Notice of Preliminary Permit Application Accepted...

    Science.gov (United States)

    2011-12-06

    ... Project Hydroelectric Authority; Notice of Preliminary Permit Application Accepted for Filing and... Federal Power Act (FPA), proposing to study the feasibility of the Scooteney Outlet Drop Hydroelectric..., Grand Coulee Project Hydroelectric Authority, P.O. Box 219, Ephrata, WA 98823; phone: (509) 754-2227...

  2. 76 FR 76153 - Grand Coulee Project Hydroelectric Authority; Notice of Preliminary Permit Application Accepted...

    Science.gov (United States)

    2011-12-06

    ... Project Hydroelectric Authority; Notice of Preliminary Permit Application Accepted for Filing and... Hydroelectric Project (Scooteney Inlet Project or project) to be located on the Potholes East Canal, which is an..., Grand Coulee Project Hydroelectric Authority, P.O. Box 219, Ephrata, WA 98823; phone: (509) 754-2227...

  3. 75 FR 4343 - Foreign-Trade Zone 22-Chicago, IL; Application for Manufacturing Authority; LG Electronics...

    Science.gov (United States)

    2010-01-27

    ... DEPARTMENT OF COMMERCE Foreign-Trade Zones Board [Docket 3-2010] Foreign-Trade Zone 22--Chicago, IL; Application for Manufacturing Authority; LG Electronics MobileComm USA, Inc. (Cell Phone Kitting... authority on behalf of LG Electronics MobileComm USA, Inc. (LGEMU), located in Bolingbrook, Illinois. The...

  4. 76 FR 20654 - Grand River Dam Authority; Notice of Application Accepted for Filing and Soliciting Comments...

    Science.gov (United States)

    2011-04-13

    ... installation of two new raw water intake structures. The raw water would be sent via a new raw water line to... Authority; Notice of Application Accepted for Filing and Soliciting Comments, Motions To Intervene, and... Authority. e. Name of Project: Pensacola Hydroelectric Project. f. Location: The requested easement will be...

  5. 75 FR 18190 - New Jersey Water Supply Authority; Notice of Preliminary Permit Application Accepted for Filing...

    Science.gov (United States)

    2010-04-09

    ... Contact: Edward Buss, P.E., New Jersey Water Supply Authority, 1851 State Hwy. 31, Clinton, NJ 08800, (908... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission [Project No. 13399-000] New Jersey Water Supply Authority; Notice of Preliminary Permit Application Accepted for Filing and Soliciting Comments...

  6. 9 CFR 201.86 - Brand inspection: Application for authorization, registration and filing of schedules, reciprocal...

    Science.gov (United States)

    2010-01-01

    ... 9 Animals and Animal Products 2 2010-01-01 2010-01-01 false Brand inspection: Application for... STOCKYARDS ACT Inspection of Brands § 201.86 Brand inspection: Application for authorization, registration... in which branding or marking of livestock as a means of establishing ownership prevails by custom or...

  7. Duration of Sexual Harassment and Generalized Harassment in the Workplace Over Ten Years: Effects on Deleterious Drinking Outcomes

    Science.gov (United States)

    McGinley, Meredith; Richman, Judith A.; Rospenda, Kathleen M.

    2012-01-01

    While harassment in the workplace has been linked to deleterious drinking outcomes, researchers have yet to examine the long-term effects of chronic workplace harassment. During a ten year longitudinal mail survey, university employees (N = 2265) were administered measures of sexual harassment, generalized workplace harassment, and problematic drinking. Using growth mixture modeling, two latent classes of workplace harassment emerged: infrequent and chronic. Demographic characteristics (gender, age, and race) predicted the shape of the trajectories and likelihood of class membership. As hypothesized, membership in the chronic harassment classes was linked to future problematic drinking, even after controlling for previous drinking. PMID:21745045

  8. Duration of sexual harassment and generalized harassment in the workplace over ten years: effects on deleterious drinking outcomes.

    Science.gov (United States)

    McGinley, Meredith; Richman, Judith A; Rospenda, Kathleen M

    2011-01-01

    Although harassment in the workplace has been linked to deleterious drinking outcomes, researchers have yet to examine the long-term effects of chronic workplace harassment. During a 10-year longitudinal mail survey, university employees (N = 2,265) were administered measures of sexual harassment, generalized workplace harassment, and problematic drinking. Using growth mixture modeling, two latent classes of workplace harassment emerged: infrequent and chronic. Demographic characteristics (gender, age, and race) predicted the shape of the trajectories and likelihood of class membership. As hypothesized, membership in the chronic harassment classes was linked to future problematic drinking, even after controlling for previous drinking.

  9. Make a Move: A Comprehensive Effect Evaluation of a Sexual Harassment Prevention Program in Dutch Residential Youth Care.

    Science.gov (United States)

    van Lieshout, Sanne; Mevissen, Fraukje E F; van Breukelen, Gerard; Jonker, Marianne; Ruiter, Robert A C

    2016-06-27

    Sexual harassment-unwanted sexual comments, advances, or behaviors-and sexual violence are still prevalent worldwide, leading to a variety of physical, cognitive, and emotional problems among those being harassed. In particular, youth in care are at risk of becoming perpetrators (and victims) of sexual harassment. However, in general, there are very few interventions targeting this at-risk group, and no such programs exist in the Netherlands. To this end, a group intervention program-Make a Move-targeting determinants of sexual harassment was developed. This program was implemented and evaluated among boys (N = 177) in Dutch residential youth care (20 institutions). A pre-test, post-test, and 6-month follow-up design including an intervention and a waiting list control group with randomized assignment of institutions (cluster randomized trial) was used to measure the effects of the intervention on determinants of sexual harassment. Multilevel (mixed) regression analysis with Bonferroni correction for multiple testing (α = .005) showed no significant effects of Make a Move on determinants of sexual harassment (ps > .03, Cohen's ds < .44). Results are discussed in light of a three-way explanatory model focusing on intervention content, evaluation, and implementation as potential explanations for not finding any measurable intervention effects. © The Author(s) 2016.

  10. Gender differences in perception of workplace sexual harassment among future professionals

    Directory of Open Access Journals (Sweden)

    Amitav Banerjee

    2011-01-01

    Full Text Available Background: Indian society is in a stage of rapid social transition. As more women enter the workforce, stresses vis-à-vis the genders are to be expected in patriarchal society to which most of our population belongs. Earlier studies in Western societies have revealed gender differences in perception of what constitutes sexual harassment. Aim: Elicit gender differences, if any, in the workplace sexual harassment among future professionals. Settings and Design: A cross-sectional study among the students of professional colleges. Materials and Methods: A total of 200 students of both sexes were randomly selected from four professional colleges. Data collection was done on a structured questionnaire by interview. Statistical Analysis: Internal consistency of the questionnaire was tested by Crohnbach′s α coefficient. Associations between gender and perceptions were explored with Chi-square, Odds Ratio with 95% confidence interval, where applicable. Results: The differences in perception on what constitutes sexual harassment among the genders were statistically significant on many measures (P<0.01. Conclusions: Men and women differ in their awareness as to what constitute sexual harassment. Men were more lacking in awareness regarding sexual harassment.

  11. Gender differences in perception of workplace sexual harassment among future professionals

    Science.gov (United States)

    Banerjee, Amitav; Sharma, Bhavana

    2011-01-01

    Background: Indian society is in a stage of rapid social transition. As more women enter the workforce, stresses vis-à-vis the genders are to be expected in patriarchal society to which most of our population belongs. Earlier studies in Western societies have revealed gender differences in perception of what constitutes sexual harassment. Aim: Elicit gender differences, if any, in the workplace sexual harassment among future professionals. Settings and Design: A cross-sectional study among the students of professional colleges. Materials and Methods: A total of 200 students of both sexes were randomly selected from four professional colleges. Data collection was done on a structured questionnaire by interview. Statistical Analysis: Internal consistency of the questionnaire was tested by Crohnbach's α coefficient. Associations between gender and perceptions were explored with Chi-square, Odds Ratio with 95% confidence interval, where applicable. Results: The differences in perception on what constitutes sexual harassment among the genders were statistically significant on many measures (Psexual harassment. Men were more lacking in awareness regarding sexual harassment. PMID:22969176

  12. Profiles in coping: responses to sexual harassment across persons, organizations, and cultures.

    Science.gov (United States)

    Cortina, Lilia M; Wasti, S Arzu

    2005-01-01

    This study explicates the complexity of sexual harassment coping behavior among 4 diverse samples of working women: (a) working-class Hispanic Americans, (b) working-class Anglo Americans, (c) professional Turks, and (d) professional Anglo Americans. K-means cluster analysis revealed 3 common harassment coping profiles: (a) detached, (b) avoidant negotiating, and (c) support seeking. The authors then tested an integrated framework of coping profile determinants, involving social power, stressor severity, social support, and culture. Analysis of variance, chi-square, and discriminant function results identified significant determinants at each of the 4 levels of this ecological model. These findings underscore the importance of focusing on whole patterns of experience--and considering influences at the level of the individual employee and multiple levels of the surrounding context--when studying how women cope with workplace sexual harassment.

  13. Author Details

    African Journals Online (AJOL)

    ... of Sexual Harassment in an Institution of Higher Education in Sub-Saharan Africa Abstract PDF · Vol 43, No 1 (2016) - Articles Knowledge and Perception of Sexual Harassment in an Institution of Higher Education in Sub-Saharan Africa Abstract PDF. ISSN: 0047-651X. AJOL African Journals Online. HOW TO USE AJOL.

  14. Sexism, Sexual Harassment and Sexual Assault: Toward Conceptual Clarity

    National Research Council Canada - National Science Library

    Harris, Richard

    2007-01-01

    ... them. Data are from the 2004 Workplace and Gender Relations Survey of Reserve Components (WGRR), which was designed both to estimate the level of sexual harassment and provide information on a variety of consequences of harassment...

  15. Unwelcome, Unwanted and Increasingly Illegal: Sexual Harassment in the Workplace.

    Science.gov (United States)

    World of Work, 1997

    1997-01-01

    A discussion of judicial and arbitral trends regarding sexual harassment addresses what constitutes harassment, outlines legislative action and judicial decisions, and identifies recent trends that show the evolution of social responses to it. (JOW)

  16. Sexism and Sexual Harassment in Tertiary Institutions | Akpotor ...

    African Journals Online (AJOL)

    Gender and Behaviour ... Sexual harassment is a recurring decimal in tertiary institutions. The paper therefore investigates the effects of sexual harassment on the academic performance of female students, using Delta State University, Abraka, ...

  17. 7. Knowledge and Perception of Sexual Harassment in an Institution ...

    African Journals Online (AJOL)

    Esem

    data records from 1996 to 2006 on issues to do with sexual harassment from ... and protect the potential victim ... college women have been sexually harassed. There are .... environment which the University should provide for. , students to ...

  18. 18 CFR 1300.106 - Harassment on the basis of race, color, religion, age, or disability.

    Science.gov (United States)

    2010-04-01

    ... of race, color, religion, age, or disability. 1300.106 Section 1300.106 Conservation of Power and... AUTHORITY § 1300.106 Harassment on the basis of race, color, religion, age, or disability. It is TVA policy... basis of race, color, religion, age, or disability. Accordingly, all employees must avoid any action or...

  19. Student-on-Student Sexual Orientation Harassment: Legal Protections for Sexual Minority Youth

    Science.gov (United States)

    Stader, David L.; Graca, Thomas J.

    2007-01-01

    Like all teens, sexual minority youths (lesbian, gay, bisexual, and transgender) face many challenges, including student-on-student sexual orientation harassment. The authors examine recent research into the relative frequency, the potential impact, and school district responsibility to protect sexual minority youths from ongoing…

  20. A Descriptive Analysis of Harassment, Intimidation, or Bullying Student Behaviors: 2013-2014

    Science.gov (United States)

    Whisman, Andy

    2015-01-01

    This report describes the occurrence of discipline referrals and corresponding interventions and consequences used by schools for "harassment," "intimidation," or "bullying" behaviors during the 2013-2014 school year. Using data entered into the West Virginia Education Information System (WVEIS), the authors conducted…

  1. The Perception and Construction of Sexual Harassment by University Students

    OpenAIRE

    Vohlídalová, M. (Marta)

    2011-01-01

    The paper focuses on perceptions and constructions of sexual harassment by students and the gap between students’ individual definitions and expert definitions of sexual harassment. The paper centres on two main research questions: i) how do students perceive sexual harassment and ii) what are the factors and dimensions that contribute to particular behaviour being labelled as sexual harassment? The study is based on qualitative in-depth interviews with students.

  2. The management of sexual harassment in the workplace / Lucy Jardim

    OpenAIRE

    Jardim, Lucia Rodrigues

    2004-01-01

    This study aims to determine how sexual harassment can effectively be managed in the workplace in accordance with sexual harassment policies and procedures. The literature review takes an in depth view into: local and international codes with reference to the differences and similarities between the codes; the processes and procedures managers should follow when faced with sexual harassment grievances; the legal alternatives available to victims of sexual harassment. The empirical research wa...

  3. Consequences of sexual harassment in sport for female athletes

    OpenAIRE

    Fasting, K; Brackenridge, CH; Walseth, K

    2002-01-01

    Sexual harassment research was first undertaken in the workplace and educational settings. Research on sexual harassment in sport is scarce but has grown steadily since the mid-1980s. Even so, very little is known about the causes and/or characteristics and/or consequences of sexual harassment in sport settings. This article reports on the findings from interviews with 25 elite female athletes in Norway who indicated in a prior survey (N =572) that they had experienced sexual harassment from ...

  4. Harassment in workplace among school teachers: development of a survey

    OpenAIRE

    Russo, Andrea; Milić, Ranko; Knežević, Bojana; Mulić, Rosanda; Mustajbegović, Jadranka

    2008-01-01

    Aim To develop a questionnaire on harassment in the workplace among teachers at primary and secondary schools. Methods We analyzed the existing questionnaires on harassment in the workplace and developed a new one was to specifically address harassment of teachers in the public education sector. The questionnaire was then experimentally applied to a sample of 764 primary and secondary school teachers in Split Dalmatia County, Croatia. It included three scales –exposure to harassment,...

  5. Prevalence of physical, verbal and nonverbal sexual harassments ...

    African Journals Online (AJOL)

    Background: A number of studies conducted on sexual harassment focused on general magnitude rather than specific details of the various forms of sexual harassment and their effect on psychological health. Thus, the objective of this study was to assess the prevalence rates of the various forms of sexual harassments and ...

  6. Gender and Race Differences in the Perceptions of Sexual Harassment.

    Science.gov (United States)

    Sydell, Eric J.; Nelson, Eileen S.

    1998-01-01

    Examines influence of gender and race on perception of sexual harassment and on recommended punitive measures by college judicial boards for potential harasser. Significant gender-based differences were found in perception of an ambiguous sexual-harassment situation, with men tending to attribute greater responsibility to victim than did women.…

  7. Sexual Harassment Victims: Psycholegal and Family Therapy Considerations.

    Science.gov (United States)

    Woody, Robert Henley; Perry, Nancy Walker

    1993-01-01

    Examines legal proscriptions and practical definitions of sexual harassment, describes psychological effects of sexual harassment (Sexual Harassment Trauma Syndrome) for victim-client and impact on family system, and offers guidance for family therapy. Focuses on vulnerability of victim-client, reconstruction of self-concept as primary goal of…

  8. Sexual Harassment in Casinos: Effects on Employee Attitudes and Behaviors.

    Science.gov (United States)

    Stedham, Yvonne; Mitchell, Merwin C.

    1998-01-01

    This study focuses on sexual harassment and job satisfaction, organizational commitment, and employee turnover among casino employees. It is the first study investigating sexual harassment in the gaming industry. Based on sex-role spillover theory it was expected that sexual harassment has less of an impact on casino employees than on employees in other industries. Six Reno, Nevada casinos participated in the study and 330 responses were generated from casino employees. The study results show that sexual harassment of and by casino employees is perceived to occur at about the same rate as in other industries. Sexually harassed employees were compared to employees who indicated that they had not been sexually harassed. Sexually harassed employees were less satisfied with their jobs and less committed to the organization. However, they were not more likely to quit their jobs. Sexually harassed employees tended to be younger, Caucasian, and in dealer positions. Hence, in addition to the well-publicized cost of sexual harassment lawsuits, the study shows that sexual harassment in casinos may well be the source of hidden costs important to human resources managers. A result of major interest was that employees who had been harassed held management responsible for not ensuring a work environment that is free of sexual harassment. Implications for casino management are discussed.

  9. Sexual Harassment in the Classroom: Teacher as Target.

    Science.gov (United States)

    Tochterman, Suzanne; Barnes, Fred

    1998-01-01

    Discusses teachers as victims of sexual harassment in their classrooms. Includes examples involving preservice and new teachers. Discusses the impact of harassment on teachers themselves and on classroom performance. Offers strategies to support and intervene with new teachers who have been victims of sexual harassment. (MKA)

  10. Youth at Work: Adolescent Employment and Sexual Harassment

    Science.gov (United States)

    Fineran, Susan; Gruber, James E.

    2009-01-01

    Objective: An examination of the frequency and impact of workplace sexual harassment on work, health, and school outcomes on high school girls is presented in two parts. The first compares the frequency of harassment in this sample (52%) to published research on adult women that used the same measure of sexual harassment. The second part compares…

  11. Sexual Harassment in the Workplace: A Policy Capturing Approach.

    Science.gov (United States)

    York, Kenneth M.

    In 1980, the Equal Employment Opportunity Commission (EEOC) published the Guidelines on Sexual Harassment, specifying that sexual harassment is a kind of sex discrimination under Title VII and is an unlawful employment practice. While the determination of the behaviors that constitute sexual harassment would enable employees to write more…

  12. The Discursive Enactment of Hegemony: Sexual Harassment and Academic Organizing.

    Science.gov (United States)

    Townsley, Nikki C.; Geist, Patricia

    2000-01-01

    Contributes to scholarship advancing the understanding of human communication, illustrating the discursive enactment of hegemony through organizational responses to sexual harassment. Analyzes stories from both victims of sexual harassment and administrators who manage sexual harassment complaints at a major United States university. Argues that…

  13. The Power Game: Sexual Harassment on the College Campus.

    Science.gov (United States)

    Payne, Kay

    A study examined four reports of sexual harassment on college campuses. The reports show that harassers "key" their victims so that a contest will begin but the victims do not understand what is happening. Miscommunication occurs when power myths about men and women intersect during the harassment episode. Such myths include: the looking…

  14. Individual and Contextual Inhibitors of Sexual Harassment Training Motivation

    Science.gov (United States)

    Walsh, Benjamin M.; Bauerle, Timothy J.; Magley, Vicki J.

    2013-01-01

    Studies have evaluated the outcomes of sexual harassment training, but considerably less research has focused on variables that influence sexual harassment training effectiveness. To address this need, we developed and tested a model of individual and contextual inhibitors of sexual harassment training motivation to learn. Survey data collected…

  15. A Longitudinal Investigation of Peer Sexual Harassment Victimization in Adolescence

    Science.gov (United States)

    Petersen, Jennifer L.; Hyde, Janet Shibley

    2009-01-01

    The current study describes longitudinal trends in sexual harassment by adolescent peers and highlights gender, pubertal status, attractiveness, and power as predictors of harassment victimization. At the end of 5th, 7th, and 9th grades, 242 adolescents completed questionnaires about sexual harassment victimization, pubertal status, and perceived…

  16. Influences on Women's Perceptions of Climate for Sexual Harassment

    Science.gov (United States)

    Lytell, Maria C.

    2009-01-01

    Organizational tolerance of sexual harassment has been repeatedly touted as an important antecedent of sexual harassment. Yet, not much is known about the antecedents of perceptions of organizational tolerance. Based on theories from the sexual harassment, organizational justice, and psychological climate literatures, individuals were hypothesized…

  17. Sexual Harassment and Bullying Behaviors in Sixth-Graders

    Science.gov (United States)

    Ashbaughm, Lauren P.; Cornell, Dewey G.

    2008-01-01

    Sexual harassment is widely viewed as a form of bullying, but has received little attention in studies of middle school students. A survey of 109 6th grade students found that 29% of students reported at least one sexual harassment experience in the past 30 days, with 11% reporting harassment once per week or more. Although boys and girls reported…

  18. Frequency Rates and Correlates of Contrapower Harassment in Higher Education

    Science.gov (United States)

    DeSouza, Eros R.

    2011-01-01

    The current study investigated incivility, sexual harassment, and racial-ethnic harassment simultaneously when the targets were faculty members and the perpetrators were students (i.e., academic contrapower harassment; ACH). The sample constituted 257 faculty members (90% were White and 53% were women) from a medium-sized state university in the…

  19. Reported and Unreported Teacher-Student Sexual Harassment.

    Science.gov (United States)

    Wishnietsky, Dan H.

    1991-01-01

    Study surveyed North Carolina school superintendents (n=140) and high school seniors (n=300) on the extent of teacher-student sexual harassment. Data revealed discrepancies between the number of teachers disciplined for student sexual harassment and the number of students claiming harassment. Presents a structure for establishing guidelines to…

  20. Crossing the Line: Sexual Harassment at School. Executive Summary

    Science.gov (United States)

    American Association of University Women, 2011

    2011-01-01

    Sexual harassment has long been an unfortunate part of the climate in middle and high schools in the United States. Often considered a kind of bullying, sexual harassment by definition involves sex and gender and therefore warrants separate attention. The legal definition of sexual harassment also differentiates it from bullying. Based on a…

  1. A Typology of Disability Harassment in Secondary Schools

    Science.gov (United States)

    Holzbauer, Jerome J.; Conrad, Clifton F.

    2010-01-01

    The purpose of this exploratory study of disability harassment was to develop a typology of disability harassment experiences anchored in the perspectives of students with disabilities who have experienced harassment in urban, suburban, and exurban-rural schools. Based on focus group interviews with four groups of young people with various…

  2. Gendered Harassment in Secondary Schools: Understanding Teachers' (Non) Interventions

    Science.gov (United States)

    Meyer, Elizabeth J.

    2008-01-01

    This article provides an analysis of teachers' perceptions of and responses to gendered harassment in Canadian secondary schools based on in-depth interviews with six teachers in one urban school district. Gendered harassment includes any behaviour that polices and reinforces traditional heterosexual gender norms such as (hetero)sexual harassment,…

  3. Black and White College Women's Perceptions of Sexual Harassment.

    Science.gov (United States)

    Shelton, J. Nicole; Chavous, Tabbye M.

    1999-01-01

    Examined how racial factors influence college women's perceptions of sexual harassment with samples of 46 black and 89 white women. Data suggest that sexual harassment between black women and black men is trivialized compared to sexual behavior between black women and white men. Discusses implications for the study of sexual harassment. (SLD)

  4. Freedom of Speech, Sexual Harassment, and Internet Filters in Academic Libraries.

    Science.gov (United States)

    Janssen, Avi

    2000-01-01

    Discusses the appropriateness and legality of Internet filters in any type of library and suggests that there is a much less tenable legal justification for Internet filters in academic libraries. Topics include freedom of speech; pornography versus obscenity; sexual harassment; applicable court cases; and acceptable use policies. (LRW)

  5. Sexual Harassment and Dual-Career Issues: The Case of Megan.

    Science.gov (United States)

    Perrone, Kristin M.

    2002-01-01

    Presents a case example of an application of an ecological model of career development in a woman with sexual harassment issues in the workplace and challenges related to being part of a dual-career marriage. Suggests career counseling strategies and discusses potential barriers to effective counseling. (GCP)

  6. Evidence for the Need to Support Adolescents Dealing with Harassment and Cyber-Harassment: Prevalence, Progression, and Impact

    Science.gov (United States)

    Beran, Tanya N.; Rinaldi, Christina; Bickham, David S.; Rich, Michael

    2012-01-01

    The aim of this study was to determine the prevalence of harassment in high school and into university, and the impact of one particular form of harassment: cyber-harassment. Participants were 1,368 students at one US and two Canadian universities (mean age = 21.1 years, 676 female students). They responded on five-point scales to questions about…

  7. Sexual Harassment: The Relationship of Personal Vulnerability, Work Context, Perpetrator Status, and Type of Harassment to Outcomes.

    Science.gov (United States)

    O'Connell, Colleen E.; Korabik, Karen

    2000-01-01

    A survey of 214 female university employees found that gender harassment was most frequently experienced, but it was not related to age. Harassment by peers was associated with higher stress and intent to quit. Harassment by higher-level men was associated with a wider variety of negative outcomes. (SK)

  8. Mobbing and harassment in the steel enterprises

    Directory of Open Access Journals (Sweden)

    J. Vveinhardt

    2017-01-01

    Full Text Available Mobbing and harassment are widely analysed in organizations providing various services but are little studied in the companies undertaking industrial activities. Therefore, the aim of the paper is to diagnose the prevalence of mobbing and harassment in the steel enterprises. The case study analysis of the largest steel producer in the world, and specifically its division in Poland was used to determine the prevalence of these phenomena. It was found out that the said company is the example of the ethically and socially responsible organization. However, the interviews indicate that single cases of mobbing and harassment activities (though relatively rare were also observed. They were distributed among three groups of employees: 1 those who do physical work (are directly engaged in the production process; 2 employees involved in the administrative activity and sales; and 3 managerial staff.

  9. Reactions to sexual harassment of the physiotherapist

    Directory of Open Access Journals (Sweden)

    L. Bütow-Dûtoit

    2008-02-01

    Full Text Available This  paper follows on a previous paper describing a studyconducted on sexual harassment in the physiotherapy work environment inSouth Africa. A survey questionnaire was used to determine the reactions ofphysiotherapists  after  they  experienced  their  worst  incidents  of  sexualharassment. The most common method of handling the sexual harassmentwas to avoid the perpetrator or situation. The most common effects relatedto work performance after the sexual harassment had occurred, were adecrease in concentration, job pleasure and confidence in job performanceand the most common emotional effect experienced was anger.

  10. Reactions to sexual harassment of the physiotherapist

    OpenAIRE

    L. Bütow-Dûtoit; C.A. Eksteen; M. De Waal

    2008-01-01

    This  paper follows on a previous paper describing a studyconducted on sexual harassment in the physiotherapy work environment inSouth Africa. A survey questionnaire was used to determine the reactions ofphysiotherapists  after  they  experienced  their  worst  incidents  of  sexualharassment. The most common method of handling the sexual harassmentwas to avoid the perpetrator or situation. The most common effects relatedto work performance after the sexual harassment had occurred, were adecr...

  11. 77 FR 7143 - Grand Coulee Project Hydroelectric Authority; Notice of Preliminary Permit Application Accepted...

    Science.gov (United States)

    2012-02-10

    ... Project Hydroelectric Authority; Notice of Preliminary Permit Application Accepted for Filing and Soliciting Comments and Motions To Intervene On January 13, 2012, the Grand Coulee Project Hydroelectric... study the feasibility of the P.E. 46A Wasteway Hydroelectric Project, to be located on the P.E. 46A...

  12. 77 FR 7574 - Grand Coulee Project Hydroelectric Authority; Notice of Preliminary Permit Application Accepted...

    Science.gov (United States)

    2012-02-13

    ... Project Hydroelectric Authority; Notice of Preliminary Permit Application Accepted for Filing and Soliciting Comments and Motions To Intervene On January 13, 2012, the Grand Coulee Project Hydroelectric... study the feasibility of the P.E. Scooteney Wasteway Hydroelectric Project, to be located on the P.E...

  13. 78 FR 5854 - Application of Scott Air, LLC for Certificate Authority

    Science.gov (United States)

    2013-01-28

    ... DEPARTMENT OF TRANSPORTATION Office of the Secretary Application of Scott Air, LLC for Certificate Authority AGENCY: Department of Transportation. ACTION: Notice of order to show cause (Order 2013-1-12... to show cause why it should not issue an order finding Scott Air, LLC fit, willing, and able, and...

  14. 78 FR 44937 - Sabine Pass Liquefaction, LLC; Application for Long-Term Authorization To Export Liquefied...

    Science.gov (United States)

    2013-07-25

    ...) previously approved on domestic natural gas supply and demand fundamentals. DOE will also consider any other..., and with which trade in not prohibited by U.S. law or policy. In the portion of SPL's Application...) with which trade is not prohibited by U.S. law or policy. SPL requests that this authorization commence...

  15. 77 FR 76013 - Sempra LNG Marketing, LLC; Application for Blanket Authorization To Export Previously Imported...

    Science.gov (United States)

    2012-12-26

    ... marketing supplies of LNG. Sempra is a customer of the Cameron Terminal. On June 22, 2012, FE issued DOE/FE... DEPARTMENT OF ENERGY [FE Docket No. 12-155-LNG] Sempra LNG Marketing, LLC; Application for Blanket..., by Sempra LNG Marketing, LLC (Sempra LNG Marketing), requesting blanket authorization to export...

  16. 78 FR 4400 - Eni USA Gas Marketing LLC; Application for Blanket Authorization To Export Previously Imported...

    Science.gov (United States)

    2013-01-22

    ... in the business of purchasing and marketing supplies of LNG, and is a customer of the Cameron... DEPARTMENT OF ENERGY [FE Docket No. 12-161-LNG] Eni USA Gas Marketing LLC; Application for Blanket..., by Eni USA Gas Marketing LLC (Eni USA Gas Marketing), requesting blanket authorization to export...

  17. 21 CFR 1.95 - Application for authorization to relabel and recondition.

    Science.gov (United States)

    2010-04-01

    ... to relabel and recondition. Application for authorization to relabel or perform other action to bring the article into compliance with the act or to render it other than a food, drug, device or cosmetic may be filed only by the owner or consignee, and shall: (a) Contain detailed proposals for bringing...

  18. 75 FR 17691 - Foreign-Trade Zone 196 - Fort Worth, Texas, Application for Manufacturing Authority, ATC...

    Science.gov (United States)

    2010-04-07

    ... Worth, Texas, Application for Manufacturing Authority, ATC Logistics & Electronics (Cell Phone Kitting... million unit capacity) is used for the kitting and distribution of cell phones. Components and materials sourced from abroad (representing 96% of the value of the finished product) include: cell phone batteries...

  19. 77 FR 20356 - Foreign-Trade Zone 277-Western Maricopa County, AZ; Application for Manufacturing Authority...

    Science.gov (United States)

    2012-04-04

    ... Maricopa County, AZ; Application for Manufacturing Authority; Suntech Arizona, Inc., (Solar Panel... facility is used for the manufacture of 275 and 290 watt solar panels for industrial use. Components and... to solar panels (duty-free) for the foreign inputs noted above. Suntech would also be exempt from...

  20. 75 FR 12328 - Application of Charter Air Transport, Inc. for Commuter Authority

    Science.gov (United States)

    2010-03-15

    ... DEPARTMENT OF TRANSPORTATION Office of the Secretary Application of Charter Air Transport, Inc... interested persons to show cause why it should not issue an order finding Charter Air Transport, Inc., fit, willing, and able, and awarding it Commuter Air Carrier Authorization. DATES: Persons wishing to file...

  1. 75 FR 13332 - Application of Charter Air Transport, Inc. for Commuter Authority

    Science.gov (United States)

    2010-03-19

    ... DEPARTMENT OF TRANSPORTATION Office of the Secretary Application of Charter Air Transport, Inc. for Commuter Authority Correction In notice document 2010-5555 appearing on page 12328 in the issue of Monday, March 15, 2010, make the following correction: In the second column, in the first paragraph, in...

  2. Sexual harassment in Dentistry: prevalence in dental school

    Directory of Open Access Journals (Sweden)

    Cléa Adas Saliba Garbin

    2010-10-01

    Full Text Available OBJECTIVE: Sexual harassment is unlawful in all work and educational environments in most nations of the world. The goals of this study were to describe the sexual harassment prevalence and to evaluate the experiences and attitudes of undergraduate students in one dental school in Brazil. MATERIAL AND METHODS: An 18-item questionnaire was administered to 254 dental students with a completion rate of 82% (208. Students were requested to respond to questions about their background and academic level in dental school, their personal experiences with sexual harassment and their observation of someone else being sexually harassed. Bivariate statistical analyses were performed. RESULTS: Fifteen percent of the students reported being sexually harassed by a patient, by a relative of a patient or by a professor. Male students had 3 times higher probability of being sexually harassed than female student [OR=2.910 (1.113-7.611]. Additionally, 25.4% of the students reported witnessing sexual harassment at the school environment. The majority of students did not feel professionally prepared to respond to unwanted sexual behaviors. CONCLUSION: These findings demonstrate that sexual harassment can occur in a dental school setting. There is a need for ongoing sexual harassment education programs for students and university staff. Increased knowledge of sexual harassment during graduation can better prepare dental professionals to respond to sexual harassment during their practice.

  3. Sexual harassment in dentistry: prevalence in dental school.

    Science.gov (United States)

    Garbin, Cléa Adas Saliba; Zina, Lívia Guimarães; Garbin, Artênio José Insper; Moimaz, Suzely Adas Saliba

    2010-01-01

    Sexual harassment is unlawful in all work and educational environments in most nations of the world. The goals of this study were to describe the sexual harassment prevalence and to evaluate the experiences and attitudes of undergraduate students in one dental school in Brazil. An 18-item questionnaire was administered to 254 dental students with a completion rate of 82% (208). Students were requested to respond to questions about their background and academic level in dental school, their personal experiences with sexual harassment and their observation of someone else being sexually harassed. Bivariate statistical analyses were performed. Fifteen percent of the students reported being sexually harassed by a patient, by a relative of a patient or by a professor. Male students had 3 times higher probability of being sexually harassed than female student [OR=2.910 (1.113-7.611)]. Additionally, 25.4% of the students reported witnessing sexual harassment at the school environment. The majority of students did not feel professionally prepared to respond to unwanted sexual behaviors. These findings demonstrate that sexual harassment can occur in a dental school setting. There is a need for ongoing sexual harassment education programs for students and university staff. Increased knowledge of sexual harassment during graduation can better prepare dental professionals to respond to sexual harassment during their practice.

  4. Gender influence on perceptions of hostile environment sexual harassment.

    Science.gov (United States)

    Baird, C L; Bensko, N L; Bell, P A; Viney, W; Woody, W D

    1995-08-01

    Perceptions of sexual harassment were investigated as a function of perpetrators' and recipients' gender. Undergraduate students (100 women, 98 men) were presented 34 scenarios of men and women interacting at work. Participants were asked to read carefully each scenario and indicate on a scale anchored by 1 (strongly disagree) and 7 (strongly agree) their opinions as to whether the scenario represented an incident of sexual harassment. Analysis indicated that women rated "hostile environment" scenarios as more harassing than men, and male perpetrators were rated as more harassing than female perpetrators. Even though some scenarios were rated as more harassing than others, the full range of the 7-point scale was used on every scenario, indicating a lack of agreement on what constitutes harassment. This lack of agreement highlights the debate within the legal community about whether the "reasonable person" or the "reasonable woman" standard should be used to judge sexual harassment in the workplace.

  5. No Girls Allowed: Women in Male-Dominated Majors Experience Increased Gender Harassment and Bias.

    Science.gov (United States)

    Dresden, Brooke E; Dresden, Alexander Y; Ridge, Robert D; Yamawaki, Niwako

    2018-06-01

    The prevalence of gender harassment in male-dominated workforces has been well established, but little is known regarding the experiences of women in male-dominated majors within academia. The current study examines the experiences and gender-related biases of 146 male and female students in male-dominated (MD) and gender-equivalent (GE) majors. This study hypothesizes that men from MD majors, as opposed to GE majors, will exhibit more explicit and implicit bias regarding women in positions of power and authority, resulting in a higher prevalence of gender harassment towards women in MD majors. Results showed that there was no significant difference in self-reported explicit bias against women in positions of power and authority between men from MD and GE majors, but there was significantly more implicit bias among men from MD majors as opposed to GE majors. Additionally, women from MD majors experienced significantly more gender harassment than women from GE majors. Implications of these findings and suggestions to assist those working in education to combat these biases and instances of harassment are discussed.

  6. Have you been sexually harassed in school? What female high school students regard as harassment.

    Science.gov (United States)

    Witkowska, Eva; Gillander Gådin, Katja

    2005-01-01

    The aim of the study was to explore what behaviors experienced from peers and school staff at school are acknowledged as sexual harassment, and perceived as problematic, by female high school students, and what other factors may be relevant. Analyses were performed of responses (to 540 questionnaires) in an anonymous self-report mail survey from a random sample of female Swedish high-school students (59% response rate). Exposure to relevant behaviors, of varying levels of severity, alone, does not explain the acknowledgment of harassment. Many students were subjected to many of the potentially offensive behaviors without labeling them as sexual harassment, despite the fact that they saw many of them as problematic. Further, viewing the relevant behaviors as problems in one's school did not necessarily lead to acknowledging that sexual harassment in general was a problem. However, the behaviors seen as problems were less likely to be dismissed as sexual harassment than personal experiences. This was especially true of the most common behaviors, namely verbal ones. The results demonstrate female students' reluctance to label incidents as sexual harassment, despite the fact that actual behaviors are perceived as environmental problems. Potentially offensive sex-related behaviors become normalized in the school environment and are difficult to address, when little support is provided by schools.

  7. Perceptions of Sexual Harassment in Athletic Training

    Science.gov (United States)

    Shingles, René Revis; Smith, Yevonne

    2008-01-01

    Objective: To describe and analyze the experiences of ethnically diverse female certified athletic trainers (ATCs) in order to discern the perceived nature of sexual harassment in the athletic training profession. Design and Setting: Both quantitative and qualitative methods were used for a larger study; however, only the qualitative data are…

  8. Legal Consciousness and Responses to Sexual Harassment*

    Science.gov (United States)

    Blackstone, Amy; Uggen, Christopher; McLaughlin, Heather

    2009-01-01

    Studies of legal mobilization often focus on people who have perceived some wrong, but rarely consider the process that selects them into the pool of potential “mobilizers.” Similarly, studies of victimization or targeting rarely go on to consider what people do about the wrong, or why some targets come forward and others remain silent. We here integrate sociolegal, feminist, and criminological theories in a conceptual model that treats experiencing sexual harassment and mobilizing in response to it as interrelated processes. We then link these two processes by modeling them as jointly determined outcomes and examine their connections using interviews with a subset of our survey respondents. Our results suggest that targets of harassment are selected, in part, because they are least likely to tell others about the experience. Strategies that workers employ to cope with and confront harassment are also discussed. We find that traditional formal/informal dichotomies of mobilization responses may not fully account for the range of ways individuals respond to harassment, and we propose a preliminary typology of responses. PMID:20300446

  9. Sexual Harassment in the Federal Workplace.

    Science.gov (United States)

    Newman, Meredith A.; Jackson, Robert A.; Baker, Douglas D.

    2003-01-01

    Data from the U.S. Merit Systems Protection Board (n=8,081) determined that worker characteristics (age, marital status, employment status) are the principal influence on the likelihood that workers will be sexually harassed. Those most likely also perceive training to be ineffective. Training programs must be reevaluated and upgraded. (Contains…

  10. 29 CFR 1606.8 - Harassment.

    Science.gov (United States)

    2010-07-01

    ... Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION GUIDELINES ON DISCRIMINATION BECAUSE... to Guidelines on Discrimination Because of Sex, § 1604.11(a) n. 1, 45 FR 7476 sy 74677 (November 10... for acts of harassment in the workplace on the basis of national origin, where the employer, its...

  11. Student-on-Student Sexual Harassment

    Science.gov (United States)

    Rogers, Frances E.

    2011-01-01

    No school board member, administrator, or teacher wants to see a student suffering from taunts of the student's peers, but with budget cutbacks, reductions in force, and increased class size, teachers and administrators are stretched too thin to easily identify, investigate, and remedy student-on-student harassment. But school districts must…

  12. Author Details

    African Journals Online (AJOL)

    Knowledge of HIV/sexually transmitted infections, sexual behavior and HIV ... and outcome of HIV+ sero-status disclosure to a significant other among men and ... Prevalence of sexual harassment/victimization of female students in Ebonyi ...

  13. The case of the hidden harassment.

    Science.gov (United States)

    Niven, D; Wang, C; Rowe, M P; Taga, M; Vladeck, J P; Garron, L C

    1992-01-01

    The past year has seen a growing public awareness of sexual harassment in the workplace. The question of what constitutes sexual harassment and how to recognize it has been debated in the news, the courts, and Congress. This HBR case study is less concerned with defining it than with examining what a manager should do about it. When Filmore Trust manager Jerry Tarkwell found out one of his employees was being sexually harassed on the job, he thought he knew exactly what to do. Following company policy, he immediately notified the bank's equal employment office. Then he called Jill McNair, the employee being harassed. Her response dumbfounded him. "You had no right to call EEO before talking to me," McNair said angrily. Do you have any idea what could happen to me and to my career if people find out about this?" Tarkwell didn't understand; McNair wasn't to blame. He believed the only person who should be worried was the harasser. Tarkwell tried to spell out the procedure for her. "All you have to do is write a letter and ..." McNair cut him off. "If this gets investigated by EEO, everyone in the building could be questioned. I'll probably get transferred, and then I won't have a chance at promotion. And who'd want to work with me? Every man in the company would be afraid I'd report him if he so much as opened a door for me."(ABSTRACT TRUNCATED AT 250 WORDS)

  14. Sexual harassment at work in the United States.

    Science.gov (United States)

    Das, Aniruddha

    2009-12-01

    Using nationally representative data from the 1992 U.S. National Health and Social Life Survey, this study queried the prevalence and risk factors of lifetime workplace sexual harassment among both women and men. Among those aged 18-60 reporting ever having worked, 41% of women (CI, 37-44) reported any workplace harassment over their lifetime, with men's harassment prevalence significantly lower, at 32% (CI, 29-35). In the youngest age groups (those in their 20s or younger), there was no statistically significant difference between women's and men's harassment prevalence. Multivariate analysis of risk factors suggested that, in contrast to much of the harassment literature, among both genders workplace harassment seemed to have at least as much to do with a system of "routine activities" mechanisms-a victim's conscious or unconscious sexual signaling, more exposure to potential harassers, and a perpetrator's lower cost of harassment-as with unobserved differences in power between victim and perpetrator. Strikingly, both women's and men's harassment was strongly linked to markers of sexualization, whether early developmental factors or behavioral patterns in adulthood-a mechanism insufficiently emphasized in the harassment literature.

  15. Youth experiences with multiple types of prejudice-based harassment.

    Science.gov (United States)

    Bucchianeri, Michaela M; Gower, Amy L; McMorris, Barbara J; Eisenberg, Marla E

    2016-08-01

    Despite prejudice-based harassment's associations with serious physical and mental health risks, research examining multiple forms of harassment among children/adolescents is lacking. This study documents the prevalence of prejudice-based harassment (i.e., harassment on the basis of gender, race/ethnicity, weight or physical appearance, sexual orientation, and disability status) among a large, statewide, school-based Midwestern U.S. sample of 162,034 adolescents. Weight-/appearance-based harassment was most prevalent among both girls (25.3%) and boys (19.8%). Adolescents from certain vulnerable groups experienced higher rates of multiple types of harassment, even when controlling for other sociodemographic characteristics. Prejudice-based harassment experiences are prevalent among adolescent girls and boys. Differential rates of each type of harassment are reported across groups within the corresponding sociodemographic status (e.g., white female adolescents report a significantly lower rate of race-based harassment (4.8%), as compared to Native American (18.6%), mixed/other race (18.9%), Hispanic/Latina (21.5%), Asian/Pacific Islander (24.2%), or Black/African American (24.8%) female adolescents); but a pattern of cross-harassment also is evident, such that differences in prevalence of each harassment type emerge across a variety of statuses (e.g., disability-based harassment was statistically significantly higher among discordant heterosexual (12.7%), gay (13.0%), bisexual (15.3%), and unsure (15.3%) male adolescents than among heterosexual male (7.2%) adolescents). Adolescents from specific sociodemographic groups are particularly vulnerable to certain types of harassment. Copyright © 2016 The Foundation for Professionals in Services for Adolescents. Published by Elsevier Ltd. All rights reserved.

  16. Harassment in Workplace Among School Teachers: Development of Survey

    Science.gov (United States)

    Russo, Andrea; Milić, Ranko; Knežević, Bojana; Mulić, Rosanda; Mustajbegović, Jadranka

    2008-01-01

    Aim To study the incidence of harassment in the workplace among teachers at primary and secondary schools. Methods We analyzed the existing questionnaires on harassment in the workplace and developed a new one was to specifically address harassment of teachers in the public education sector. The questionnaire was then experimentally applied to a sample of 764 primary and secondary school teachers in Split Dalmatia County, Croatia. It included three scales –exposure to harassment, witnessing harassment, and disturbance by harassment. Validity of the three scales was examined by factor analysis. Results All three scales showed satisfactory metric characteristics: Cronbach α coefficient was 0.93 for exposure scale, 0.95 for witnessing scale, and 0.97 for disturbance scale. Out of 764 teachers surveyed, 164 (22.4%) were exposed to and 192 (31.7%) witnessed different kinds of harassment in the previous 12 months. There were significantly more of those who experienced harassment as witnesses (χ21 = 249.301; P harassment disturbed women more than men (χ21 = 5.27; P = 0.022). Those who were exposed to harassment had significantly lower median age (42; range 23-68) than those who were not exposed (45; range 23-65) (U = 31401.50; z = 2.129; P = 0.033). Conclusion The questionnaire registered wide spectrum of harassment types, indicating the need for continuous monitoring and systematic work on the prevention of these phenomena. The study showed that exposure to harassment is associated with age, indicating that younger teachers should be the target population for detection and prevention of workplace harassment. PMID:18717002

  17. 76 FR 34203 - Foreign-Trade Subzone 78A Application for Expansion of Manufacturing Authority Nissan North...

    Science.gov (United States)

    2011-06-13

    ... Application for Expansion of Manufacturing Authority Nissan North America, Inc. (Electric Passenger Vehicles... with authority granted for the manufacture of light-duty pickup trucks at the NNA plant located at 983...-1997). The applicant now seeks to expand the scope of authority to include electric-powered, light-duty...

  18. Sexual harassment in the Chinese workplace. Attitudes toward and experiences of sexual harassment among workers in Taiwan.

    Science.gov (United States)

    Luo, T Y

    1996-09-01

    This study, with the use of a questionnaire survey method, examined the characteristics of sexual harassment experiences and the dynamics of the attitudes toward sexual harassment among male and female workers in Taipei. An occupationally representative sample of male and female workers was recruited to participate in the survey. The findings showed that 1 in 4 workers in Taipei experienced some sort of sexual harassment in the workplace, 36% (n = 493) of the surveyed women and 13% (n = 415) of the surveyed men reported experiencing workplace sexual harassment. The most frequently reported type of sexual harassment was unwanted sexual jokes/comments, followed by unwanted deliberate body contact, and unwanted requests/pressure for a date. The major source of sexual harassment came from coworkers of the opposite sex. Majority of the alleged victims attributed their sexual harassment incident to insensitivity of the initiator. In being consistent with previous research, the study established three attitudinal models toward sexual harassment among Chinese workers: the victim-blame/trivialization model, the natural/biological explanation, and the power/manipulation model. The study found no consistent relationship between the self-rated attitudes toward sexual harassment and the self-reported sexual harassment experiences.

  19. Universal problems during residency: abuse and harassment.

    Science.gov (United States)

    Nagata-Kobayashi, Shizuko; Maeno, Tetsuhiro; Yoshizu, Misaki; Shimbo, Takuro

    2009-07-01

    Perceived abuse or harassment during residency has a negative impact on residents' health and well-being. This issue pertains not only to Western countries, but also to those in Asia. In order to launch strong international preventive measures against this problem, it is necessary to establish the generality and cultural specificity of this problem in different countries. Therefore, we investigated mistreatment among resident doctors in Japan. In 2007, a multi-institutional, cross-sectional survey was conducted at 37 hospitals. A total of 619 residents (409 men, 210 women) were recruited. Prevalence of mistreatment in six categories was evaluated: verbal abuse; physical abuse; academic abuse; sexual harassment; gender discrimination, and alcohol-associated harassment. In addition, alleged abusers, the emotional effects of abusive experiences, and reluctance to report the abuse to superiors were investigated. Male and female responses were statistically compared using chi-square analysis. A total of 355 respondents (228 men, 127 women) returned a completed questionnaire (response rate 57.4%). Mistreatment was reported by 84.8% of respondents (n = 301). Verbal abuse was the most frequently experienced form of mistreatment (n = 256, 72.1%), followed by alcohol-associated harassment (n = 184, 51.8%). Among women, sexual harassment was also often reported (n = 74, 58.3%). Doctors were most often reported as abusers (n = 124, 34.9%), followed by patients (n = 77, 21.7%) and nurses (n = 61, 17.2%). Abuse was reported to have occurred most frequently during surgical rotations (n = 98, 27.6%), followed by rotations in departments of internal medicine (n = 76, 21.4%), emergency medicine (n = 41, 11.5%) and anaesthesia (n = 40, 11.3%). Very few respondents reported their experiences of abuse to superiors (n = 36, 12.0%). The most frequent emotional response to experiences of abuse was anger (n = 84, 41.4%). Mistreatment during residency is a universal phenomenon. Deliberation

  20. Don't Try This at Home: Using a Multilayered Approach to Teach the Law of Sexual Harassment and Sexual Harassment Investigations

    Science.gov (United States)

    Halgas, Jordan T. L.

    2006-01-01

    In a litigious society, it is of particular importance that students understand the law of sexual harassment and sexual harassment investigations. Sexual harassment litigation can create a heavy financial burden on employers. Sexual harassment investigations and litigation also cause a social impact on employers. In order to provide students with…

  1. Sexual harassment in academia: legal and administrative challenges.

    Science.gov (United States)

    Dowell, M

    1992-01-01

    Guidelines and institutional policies regarding sexual harassment in academia have a relatively short and controversial background. Deference to Equal Employment Opportunity Commission (EEOC) guidelines in employment sexual harassment incidents guides much of the thinking in contemporary courts. Title IX of the Educational Amendments and the Civil Rights Restoration Act of 1987 are but two of the legal redresses available to students with harassment grievance complaints. Lack of definition of the term as well as research studies in nursing complicate the issue of sexual harassment. The potential impact of harassment on nursing students both in the classroom and in the practice area is significant. Nursing administrators and educators must be proactive in writing and implementing policies regarding sexual harassment.

  2. Sexual harassment in the workplace: it is your problem.

    Science.gov (United States)

    Kane-Urrabazo, Christine

    2007-09-01

    Sexual harassment and hostile work environments are explored. Managerial roles are discussed, including taking a proactive approach and dealing appropriately with an employee's claim. Nurse managers must confront the issue of sexual harassment as complaints continue to develop throughout the industry. Because managers are responsible for employees' actions, it is essential that they familiarize themselves with what constitutes the act and how to handle a claim. Sexual harassment is defined by US Civil Rights Acts (1964 and 1991), US Equal Employment Opportunity Commission, UK's Equal Opportunities Commission, American Nurses Association and the Royal College of Nursing. Frederick Herzberg's Two-Factor Theory of Motivation is also related to workplace sexual harassment. Sexual harassment is a widespread problem within the industry, claiming both men and women as its victims. Managers can be held responsible for sexual harassment even if they are unaware of the existence of behaviour.

  3. Sexual harassment of the physiotherapist in South Africa

    Directory of Open Access Journals (Sweden)

    L. Bütow-Dûtoit

    2006-01-01

    Full Text Available No study  has been conducted on sexual harassment of physiotherapists in South Africa and it is therefore not known whether harassment occurs and if it does, to what extent. To this purpose, a questionnaire on  sexual harassment and other sexual-related issues in the physiotherapy work environment in South Africa, was sent to a random selection of  982 physiotherapists registered with the Health Professions Council of South Africa. The response rate was 32%. This paper presents the results of the first half of the questionnaire, which was devoted to sexual harassment of the physiotherapist.  Approximately 60% had experienced sexual harassment, of which 83.98% had been perpetrated by patients. Only 5.82% of the respondents had received some form of information in this regard. The most common form of harassment was requests for a hug or kiss.

  4. Hispanic perspectives on sexual harassment and social support.

    Science.gov (United States)

    Cortina, Lilia M

    2004-05-01

    Bridging the social support, sexual victimization, and cultural psychology literatures, this study examines social-support processes in the context of sexual harassment and Hispanic American culture. Surveys were administered to a community sample of Hispanic American working women, 249 of whom described some encounter with sexual harassment at work. Regression results provided mixed backing for hypotheses about support-seeking behavior, which appeared largely dependent on the social power of the harassment perpetrator. Additional findings upheld predictions about support-perception patterns; harassed women perceived more supportive social reactions when they turned to informal networks of friends and family, but responses were less positive when they turned to formal, organizational sources. Finally, as expected, perceived support and acculturation interacted to moderate relations between sexual harassment and job satisfaction. The article concludes with implications for research and interventions related to social support and sexual harassment.

  5. Advances in the understanding of same-sex and opposite-sex sexual harassment

    OpenAIRE

    Bendixen, Mons; Kennair, Leif Edward Ottesen

    2017-01-01

    Sexual harassment has traditionally been studied as men's harassment of women. This has led to a lack of knowledge about same sex harassment, and women harassing peers. This has also downplayed the inherent sexual nature of sexual harassment acts. While keeping in mind that sexual harassment is undesirable and causes distress, one needs to consider that many acts that are perceived as unwanted may not primarily be motivated by a wish to derogate but rather by an interest in soliciting short-t...

  6. To Confront Versus not to Confront: Women’s Perception of Sexual Harassment

    OpenAIRE

    María del Carmen Herrera; Antonio Herrera; Francisca Expósito

    2017-01-01

    Current research has postulated that sexual harassment is one of the most serious social problems. Perceptions of sexual harassment vary according to some factors: gender, context, and perceiver’s ideology. The strategies most commonly used by women to cope with harassment range from avoiding or ignoring the harasser to confronting the harasser or reporting the incident. The aim of this study was to explore women’s perception of sexual harassment, and to assess the implications of different v...

  7. Judical Remedies for Sexual Harassment and Its Limit

    OpenAIRE

    戒能, 民江

    2007-01-01

    Equal Opportunities in the Employment (Amendment) Act of 2006 has introduced the employers' compulsory obligation to prevent sexual harassment and has reinforced the employers' liability for taking measures against sexual harassment in the workplace. Recently some court cases charging sexual harassment as sexual violence have appeared. These cases of rape in the workplace try defendants from the viewpoint of psychological studies, using such concepts as rape-trauma syndrome. These trends, how...

  8. Sexual Harassment of Newcomers in Elder Care. An Institutional Practice?

    OpenAIRE

    Jo Krøjer; Sine Lehn-Christiansen; Mette Lykke Nielsen

    2014-01-01

    Sexual harassment is illegal and may have very damaging effects on the people exposed to it. One would expect organizations, employers, and institutions to take very good care to prevent employees from exposure to sexual harassment from anyone in their workplace. And yet, many people, mostly women, are exposed to sexual harassment at work. In care work, such behaviour is often directed toward their female caregiver by elderly citizens in need of care. Contemporary Nordic studies of working li...

  9. Arresting Tailhook: The Prosecution of Sexual Harassment in the Military

    Science.gov (United States)

    1993-04-01

    harassment conduct. It concludes that the direct criminalization of sexual harassment poses serious constitutional and practical problems that need...34an unlawful employment practice for any employer . . . to discriminate against an individual with respect to his compensation, terms, conditions, or...women only after they either simulated masturbating it or performing fellatio on it) 76 had official "zero tolerance" policies on sexual harassment

  10. Harassment in workplace among school teachers: development of a survey.

    Science.gov (United States)

    Russo, Andrea; Milić, Ranko; Knezević, Bojana; Mulić, Rosanda; Mustajbegović, Jadranka

    2008-08-01

    To develop a questionnaire on harassment in the workplace among teachers at primary and secondary schools. We analyzed the existing questionnaires on harassment in the workplace and developed a new one was to specifically address harassment of teachers in the public education sector. The questionnaire was then experimentally applied to a sample of 764 primary and secondary school teachers in Split Dalmatia County, Croatia. It included three scales -exposure to harassment, witnessing harassment, and disturbance by harassment. Validity of the three scales was examined by factor analysis. All three scales showed satisfactory metric characteristics: Cronbach alpha coefficient was 0.93 for exposure scale, 0.95 for witnessing scale, and 0.97 for disturbance scale. Out of 764 teachers surveyed, 164 (22.4%) were exposed to and 192 (31.7%) witnessed different kinds of harassment in the previous 12 months. There were significantly more of those who experienced harassment as witnesses (chi(2)(1)=249.301; Pharassment disturbed women more than men (chi(2)(1)=5.27; P=0.022). Those who were exposed to harassment had significantly lower median age (42; range 23-68) than those who were not exposed (45; range 23-65) (U=31401.50; z=2.129; P=0.033). The questionnaire registered wide spectrum of harassment types, indicating the need for continuous monitoring and systematic work on the prevention of these phenomena. The study showed that exposure to harassment is associated with age, indicating that younger teachers should be the target population for detection and prevention of workplace harassment.

  11. FACTORS INFLUENCING SEXUAL HARASSMENT IN THE MALAYSIAN WORKPLACE

    OpenAIRE

    Lee Kum Chee; Mohd Nazari Ismail; Chan Foong Bee

    2007-01-01

    This study examined the potential risks factors associated with sexually harassing behaviors within the framework of the four-factor model of sexual harassment. The factors examined are unprofessional work environment, skewed gender ratio in the workplace, knowledge of grievance procedure for sexual harassment, sexist attitudes among co-workers, privacy of workspace, physical attractiveness, dress manner of victims, job status, and sex roles. The dependent variable is incidence of sexual hara...

  12. Workplace harassment, services utilization, and drinking outcomes.

    Science.gov (United States)

    Rospenda, Kathleen M

    2002-04-01

    Given the negative outcomes associated with sexual harassment (SH) and generalized nonsexual workplace harassment (GWH), this study examines the relationship between SH and GWH and help-seeking behavior in a sample of 2,038 university employees. Employees who experienced SH or GWH were more likely to report having sought mental health or health services to deal with workplace issues, compared with those who did not experience SH or GWH, controlling for job stress and prior services use. Women experiencing GWH were more likely to use services than men, but the same was not true for SH. Men experiencing SH who sought services exhibited higher levels of some alcohol outcomes, contrary to expectations. Implications for workplace interventions and for service providers are discussed.

  13. Sexual harassment. Violence against women in the workplace.

    Science.gov (United States)

    Fitzgerald, L F

    1993-10-01

    Sexual harassment has been a fixture of the workplace since women first began to work outside the home. Although true epidemiological studies do not exist, large-scale surveys of working women suggest that approximately 1 of every 2 women will be harassed at some point during their academic or working lives. The data indicate that harassment is degrading, frightening, and sometimes physically violent; frequently extends over a considerable period of time; and can result in profound job-related, psychological; and health-related consequences. This article provides a brief review of the prevalence and consequences of sexual harassment and outlines social policy implications for research, legislation, and primary prevention.

  14. Stop Harassment! Men’s reactions to victims’ confrontation

    Directory of Open Access Journals (Sweden)

    M. Carmen Herrera

    2014-07-01

    Full Text Available Sexual harassment is one of the most widespread forms of gender violence. Perceptions of sexual harassment depend on gender, context, the perceivers’ ideology, and a host of other factors. Research has underscored the importance of coping strategies in raising a victim’s self-confidence by making her feel that she plays an active role in overcoming her own problems. The aim of this study was to assess the men’s perceptions of sexual harassment in relation to different victim responses. The study involved 101 men who were administered a questionnaire focusing on two of the most frequent types of harassment (gender harassment vs. unwanted sexual attention and victim response (confrontation vs. non confrontation, both of which were manipulated. Moreover, the influences of ideological variables, ambivalent sexism, and the acceptance of myths of sexual harassment on perception were also assessed. The results highlight the complexities involved in recognizing certain behaviors as harassment and the implications of different victim responses to incidents of harassment. As the coping strategies used by women to confront harassment entail drawbacks that pose problems or hinder them, the design and implementation of prevention and/or education programs should strive to raise awareness among men and women to further their understanding of this construct.

  15. Sexual harassment victimization in adolescence: Associations with family background.

    Science.gov (United States)

    Kaltiala-Heino, Riittakerttu; Fröjd, Sari; Marttunen, Mauri

    2016-06-01

    Sexual harassment has been studies as a mechanism reproducing inequality between sexes, as gender based discrimination, and more recently, as a public health problem. The role of family-related factors for subjection to sexual harassment in adolescent has been little studied. Our aim was to study the role of socio-demographic family factors and parental involvement in adolescent's persona life for experiences of sexual harassment among 14-18-year-old population girls and boys. An anonymous cross-sectional classroom survey was carried out in comprehensive and secondary schools in Finland. 90953 boys and 91746 girls aged 14-18 participated. Sexual harassment was elicited with five questions. Family structure, parental education, parental unemployment and parental involvement as perceived by the adolescent were elicited. The data were analyzed using cross-tabulations with chi-square statistics and logistic regressions. All types of sexual harassment experiences elicited were more common among girls than among boys. Parental unemployment, not living with both parents and low parental education were associated with higher likelihood of reporting experiences of sexual harassment, and parental involvement in the adolescent's personal life was associated with less reported sexual harassment. Parental involvement in an adolescent's life may be protective of perceived sexual harassment. Adolescents from socio-economically disadvantaged families are more vulnerable to sexual harassment than their more advantaged peers. Copyright © 2016 Elsevier Ltd. All rights reserved.

  16. SIAM conference on applications of dynamical systems. Abstracts and author index

    Energy Technology Data Exchange (ETDEWEB)

    1992-12-31

    A conference (Oct.15--19, 1992, Snowbird, Utah; sponsored by SIAM (Society for Industrial and Applied Mathematics) Activity Group on Dynamical Systems) was held that highlighted recent developments in applied dynamical systems. The main lectures and minisymposia covered theory about chaotic motion, applications in high energy physics and heart fibrillations, turbulent motion, Henon map and attractor, integrable problems in classical physics, pattern formation in chemical reactions, etc. The conference fostered an exchange between mathematicians working on theoretical issues of modern dynamical systems and applied scientists. This two-part document contains abstracts, conference program, and an author index.

  17. Harassment in the workplace - defining the boundaries

    CERN Multimedia

    2002-01-01

    Around 300 people attended the talk on 'Sexual and psychological harassment: suffering at work' given by specialist Véronique Ducret at CERN at the end of May. The Equal Opportunities Advisory Panel organised this event with the aim of making it clear to CERN personnel what sexual harassment and mobbing are, and how to combat them.   Véronique Ducret during her talk at CERN. A look can have a thousand different connotations. But at what point does it stop being just a look and become an intrusion on someone's privacy? When someone persists in this kind of behaviour, it ends up by making the other person feel uncomfortable. This was one of the questions that was answered during Véronique Ducret's talk on 'Sexual and psychological harassment: suffering at work'. Another question answered concerned mobbing - up to what point is it acceptable to put pressure on someone at work? Here again her answer pointed to situations which persist over time and the manner in which the pressure is applied. These kinds o...

  18. Sexual harassment: Have we made any progress?

    Science.gov (United States)

    Quick, James Campbell; McFadyen, M Ann

    2017-07-01

    Sexual harassment (SH) is a continuing, chronic occupational health problem in organizations and work environments. First addressed in the Journal of Occupational Health Psychology through a 1998 Special Section on Sexual Harassment, we return to this consequential issue. If the goal is to reduce SH in organizations, and we believe that it should be, then a key question is whether we have made progress in 2 decades. The answer is mixed. Yes, there is a 28% decline in SH complaints. No, there is an increase in complaints by males. No, there has been an increase in the percentage of merit resolutions and monetary benefits. Maybe, because how do we explain the complexity of SH with emergent gay, lesbian, and transgender workforce members. One persistent problematic aspect of SH lack of agreement on definition. We address 2 of the 3 definitional approaches. We consider the broad, negative consequences for organizations and for individual victims. Harassers and aggressors destroy lives, leaving long legacies of suffering. In addition, we offer some suggestions for moving forward in science and practice, with emphasis on the role of the bystander. We conclude that SH is a preventable, if not always predictable, occupational health problem. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  19. Moral harassment of public schools teachers.

    Science.gov (United States)

    Campos, Izabel Carolina Martins; Serafim, Alessandra da Cruz; Custódio, Kamilla Valler; da Silva, Lizandra; Cruz, Roberto Moraes

    2012-01-01

    Programs geared towards the occupational health of public workers, that include the prevention of moral harassment, have been created in Santa Catarina. Any institution identified for its poor records in regards to moral harassment will end up having its image tainted before society at large. This is due to its use of arbitrary and embarrassing means for accomplishing everyday tasks. This article aims to consider Workplace Psychological Harassment (WPH), its risks and implications for the health of public workers. The methodology chosen was a teacher's case study, which consisted of document research, interviews, anamnesis and observation, all in order to relate both theory and practice. The results indicate that WPH is a complex phenomenon, which can be studied in a variety of ways. WPH risks the biopsychosocial health of the worker, causing the deterioration in social-professional relations, illness, and incapacity, as well as higher costs and certain degradation in production. It is difficult to prove incidents and their impact. Nevertheless, this research concluded that WPH has harmful consequences for the physical and mental health of workers, and is in the ergonomic field, since part of this profession's role is to seek understanding of work in order to reorganize it.

  20. Patterns of workplace harassment, gender, and use of services: an update.

    Science.gov (United States)

    Rospenda, Kathleen M; Richman, Judith A; Shannon, Candice A

    2006-10-01

    Using three waves of data from an ongoing study of current and former university employees (N = 1,656), the authors reexamined the roles of sexual (SH) and generalized (GWH) workplace harassment and gender in predicting use of professional services by focusing on patterning (chronic, remission, onset, intermittent, and never harassed). The authors also reexamined whether services moderated relationships between SH and GWH patterns and drinking and mental health outcomes. All patterns of SH, but only chronic GWH, predicted increased odds of services use. Services use did not moderate relationship between SH patterns and outcomes, but was associated with lower alcohol consumption for men with GWH remission or chronicity, reduced escape drinking for those with GWH remission, and reduced hostility for those with intermittent GWH.

  1. The effects of harassment severity and organizational behavior on damage awards in a hostile work environment sexual harassment case.

    Science.gov (United States)

    Cass, Stacie A; Levett, Lora M; Kovera, Margaret Bull

    2010-01-01

    Community members reporting for jury duty (N = 128) read a sexual harassment trial summary in which harassment severity and the organization's sexual harassment policy and response were manipulated. Jurors who read the severe harassment scenario were more likely to agree that the plaintiff had suffered and should be compensated for her suffering and that the organization should be punished than were jurors who read the mild harassment scenario. When the organization had and enforced a sexual harassment policy, jurors believed that the plaintiff had suffered little and the organization should not be punished compared with conditions in which the organization did not have an enforced sexual harassment policy. Harassment severity influenced jurors' compensatory awards, and organizational behavior influenced jurors' punitive awards. These results have implications for plaintiffs, who must decide whether to claim specific or garden-variety damages; organizations, which could create or modify sexual harassment policy to limit damages; and trial lawyers, who could tailor arguments to maximize or minimize awards. 2009 John Wiley & Sons, Ltd.

  2. 20 CFR 726.103 - Application for authority to self-insure; effect of regulations contained in this part.

    Science.gov (United States)

    2010-04-01

    ... § 726.103 Application for authority to self-insure; effect of regulations contained in this part. As... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Application for authority to self-insure; effect of regulations contained in this part. 726.103 Section 726.103 Employees' Benefits EMPLOYMENT...

  3. Sexual Harassment in Employment: Recent Judicial and Arbitral Trends.

    Science.gov (United States)

    Aeberhard-Hodges, Jane

    1996-01-01

    Review of national legislation and key cases on sexual harassment in North America, Europe, Asia, and Africa identified the following trends: recognition of harassment as employment discrimination, the importance of the legal framework used and the composition of the hearing body, the issue of individual or employer liability, and the influence of…

  4. Top Management Team Crisis Communication after Claims of Sexual Harassment

    Science.gov (United States)

    Bull Schaefer, Rebecca A.; Crosswhite, Alicia M.

    2018-01-01

    Both sexual harassment and managerial crisis communication are important topics in undergraduate, graduate, and executive programs. This article describes a group role-play exercise that engages students in the process of responding to a public claim of workplace sexual harassment and requires small groups to share their reactions within a press…

  5. Disturbances in the Field: Sexual Harassment and Libraries.

    Science.gov (United States)

    Watstein, Sarah Barbara

    1993-01-01

    Examines the issue of sexual harassment in the library workplace and library profession. Laws relating to sexual harassment in the library are explored, and the immediate and long-term preventive solutions at the individual, institutional, and association levels are discussed. (KRN)

  6. Mapping sexual harassment in Egypt | CRDI - Centre de recherches ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    28 mars 2017 ... More than 95 per cent of women in Egypt have experienced sexual harassment at least once, but many citizens there turn a blind eye when it happens. The HarassMap project is aiming to change that attitude at home and abroad, empowering women and changing the attitudes of men in the process.

  7. Sexual Harassment in Tertiary Science: Implications for Gender Equity

    African Journals Online (AJOL)

    The paper focuses on the incidence of sexual harassment in tertiary science education and its attendant effects on students and academics. Data from a survey of six higher institutions comprising two universities, two colleges of education and two polytechnics was used. Results indicate high rate of sexual harassment of ...

  8. Sexual harassment in the workplace: a case study of Nigeria ...

    African Journals Online (AJOL)

    Quietly, many women in the world face an uphill battle at home, at work and on college campuses. The battle is sexual harassment. The numbers are staggering. Every day, hundreds of thousands of women are sexually harassed. In the developing nations, because of customs and traditions, women are afraid to speak out.

  9. The Perception and Construction of Sexual Harassment by University Students

    Czech Academy of Sciences Publication Activity Database

    Vohlídalová, Marta

    2011-01-01

    Roč. 47, č. 6 (2011), s. 1119-1147 ISSN 0038-0288 R&D Projects: GA MŠk OK08007; GA ČR GAP 404/10/0021 Institutional research plan: CEZ:AV0Z70280505 Keywords : sexual harassment * higher education * anti-harassment policy Subject RIV: AO - Sociology, Demography Impact factor: 0.357, year: 2011

  10. Workplace Harassment among Staff in Higher Education: A Systematic Review

    Science.gov (United States)

    Henning, Marcus A.; Zhou, Chen; Adams, Peter; Moir, Fiona; Hobson, Jennifer; Hallett, Charlene; Webster, Craig S.

    2017-01-01

    Workplace harassment in higher education adversely impacts workforce productivity and has deleterious health effects on victims. The aim of this study was to review the literature pertaining to workplace harassment in higher education. This systematic literature search was conducted in December 2013 and completed in January 2014. Refereed journal…

  11. Addressing Issues of Workplace Harassment: Counseling the Targets.

    Science.gov (United States)

    Lewis, Jacqueline; Coursol, Diane; Wahl, Kay Herting

    2002-01-01

    Workplace harassment includes dysfunctional personal interactions characterized by bullying behaviors, personal attacks, and attempts to denigrate others. Targets of workplace harassment may experience stress, depression, low self-esteem, loss of sleep, and even posttraumatic stress disorder. Strategies that counselors can use to work effectively…

  12. Sexual Harassment and Experiential Education Programs: A Closer Look.

    Science.gov (United States)

    Loeffler, T. A.

    Sexual harassment can be devastating and have tremendous impact on the emotional well-being, physical health, and vocational success of those who experience it. It is especially important for outdoor education program staff to proactively address sexual harassment because these programs often take place in remote locations that may make escape…

  13. Developing a Sexual Harassment Policy for Sheldon Jackson College.

    Science.gov (United States)

    Craddick, Jan

    A practicum to determine the need for a sexual harassment policy and to develop an appropriate policy for Sheldon Jackson College, Alaska, is described. The objective of the practicum was to determine the impact of equal opportunity legislation, specifically as it relates to sexual harassment of students, on the private college campus. The…

  14. Crime of Power, Not Passion: Sexual Harassment in the Workplace.

    Science.gov (United States)

    Business and Professional Women's Foundation, Washington, DC.

    This paper focuses on the problem of sexual harassment in the workplace. The legal definition of sexual harassment as drawn up by the Equal Employment Opportunity Commission is: "unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that are explicitly or implicitly a term or condition…

  15. Toward a Definition of Sexual Harassment in the Workplace.

    Science.gov (United States)

    Vance, Suzy; Wendt, Anne

    2000-01-01

    Developed a construct of sexual issues/sexual harassment in the workplace based on survey responses of 101 participants in a training program on sexual harassment before the training and 111 participants after the training. Results show a progression of attitudes toward behaviors from safe to most dangerous. (SLD)

  16. Flirting and Sexual Harassment in the Workplace: An Exploratory Study.

    Science.gov (United States)

    Keyton, Joann; Rhodes, Steve

    A study identified the verbal and nonverbal behaviors that people associate with flirting as opposed to sexual harassment, determined whether people could successfully distinguish between flirting and sexual harassment, and examined the relationship between variables that might affect the first two objectives. Subjects, 57 females and 32 males…

  17. [Harassment in the workplace: clinic and psychopathological factors].

    Science.gov (United States)

    Robin, Gaëlle; Stéphan, Florian; Le Galudec, Mickaël; Hazif-Thomas, Cyril; Walter, Michel

    2011-01-01

    Harassment may be either moral, physical or sexual. It is defined as a phenomenon that happens repeatedly. It is underestimated in professional environments and probably even more so in private life. Without referring to a pathological personality, harassers have common pathological traits.

  18. Sexual harassment and health among male and female police officers

    NARCIS (Netherlands)

    de Haas, Stans; Hoing, Mechtild; Timmerman, M.C.

    2009-01-01

    The aims of this study were to investigate whether sexual harassment is related to mental and physical health of both men and women, and to explore the possible moderating effects of gender on the relation between sexual harassment and health. In addition, we investigated whether women were more

  19. Sexual harassment in northwest Europe - A cross-cultural comparison

    NARCIS (Netherlands)

    Timmerman, M.C.; Bajema, C.W.

    A substantial body of research addressing the issue of sexual harassment in the workplace has been developed over the past decade. In this article we consider the complexity of cross-cultural comparisons of the incidence rates of sexual harassment and present the results of our research on sexual

  20. Incidence and methodology in sexual harassment research in northwest Europe

    NARCIS (Netherlands)

    Timmerman, M.C.; Bajema, C.W.

    1999-01-01

    A substantial body of research addressing the issue of sexual harassment in the workplace has been developed over the past decade. In this article, we present the results of our review study of research on sexual harassment in the workplace in 11 Northern and Western European countries and consider

  1. Social Class and Workplace Harassment during the Transition to Adulthood

    Science.gov (United States)

    McLaughlin, Heather; Uggen, Christopher; Blackstone, Amy

    2008-01-01

    Young disadvantaged workers are especially vulnerable to harassment due to their age and social class position. As young people enter the workforce, their experiences of, and reactions to, harassment may vary dramatically from those of older adult workers. Three case studies introduce theory and research on the relationship between social class…

  2. Are men sexually harassed? If so, by whom?

    Science.gov (United States)

    Waldo, C R; Berdahl, J L; Fitzgerald, L F

    1998-02-01

    Research on sexual harassment has recently expanded to include examination of men's experiences. Such research, however, has ignored the power dynamics involved in sexual harassment and typically assumed exclusively heterosexual situations. We examine legal cases illustrating the many forms that male-male harassment may take and the complex array of situations in which such harassment occurs. We then report the frequencies of experiences of harassment in three large samples of working men as well as the sex of the perpetrators of the harassment. Finally, we examine men's evaluations of these situations to determine the degree to which they found them to be harassing in a psychological sense. Our results indicate that men experience potentially sexually harassing behaviors from other men at least as often as they do from women; however, men in all samples reported relatively few negative reactions to these experiences. Future research should examine the predictors and outcomes of such situations to clarify the meaning of such behavior for male targets.

  3. Sexual harassment in northwest Europe - A cross-cultural comparison

    NARCIS (Netherlands)

    Timmerman, M.C.; Bajema, C.W.

    1999-01-01

    A substantial body of research addressing the issue of sexual harassment in the workplace has been developed over the past decade. In this article we consider the complexity of cross-cultural comparisons of the incidence rates of sexual harassment and present the results of our research on sexual

  4. What Constitutes Sexual Harassment and How Should Administrators Handle It?

    Science.gov (United States)

    Mansfield, Katherine Cumings; Beck, Amy Gray; Fung, Kakim; Montiel, Marta; Goldman, Madeline

    2017-01-01

    Gender discrimination and sexual harassment persist on college campuses across the United States. This seems especially obvious at the beginning of the academic year when many freshman women and their parents are welcomed to campus with sexually explicit signs displayed on all-male residences. But, sometimes, sexual harassment and gender…

  5. Notoriety Yields Tragedy in Iowa Sexual-Harassment Cases

    Science.gov (United States)

    Wilson, Robin

    2009-01-01

    Sexual harassment broke into the national consciousness in 1991, when Anita Hill accused Clarence Thomas--then a nominee to the U.S. Supreme Court--of having made sexually inappropriate comments to her. The controversy spawned a flood of charges nationwide, including on college campuses. Since then colleges have tried to stem harassment with…

  6. Sexual Harassment Training and Reporting in Athletic Training Students

    Science.gov (United States)

    Mansell, Jamie; Moffit, Dani M.; Russ, Anne C.; Thorpe, Justin N.

    2017-01-01

    Context: Sexual harassment is a growing concern in higher education. Athletic training students should feel safe in their programs, whether in the didactic or clinical setting. Though the Commission on Accreditation of Athletic Training Education creates standards to keep the students safe, there are none regarding sexual harassment training for…

  7. 20 CFR 638.512 - Sexual behavior and harassment.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Sexual behavior and harassment. 638.512... establish rules concerning sexual behavior and harassment. See also §§ 638.539(g) and 638.813(a) of this... PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Center Operations § 638.512 Sexual behavior...

  8. Coping and Sexual Harassment: How Victims Cope across Multiple Settings.

    Science.gov (United States)

    Scarduzio, Jennifer A; Sheff, Sarah E; Smith, Mathew

    2018-02-01

    The ways sexual harassment occurs both online and in face-to-face settings has become more complicated. Sexual harassment that occurs in cyberspace or online sexual harassment adds complexity to the experiences of victims, current research understandings, and the legal dimensions of this phenomenon. Social networking sites (SNS) are a type of social media that offer unique opportunities to users and sometimes the communication that occurs on SNS can cross the line from flirtation into online sexual harassment. Victims of sexual harassment employ communicative strategies such as coping to make sense of their experiences of sexual harassment. The current study qualitatively examined problem-focused, active emotion-focused, and passive emotion-focused coping strategies employed by sexual harassment victims across multiple settings. We conducted 26 in-depth interviews with victims that had experienced sexual harassment across multiple settings (e.g., face-to-face and SNS). The findings present 16 types of coping strategies-five problem-focused, five active emotion-focused, and six passive emotion-focused. The victims used an average of three types of coping strategies during their experiences. Theoretical implications extend research on passive emotion-focused coping strategies by discussing powerlessness and how victims blame other victims. Furthermore, theoretically the findings reveal that coping is a complex, cyclical process and that victims shift among types of coping strategies over the course of their experience. Practical implications are offered for victims and for SNS sites.

  9. Predicting Online Harassment Victimization among a Juvenile Population

    Science.gov (United States)

    Bossler, Adam M.; Holt, Thomas J.; May, David C.

    2012-01-01

    Online harassment can consist of threatening, worrisome, emotionally hurtful, or sexual messages delivered via an electronic medium that can lead victims to feel fear or distress much like real-world harassment and stalking. This activity is especially prevalent among middle and high school populations who frequently use technology as a means to…

  10. Rethinking Adolescent Peer Sexual Harassment: Contributions of Feminist Theory

    Science.gov (United States)

    Conroy, Nicole E.

    2013-01-01

    This article provides an integrative review of the literature on adolescent sexual harassment and highlights potential contributions of feminist theory for research. Although developmental theories for studying sexual harassment are useful in their own right, the discussion focuses on how they fail to address the ways in which sexual harassment…

  11. DefenseLink Feature: Zero Tolerance for Sexual Assault, Harassment;

    Science.gov (United States)

    Websites Employee Resources Gender Relations Academies Work to Prevent Assault, Harassment WASHINGTON, Dec . 13, 2007 - The Defense Department's Annual Report on Sexual Harassment and Violence at the U.S assault at the U.S. service academies during the 2006-2007 school year, officials are calling them a sign

  12. Peer Sexual Harassment and Disordered Eating in Early Adolescence

    Science.gov (United States)

    Petersen, Jennifer L.; Hyde, Janet S.

    2013-01-01

    Peer sexual harassment is a pervasive problem in schools and is associated with a variety of negative mental health outcomes. Objectification theory suggests that sexual attention in the form of peer harassment directs unwanted attention to the victim's body and may lead to a desire to alter the body via disordered eating. In the current study, we…

  13. Sexual harassment in campus: awareness, risk factor, and effect ...

    African Journals Online (AJOL)

    Questionnaires were distributed to 351 students in a public university in East Coast Malaysia. The findings revealed that 58.6% of the respondents have been harassed at least once and majority of them were female. The greatest form of sexual harassment experience by the respondents was offensive behavior followed by ...

  14. Sexual Harassment: Why Men Don't Understand It.

    Science.gov (United States)

    Landis-Schiff, Tom

    1996-01-01

    Asserts that men's confusion concerning sexual harassment stems primarily from the difficulty inherent in trying to differentiate between traditional male sexual behavior and sexual harassment. Describes the "5C" model of traditional heterosexual male sexuality (control, conquest, competition, climax, and confusion). Presents approaches for…

  15. Sexual harassment and health among male and female police officers.

    Science.gov (United States)

    de Haas, Stans; Timmerman, Greetje; Höing, Mechtild

    2009-10-01

    The aims of this study were to investigate whether sexual harassment is related to mental and physical health of both men and women, and to explore the possible moderating effects of gender on the relation between sexual harassment and health. In addition, we investigated whether women were more often bothered by sexual harassment than men, and whether victims who report being bothered by the harassment experience more health problems compared to victims who did not feel bothered. A representative sample of 3,001 policemen and 1,295 policewomen in the Dutch police force filled out an Internet questionnaire. It appeared that women were more often bothered by sexual harassment than men, but gender did not moderate the relation between sexual harassment and mental and physical health. In addition, victims who felt bothered by the harassing behaviors reported more mental and physical health problems than victims who did not feel bothered. The distinction between bothered and nonbothered victims is important because appraisal is an essential aspect in the operationalization of sexual harassment. PsycINFO Database Record (c) 2009 APA, all rights reserved.

  16. Impact of Work Experiences on Attitudes toward Sexual Harassment.

    Science.gov (United States)

    Konrad, Alison M.; Gutek, Barbara A.

    1986-01-01

    Three theories account for individuals' perceptions of sexual harassment: (1) men and women view and define sexual harassment differently; (2) differential sexual experiences at work account for different perceptions; and (3) gender role "spillover" accounts for perceptual differences. A sample of 1,232 working men and women supports these…

  17. Escalating Commitment to a Relationship: The Sexual Harassment Trap.

    Science.gov (United States)

    Williams, Karen B.; Cyr, Ramona R.

    1992-01-01

    Studies divergent sexual harassment perceptions in a case of a perpetrator's gradual sexual advancements and a target's escalating commitment to their relationship, using 60 male and 60 female undergraduates. Males' ratings of sexual harassment decreased when female target participated in increasingly informal friendly interactions. Females'…

  18. Targets, Effects, and Perpetrators of Sexual Harassment in Newsrooms.

    Science.gov (United States)

    Brown, Cindy M.; Flatow, Gail M.

    1997-01-01

    Surveys Indiana journalists, finding that two models tested (the sociocultural model and the organizational model, both grounded in conception of power differences between harassed and harasser) have explanatory power, but that they explain the same results in different ways and sometimes combinations of the models provide better explanations of…

  19. 47 CFR 0.434 - Data bases and lists of authorized broadcast stations and pending broadcast applications.

    Science.gov (United States)

    2010-10-01

    ... stations and pending broadcast applications. 0.434 Section 0.434 Telecommunication FEDERAL COMMUNICATIONS... Commission § 0.434 Data bases and lists of authorized broadcast stations and pending broadcast applications... broadcast stations, pending applications for such stations, and rulemaking proceedings involving amendments...

  20. Psychological harassment in the nursing workplace: an observational study.

    Science.gov (United States)

    Fornés, Joana; Cardoso, Meiremar; Castelló, Joana Maria; Gili, Margalida

    2011-06-01

    Psychological harassment in the workplace involves disrespectful or humiliating behavior to workers. Nurses make up one of the groups that are most exposed to these behaviors. This descriptive study investigated the most common types of psychological harassment in the nursing workplace and their relationship with sociodemographic variables among 285 nurses in Spain. Findings indicate differences in the prevalence of psychological harassment depending on the criterion that was used. Psychological harassment is positively correlated with a desire to abandon the profession and negatively with participation in decision making. The results suggest combining different measures to evaluate psychological harassment in the workplace and zero-tolerance polices for psychological abuse. Copyright © 2011 Elsevier Inc. All rights reserved.

  1. FACTORS INFLUENCING SEXUAL HARASSMENT IN THE MALAYSIAN WORKPLACE

    Directory of Open Access Journals (Sweden)

    Lee Kum Chee

    2007-01-01

    Full Text Available This study examined the potential risks factors associated with sexually harassing behaviors within the framework of the four-factor model of sexual harassment. The factors examined are unprofessional work environment, skewed gender ratio in the workplace, knowledge of grievance procedure for sexual harassment, sexist attitudes among co-workers, privacy of workspace, physical attractiveness, dress manner of victims, job status, and sex roles. The dependent variable is incidence of sexual harassment which was evaluated using the Sexual Experience Questionnaire developed by Fitzgerald, Shullman, Bailey, Richards, Swecker, Gold, Ormerod, and Weitzman (1988. Data were collected from 657 women employees working in Malaysian organizations. The findings showed that the predictions of the four-factor model are also largely true in the case of the Malaysian workplace. The study also found that sexual harassment behaviors are fairly widespread in Malaysia.

  2. Sexual harassment and its consequences: a study within Turkish hospitals.

    Science.gov (United States)

    Kisa, Adnan; Dziegielewski, Sophia F; Ates, Metin

    2002-01-01

    Sexual harassment remains a universal factor that can affect nursing performance and worker productivity in any type of health care facility. There are few studies in this area that have been conducted in developing countries. To measure the occurrence of sexual harassment, a questionnaire was given to 353 nurses in two different hospitals yielding a response rate of 61%. Overall, the majority of the respondents (n = 157 out of 251) reported that they had been subjected to sexual harassment in the workplace, and the harassment experience was strong enough to affect worker productivity. In addition, many nurses reported the belief that sexual harassment remains a disturbing problem in this developing country that should not be ignored. Based on these findings, implications for policy and further study are suggested.

  3. German competent authority guidance in FE methods applications for package design assessment

    International Nuclear Information System (INIS)

    Voelzke, H.; Wieser, G.; Zencker, U.; Qiao Linan; Ballheimer, V.

    2004-01-01

    The development of new methods in analysing package designs by using the finite element method (FEM) is of increasing importance. Package designers are more and more applying the growing opportunities of numerical methods to perform safety assessments for their products which requires suited methods also for competent authorities like BAM to verify the applicants' results. This presentation gives an topical overview of the experiences and tendencies within the complex field of finite element design testing. There are at first some general and more formal aspects concerning the correct finite element program selection and documentation of modelling, material properties, boundaries and calculation results including their interpretation. To give a reliable basis to the applicants in Germany BAM has drawn up and published a Finite Element Guideline recently. Secondly, the paper discusses actual technical questions which are of a wide interest and range from mechanical reflections on cask drop and extreme impact scenarios to thermal reflections on decay heat removal and fire scenarios. Examples from BAM work on FE-development activities are shown to demonstrate the great opportunities as well as the difficulties of using finite element methods for package safety analysis and design testing

  4. German competent authority guidance in FE methods applications for package design assessment

    Energy Technology Data Exchange (ETDEWEB)

    Voelzke, H.; Wieser, G.; Zencker, U.; Qiao Linan; Ballheimer, V. [Bundesanstalt fuer Materialforschung und -pruefung (BAM), Berlin (Germany)

    2004-07-01

    The development of new methods in analysing package designs by using the finite element method (FEM) is of increasing importance. Package designers are more and more applying the growing opportunities of numerical methods to perform safety assessments for their products which requires suited methods also for competent authorities like BAM to verify the applicants' results. This presentation gives an topical overview of the experiences and tendencies within the complex field of finite element design testing. There are at first some general and more formal aspects concerning the correct finite element program selection and documentation of modelling, material properties, boundaries and calculation results including their interpretation. To give a reliable basis to the applicants in Germany BAM has drawn up and published a Finite Element Guideline recently. Secondly, the paper discusses actual technical questions which are of a wide interest and range from mechanical reflections on cask drop and extreme impact scenarios to thermal reflections on decay heat removal and fire scenarios. Examples from BAM work on FE-development activities are shown to demonstrate the great opportunities as well as the difficulties of using finite element methods for package safety analysis and design testing.

  5. Teen Dating Violence, Sexual Harassment, and Bullying Among Middle School Youth: Examining Measurement Invariance by Gender.

    Science.gov (United States)

    Cutbush, Stacey; Williams, Jason

    2016-12-01

    This study investigated measurement invariance by gender among commonly used teen dating violence (TDV), sexual harassment, and bullying measures. Data were collected from one cohort of seventh-grade middle school students (N = 754) from four schools. Using structural equation modeling, exploratory and confirmatory factor analyses assessed measurement models and tested measurement invariance by gender for aggression measures. Analyses invoked baseline data only. Physical and psychological TDV perpetration measures achieved strict measurement invariance, while bullying perpetration demonstrated partial strict invariance. Electronic TDV and sexual harassment perpetration achieved metric/scalar invariance. Study findings lend validation to prior and future studies using these measures with similar populations. Future research should increase attention to measurement development, refinement, and testing among study measures. © 2016 The Authors. Journal of Research on Adolescence © 2016 Society for Research on Adolescence.

  6. Harassment-Free Hallways: How to Stop Sexual Harassment in School. A Guide for Students, Parents, and Schools

    Science.gov (United States)

    Balick, Dana

    2004-01-01

    In 2001 the American Association of University Women Educational Foundation released the research report "Hostile Hallways: Bullying, Teasing, and Sexual Harassment in Schools." According to the report, in the eight years since the original AAUW study, "Hostile Hallways: The AAUW Survey on Sexual Harassment in America's Schools" (1993), not a lot…

  7. Gender Relations and Sexual Harassment in the Workplace: Michael Crichton's "Disclosure" as a Teaching Tool.

    Science.gov (United States)

    Comer, Debra R.; Cooper, Elizabeth A.

    1998-01-01

    Describes how to use Michael Crichton's novel "Disclosure" and the film based on it for class discussions of such issues as what constitutes sexual harassment, harassment of men, relationship between sexual harassment and power, organizational responses to harassment, and gender differences in career advancement tactics. (SK)

  8. College Students and Sexual Dynamics: Two Studies of Peer Sexual Harassment.

    Science.gov (United States)

    Ivy, Diana K.; Hamlet, Stephen

    1996-01-01

    Shows that more women than men reported being targets of peer sexual harassment. Notes that women view certain behaviors as harassing and as more severe than men. Finds that classmates were a primary category of harassers for women and a secondary category for men. Documents peer sexual harassment in college classrooms and discusses implications…

  9. The Diet Cola Man and Other Fantasies: Sexual Assertiveness or Harassment?

    Science.gov (United States)

    Floerchinger, Debra

    1995-01-01

    The literature of sexual harassment, particularly on college campuses, is reviewed. Topics discussed include definition of sexual harassment, legal implications, the role of individual perceptions, victim and peer response to harassment, and development of institutional policy and strategies for combatting harassment. A substantial bibliography is…

  10. Dealing with problems on sexual harassment in universities; Sekuhara mondai niokeru daigaku no torikumi

    Energy Technology Data Exchange (ETDEWEB)

    Michiue, Masanori. [Tottori University, Tottori (Japan)

    1999-06-01

    Authors carried out the outside evaluation that the education system, equipment from curriculum and results of faculty staff were checked by not only self-inspection and evaluation but also insight people outside the faculty in the engineering faculty in the Tottori University. As one part of this evaluation, a guideline to the sexual harassment was made. After then, a guideline to the sexual harassment in each university was completed after learned from the example of the Tottori University. This kind of regulation was made in offices of each ministry and agency, self governing body and company according to the direction of the National Personal Authority. Until recent time, the regulation related to student discussion on the sexual harassment was set up in whole the Tottori University, an environment to make students study at ease was adjusted. These items had the regulation related to student discussion, protection, guideline, when damage happened, and the student discussion room. These items were listed in the student living guideline on the homepage of the Tottori University. (NEDO)

  11. Nurse exposure to physical and nonphysical violence, bullying, and sexual harassment: a quantitative review.

    Science.gov (United States)

    Spector, Paul E; Zhou, Zhiqing E; Che, Xin Xuan

    2014-01-01

    This paper provides a quantitative review that estimates exposure rates by type of violence, setting, source, and world region. A quantitative review of the nursing violence literature was summarized. A literature search was conducted using the CINAHL, Medline and PsycInfo data bases. Studies included had to report empirical results using a nursing sample, and include data on bullying, sexual harassment, and/or violence exposure rates. A total of 136 articles provided data on 151,347 nurses from 160 samples. Articles were identified through a database search and by consulting reference lists of review articles that were located. Relevant data were coded by the three authors. Categories depended on the availability of at least five studies. Exposure rates were coded as percentages of nurses in the sample who reported a given type of violence. Five types of violence were physical, nonphysical, bullying, sexual harassment, and combined (type of violence was not indicated). Setting, timeframe, country, and source of violence were coded. Overall violence exposure rates were 36.4% for physical violence, 66.9% for nonphysical violence, 39.7% for bullying, and 25% for sexual harassment, with 32.7% of nurses reporting having been physically injured in an assault. Rates of exposure varied by world region (Anglo, Asia, Europe and Middle East), with the highest rates for physical violence and sexual harassment in the Anglo region, and the highest rates of nonphysical violence and bullying in the Middle East. Regions also varied in the source of violence, with patients accounting for most of it in Anglo and European regions, whereas patents' families/friends were the most common source in the Middle East. About a third of nurses worldwide indicated exposure to physical violence and bullying, about a third reported injury, about a quarter experienced sexual harassment, and about two-thirds indicated nonphysical violence. Physical violence was most prevalent in emergency

  12. Author Details

    African Journals Online (AJOL)

    Van Niekerk, RL. Vol 16, No 4 (2010): Supplement - Articles The perceptions and occurrence of sexual harassment among male student athletes with male coaches. Abstract · Vol 16, No 4 (2010): Supplement - Articles Understanding the barriers to and reasons for physical exercise among university students. Abstract.

  13. Author Details

    African Journals Online (AJOL)

    Popoola, BI. Vol 1, No 1 (2008) - Articles Peer Sexual Harassment And Coping Mechanisms Of Female Students In A Nigerian University Abstract PDF · Vol 3, No 2 (2010) - Articles Personality Traits as Predictors of Stress among female Teachers in Osun State Teaching Service Abstract PDF. ISSN: 2006-7593.

  14. Author Details

    African Journals Online (AJOL)

    Cattell, K. Vol 20, No 2 (2013) - Articles Workplace stress experienced by quantity surveyors. Abstract PDF · Vol 20, No 2 (2013) - Articles Harassment and discrimination experienced by quantity surveyors in South Africa Abstract PDF. ISSN: 2415-0487. AJOL African Journals Online. HOW TO USE AJOL... for Researchers ...

  15. Author Details

    African Journals Online (AJOL)

    Bowen, P. Vol 20, No 2 (2013) - Articles Workplace stress experienced by quantity surveyors. Abstract PDF · Vol 20, No 2 (2013) - Articles Harassment and discrimination experienced by quantity surveyors in South Africa Abstract PDF. ISSN: 1023-0564. AJOL African Journals Online. HOW TO USE AJOL... for Researchers ...

  16. Author Details

    African Journals Online (AJOL)

    Edwards, P. Vol 20, No 2 (2013) - Articles Workplace stress experienced by quantity surveyors. Abstract PDF · Vol 20, No 2 (2013) - Articles Harassment and discrimination experienced by quantity surveyors in South Africa Abstract PDF. ISSN: 2415-0487. AJOL African Journals Online. HOW TO USE AJOL... for Researchers ...

  17. Publishing a Quality Context-aware Annotated Corpus and Lexicon for Harassment Research

    OpenAIRE

    Rezvan, Mohammadreza; Shekarpour, Saeedeh; Balasuriya, Lakshika; Thirunarayan, Krishnaprasad; Shalin, Valerie; Sheth, Amit

    2018-01-01

    Having a quality annotated corpus is essential especially for applied research. Despite the recent focus of Web science community on researching about cyberbullying, the community dose not still have standard benchmarks. In this paper, we publish first, a quality annotated corpus and second, an offensive words lexicon capturing different types type of harassment as (i) sexual harassment, (ii) racial harassment, (iii) appearance-related harassment, (iv) intellectual harassment, and (v) politic...

  18. Perceptions of sexual harassment in the workplace :impact of gender, psychological androgyny, and job status

    OpenAIRE

    Long, Denise A.

    1990-01-01

    Sexual harassment has serious implications for both the individual and the organization. However, there appears to be confusion among different groups of people as to what behaviors constitute sexual harassment. The present study was designed as an aid in defining sexual harassment and an attempt to discover any differences which may exist between groups in what is considered to be sexual harassment. Perceiving certain behaviors as being sexual harassment appears to be...

  19. The incidence of secual harassment at higher education institutions in South Africa: perceptions of academic staff

    OpenAIRE

    Pierre Joubert; Christo van Wyk; Sebastiaan Rothmann

    2011-01-01

    This article aims to investigate the perceptions of academic staff relating to the incidence of sexual harassment at higher education institutions in South Africa. The results show a relatively low incidence level of sexual harassment, with gender harassment being more prevalent than unwanted sexual attention and quid pro quo harassment. No statistically significant effect of gender, age, population group or years of service was found on the perceptions of the incidence of sexual harassment. ...

  20. The Perception and Construction of Sexual Harassment by Czech University Students

    OpenAIRE

    Vohlídalová, Marta

    2011-01-01

    The individual perception of sexual harassment and the gap between the individual and legal-institutional defi nitions of sexual harassment has been subject to intense scientifi c scrutiny as this is considered to be one of the reasons for the failure of anti-harassment policies. This article focuses on perceptions and constructions of sexual harassment by students and the gap between students’ individual defi nitions and expert (mainly legislative) definitions of sexual harassment. The artic...

  1. 75 FR 4344 - Foreign-Trade Zone 22-Chicago, IL Application for Temporary/Interim Manufacturing Authority LG...

    Science.gov (United States)

    2010-01-27

    ..., vinyl protective packaging sheets (duty rate ranges from duty free to 5.8%). T/IM authority could be... information presented in the application and case record and to report findings and recommendations pursuant...

  2. Representations of workplace psychological harassment in print news media.

    Science.gov (United States)

    Garbin, Andréia De Conto; Fischer, Frida Marina

    2012-06-01

    To analyze discourses on workplace psychological harassment in print media. Documental study on workplace psychological harassment that analyzed news stories published in three major newspapers of the State of São Paulo (southeastern Brazil) between 1990 and 2008. Discourse analysis was performed to identify discursive practices that reflect the phenomenon of psychological harassment in today's society, explanations for its occurrence and impact on workers' health. RESULT ANALYSIS: This theme emerged in the media through the dissemination of books, academic research production and laws. It was initially published in general news then in jobs and/or business sections. Discourses on compensation and precautionary business practices and coping strategies are widespread. Health-related aspects are foregone under the prevailing money-based rationale. Corporate cultures are permissive regarding psychological harassment and conflicts are escalated while working to achieve goals and results. Indifference, embarrassment, ridicule and demean were common in the news stories analyzed. The causal explanations of workplace harassment tend to have a psychological interpretation with emphasis on individual and behavioral characteristics, and minimizing a collective approach. The discourses analyzed trivialized harassment by creating caricatures of the actors involved. People apprehend its psychological content and stigmatization which contributes to making workplace harassment an accepted practice and trivializing work-related violence.

  3. Direct and Indirect Harassment Experiences and Burnout among Academic Faculty in Japan.

    Science.gov (United States)

    Takeuchi, Masumi; Nomura, Kyoko; Horie, Saki; Okinaga, Hiroko; Perumalswami, Chithra R; Jagsi, Reshma

    2018-05-01

    The purpose of this study is three-fold: (1) to compare harassment (sexual, gender, and academic harassment both directly and indirectly experienced - i.e. "directly harassed" and "have seen or heard of someone who experienced harassment", respectively) experienced by males and females, (2) to investigate whether such experiences correlate with burnout, and (3) to explore whether social support might mitigate any such relationship between harassment and burnout. This cross-sectional study was conducted at a private university in Japan in February 2014 and is based on a work-life balance survey obtained from 330 academic faculty members. We investigated the association between each of the six subcategories of harassment (direct and indirect forms of each of the three types) and burnout using general linear regression models; we then evaluated interactions between harassment and social support in these models. The prevalence of direct and indirect experiences of harassment was higher in females than in males for all three types of harassment. Males showed higher burnout scores if they had direct experiences of harassment. There were significant interactions between social support and the direct experience of harassment; high social support mitigated the effect size of direct harassment on burnout among males. Females showed higher burnout scores if they had indirect experiences of harassment. However, the same buffering effect of social support on burnout as observed in males was not observed in females. Direct harassment experiences increased the risk of burnout in males, and indirect harassment experiences increased burnout in females.

  4. To Confront Versus not to Confront: Women’s Perception of Sexual Harassment

    Directory of Open Access Journals (Sweden)

    María del Carmen Herrera

    2017-05-01

    Full Text Available Current research has postulated that sexual harassment is one of the most serious social problems. Perceptions of sexual harassment vary according to some factors: gender, context, and perceiver’s ideology. The strategies most commonly used by women to cope with harassment range from avoiding or ignoring the harasser to confronting the harasser or reporting the incident. The aim of this study was to explore women’s perception of sexual harassment, and to assess the implications of different victim responses to harassment. A total of 138 women were administered a questionnaire where the type of harassment, and victim response were manipulated. Moreover, the influence of ideological variables (i.e. ambivalent sexism and the acceptance of myths of sexual harassment on perception was assessed. Results show perception of sexual harassment was lower in gender harassment than in unwanted sexual attention and participants believed women who confronted their harasser would be evaluated negatively by men. Furthermore, effects of ideology on perception of harassment were found. The results underscore the complexities involved in defining certain behaviours as harassment, and the implications of different victim responses to harassment.

  5. 78 FR 30914 - Grand River Dam Authority Notice of Application for Temporary Variance of License and Soliciting...

    Science.gov (United States)

    2013-05-23

    .... Description of Request: Grand River Dam Authority (GRDA) requests a temporary variance, for the year 2013, to... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission [Project No. 1494-416] Grand River Dam Authority Notice of Application for Temporary Variance of License and Soliciting Comments, Motions To...

  6. 76 FR 16379 - Foreign-Trade Zone 177-Evansville, IN; Application for Manufacturing Authority, Best Chair, Inc...

    Science.gov (United States)

    2011-03-23

    ...--Evansville, IN; Application for Manufacturing Authority, Best Chair, Inc. d/b/a Best Home Furnishings... Zones Board (the Board) by the Ports of Indiana, grantee of FTZ 177, requesting manufacturing authority on behalf of Best Chair, Inc. d/b/a Best Home Furnishings (Best Home), to manufacture upholstered...

  7. Sexual harassment against nursing staff in Tanta University Hospitals, Egypt.

    Science.gov (United States)

    Abo Ali, Ehab A; Saied, Shimaa M; Elsabagh, Hala M; Zayed, Hanaa A

    2015-09-01

    Sexual harassment against nurses is a major workplace problem causing adverse psychological effects and may affect the occupational performance of the nurses. This study aimed to assess the magnitude of this problem, and its characteristics and consequences among the nursing staff in Tanta University Hospitals, Gharbeia Governorate, Egypt. A descriptive cross-sectional study was carried out on 430 nurses at Tanta University Hospitals using a semistructured, self-administered questionnaire to collect the data concerning the exposure and characteristics of harassment situations. A representative sample of the nurses was taken randomly from the emergency, medical and surgical departments. Overall, 70.2% of the studied nurses were ever exposed to sexual harassment at the workplace; 43.7% of the harassed nurses were working in both day and night shifts. Staring in a suggestive manner emerged as the most common form of harassment, followed by hearing sexual words and comments or jokes (70.9, 58.6 and 57.3%, respectively). The relatives of the patients were the most common perpetrators, followed by the hospital staff other than the doctors (61.9, 45.4%, respectively). During the harassment situation, astonishment and shock were the most frequent responses in 65.2% of the harassed nurses, while after its occurrence 38.4% ignored the situation. About 95% of the harassed nurses were left with psychological effects, mostly in the form of disappointment and depression (76.5 and 67.9%, respectively). The prevalence of sexual harassment among nurses at the workplace was high with relation to certain occupational factors, and it led to marked psychological effects on the victims. Hence, protective legislations and measures should be taken by the hospital management for prevention of this problem in the future.

  8. Sexual Harassment of Newcomers in Elder Care. An Institutional Practice?

    Directory of Open Access Journals (Sweden)

    Jo Krøjer

    2014-03-01

    Full Text Available Sexual harassment is illegal and may have very damaging effects on the people exposed to it. One would expect organizations, employers, and institutions to take very good care to prevent employees from exposure to sexual harassment from anyone in their workplace. And yet, many people, mostly women, are exposed to sexual harassment at work. In care work, such behaviour is often directed toward their female caregiver by elderly citizens in need of care. Contemporary Nordic studies of working life and work environment have primarily investigated the interpersonal dimensions of sexual harassment, thus focusing on the relation between elderly citizens in need of care and their professional caregivers. In this article, we argue that sexual harassment from the elderly toward newcomers in elder care should also be seen as an effect of institutional practices. Based upon a Foucauldianinspired notion of practice-making, the article carries out a secondary analysis of three different empirical studies in order to explore how sexual harassment is produced and maintained through institutional practices in elder care. The term institution in this perspective includes three dimensions; a political, an educational (educational institutions in health and elder care, and a work organizational dimension. By examining elder care in these different dimensions, we identify how sexual harassment of professional caregivers is produced and maintained through institutional practice-making in elder care. The article thus contributes to our knowledge on working life by expanding and qualifying the understanding of the problematic working environment in care work, and by offering an alternative theoretical and analytical approach to the study of sexual harassment. Together, these insights suggest how elder care institutions might act to prevent sexual harassment toward caregivers.

  9. The Impact of Sexual Harassment on the Likelihood of Reenlisting in the U.S. Military, 2002

    Science.gov (United States)

    2008-01-01

    sexual harassment in the workplace has largely been neglected...influences on sexual harassment. In M.S. Stockdale (Ed.) Sexual harassment in the workplace : Perspectives, frontiers, and response strategies (pp...Dealing with harassment: A systems approach. In Margaret S. Stockdale (Ed.) Sexual Harassment in the Workplace ; Perspectives, Frontiers,

  10. The evaluation of sexual harassment litigants: reducing discrepancies in the diagnosis of posttraumatic stress disorder.

    Science.gov (United States)

    Lawson, Angela K; Wright, Caroline Vaile; Fitzgerald, Louise F

    2013-10-01

    Relatively few targets of sexual harassment cope with the psychological sequelae of their experiences by engaging in litigation. Those who do are often subjected to forensic examination to evaluate their history of psychological distress or disorder and to determine whether such a condition could be reasonably attributed to the alleged harassment, as opposed to some other cause. An unbiased approach to such examinations is critical to all parties, as well as to the profession itself. This study investigates the relationship between the clinical and restructured clinical scales of the Minnesota Multiphasic Personality Inventory-2, the Trauma Symptom Inventory subscales, the Crime-Related Posttraumatic Stress Disorder (CR-PTSD) scale, and an American Psychiatric Association diagnosis (APA, Diagnostic and statistical manual of mental disorders; DSM-IV-TR; 4th ed., text rev., 2000, Washington, DC, Author) of PTSD in a sample of sexual harassment plaintiffs. All measures performed well independently, but together provided improved predictive accuracy, suggesting that the use of multiple validated measures as well as structured diagnostic interviews may help us better understand litigants' experiences and reduce bias in evaluations. PsycINFO Database Record (c) 2013 APA, all rights reserved

  11. 76 FR 65769 - Application of Friendship Airways, Inc. d/b/a Yellow Air Taxi for Commuter Authority

    Science.gov (United States)

    2011-10-24

    ... DEPARTMENT OF TRANSPORTATION Office of the Secretary Application of Friendship Airways, Inc. d/b/a Yellow Air Taxi for Commuter Authority AGENCY: Department of Transportation. ACTION: Notice of Order to... issued to Friendship Airways, Inc. d/b/a Yellow Air Taxi and deny its application to resume commuter...

  12. 78 FR 18314 - Foreign-Trade Zone 169-Manatee County, Florida; Application for Production Authority; ASO, LLC...

    Science.gov (United States)

    2013-03-26

    ... located within Subzone 169A, in Sarasota, Florida. The facility is used for the production of plastic and... County, Florida; Application for Production Authority; ASO, LLC; Subzone 169A (Textile Fabric Adhesive Bandage Coating and Production); Sarasota, Florida An application has been submitted to the Foreign-Trade...

  13. The reasonable woman standard: effects on sexual harassment court decisions.

    Science.gov (United States)

    Perry, Elissa L; Kulik, Carol T; Bourhis, Anne C

    2004-02-01

    Some federal courts have used a reasonable woman standard rather than the traditional reasonable man or reasonable person standard to determine whether hostile environment sexual harassment has occurred. The current research examined the impact of the reasonable woman standard on federal district court decisions, controlling for other factors found to affect sexual harassment court decisions. Results indicated that there was a weak relationship between whether a case followed a reasonable woman precedent-setting case and the likelihood that the court decision favored the plaintiff. The implications of our findings for individuals and organizations involved in sexual harassment claims are discussed.

  14. Sex differences in outcomes and harasser characteristics associated with frightening sexual harassment appraisals.

    Science.gov (United States)

    Settles, Isis H; Buchanan, Nicole T; Yap, Stevie C Y; Harrell, Zaje A T

    2014-04-01

    This study examined data from U.S. military personnel (1,764 men; 4,540 women) to determine whether appraisals of sexual harassment as frightening mediate the relationship between perpetrator characteristics (perpetrator sex and rank) and three psychological/job outcomes (psychological distress, role limitations, and work satisfaction), and whether these relationships were stronger for women than men. Results indicated that frightening appraisals mediated the relationship between perpetrator rank and all outcomes for both sexes. However, frightening appraisals mediated the relationship between perpetrator sex and outcomes only for women. As predicted, having a male perpetrator or a higher status perpetrator was more strongly related to frightening appraisals for women than men. However, unexpectedly, the relationship between frightening appraisals and more psychological distress, more role limitations, and less work satisfaction was stronger for men than women. We discuss the results in terms of expectancy norm violations and sexual harassment as a form of dominance.

  15. Sexual Orientation and Harassment: The Role of Sexism in Predicting Reactions to Harassment

    Science.gov (United States)

    2017-06-07

    sexual harassment in 2012 (Defense Manpower Data Center, 2012). More recently , the 2014 RAND Military Workplace Study found that approximately...Journal of Women’s Studies , 8, 388-397. Campbell, R. (2008). The psychological impact of rape victims’ experiences with the legal, medical, and...and alcohol related outcomes: The mediating role of psychological distress. Journal of Studies on Alcohol and Drugs, 63, 412-419. Rosen, L. N

  16. Perceived organizational tolerance for workplace harassment and distress and drinking over time [harassment and mental health].

    Science.gov (United States)

    Richman, Judith A; Rospenda, Kathleen M; Flaherty, Joseph A; Freels, Sally; Zlatoper, Ken

    2004-01-01

    Research has linked workplace harassment and abuse with distress and drinking. However, increasing societal attention to sexual harassment (SH) has been accompanied by pressures on work organizations to censure harassing behaviors. We address altered perceptions of the organizational tolerance (OT) for SH and generalized workplace abuse (GWA), changes in the prevalence and incidence of these experiences, and their impact on distress and drinking behaviors. A cohort of workers completed a mail survey at three points in time. Questionnaires assessed perceptions of OT for SH and GWA, experiences of SH and GWA, coping, and distress and drinking behaviors. Both sexes perceived that tolerance of SH and GWA has decreased over time. Changes in reported prevalence of these experiences differed by gender, and incidence for both genders decreased more strongly than prevalence. The linkages between SH/GWA and distress and drinking changed over time, but in different ways for women and men. SH and GWA still have deleterious consequences, and replications of this research and greater efforts at prevention are needed.

  17. Preventing and responding to complaints of sexual harassment in an academic health center: a 10-year review from the Medical University of South Carolina.

    Science.gov (United States)

    Best, Connie L; Smith, Daniel W; Raymond, John R; Greenberg, Raymond S; Crouch, Rosalie K

    2010-04-01

    There is a high incidence of sexual harassment and gender discrimination in academic health center (AHC) settings according to multiple surveys of medical students. Therefore, it is incumbent on AHCs to develop programs both to educate faculty, residents, and students and to handle complaints of possible episodes of sexual harassment or gender discrimination. Despite the apparent high prevalence of gender discrimination and sexual harassment, and the importance of handling complaints of gender discrimination and sexual harassment in a prompt, consistent, and rational manner, there are few descriptions of programs that address those concerns in AHCs.Herein, the authors describe their experiences in dealing with complaints of sexual harassment and gender discrimination for a 10-year period of time (late 1997 to early 2007) at the Medical University of South Carolina, through an Office of Gender Equity. They describe their complaint process, components of their prevention training, and the outcomes of 115 complaints. Key elements of their policies are highlighted. The authors offer an approach that could serve as a model for other AHCs.

  18. Sexual harassment at work place: are you safe?

    Science.gov (United States)

    Naveed, Anila; Tharani, Ambreen; Alwani, Nasreen

    2010-01-01

    In today's world women are increasingly participating in the realm of work force, yet they are facing many obstacles in their way. Sexual harassment is one of those obstacles. Sexual harassment at work place is prevalent in every society. It could happen to anyone but women are the targeted victims. Sexual harassment is considered as a traumatic event and the victim may end up in having physical and mental sufferings that hinders a person to work effectively. At an organisational level this may result in decrease work effectiveness, decreased work productivity, high absenteeism, high turnover, and low staff morale. Hence there is a need that, organisations and government should look seriously into this matter. Proper education and training programs should be developed to deal with these issues. The goal must be both to deal with sexual harassment incidents effectively and to prevent the occurrence of future incidents.

  19. Arresting Tailhook: The Prosecution of Sexual Harassment in the Military

    National Research Council Canada - National Science Library

    Chema, J. R

    1993-01-01

    .... Navy has adopted a punitive regulation that directly criminalizes sexual harassment, and has pending a legislative proposal to add a specific article to the Uniform Code of Military Justice (UCMJ...

  20. Sexual Harassment DEOCS 4.1 Construct Validity Summary

    Science.gov (United States)

    2017-08-01

    Sexual Harassment DEOCS 4.1 Construct Validity Summary DEFENSE EQUAL OPPORTUNITY MANAGEMENT INSTITUTE...DIRECTORATE OF RESEARCH DEVELOPMENT AND STRATEGIC INITIATIVES Directed by Dr. Daniel P. McDonald, Executive Director 366 Tuskegee Airmen Drive Patrick AFB

  1. Street Harassment in Cairo: A Symptom of Disintegrating Social ...

    African Journals Online (AJOL)

    chifaou.amzat

    2012-03-13

    Mar 13, 2012 ... and contextualize street harassment as a social phenomenon and secondly ..... incidents, which were widely reported in the media, spurred many dis- ... impact on the general economic development of Egypt and on the tourist.

  2. Service Academy 2005 Sexual Harassment and Assault Survey

    National Research Council Canada - National Science Library

    Cook, Paul J; Jones, Alan M; Lipari, Rachel N; Lancaster, Anita R

    2005-01-01

    This report provides the results for the Service Academy 2005 Sexual Harassment and Assault Survey that the Defense Manpower Defense Center conducted in response to Section 527 of the National Defense...

  3. Spanish adaptation of the Illinois Sexual Harassment Myth Acceptance.

    Science.gov (United States)

    Expósito, Francisca; Herrera, Antonio; Valor-Segura, Inmaculada; Herrera, M Carmen; Lozano, Luis M

    2014-01-01

    Sexual harassment is among the most serious forms of gender violence, and what all violent acts have in common are the many myths associated with them. Three studies were conducted to adapt a Spanish version of the Illinois Sexual Harassment Myth Acceptance (ISHMA) scale, which assesses myths about sexual harassment. The first study aimed to, for the first time, present psychometric data on the Spanish version of the ISHMA. The participants were 339 college students. After adapting the items and measuring their content validity, we examined the test's dimensional structure, statistically analyzed the items, and determined the instrument's reliability (α = .91 for the total scale and between .77 and .84 for the different dimensions). Study 2 involved 326 adult participants from the general population and its objective was to evaluate the scale's dimensional structure through confirmatory factor analysis (χ2 143 = 244.860, p sexual harassment.

  4. Peer harassment at primary school: gender and school grade differences

    Directory of Open Access Journals (Sweden)

    Gema Martín Seoane

    2013-05-01

    Full Text Available The aim of the present study was to study the relationship among gender, school grade and peer harassment at Primary School. The participants were 2.050 children aged 8 to 13. The overall sample was designed to represent all students in grades 3th through 6th in both public and private schools. A self-report questionnaire on peer harassment situations was administered to the participants. Factor analysis revealed two different dimensions: ‘physical violence and property attacks’ and ‘verbal violence and social exclusion’. Boys reported higher levels of peer harassment among classmates than girls. No effect of the school grade on the gender differences CONTEXTOS EDUCATIVOS, 13 (2010, 11-26 11 Contextos Educ., 13 (2010, 11-26 was found. This paper provides a better understanding of peer harassment as well as some prevention indications.

  5. Harassment and discrimination experienced by quantity surveyors in ...

    African Journals Online (AJOL)

    relationship between job stress and harassment and discrimination .... job satisfaction (Ensher, Grant-Vallone & Donaldson, 2001: 56) and ...... income. These findings are consistent with previous research in the field of organisational justice, ...

  6. Colleges Weigh Liability in Alcohol and Sexual-Harassment Cases.

    Science.gov (United States)

    Fields, Cheryl M.

    1988-01-01

    A review of court decisions indicates that colleges generally had not been held liable for injuries arising from use of alcohol in dormitories or fraternities. Sexual harassment perpetrators are becoming more sophisticated and the incidents are less blatant. (MLW)

  7. Youth at work: adolescent employment and sexual harassment.

    Science.gov (United States)

    Fineran, Susan; Gruber, James E

    2009-08-01

    An examination of the frequency and impact of workplace sexual harassment on work, health, and school outcomes on high school girls is presented in two parts. The first compares the frequency of harassment in this sample (52%) to published research on adult women that used the same measure of sexual harassment. The second part compares outcomes for girls who experienced harassment versus those who did not. Students in a small, suburban high school for girls completed a paper and pencil survey during class. A modified version of the Sexual Experiences Questionnaire (SEQ: Fitzgerald et al., 1988) was used to identify sexually harassed working teenagers. Work attitudes, assessments of physical health and mental health, and school-related outcomes were measured using standardized scales. Data were analyzed using difference of proportions tests, t-tests, and regression. The percentage of harassed girls was significantly higher than the figures reported in most studies of working women. Girls who were sexually harassed were less satisfied with their jobs and supervisors, had higher levels of academic withdrawal, and were more apt to miss school than their non-harassed peers. Sexual harassment significantly impacts employed high school girls' connections to work and school. It not only taints their attitudes toward work but it also threatens to undermine their commitment to school. Educators, practitioners and community leaders should be aware of the negative impact this work experience may have on adolescents and explore these issues carefully with students who are employed outside of school. Teenage students, stressed by sexual harassment experienced at work may find their career development or career potential impeded or threatened due to school absence and poor academic performance. In addition, the physical safety of working students may be at risk, creating a need for teenagers to receive training to deal with sexual assault and other types of workplace violence

  8. Sexual harassment at work : national and international responses

    OpenAIRE

    McCann, Deirdre

    2005-01-01

    Over the last decade, there has been a growing awareness worldwide of the existence and extent of sexual harassment in the workplace. Governments, employers’ and workers’ organizations in both industrialized and developing countries have introduced a range of laws, policies and procedures aimed at preventing and combating it. Given this proliferation of measures designed to prevent sexual harassment, it is useful to review their development and consider the range of issues enco...

  9. Sexual Harassment in the Dutch Hospitality Industry : From Students' Perspectives

    OpenAIRE

    Harte, Ashley

    2017-01-01

    The hospitality industry is seen as one of the industries with the highest number of sexual harassment incidents happening at the work floor. Research discussed reasons for its occurrence, stating reasons as power, vulnerability, but also misinterpretation of one party to another based on body language. One may claim that this industry’s image and having the bedroom as work floor are playing important roles as trigger for sexual harassment to happen casually. To add, the division between sexu...

  10. Women Faculty Distressed: Descriptions and Consequences of Academic Contrapower Harassment

    OpenAIRE

    Lampman, C.; Crew, E. C.; Lowery, S.; Tompkins, K. A.; Mulder, M.

    2016-01-01

    Academic contrapower harassment (ACPH) occurs when someone with seemingly less power in an educational setting (e.g., a student) harasses someone more powerful (e.g., a professor). A representative sample of 289 professors from U.S. institutions of higher education described their worst incident with ACPH. Open-ended responses were coded using a keyword text analysis. Compared to the experiences of men faculty, women faculty reported that students were more likely to challen...

  11. Sexism, Sexual Harassment and Sexual Assault: Toward Conceptual Clarity

    Science.gov (United States)

    2007-01-01

    of which are defined legally. The quid pro quo type is the easiest to identify and although frequencies are low, it is the most likely one to be...SEXISM, SEXUAL HARASSMENT AND SEXUAL ASSAULT: TOWARD CONCEPTUAL CLARITY Dr. Richard Harris Department of Social Work and Center for Policy...00-2007 to 00-00-2007 4. TITLE AND SUBTITLE Sexism, Sexual Harassment and Sexual Assault: Toward Conceptual Clarity 5a. CONTRACT NUMBER 5b. GRANT

  12. Sexual Harassment in Malaysian Educational Institutions: Causes and Solutions

    OpenAIRE

    Mohamed, Ashgar Ali Ali

    2015-01-01

    The vitality of school in proffering solutions to the societal challenges cannot be underrated. However, school as a hub and pivot place in addressing multifarious challenges in our society is faced with some social ills such as bullying and sexual harassment. More profusely, an escalation of sexual harassment in schools’ and on campuses cannot be denied. More copiously, of greater challenges in our contemporary period is inadequate and ineffective measure to curb prevalence of sexual harassm...

  13. Protection against sexual harassment at work in the EU law

    OpenAIRE

    Jovanović Slađana; Simeunović-Patić Biljana

    2006-01-01

    The paper gives an overview of the most important EU acts that prohibit the sexual harassment in the workplace and recommend the protection mechanisms. The problem of sexual harassment has been perceived from the aspect of gender (in)equality and discrimination while its solution is found in urgeing for consistent implementation of the principle of equal opportunity of women and men in the sphere of labor and employment. For the purpose of providing a comparative insight, it has been also giv...

  14. Sexual harassment in Dentistry: prevalence in dental school

    OpenAIRE

    GARBIN, Cléa Adas Saliba; ZINA, Lívia Guimarães; GARBIN, Artênio José Insper; MOIMAZ, Suzely Adas Saliba

    2010-01-01

    OBJECTIVE: Sexual harassment is unlawful in all work and educational environments in most nations of the world. The goals of this study were to describe the sexual harassment prevalence and to evaluate the experiences and attitudes of undergraduate students in one dental school in Brazil. MATERIAL AND METHODS: An 18-item questionnaire was administered to 254 dental students with a completion rate of 82% (208). Students were requested to respond to questions about their background and academic...

  15. Author Details

    African Journals Online (AJOL)

    Journal Home > Advanced Search > Author Details ... Design and Implementation of an M/M/1 Queuing Model Algorithm and its Applicability in ... Vehicle Identification Technology to Intercept Small Arms and Ammunition on Nigeria Roads

  16. 75 FR 19954 - Cheniere Marketing, LLC; Application for Blanket Authorization To Export Liquefied Natural Gas

    Science.gov (United States)

    2010-04-16

    ..., Argentina, Chile, Mexico, the Dominican Republic, Japan, South Korea, India, China, and/or Taiwan over a two... Authorization To Export Liquefied Natural Gas AGENCY: Office of Fossil Energy, DOE. ACTION: Notice of... authorization to export liquefied natural gas (LNG) that previously had been imported into the United States...

  17. Workplace psychological harassment: Gendered exposures and implications for policy.

    Science.gov (United States)

    Lippel, Katherine; Vézina, Michel; Bourbonnais, Renée; Funes, Amélie

    2016-01-01

    This article reports on the results of an empirical study of working conditions including psychological harassment (workplace bullying) in the province of Québec, Canada, the first North American jurisdiction to regulate psychological harassment in its labor legislation. All empirical data provided in this article was drawn from the Québec Survey on Working, Employment and Occupational Health and Safety Conditions, conducted through 5071 telephone interviews of a representative sample of Québec workers, including the self-employed. Here we focus on employees, and provide bivariate and multivariate analyses. All analyses were stratified by gender. We provide a portrait of exposure to psychological harassment, and exposure to other psychosocial factors in the workplace associated with exposure to psychological harassment. Results show associations between exposure to psychological harassment and negative health measures including psychological distress, symptoms of depression, traumatic work accidents, musculoskeletal disorders and negative perception of health status. We report on steps taken by employees to put an end to the harassment. Gender similarities and differences in exposure, associated risk factors, health measures and strategies are presented and discussed in light of the legal context in which the study took place. We conclude with recommendations for prevention strategies that take into consideration the gender composition of the workplace. Copyright © 2016 Elsevier Ltd. All rights reserved.

  18. Revisiting the comparative outcomes of workplace aggression and sexual harassment.

    Science.gov (United States)

    Dionisi, Angela M; Barling, Julian; Dupré, Kathryne E

    2012-10-01

    We focus on the differential outcomes associated with experiencing workplace aggression and sexual harassment by a supervisor. To do so, we identify and empirically address several issues within current workplace aggression and sexual harassment research, including the need to (a) conceptualize their multidimensional nature, (b) contrast comparable dimensions between the two, (c) recognize and control for covictimization, and (d) consider the role of target gender. Data were analyzed using multiple regression and dominance analyses on a sample of 467 employed women (M age = 40 years). Results showed that all forms of sexual harassment were more strongly associated with work withdrawal and psychological well-being than comparable forms of workplace aggression. Nonphysical workplace aggression accounted for more of the variance in attitudinal outcomes (job, coworker and supervisor satisfaction, intent to quit, commitment) than nonphysical sexual harassment. Sexual harassment accounted for more of the variance than workplace aggression in all outcomes when the harassment and aggression involved some form of threatened or actual physical contact. Conceptual and methodological issues are discussed.

  19. Sexual harassment in the medical profession: legal and ethical responsibilities.

    Science.gov (United States)

    Mathews, Ben; Bismark, Marie M

    2015-08-17

    Sexual harassment of women in medicine has become a subject of national debate after a senior female surgeon stated that if a woman complained of unwanted advances her career would be jeopardised, and subsequent reports suggest that sexual harassment is a serious problem in the medical profession. Sexual harassment of women in the medical profession by their colleagues presents substantial legal, ethical and cultural questions for the profession. Women have enforceable legal rights to gender equality and freedom from sexual harassment in the workplace. Both individual offenders and employers face significant legal consequences for sexual harassment in every Australian state and territory, and individual medical practitioners and employers need to understand their legal and ethical rights and responsibilities in this context. An individual offender may be personally liable for criminal offences, and for breaching anti-discrimination legislation, duties owed in civil law, professional standards and codes of conduct. An employer may be liable for breaching anti-discrimination legislation, workplace safety laws, duties owed in contract law, and a duty of care owed to the employee. Employers, professional colleges and associations, and regulators should use this national debate as an opportunity to improve gender equality and professional culture in medicine; individuals and employers have clear legal and ethical obligations to minimise sexual harassment to the greatest extent possible.

  20. Ethnic Harassment, Ethnic Identity Centrality, and Well-Being.

    Science.gov (United States)

    Wolfram, Hans-Joachim; Linton, Kenisha; McDuff, Nona

    2018-02-12

    In this study, we examined the direct effect of (positive vs. negative) evaluation of potentially harassing experiences due to ethnic background on impaired well-being as well as the moderating effect of ethnic identity centrality on the relationship between (lower vs. higher) frequency of potentially harassing experiences and impaired well-being. Using a gender-balanced sample with equal proportions of black and minority ethnic and white undergraduate students (N = 240), we found that, expectedly, ethnic identity centrality intensified the effects of higher frequency of potentially harassing experiences on lower self-esteem and lower positive affect. Unexpectedly, however, gender identity centrality buffered the effects of higher frequency as well as more negative evaluation of potentially harassing experiences on lower self-esteem, indicating that gender identity centrality may be a protective resource, even though it is not specific to ethnic harassment. Exploratory analyses revealed that for black and minority ethnic respondents with high ethnic identity centrality and for white respondents with low ethnic identity centrality, there were associations between more negative evaluation of potentially harassing experiences and lower self-esteem and lower positive affect. This finding might indicate that ethnic identity centrality was a risk factor in black and ethnic minority respondents, but a protective factor in white respondents.

  1. Workplace harassment, active coping, and alcohol-related outcomes.

    Science.gov (United States)

    Richman, J A; Rospenda, K M; Flaherty, J A; Freels, S

    2001-01-01

    While sexual harassment and generalized workplace abuse (GWA) have been linked with alcohol use and abuse, active problem-focused coping has been shown to lessen vulnerability to deleterious mental health consequences of varied social stressors. At the same time, active coping is relatively more efficacious in response to stressors, which are amenable to change by personal actions. However, the moderating role that coping plays in relation to harassment and drinking is unknown. Using data from a two-wave survey of university employees (N=2038), we addressed the extent to which (1) active coping was utilized by harassed and abused employees, (2) whether coping impacted on the continuation or cessation of harassment and abuse, and (3) the extent to which nonsuccessful coping was predictive of alcohol use and abuse. Active coping had no significant impact on the ability to end harassing or abusive experiences. Moreover, the use of problem-focused coping that was unsuccessful predicted some drinking outcomes for both men and women, controlling for Wave I drinking and sociodemographic characteristics. The data suggest that increased institutional attention to the prevention of workplace harassment and abuse might impact on decreasing alcohol use and abuse.

  2. Sexual harassment in Jewish and Arab public schools in Israel.

    Science.gov (United States)

    Zeira, Anat; Astor, Ron Avi; Benbenishty, Rami

    2002-02-01

    Current empirical literature on sexual harassment in schools is mostly based on nonrepresentative samples of middle-class high-school Caucasian female students. Thus the scope of research regarding gender, age, and cultural differences is very limited. This article reports on findings on sexual harassment in Jewish and Arab schools in Israel with regard to gender, age, and cultural differences. The study is part of the first national survey on school violence in Israel. The representative sample includes 10,400 students in grades 7 through 11 attending public schools in Israel. Students were asked to report whether they were victims of specific acts of sexual harassment in school during the month before the survey. Overall, 29.1% of the students were victims of at least one act of harassment. The more common acts were to show offensive pictures or to send obscene letters, to take off or to try to take off part of the student's clothing, and to try to kiss a student. The most vulnerable groups are the Arab boys and 8th grade students. Report rates were the lowest among Arab girls. Sexual harassment is prevalent in Israeli schools. The pattern of victimization is different for boys and girls and for students in Jewish and Arab schools. These patterns are a complex phenomenon that must be considered in the intervention and policy measures addressing sexual harassment at school.

  3. THE ECONOMIC AND CAREER EFFECTS OF SEXUAL HARASSMENT ON WORKING WOMEN.

    Science.gov (United States)

    McLaughlin, Heather; Uggen, Christopher; Blackstone, Amy

    2017-06-01

    Many working women will experience sexual harassment at some point in their careers. While some report this harassment, many leave their jobs to escape the harassing environment. This mixed-methods study examines whether sexual harassment and subsequent career disruption affect women's careers. Using in-depth interviews and longitudinal survey data from the Youth Development Study, we examine the effect of sexual harassment for women in the early career. We find that sexual harassment increases financial stress, largely by precipitating job change, and can significantly alter women's career attainment.

  4. THE ECONOMIC AND CAREER EFFECTS OF SEXUAL HARASSMENT ON WORKING WOMEN

    Science.gov (United States)

    MCLAUGHLIN, HEATHER; UGGEN, CHRISTOPHER; BLACKSTONE, AMY

    2017-01-01

    Many working women will experience sexual harassment at some point in their careers. While some report this harassment, many leave their jobs to escape the harassing environment. This mixed-methods study examines whether sexual harassment and subsequent career disruption affect women’s careers. Using in-depth interviews and longitudinal survey data from the Youth Development Study, we examine the effect of sexual harassment for women in the early career. We find that sexual harassment increases financial stress, largely by precipitating job change, and can significantly alter women’s career attainment. PMID:29056822

  5. Experiences and perceptions of sexual harassment in the Canadian forces combat arms.

    Science.gov (United States)

    Gill, Ritu; Febbraro, Angela R

    2013-02-01

    Recent studies examining sexual harassment in the military indicate a decrease in reports of harassment, which may be attributed to several factors, including zero-tolerance policies or anti-harassment programs. However, the decrease may also be attributed to fears of losing one's job or of being derogated by colleagues if harassment is reported. This qualitative study of women employed in the Canadian combat arms examined spontaneously shared perceptions and experiences of sexual harassment. Six of the 26 women interviewed shared their experiences or perceptions of harassment, including concerns about potential repercussions of reporting. Implications for gender integration in military organizations are discussed.

  6. A consideration about application/report systems to be used in digital certification and the certificate authority

    International Nuclear Information System (INIS)

    Abe, Shinya; Nakata, Yutaka; Itsuka, Tomoaki

    2002-10-01

    In promoting the E-Japan project (Electronic Government Policy) at JAERI, the following related activities were investigated: the national project, several social and ministry's plans, some foreign national cases and some Japanese private enterprise's activities, etc. Office of IT Promotion in JAERI, getting along with the E-Japan project, examined the policies to modify the current application/report system into the system based on digital certification and the Certificate Authority. These extensive investigations are described in this report. (author)

  7. Does online harassment constitute bullying? An exploration of online harassment by known peers and online-only contacts.

    Science.gov (United States)

    Wolak, Janis; Mitchell, Kimberly J; Finkelhor, David

    2007-12-01

    To shed light on the nature of online harassment and the extent to which it may be bullying by examining differences in the characteristics of harassed youth, online harassment incidents, and distressing online harassment based on the identity of online harassers (known peer vs. online-only contact). A telephone survey of a nationally representative sample of 1500 youth Internet users, ages 10 to 17, conducted between March and June 2005. Nine percent (n = 129) of youth were harassed online in the past year, 43% (n = 56) by known peers and 57% (n = 73) by people they met online and did not know in person (online-only contacts). Most online harassment incidents did not appear to meet the standard definition of bullying used in school-based research and requiring aggression, repetition, and power imbalance. Only 25% of incidents by known peers and 21% by online-only contacts involved both repeated incidents and either distress to targets or adult intervention. In many cases, the concept of "bullying" or "cyber-bullying" may be inappropriate for online interpersonal offenses. We suggest using "online harassment," with disclaimers that it does not constitute bullying unless it is part of or related to offline bullying. This would include incidents perpetrated by peers that occur entirely online, but arise from school-related events or relationships and have school-related consequences for targets. The Internet provides opportunities for the extension of conventional school bullying to new venues. Those who study conventional school bullying should include online forms of the behavior in research, prevention, and intervention paradigms.

  8. 10 CFR 2.643 - Acceptance and docketing of application for limited work authorization.

    Science.gov (United States)

    2010-01-01

    ... application is docketed, the Director will cause to be published in the Federal Register and send to the... complete. (e) If part two of the application is docketed, the Director will cause to be published in the... § 2.101(a)(9) is incomplete and not acceptable for processing, the Director of New Reactors or the...

  9. Weightism, racism, classism, and sexism: shared forms of harassment in adolescents.

    Science.gov (United States)

    Bucchianeri, Michaela M; Eisenberg, Marla E; Neumark-Sztainer, Dianne

    2013-07-01

    To document the prevalence of harassment on the basis of weight, race/ethnicity, and socioeconomic status, as well as sexual harassment, among a diverse population of adolescents. Specifically, this study examined rates of each type of harassment reported across groups within the corresponding sociodemographic category (e.g., racial/ethnic category differences in prevalence of racial harassment), and also explored patterns of "cross-harassment" (i.e., differences in prevalence of each harassment type across all other sociodemographic characteristics). We used data from Project Eating and Activity in Teens 2010 for the study. The sample was composed of 2,793 adolescents (53% female; 81% nonwhite). We conducted regression analyses to yield prevalence estimates of each type of harassment in each demographic and body mass index category. Weight- and race-based harassment (35.3% and 35.2%, respectively) was most prevalent, followed by sexual harassment (25.0%) and socioeconomic status-based harassment (16.1%). Overweight and obese adolescents reported disproportionately higher rates of all forms of harassment than did normal-weight and underweight adolescents. In addition, Asian and mixed-/other race adolescents were more vulnerable to harassment overall compared with those from other racial/ethnic groups. Harassment experiences are prevalent among adolescent boys and girls. Differential rates of each type of harassment are reported across groups within the corresponding sociodemographic category, but a pattern of cross-harassment also is evident, such that differences in prevalence of each type of harassment emerge across a variety of sociodemographic characteristics. Adolescents from various intersecting sociodemographic and weight-status groups are particularly vulnerable to certain types of harassment. Copyright © 2013 Society for Adolescent Health and Medicine. Published by Elsevier Inc. All rights reserved.

  10. Cyclists' experiences of harassment from motorists: findings from a survey of cyclists in Queensland, Australia.

    Science.gov (United States)

    Heesch, Kristiann C; Sahlqvist, Shannon; Garrard, Jan

    2011-12-01

    Harassment from motorists is a major constraint on cycling that has been under-researched. We examined incidence and correlates of harassment of cyclists. Cyclists in Queensland, Australia were surveyed in 2009 about their experiences of harassment while cycling, from motor vehicle occupants. Respondents also indicated the forms of harassment they experienced. Logistic regression modeling was used to examine gender and other correlates of harassment. Of 1830 respondents, 76% of men and 72% of women reported harassment in the previous 12 months. The most reported forms of harassment were driving too close (66%), shouting abuse (63%), and making obscene gestures/sexual harassment (45%). Older age, overweight/obesity, less cycling experience (harassment, while living in highly advantaged areas (SEIFA deciles 8 or 9), cycling for recreation, and cycling for competition were associated with increased likelihood of harassment. Gender was not associated with reports of harassment. Efforts to decrease harassment should include a closer examination of the circumstances that give rise to harassment, as well as fostering road environments and driver attitudes and behaviors that recognize that cyclists are legitimate road users. Copyright © 2011 Elsevier Inc. All rights reserved.

  11. Cyclists’ experiences of harassment from motorists: findings from a survey of cyclists in Queensland, Australia

    Science.gov (United States)

    Heesch, Kristiann C; Sahlqvist, Shannon; Garrard, Jan

    2013-01-01

    Objective Harassment from motorists is a major constraint on cycling that has been under-researched. We examined incidence and correlates of harassment of cyclists. Methods Cyclists in Queensland, Australia were surveyed in 2009 about their experiences of harassment while cycling, from motor vehicle occupants. Respondents also indicated the forms of harassment they experienced. Logistic regression modeling was used to examine gender and other correlates of harassment. Results Of 1830 respondents, 76% of men and 72% of women reported harassment in the previous 12 months. The most reported forms of harassment were driving too close (66%), shouting abuse (63%), and making obscene gestures/sexual harassment (45%). Older age, overweight/obesity, less cycling experience (<2 years) and less frequent cycling (<3 days/week) were associated with less likelihood of harassment, while living in highly advantaged areas (SEIFA deciles 8 or 9), cycling for recreation, and cycling for competition were associated with increased likelihood of harassment. Gender was not associated with reports of harassment. Conclusions Efforts to decrease harassment should include a closer examination of the circumstances that give rise to harassment, as well as fostering road environments and driver attitudes and behaviors that recognize that cyclists are legitimate road users. PMID:22001076

  12. 75 FR 18492 - Southern Nevada Water Authority; Notice of Application Accepted for Filing, Ready for...

    Science.gov (United States)

    2010-04-12

    .... Name of Project: Arrow Canyon Conduit Energy Recovery Hydroturbine. f. Project description: proposed... hydroturbine, the applicant would generate about 3.5 million kilowatt- hours (kWh) per year of renewable energy...

  13. Differences Across Age Groups in Transgender and Gender Non-Conforming People's Experiences of Health Care Discrimination, Harassment, and Victimization.

    Science.gov (United States)

    Kattari, Shanna K; Hasche, Leslie

    2016-03-01

    Given the increasing diversity among older adults and changes in health policy, knowledge is needed on potential barriers to health care for transgender and gender non-conforming (GNC) individuals. Using the 2010 National Transgender Discrimination Survey (NTDS), logistic regression models test differences between age groups (below 35, 35-49, 50-64, and 65 and above) in lifetime experience of anti-transgender discrimination, harassment, and victimization within health care settings while considering the influences of insurance status, level of passing, time of transition, and other socio-demographic factors. Although more than one fifth of transgender and GNC individuals of all ages reported health discrimination, harassment, or victimization, significant age differences were found. Insurance status and level of passing were also influential. Medicare policy changes and this study's findings prompt further consideration for revising other health insurance policies. In addition, expanded cultural competency trainings that are specific to transgender and GNC individuals are crucial. © The Author(s) 2015.

  14. 78 FR 13330 - Pangea LNG (North America) Holdings, LLC; Application for Long-Term Authorization To Export...

    Science.gov (United States)

    2013-02-27

    ... Mexico, acreages in the Marcellus shale gas play, the Eagle Ford shale gas play, the Bakken shale oil... gas reserves and production. Pangea states that improved drilling techniques and extraction...; Application for Long- Term Authorization To Export Liquefied Natural Gas Produced From Domestic Natural Gas...

  15. 75 FR 8178 - Application of Rugby Aviation LLC D/B/A Northwest Sky Ferry for Commuter Air Carrier Authority

    Science.gov (United States)

    2010-02-23

    ... DEPARTMENT OF TRANSPORTATION Office of the Secretary Application of Rugby Aviation LLC D/B/A Northwest Sky Ferry for Commuter Air Carrier Authority AGENCY: Department of Transportation. ACTION: Notice... Transportation is directing all interested persons to show cause why it should not issue an order finding Rugby...

  16. 76 FR 53115 - Foreign-Trade Zone 77-Memphis, TN; Application for Temporary/Interim Manufacturing Authority...

    Science.gov (United States)

    2011-08-25

    ... Phone/Mobile Handset Kitting); Memphis, TN An application has been submitted to the Executive Secretary... authority to produce cell phones/mobile handsets kits (HTSUS 8517.12, HTSUS 8517.62, HTSUS 8517.69, duty... cell phone/mobile handset kits (duty free) for the foreign inputs noted above. In accordance with the...

  17. 77 FR 34122 - Application of Sun Air Express, LLC, d/b/a Sun Air International for Commuter Authority

    Science.gov (United States)

    2012-06-08

    ... DEPARTMENT OF TRANSPORTATION Office of the Secretary [Docket DOT-OST-2011-0169] Application of Sun Air Express, LLC, d/b/a Sun Air International for Commuter Authority AGENCY: Department of... order finding Sun Air Express, LLC d/b/a Sun Air International fit, willing, and able, and awarding it...

  18. Explaining sexual harassment judgments: looking beyond gender of the rater.

    Science.gov (United States)

    O'Connor, Maureen; Gutek, Barbara A; Stockdale, Margaret; Geer, Tracey M; Melançon, Renée

    2004-02-01

    In two decades of research on sexual harassment, one finding that appears repeatedly is that gender of the rater influences judgments about sexual harassment such that women are more likely than men to label behavior as sexual harassment. Yet, sexual harassment judgments are complex, particularly in situations that culminate in legal proceedings. And, this one variable, gender, may have been overemphasized to the exclusion of other situational and rater characteristic variables. Moreover, why do gender differences appear? As work by Wiener and his colleagues have done (R. L. Wiener et al., 2002; R. L. Wiener & L. Hurt, 2000; R. L. Wiener, L. Hurt, B. Russell, K. Mannen, & C. Gasper, 1997), this study attempts to look beyond gender to answer this question. In the studies reported here, raters (undergraduates and community adults), either read a written scenario or viewed a videotaped reenactment of a sexual harassment trial. The nature of the work environment was manipulated to see what, if any, effect the context would have on gender effects. Additionally, a number of rater characteristics beyond gender were measured, including ambivalent sexism attitudes of the raters, their judgments of complainant credibility, and self-referencing that might help explain rater judgments. Respondent gender, work environment, and community vs. student sample differences produced reliable differences in sexual harassment ratings in both the written and video trial versions of the study. The gender and sample differences in the sexual harassment ratings, however, are explained by a model which incorporates hostile sexism, perceptions of the complainants credibility, and raters' own ability to put themselves in the complainant's position (self-referencing).

  19. Sexual harassment during clinical clerkships in Dutch medical schools.

    Science.gov (United States)

    Rademakers, Jany J D J M; van den Muijsenbergh, Maria E T C; Slappendel, Geerte; Lagro-Janssen, Antoine L M; Borleffs, Jan C C

    2008-05-01

    Sexual harassment of medical students has been the focus of many international studies. Prevalence rates from 18% to over 60% have been reported. However, a Dutch study at Nijmegen Medical School found the prevalence rate to be lower (13.3% in the total group; 20% among female students only). We aimed to identify whether Nijmegen constitutes a positive sample of Dutch medical schools or whether incidents of sexual harassment are less prevalent in the Netherlands than elsewhere, and to establish if and how these experiences impact the professional lives of students. Students received a semi-structured questionnaire containing questions about their experiences of sexual harassment during clerkships. The questions referred to students' reactions to any incidents, the possible consequences for their wellbeing or professional functioning and the way cases of sexual harassment were handled. The prevalence of sexual harassment was significantly higher in Utrecht than in Nijmegen. In both studies rates were relatively low compared with international data. Nevertheless, 1 in 3-5 Dutch female medical students had experienced unwelcome sexual attention from patients, colleagues or supervisors. Three of 10 students who had experienced such an incident stated that it had a negative impact on their functioning afterwards. Prevalence rates of sexual harassment in medical schools in the Netherlands are low compared with international rates. However, the number of women students who experience sexual harassment is still 1 in 3-5. The occurrence of and ways to deal with these incidents should be important topics in the training of medical students and supervisors.

  20. 75 FR 60095 - Sempra LNG Marketing, LLC; Application for Blanket Authorization To Export Liquefied Natural Gas

    Science.gov (United States)

    2010-09-29

    ... states that when natural gas supplies are in balance with domestic demand, LNG will be imported and used... prohibited by U.S. law or policy, over a two-year period commencing on the date of the authorization. The... Gas Global Security and Supply, Office of Fossil Energy, Forrestal Building, Room 3E-042, 1000...

  1. Attitudes of truck drivers and carriers on the use of electronic logging devices and driver harassment.

    Science.gov (United States)

    2014-11-01

    The research contained herein is an examination of managerial harassment experienced by drivers, and whether harassment is associated with the method used to log hours of service (HOS). Similar information was gathered from a sample of carriers. : Tr...

  2. HarassMap and Uber Egypt partner to raise awareness about ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    2017-12-11

    Dec 11, 2017 ... HarassMap has also led to another profound impact in Egypt: Cairo ... of sexual harassment in Egypt is empowering women and changing men's attitudes. ... IDRC congratulates first cohort of Women in Climate Change ...

  3. Multiple Effects of Messages with Multiple Goals: Some Perceived Outcomes of Responses to Sexual Harassment.

    Science.gov (United States)

    Bingham, Shereen G.; Burleson, Brant R.

    1989-01-01

    Tests the perceived effectiveness of different messages responding to sexual harassment in the organizational environment. Finds that none of the messages were perceived as being particularly effective at stopping the harasser's offensive conduct. (MM)

  4. The Who, How, What, and When of Sexual Harassment: Teaching Tips for Business Educators.

    Science.gov (United States)

    Kohl, John P.; Greenlaw, Paul S.

    1993-01-01

    Reviews early court decisions and federal guidelines on sexual harassment. Defines quid pro quo and hostile work environment. Provides suggestions for developing policy and including information on sexual harassment in business curricula. (SK)

  5. Sexual Harassment of Women at Workplace in India: Journey from a Workplace Problem to a Human Rights Issue

    OpenAIRE

    Sarpotdar, Anagha

    2014-01-01

    In October 2013, the media widely reported about a lab assistant who set herself ablaze outside the Delhi Secretariat and succumbed to injuries. She was protesting against sexual harassment from the college principal and termination from job. Though she repeatedly filed complaints with several authorities including the University, it was in vain. Such incidents highlight break down of grievance redress mechanisms within the organisations and throw light on the predicament of women facing sex...

  6. Bullying and Harassment in Secondary Schools: A Critical Feminist Analysis of the Gaps, Overlaps, and Implications from a Decade of Research

    Science.gov (United States)

    Meyer, Elizabeth J.

    2007-01-01

    This paper presents an analysis of the past decade (1997-2007) of research conducted in the areas of bullying and harassment in secondary schools. The author presents trends in the research as well as addresses the significant gaps left in a field that is heavily influenced by one school thought. By applying a critical feminist lens to this body…

  7. Sexual harassment in the hospitality industry --- A study on a Chinese state-owned hotel

    OpenAIRE

    ZHANG, LULU

    2006-01-01

    Based on literature reviews, methodologies, and findings, this paper presents an empirical study of sexual harassment in the hospitality industry. Zhongjing Grand Hotel is used as a case study of sexual harassment in the context of China. The similarities and differences from literatures and research findings are indicated. The research proposes two main arguments: (1) the definitions of sexual harassment need to be improved and specific. (2) sexual harassment can happen every places and ever...

  8. An overview of the literature on sexual harassment: Perpetrator, theory, and treatment issues

    OpenAIRE

    Pina, Afroditi; Gannon, Theresa A.; Saunders, Benjamin

    2009-01-01

    Sexual harassment has been recognized as a serious problem in the literature over the past 30 years. In this\\ud paper, we review the existing research surrounding the phenomenon of sexual harassment, paying particular\\ud attention to factors of relevance for understanding perpetrators of sexual harassment. We also provide an\\ud overview of the perplexing nature of sexual harassment and the various concerns that have surrounded the\\ud topic leading to its recognition. The different theoretical...

  9. [Preventing complications due to dilatation by intracervical application of a prostaglandin-gel (author's transl)].

    Science.gov (United States)

    Kühnie, H; Grande, P; Kuhn, W

    1977-08-01

    Mechanical injuries by dilatating the cervix uteri for artificial abortion may lead to intra- and postoperative complications; of these cervical insufficiency during subsequent pregnancy is of main importance. In order to prevent this complication 160 patients in the 8th to 18th week of pregnancy, who were going to have a legal abortion, were treated with a gel consisting of 3--5 mg Prostaglandin F2alpha which was applicated in the cervix uteri. In more than 90% of these cases a mechanical dilatation was not necessary afterwards. Generally the cervix uteri was softened and dilatated to Hegar 12. 32% of the patients had a spontaneous abortion. Therefore only a curettage without a dilatation had to be performed. Complications due to the application of the gel did not occur. The combined application of the gel with the extraamnial instillation of Prostaglandin for artificial abortion during the second trimenon reduced by half the period of indwelling of the intrauterine foley-catheter and therewith the risk of infection as well as the period of labour pains. Further possible ways of applicating the Prostaglandin gel in gynecology and obstetrics concern missed abortion, intrauterine death, and cervical dystocia during delivery.

  10. 77 FR 28372 - South Carolina Public Service Authority; Notice of Application for Amendment of License and...

    Science.gov (United States)

    2012-05-14

    ... documents may be filed electronically via the Internet. See, 18 CFR 385.2001(a)(1)(iii) and the instructions... marina, fuel and sewage pump-out services, restrooms, parking, shops, restaurant, swimming pool, rental cottages, boardwalk, wooden deck, and remote parking for boat trailers. l. Locations of the Application: A...

  11. 78 FR 44934 - Sabine Pass Liquefaction, LLC; Application for Long-Term Authorization To Export Liquefied...

    Science.gov (United States)

    2013-07-25

    ...) previously approved on domestic natural gas supply and demand fundamentals. DOE will also consider any other... prohibited by U.S. law or policy. In the portion of SPL's Application subject to this Notice, SPL requests... treatment for trade in natural gas (non-FTA countries) with which trade is not prohibited by U.S. law or...

  12. 14 CFR 204.3 - Applicants for new certificate or commuter air carrier authority.

    Science.gov (United States)

    2010-01-01

    ... required.) (r) A brief narrative history of the applicant. (s) A description of all Federal, State and... compliance history that warrants it, additional information may be required.) (p) A description of all... time in the past and which remain under investigation by the FAA, the NTSB, or by the company itself...

  13. 78 FR 53737 - ConocoPhillips Company; Application for Blanket Authorization To Export Previously Imported...

    Science.gov (United States)

    2013-08-30

    ... application, FE applies the principles described in DOE Delegation Order No. 0204-111 which states that... LNG Development, L.P., DOE/FE Order No. 3317 (July 19, 2013); ENI USA Gas Marketing LLC, DOE/FE Order No. 3247 (March 5, 2013); Sempra LNG Marketing, LLC, DOE/FE Order No. 3231 (February 13, 2013...

  14. 77 FR 43135 - Application of City Wings, Inc. D/B/A Seaflight for Commuter Authority

    Science.gov (United States)

    2012-07-23

    ... DEPARTMENT OF TRANSPORTATION [Docket DOT-OST-2010-0263] Application of City Wings, Inc. D/B/A... cause why it should not issue an order finding City Wings, Inc. d/b/a Seaflight fit, willing, and able... be served upon the parties listed in Attachment A to the order. FOR FURTHER INFORMATION CONTACT...

  15. 75 FR 56985 - Foreign-Trade Zone 104-Savannah, GA Application for Manufacturing Authority Mitsubishi Power...

    Science.gov (United States)

    2010-09-17

    ... and the domestic market. Activity would involve receiving foreign-origin, semi-finished nickel alloy..., blades, gears, couplings, airfoils, hubs and stationaries) and generators. Foreign- origin turbines and generators would also be distributed from the MPSA facility. The application indicates that large gas and...

  16. 75 FR 62512 - Sabine Pass Liquefaction, LLC; Application for Long-Term Authorization To Export Liquefied...

    Science.gov (United States)

    2010-10-12

    ... than two years) with third parties with terms up to 30 years executed by September 7, 2020. The LNG may... Application, as countries that hold membership in the World Trade Organization (WTO Countries) and those... through job creation, increased economic activity and tax revenues. Second, Sabine Pass maintains that the...

  17. Operational circular No. 9 – Principles and procedures governing complaints of harassment

    CERN Multimedia

    HR Department

    2011-01-01

    Operational Circular No. 9 entitled "Principles and Procedures Governing Complaints of Harassment", approved by the Director-General following discussion in the Standing Concertation Committee meeting on 21 March 2011, is available on the intranet site of the Human Resources Department: https://cern.ch/hr-docs/opcirc/opcirc.asp Operational Circular No. 9 is applicable to any person working at or on behalf of CERN. It cancels and replaces Administrative Circular No. 32 entitled "Principles and Procedures Governing Complaints of Harassment” of February 2000. Department Head Office

  18. Sexual harassment of psychiatric trainees: experiences and attitudes

    Science.gov (United States)

    Morgan, J.; Porter, S.

    1999-01-01

    A survey was carried out of psychiatric trainees' work-related experiences of unwanted sexual contact. A structured postal questionnaire was administered to 100 psychiatric trainees from senior house officer to specialist registrar level in a large psychiatric rotation. There was an 85% response rate; 86% (73) of the sample had experienced unwanted sexual contact, with 47% (40) experiencing deliberate touching, leaning over or cornering, and 18% (15) receiving letters, telephone calls or material of a sexual nature. Three-quarters (64) of respondents had experienced unwanted sexual contact from patients and 64% (54) from staff. Experiences and attitudes did not generally differ by gender, grade or training experience. Four out of 48 female respondents described stalking by patients. Of the 39 respondents who had reported harassment by patients, 31 felt supported by colleagues, while of the 13 who had reported harassment by colleagues, eight felt supported. Two-thirds of the respondents considered sexual harassment `sometimes' or `frequently' a problem for the profession. Diagnoses of confusional states, mania or schizophrenia made subjects less likely to consider unwanted sexual behaviour to be `sexual harassment' (86%, 80%, and 67%, respectively), but not for other diagnoses. Levels of threatening and intrusive sexual harassment are unacceptably high in this study group. Health trusts should adopt policies of `zero tolerance' and all incidents should be reported. Psychological impact on victims should be acknowledged even when the behaviour of the perpetrator can be explained by diagnosis.
 PMID:10474725

  19. Sexual harassment of psychiatric trainees: experiences and attitudes.

    Science.gov (United States)

    Morgan, J F; Porter, S

    1999-07-01

    A survey was carried out of psychiatric trainees' work-related experiences of unwanted sexual contact. A structured postal questionnaire was administered to 100 psychiatric trainees from senior house officer to specialist registrar level in a large psychiatric rotation. There was an 85% response rate; 86% (73) of the sample had experienced unwanted sexual contact, with 47% (40) experiencing deliberate touching, leaning over or cornering, and 18% (15) receiving letters, telephone calls or material of a sexual nature. Three-quarters (64) of respondents had experienced unwanted sexual contact from patients and 64% (54) from staff. Experiences and attitudes did not generally differ by gender, grade or training experience. Four out of 48 female respondents described stalking by patients. Of the 39 respondents who had reported harassment by patients, 31 felt supported by colleagues, while of the 13 who had reported harassment by colleagues, eight felt supported. Two-thirds of the respondents considered sexual harassment 'some-times' or 'frequently' a problem for the profession. Diagnoses of confusional states, mania or schizophrenia made subjects less likely to consider unwanted sexual behaviour to be 'sexual harassment' (86%, 80%, and 67%, respectively), but not for other diagnoses. Levels of threatening and intrusive sexual harassment are unacceptably high in this study group. Health trusts should adopt policies of 'zero tolerance' and all incidents should be reported. Psychological impact on victims should be acknowledged even when the behaviour of the perpetrator can be explained by diagnosis.

  20. Ombud’s Corner: sexual harassment - who is concerned?

    CERN Multimedia

    Sudeshna Datta-Cockerill

    2015-01-01

    About one year since I last covered the topic of sexual harassment, I am returning to this theme again as it continues to be raised in the Ombud office. This trend is likely to continue as long as everyday sexism and harassment remain hidden and our workplace culture persists in turning a blind eye to these issues…    In previous articles, we discussed how to say “stop” to unwelcome behaviour and what to do when the situation persists. We also discussed what is meant by harassment, defined in CERN’s Operational Circular No. 9 as “…unwelcome behaviour that has the effect of violating a person’s dignity and/or creating a hostile work environment…” Finally, we underlined the need to promote a peer culture that recognises the early signs of any behaviour that risks deteriorating into harassment. So, what more is there to say? Sexual harassment in the workplace remains an invisible i...

  1. Ombuds’ corner: Work conflict or harassment?

    CERN Multimedia

    Vincent Vuillemin

    2011-01-01

    In this series, the Bulletin aims to explain the role of the Ombuds at CERN by presenting practical examples of misunderstandings that could have been resolved by the Ombuds if he had been contacted earlier. Please note that, in all the situations we present, the names are fictitious and used only to improve clarity.   Bill*, thanks to his technical competence, has been nominated leader of a group in charge of various projects. During his learning phase, he benefited from the experience of his collaborators and had a good working relationship with all of them. However, after few months, his relationship with Mike*, a senior member of the group in charge of some specific developments, turned sour. As the situation did not improve after many weeks, Mike decided to file an informal complaint of harassment with the Ombuds against his group leader, as he was convinced that Bill was bullying him. Mike explained that Bill was interfering more and more with his responsibilities in the project, by interac...

  2. Sexual Harassment: What It Is, Where It Is, and What to Do About It.

    Science.gov (United States)

    Weston, Ralph

    1995-01-01

    Reviews issues and relevant court decisions related to sexual harassment in the workplace. Focuses on definitions and types of sexual harassment, circumstances and institutional settings under which it occurs, its effects on an organization, and steps an organization might take to keep sexual harassment out of the workplace. (35 citations) (MAB)

  3. Harassment Issues in Sport Organizations: Utilitarian, Justice, Kantian, and Existential Approaches to Moral Ontology

    Science.gov (United States)

    Malloy, David Cruise; Zakus, Dwight H.

    2004-01-01

    The literature discussing harassment issues in sport primarily focuses on sexual harassment and abuse. Discussion of this topic is dominated by definitions of harassment in terms of the biological, psychological, cultural, and organizational rationale for its occurrence and a variety of educational methods to transmit the "facts" of this…

  4. Gender Identity and Adversarial Sexual Beliefs as Predictors of Attitudes toward Sexual Harassment.

    Science.gov (United States)

    Murrell, Audrey J.; Dietz-Uhler, Beth L.

    1993-01-01

    Examines impact of gender identity and adversarial sexual beliefs as predictors of attitudes toward sexual harassment for 52 female and 55 male college students. Adversarial beliefs and experience with sexual harassment predict less tolerant attitudes toward harassment for males, whereas strong gender group identity and experience with harassment…

  5. Sexual Harassment: A Common Sample for the University and the Workplace.

    Science.gov (United States)

    Beauregard, Terri Kinion

    The sexual harassment experienced by a sample of women (N=154) in a university setting was compared with the sexual harassment experienced by them in a workplace setting. Results appeared to support the following generalizations: (1) there is greater gender harassment, unwanted sexual attention, and sexual coercion in the workplace setting than in…

  6. Investigating the Utility of the Film "War Zone" in the Prevention of Street Harassment

    Science.gov (United States)

    Darnell, Doyanne A.; Cook, Sarah L.

    2009-01-01

    Street harassment, the act of sexual harassment by strangers in public, is a common experience shared by many women. This paper reports the first experimental evaluation of the impact of a popular documentary-style film, "War Zone," on men's attitudes toward street harassment and empathy for women who experience it. The sample was an ethnically…

  7. Student Attitude towards on Sexual Harassment: The Case of Wolaita Sodo University, Ethiopia

    Science.gov (United States)

    Zewude, Bereket Tessema; Ashine, Kidus Meskele

    2016-01-01

    An attempt has been done on attitude towards sexual harassment which is critical issue nowadays in higher institutions. The result of the study could suggest for putting proper polices in place which is considered as vital in preventing sexual harassment as well as creating awareness about sexual harassment issue specially in higher institutions…

  8. What Do We Know about Sexual Harassment in Public Schools? Equity.

    Science.gov (United States)

    Clark, Pat, Ed.

    This brief report discusses sexual harassment in public schools and presents six recommendations for all school personnel to follow to help lower the incidence of sexual harassment. The report provides a definition of sexual harassment and cites several provisions of Title IX of the Education Amendments of 1972. Contains three resources for…

  9. An Action Research Study: Using Classroom Guidance Lessons to Teach Middle School Students about Sexual Harassment

    Science.gov (United States)

    Bates, Rebecca C.

    2006-01-01

    This article describes a three-part classroom guidance lesson that teaches middle school students the definition of sexual harassment, the difference between flirting and sexual harassment, and the harmful effects of sexual harassment. An action research study evaluated the effectiveness of the lessons in decreasing referrals for sexual harassment…

  10. "That's the Way the World Really Goes": Sexual Harassment and New Jersey Teenagers.

    Science.gov (United States)

    Trigg, Mary; Wittenstrom, Kim

    1996-01-01

    Corroborates the findings of past surveys that sexual harassment is present in secondary public schools, and analyzes findings from two different theoretical perspectives. Explores student definitions and responses to sexual harassment, and discusses barriers to knowledge and prevention of sexual harassment in secondary schools. (JPS)

  11. Experiences of Sexual Harassment among Elementary School Students in Taiwan: Implications for School Nurses

    Science.gov (United States)

    Chang, Yu-Ting; Hayter, Mark; Lin, Mei-Ling

    2010-01-01

    Sexual harassment is a significant issue in the lives of students. Understanding how young adolescents feel about sexual harassment and their coping strategies is a central element to guide school nursing interventions promoting sexual health. This study explored the sexual harassment experiences of young adolescents in Taiwan. A qualitative…

  12. Sexual Harassment Policies in K-12 Schools: Examining Accessibility to Students and Content

    Science.gov (United States)

    Lichty, Lauren F.; Torres, Jennifer M. C.; Valenti, Maria T.; Buchanan, NiCole T.

    2008-01-01

    Background: Peer sexual harassment is a significant social problem with consequences for both students and schools. Four out of 5 students report experiencing sexual harassment. These experiences have been linked to poor psychological health and academic withdrawal. Recognizing the seriousness of sexual harassment in schools, Supreme Court rulings…

  13. The Influence of School Climate on Students' Experiences of Peer Sexual Harassment in High Schools

    Science.gov (United States)

    Tully, Carol A.

    2010-01-01

    Early studies on the prevalence of peer sexual harassment in schools have left little doubt that it is a serious problem, often with negative consequences. Research indicates that sexual harassment is a subjective and gendered phenomenon, and peer sexual harassment is further complicated by the developmental changes associated with adolescence.…

  14. What Makes Youth Harass Their Immigrant Peers? Understanding the Risk Factors

    Science.gov (United States)

    Bayram Özdemir, Sevgi; Özdemir, Metin; Stattin, Håkan

    2016-01-01

    Immigrant youth are at risk of experiencing harassment in school; however, we have only limited understanding of what makes youth harass their peers on ground of their ethnic origin. To address this major limitation, we examined (a) whether youth's negative attitudes toward immigrants impact their engagement in ethnic harassment over time and (b)…

  15. Sexual Harassment: What's Good for the Goose Is Good For the Gander.

    Science.gov (United States)

    Hazzard, Terry

    Sexual harassment, once an issue only among women, is becoming a serious issue among men. The number of law suits brought by men alleging sexual harassment is increasing and will likely continue to increase as more women attain supervisory and management positions. The Equal Employment Opportunity Commission (EEOC) defines harassment as…

  16. Disturbances in the Field. Sexual Harassment and Libraries: Stories from the Front.

    Science.gov (United States)

    Watstein, Sarah Barbara

    1993-01-01

    This second part of an article on sexual harassment and libraries features stories of library workers who have suffered sexual harassment. Highlights include problems from men and women; homosexuality issues; harassment from supervisors, employees being supervised, co-workers, and patrons; and the involvement of Equal Employment Opportunity…

  17. College Students' Experiences and Perceptions of Harassment on Campus: An Exploration of Gender Differences

    Science.gov (United States)

    Reason, Robert D.; Rankin, Susan R.

    2006-01-01

    Using a campus climate assessment instrument developed by Rankin (1998), we surveyed students (N = 7,347) from 10 campuses to explore the different experiences with harassment and campus climates reported by men and women. Both men and women reported experiencing harassment, although women experienced harassment at statistically significantly…

  18. Disordered Eating Behaviors and Sexual Harassment in Italian Male and Female University Students.

    Science.gov (United States)

    Romito, Patrizia; Cedolin, Carlotta; Bastiani, Federica; Saurel-Cubizolles, Marie-Josèphe

    2016-08-01

    The aim of this study is to describe sexual harassment among Italian university students and analyze the relationship between harassment and disordered eating behaviors. An observational survey was conducted among university students at Trieste University (Italy) in spring 2014. Students answered an anonymous self-administered questionnaire about sexual harassment, including three domains-sexual harassment, unwanted comments on physical appearance, cyber-harassment-and disordered eating behaviors. The global sexual harassment index was computed with three levels: Level 0, no harassment; Level 1, harassment in at least one of the three domains; and Level 2, harassment in two or three domains. Disordered eating behaviors were classified by at least one of the following: (a) eating without being able to stop or vomiting at least once or twice a month, (b) using laxatives or diuretics at least once or twice a week, (c) monitoring weight every day, and (d) dieting at least very often. The sample included 759 students (347 men and 412 women; 18-29 years old). Experiencing sexual harassment was related to eating disorder symptoms for both genders with a regular gradient: the higher the harassment score, the more frequent the disordered eating behavior symptoms, even after adjusting for age and previous sexual violence. The association was stronger for males than females. Sexual harassment and disordered eating behaviors have long been considered mainly a female problem. Men are not exempt from these problems and in some cases may be more affected than women. The topics should be assessed in men and women.

  19. Organizational Justice and Men's Likelihood to Sexually Harass: The Moderating Role of Sexism and Personality

    Science.gov (United States)

    Krings, Franciska; Facchin, Stephanie

    2009-01-01

    This study demonstrated relations between men's perceptions of organizational justice and increased sexual harassment proclivities. Respondents reported higher likelihood to sexually harass under conditions of low interactional justice, suggesting that sexual harassment likelihood may increase as a response to perceived injustice. Moreover, the…

  20. Sexual Harassment in American Secondary Schools: A Legal Guide for Administrators, Teachers and Students.

    Science.gov (United States)

    Layman, Nancy S.

    The purpose of this book is to familiarize middle and high school administrators, teachers, and students with the laws concerning sexual harassment and strategies for dealing with it. The book can also help educators avoid liability for sexual harassment. Part 1 defines sexual harassment and emphasizes that men and women may perceive the same…

  1. Workplace sexual harassment and depressive symptoms:A cross-sectional multilevel analysis comparing harassment from clients or customers to harassment from other employees amongst 7603 Danish employees from 1041 organizations

    OpenAIRE

    Friborg, Maria K.; Hansen, Jørgen V.; Aldrich, Per T.; Folker, Anna P.; Kjær, Susie; Nielsen, Maj Britt D.; Rugulies, Reiner; Madsen, Ida E. H.

    2017-01-01

    Background Previous research has reported that sexual harassment can lead to reduced mental health. Few studies have focused on sexual harassment conducted by clients or customers, which might occur in person-related occupations such as eldercare work, social work or customer service work. This study examined the cross-sectional association between sexual harassment by clients or customers and depressive symptoms. We also examined if this association was different compared to sexual harassmen...

  2. Workplace sexual harassment and depressive symptoms: a cross-sectional multilevel analysis comparing harassment from clients or customers to harassment from other employees amongst 7603 Danish employees from 1041 organizations.

    Science.gov (United States)

    Friborg, Maria K; Hansen, Jørgen V; Aldrich, Per T; Folker, Anna P; Kjær, Susie; Nielsen, Maj Britt D; Rugulies, Reiner; Madsen, Ida E H

    2017-09-25

    Previous research has reported that sexual harassment can lead to reduced mental health. Few studies have focused on sexual harassment conducted by clients or customers, which might occur in person-related occupations such as eldercare work, social work or customer service work. This study examined the cross-sectional association between sexual harassment by clients or customers and depressive symptoms. We also examined if this association was different compared to sexual harassment conducted by a colleague, supervisor or subordinate. Further, we investigated if psychosocial workplace initiatives modified the association between sexual harassment by clients or customers and level of depressive symptoms. We used data from the Work Environment and Health in Denmark cohort study (WEHD) and the Work Environment Activities in Danish Workplaces Study (WEADW) collected in 2012. WEHD is based on a random sample of employed individuals aged 18-64. In WEADW, organizational supervisors or employee representatives provided information on workplace characteristics. By combining WEHD and WEADW we included self-reported information on working conditions and health from 7603 employees and supervisors in 1041 organizations within 5 occupations. Data were analyzed using multilevel regression and analyses adjusted for gender, age, occupation and socioeconomic position. Exposure to workplace sexual harassment from clients or customers was statistically significantly associated with a higher level of depressive symptoms (2.05; 95% CI: 0.98-3.12) compared to no exposure. Employees harassed by colleagues, supervisors or subordinates had a higher mean level of depressive symptoms (2.45; 95% CI: 0.57-4.34) than employees harassed by clients or customers. We observed no statistically significant interactions between harassment from clients and customers and any of the examined psychosocial workplace initiatives (all p > 0.05). The association between sexual harassment and depressive

  3. Workplace sexual harassment and depressive symptoms: a cross-sectional multilevel analysis comparing harassment from clients or customers to harassment from other employees amongst 7603 Danish employees from 1041 organizations

    Directory of Open Access Journals (Sweden)

    Maria K. Friborg

    2017-09-01

    Full Text Available Abstract Background Previous research has reported that sexual harassment can lead to reduced mental health. Few studies have focused on sexual harassment conducted by clients or customers, which might occur in person-related occupations such as eldercare work, social work or customer service work. This study examined the cross-sectional association between sexual harassment by clients or customers and depressive symptoms. We also examined if this association was different compared to sexual harassment conducted by a colleague, supervisor or subordinate. Further, we investigated if psychosocial workplace initiatives modified the association between sexual harassment by clients or customers and level of depressive symptoms. Methods We used data from the Work Environment and Health in Denmark cohort study (WEHD and the Work Environment Activities in Danish Workplaces Study (WEADW collected in 2012. WEHD is based on a random sample of employed individuals aged 18–64. In WEADW, organizational supervisors or employee representatives provided information on workplace characteristics. By combining WEHD and WEADW we included self-reported information on working conditions and health from 7603 employees and supervisors in 1041 organizations within 5 occupations. Data were analyzed using multilevel regression and analyses adjusted for gender, age, occupation and socioeconomic position. Results Exposure to workplace sexual harassment from clients or customers was statistically significantly associated with a higher level of depressive symptoms (2.05; 95% CI: 0.98–3.12 compared to no exposure. Employees harassed by colleagues, supervisors or subordinates had a higher mean level of depressive symptoms (2.45; 95% CI: 0.57–4.34 than employees harassed by clients or customers. We observed no statistically significant interactions between harassment from clients and customers and any of the examined psychosocial workplace initiatives (all p > 0

  4. [An approach to bacteriological taxonomy by application of Immanuel Kant's transcendental dialectics (author's transl)].

    Science.gov (United States)

    Habs, H

    1981-01-01

    After having altered the name of International Committee for Bacteriological Nomenclature in International Committee on Systematic Bacteriology in 1970, the latter will also have to reflect upon the objects of taxonomy. An approach thereto is recognizable in the revision of the International Code of Nomenclature of Bacteria in 1975. Considerations are being made whether a classification of bacteria does justice to the laws of homogenicity, specification and continuity as laid down by Kant in his transcendental dialectic. Most important of all are definition and determination of the taxon species. As far as contents go the latter is not possible from the biological point of view but applicable to its range in application of the regulations of the code. Within the priorities of taxa the species adopts a preferential position because conceptions of applied bacteriology are contained therein. The variety of infra-subspecific subdivisions is taken into consideration; as far as the formae speciales are concerned considerations as made with regard to species apply.

  5. Protection against sexual harassment at work in the EU law

    Directory of Open Access Journals (Sweden)

    Jovanović Slađana

    2006-01-01

    Full Text Available The paper gives an overview of the most important EU acts that prohibit the sexual harassment in the workplace and recommend the protection mechanisms. The problem of sexual harassment has been perceived from the aspect of gender (inequality and discrimination while its solution is found in urgeing for consistent implementation of the principle of equal opportunity of women and men in the sphere of labor and employment. For the purpose of providing a comparative insight, it has been also given an overview of national legislative in this domain proceeding by conclusion that only few initial steps in creating the adequate mechanisms of protection from sexual harassment in the workplace have been made so far. .

  6. Proof Theory for Authorization Logic and Its Application to a Practical File System

    Science.gov (United States)

    2009-12-01

    related to each other in the preorder in BLS , and that the sort principal does not appear in formulas of GP logic. The translation pAq from...Figure 3.6. Lemma 3.17 (Composition). The following hold. 1. | pAq | = A 2. |pΣ; Γ −→ γq| = Σ;Γ −→ γ 52 Chapter 3. BLS : An Authorization Logic for...Static Policies Formulas A ppq = p pA ⊃ Bq = (` says pAq ) ⊃ (` says pBq) p⊥q = ⊥ p∀x:σ.Aq = ∀x:σ. ` says pAq pk says Aq = k says ` says pAq Hypotheses Γ

  7. [Reflections about the efficiency criteria for cancer treatments during marketing authorization application].

    Science.gov (United States)

    Jeannin, Noémie; Blois-Da Conceição, Stéphanie; Protière, Christel

    2013-03-01

    Although clear and validated recommendations exist concerning the evaluation of cancer treatments at the international level, the criteria retained to obtain the marketing authorization (MA) are multiple and heterogeneous. This qualitative survey explores the opinion related to the assessment of cancer treatment among the several concerned population. By the way of semi-structured interviews, our aim was to elicit perceptions toward the criteria which should be retained during the process of MA, by patients, oncologists, members of the pharmaceutical industry, health decision-makers and general population. Our survey emphasizes the variability of the significations associated with the criteria of efficiency of cancer treatments according to the characteristics of the respondents. We also have observed some common expectations from patients and oncologists toward the economic and political aspect, but also from the whole respondents toward the importance of the comfort of the patients. Lastly, the necessity to define specific criteria related to clinical cases emerges.

  8. Weightism, Racism, Classism, and Sexism: Shared Forms of Harassment in Adolescents

    Science.gov (United States)

    Bucchianeri, Michaela M.; Eisenberg, Marla E.; Neumark-Sztainer, Dianne

    2013-01-01

    Purpose The purpose of this study was to document the prevalence of harassment on the basis of weight, race/ethnicity, and socioeconomic status, as well as sexual harassment, among a diverse population of adolescents. Specifically, this study examined rates of each type of harassment reported across groups within the corresponding sociodemographic category (e.g., racial/ethnic category differences in prevalence of racial harassment), and also explored patterns of “cross-harassment” (i.e., differences in prevalence of each harassment type across all other sociodemographic characteristics). Methods Data from EAT 2010 (Eating and Activity in Teens) were used for the current study. The sample was comprised of 2,793 adolescents (53% female; 81% non-white). Regression analyses were conducted to yield prevalence estimates of each type of harassment in each demographic and BMI category. Results Weight- and race-based harassment (35.3% and 35.2%, respectively) were most prevalent, followed by sexual harassment (25.0%) and SES-based harassment (16.1%). Overweight and obese adolescents reported disproportionately higher rates of all forms of harassment than did normal-weight and underweight adolescents. In addition, Asian and mixed-/other-race adolescents were more vulnerable to harassment overall as compared to those from other racial/ethnic groups. Conclusions Harassment experiences are prevalent among adolescent boys and girls. Differential rates of each type of harassment are reported across groups within the corresponding sociodemographic category, but a pattern of “cross-harassment” also is evident, such that differences in prevalence of each type of harassment emerge across a variety of sociodemographic characteristics. Adolescents from various intersecting sociodemographic and weight-status groups are particularly vulnerable to certain types of harassment. PMID:23566562

  9. Sexual Harassment. A Preliminary Analysis of Its Effects on Hong Kong Chinese Women in the Workplace and Academia.

    Science.gov (United States)

    Chan, Darius K. S.; Tang, Catherine So-Kum; Chan, Wai

    1999-01-01

    Investigated the impact of sexual harassment on women in the workplace and college in Hong Kong. Questionnaires assessed sexual harassment experiences, perceived prevalence of sexual harassment at work, job or study satisfaction, and organizational commitment. Personal experience with sexual harassment negatively associated with job and study…

  10. Women in mining still exploited and sexually harassed

    Directory of Open Access Journals (Sweden)

    Doret Botha

    2016-11-01

    Full Text Available Orientation: Globally, women have become an essential part of the mining workforce. Among other jobs, they fulfil management positions, operate heavy machinery and are involved in artisanal mining processes. In South Africa, new mining legislation not only prohibits the exclusion of women but requires from companies to actively change the demographic profile of their workforce. Mining companies are obliged to also employ women in core mining activities. Although well intended, women appointed in core positions work side by side with men, often in isolation, and are frequently at risk of sexual abuse and/or harassment. Research purpose: This research determined perceptions regarding the occurrence of sexual harassment among women working in core mining positions. Motivation for the study: Currently, there is a paucity of published data on the occurrence of sexual harassment in the mining industry. Method: A mixed-method research design was used including quantitative and qualitative research paradigms. Quantitative data were collected by means of a structured questionnaire. Qualitative data were collected by means of individual and group interviews. Main findings: From the literature review and the empirical findings, it is evident that women are still exploited and sexually harassed in the mining industry. Incidents taking place on a daily basis vary from whistling; name calling; use of vulgar or derogatory language; display of body parts; physical contact, ranging from touching to sexual assault and rape; to the exchange of sexual favours for promotion. Practical/managerial implications: It is evident from the research that a holistic approach is required to effectively eradicate sexual harassment in the mining industry, involving the commitment of relevant state departments, human resource managers and labour experts. Contribution: Practical recommendations are made to effectively address sexual harassment in the mining industry.

  11. Authorization Decree Application for the creation of the Flamanville-3 Basic Nuclear Installation. Executive Summary of the Technical Review

    International Nuclear Information System (INIS)

    2009-01-01

    On 9 May 2006, Electricite de France (EDF) submitted to the Ministers for Nuclear Safety an authorization decree application for an EPR-type reactor on the site of the Flamanville Nuclear Power Plant (NPP). Article 29 of Act No. 2006-686 of 13 June 2006 on Transparency and Security in the Nuclear Field prescribes that the creation of any basic nuclear installation shall be issued by a decree taken after consultation with the Nuclear Safety Authority (Autorite de surete nucleaire - ASN). The purpose of this report is to provide ASN's Board with a summary of the technical review led by ASN services and carried out by their technical support agencies, namely the IRSN, the GPR and the Standing Nuclear Section of the CCAP between 2001 and 2006. After summing up the conclusions of the review on the safety options of the European Pressurized Reactor (EPR) Project, as carried out between 1993 and 2000, this report describes the process and modalities of the review conducted from 2001 to 2006. Besides providing the opinion of ASN's services on the creation-licence application, it also outlines the further review to be carried out, if the authorization decree is issued. (authors)

  12. Associations of Workplace Bullying and Harassment with Pain

    OpenAIRE

    Kumi Hirokawa; Toshiyo Taniguchi; Jiro Takaki

    2013-01-01

    The aim of this study was to investigate associations of workplace bullying and harassment with headache, stiffness of the neck or shoulders, lumbago, and pain of two or more joints. The subjects in this cross-sectional study were recruited from workers (n = 1,913) at 35 healthcare or welfare facilities in Japan. Because of non-participation or missing data, the number of subjects included in the analysis varied (response rate ? 77.1%). Workplace bullying and harassment were assessed using th...

  13. Examining the sexual harassment experiences of Mexican immigrant farmworking women.

    Science.gov (United States)

    Waugh, Irma Morales

    2010-03-01

    This study examined sexual harassment experiences of Mexican immigrant farmworking women (n = 150) employed on California farms. Of the estimated one million California farmworkers, 78% are Latino, mostly from Mexico, and 28% are women. Unlike gender-segregated worksites of Mexico, women farmworkers in the United States labor alongside men, facilitating harassment from coworkers and supervisors. Simultaneous sexist, racist, and economic discrimination are comparable to converging lanes of automobile traffic (Crenshaw, 2000) that women, standing at the intersections, manage to avoid harm. Findings highlight how discrimination shapes women's experiences and demonstrate the need for institutional policies to protect them.

  14. Application of progressive nucleation mechanism for the citation behavior of individual papers of different authors.

    Science.gov (United States)

    Sangwal, Keshra

    2012-09-01

    The basic concepts and equations of the progressive nucleation mechanism (PNM) are presented first for the growth and decay of items. The mechanism is then applied to describe the cumulative citations L and citations ΔL per year of the individual most-cited papers i of four selected Polish professors as a function of citation duration t. It was found that the PNM satisfactorily describes the time dependence of cumulative citations L of the papers published by different authors with sufficiently high citations ΔL, as represented by the highest yearly citations ΔL(max) during the entire citation period t (normal citation behavior). The citation period for these papers is less than 15 years and it is even 6-8 years in several cases. However, for papers with citation periods exceeding about 15 years, the growth behavior of citations does not follow the PNM in the entire citation period (anomalous citation behavior), and there are regions of citations in which the citation data may be described by the PNM. Normal and anomalous citation behaviors are attributed, respectively, to the occurrence and nonoccurrence of stationary nucleation of citations for the papers. The PNM also explains the growth and decay of citations ΔL per year of papers exhibiting normal citation behavior.

  15. Author Details

    African Journals Online (AJOL)

    Yeaton, RI. Vol 11, No 1 (1994) - Articles A line-based vegetation sampling technique and its application in succulent karoo. Abstract. ISSN: 1022-0119. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More about AJOL · AJOL's Partners · Terms and Conditions of ...

  16. Author Details

    African Journals Online (AJOL)

    Abad, HHS. Vol 10, No 52 (2011) - Articles Nitrogen remobilization in wheat as influenced by nitrogen application and post-anthesis water deficit during grain filling. Abstract PDF. ISSN: 1684-5315. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More about AJOL ...

  17. Author Details

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    Foucher, E. Vol 20 (1998) - Articles A GIS for the management of fisheries in West Africa: Preliminary application to the octopus stock in Senegal Abstract PDF. ISSN: 1814-232X. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More about AJOL · AJOL's Partners ...

  18. Author Details

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    Osiki, JO. Vol 6, No 1 (1998) - Articles The Clinical Investigation on The Effective Application of Prayer and Faith Builder in Altering The Hither-To Situation of Some Non-Diagnostic Apa Illness Abstract. ISSN: 0794-0831. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's ...

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    Bayou, T. Vol 8 (1989) - Articles Solar radiation maps fot Ethiopia Abstract PDF · Vol 13 (1996) - Articles Application of a photovoltaic system in water pumping. Abstract PDF. ISSN: 0514-6216. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More about AJOL ...

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    Guzinski, J. Vol 2, No 10 (2010) - Articles Sensorless induction motor drive for electric vehicle application. Abstract PDF. ISSN: 2141-2839. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More about AJOL · AJOL's Partners · Terms and Conditions of Use · Contact ...

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    Munguri, M W. Vol 5, No 2 (2001): - Articles The effect of rate and time of application of Nitrogen on maize yield in Chinyika Resettlement area, Zimbabwe Abstract. ISSN: 1029-9645. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More about AJOL · AJOL's Partners ...

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    Alvarruiz-Bermejo, A. Vol 4, No 3 (1999) - Articles Quality control in the meat industry application of the HACCP in the manufacturing line of canned meat. Abstract PDF. ISSN: 1028-6098. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More about AJOL · AJOL's ...

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    Diaw, M., Ethiopia. Vol 15, No 1 (2001) - Articles Electrochemical behaviour of gold at the carbon paste electrode: application to the gold ore analysis. Abstract PDF. ISSN: 1726-801X. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More about AJOL · AJOL's ...

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    Ramroop, S. Vol 7, No 1 (2009) - Articles Application of Negative Binomial Regression for Assessing Public Awareness of the Health Effects of Nicotine and Cigarettes Abstract PDF. ISSN: 1728-774X. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More about AJOL ...

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    Tsin, C.Y.. Vol 10, No 1S (2018): Special Issue - Articles Development of NutriSportExTM-interactive sport nutrition based mobile application software. Abstract PDF. ISSN: 1112-9867. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More about AJOL · AJOL's ...

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    Singh, S.N. Vol 2, No 3 (2010) - Articles Application of computational intelligence in emerging power systems. Abstract PDF. ISSN: 2141-2839. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More about AJOL · AJOL's Partners · Terms and Conditions of Use ...

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    Okoli, JU. Vol 32, No 3 (2013) - Research papers. Application of Nanotechnology in the Manufacturing Sector: A Review Abstract PDF. ISSN: 2467-8821. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More about AJOL · AJOL's Partners · Terms and Conditions of ...

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    Crafford, J. Vol 193 (2002) - Articles Measuring total economic benefits from water in plantation forestry: application of quasi I-O framework to the Crocodile catchment in South Africa: scientific paper. Abstract. ISSN: 2070-2639. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors ...

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    Nwaoguala, CNC. Vol 15, No 2 (2015) - Articles Influence by artificial defoliation and NPK fertilizer application on growth and yield of Okra (Abelmoschus esculentus (L) Moench) Abstract PDF. ISSN: 1684-5374. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More ...

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    Mukokoma, MM. Vol 2, No 1 (2009) - Articles Application and Effectiveness of New Public Management in National Water and Sewerage Corporation Abstract. ISSN: 2070-1748. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More about AJOL · AJOL's Partners ...

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    Makolo, Angela. Vol 22, No 2 (2015) - Articles Development of a food to calorie converter mobile application: a case study of Nigerian foods. Abstract. ISSN: 2006-5523. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More about AJOL · AJOL's Partners · Terms and ...

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    Ekosse, Georges-Ivo E. Vol 5, No 2 (2005) - Articles Diagnostic evaluation of bentonitic and kaolinitic clayey materials for ceramic applications. Abstract PDF · AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More about AJOL · AJOL's Partners · Terms and Conditions ...

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    Njoku, KC. Vol 10, No 1 (2015) - Articles Application of the anomic theory on the phenomenon of disengagement lethargy in the Imo state public service, Nigeria Abstract PDF · AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More about AJOL · AJOL's Partners ...

  14. Author Details

    African Journals Online (AJOL)

    Nweke, O. Vol 2, No 1 (2013) - Articles Application of Ethics, Justice and Fair Treatment in Human Resource Management for Sustainable Peace in Nigerian Work Organizations Abstract PDF. ISSN: 2227-5452. AJOL African Journals Online. HOW TO USE AJOL... for Researchers · for Librarians · for Authors · FAQ's · More ...

  15. Attachment and personality predicts engagement in sexual harassment by male and female college students.

    Science.gov (United States)

    Mènard, Kim S; Shoss, Naomi E; Pincus, Aaron L

    2010-01-01

    The purpose of this study was to examine a trait model of personality (Five-Factor Model) as a mediator of the relationship between attachment styles and sexually harassing behavior in a sample of male (N = 148) and female (N = 278) college students. We found that gender (male) and low Agreeableness predicted engaging in sexual harassment and all three of its subtypes; gender harassment, unwanted sexual attention, and sexual coercion. Further, low Conscientiousness predicted overall sexual harassment, gender harassment, and unwanted sexual attention. Personality traits mediated the relationship between insecure attachment styles (Preoccupation with Relationships and Relationships as Secondary) and sexually harassing behaviors. Thus, factors beyond gender can help predict students' propensity to sexually harass others.

  16. Cyber and bias-based harassment: associations with academic, substance use, and mental health problems.

    Science.gov (United States)

    Sinclair, Katerina O; Bauman, Sheri; Poteat, V Paul; Koenig, Brian; Russell, Stephen T

    2012-05-01

    To examine how two forms of interstudent harassment, cyber and bias-based harassment, are associated with academic, substance use, and mental health problems. We used a population-based survey of 17,366 middle and high school students that assessed harassment due to race/ethnicity or sexual orientation, and harassment through the Internet or text messaging along with other forms of interstudent harassment. Odds ratios indicated that students experiencing both cyber and bias-based harassment were at the greatest risk for adjustment problems across all indicators, with suicidal ideation and attempts having the largest risk differences. Assessments of adolescent health and adjustment should include questions regarding both cyber and bias-based harassment. Copyright © 2012 Society for Adolescent Health and Medicine. Published by Elsevier Inc. All rights reserved.

  17. Gender differences in the causal direction between workplace harassment and drinking.

    Science.gov (United States)

    Freels, Sally A; Richman, Judith A; Rospenda, Kathleen M

    2005-08-01

    Data from a longitudinal study of university employees across four waves is used to determine the extent to which workplace harassment predicts drinking or conversely the extent to which drinking predicts workplace harassment, and to address gender differences in these relationships. Mixed effects regression models are used to test the effects of 1) harassment at the previous wave on drinking at the current wave, adjusting for drinking at the previous wave, and 2) drinking at the previous wave on harassment at the current wave, adjusting for harassment at the previous wave. For males, drinking at the previous wave predicts sexual harassment at the current wave, whereas for females, sexual harassment at the previous wave predicts drinking at the current wave.

  18. Psychological effects of sexual harassment, appraisal of harassment, and organizational climate among U.S. Army soldiers.

    Science.gov (United States)

    Rosen, L N; Martin, L

    1998-02-01

    This study examines the effects of three types of unwanted sexual experiences in the workplace on the psychological well-being of male and female U.S. Army soldiers, and the mediating or moderating roles of appraisal of sexual harassment, organizational climate, and the sociodemographic profile of victims. A survey was administered to 1,060 male soldiers and 305 female soldiers between May and July, 1995, at three Army posts in the United States. Unwanted sexual experiences were found to be significant predictors of psychological symptoms for male and female soldiers. Certain aspects of organizational climate and appraisal of sexual harassment were also significant predictors of psychological symptoms.

  19. A Test in the High School Context of Berdahl's Status Theory of Sex-Based Harassment.

    Science.gov (United States)

    Shute, Rosalyn H

    2017-10-01

    This study, carried out in the high school context, is the first direct test of Berdahl's status theory of sex-based harassment. The theory covers not just male harassment of females, but female harassment of males and same-sex harassment. Participants were 771 males and 679 females, from Years 8 to 10, in five co-educational lower socioeconomic status (SES) Australian city schools, participating in a wider study of peer victimization. They indicated on a 5-point scale (from never to almost every day) how frequently they had experienced each of six sex-based harassment behaviors over the previous year, from same-sex and from opposite-sex peers, and responded to a question about sense of safety at school. Nonparametric analyses supported five of seven hypotheses derived from the theory: boys harassed others most often, girls were harassed most often, boy-to-girl harassment was the most frequent, girls harassed girls more than they did boys, and girl-to-boy harassment was the least frequent. However, contrary to the theory, boys' same-sex harassment was no more frequent than that between girls, and girl-to-girl harassment was just as threatening to victims' sense of safety as boy-to-boy harassment. The study largely supports Berdahl's theory. The unexpected results can be understood in terms of the intimate nature of adolescent girls' groups in high schools and their centrality for identity formation. In this context, girls are highly motivated to defend their status in terms of stereotypically feminine standards regarding appearance, sexual activity, and access to high-status boys. The theory implies that structural changes to reduce the salience of sex differences and sex stereotyping will be crucial to efforts to address sex-based harassment.

  20. Authoring Tools

    Science.gov (United States)

    Treviranus, Jutta

    Authoring tools that are accessible and that enable authors to produce accessible Web content play a critical role in web accessibility. Widespread use of authoring tools that comply to the W3C Authoring Tool Accessibility Guidelines (ATAG) would ensure that even authors who are neither knowledgeable about nor particularly motivated to produce accessible content do so by default. The principles and techniques of ATAG are discussed. Some examples of accessible authoring tools are described including authoring tool content management components such as TinyMCE. Considerations for creating an accessible collaborative environment are also covered. As part of providing accessible content, the debate between system-based personal optimization and one universally accessible site configuration is presented. The issues and potential solutions to address the accessibility crisis presented by the advent of rich internet applications are outlined. This challenge must be met to ensure that a large segment of the population is able to participate in the move toward the web as a two-way communication mechanism.