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Sample records for harassment includes sample

  1. Sexual harassment experiences and harmful alcohol use in a military sample: differences in gender and the mediating role of depression.

    Science.gov (United States)

    Gradus, Jaimie L; Street, Amy E; Kelly, Kacie; Stafford, Jane

    2008-05-01

    Researchers and clinicians alike are interested in the effects of sexual harassment on mental health, including associations with problem drinking. The aim of the current investigation was to examine depression symptoms as a mediator of the association between sexual harassment during military service and current harmful alcohol use in a sample of former military personnel, stratified by gender. Using a cross-sectional design, 3,946 former reservists were surveyed regarding their experiences of sexual harassment in the military and their current depression symptoms and harmful alcohol use. Fifty-nine percent of the final sample were female. As expected, women endorsed experiencing sexual harassment more than men, and men endorsed harmful drinking more than women. Sexual harassment was associated with increased depression symptoms among both men and women; however, depression symptoms mediated the association between sexual harassment and harmful alcohol use among women only. Sexual harassment was not a significant predictor of harmful alcohol use among men. The associations between sexual harassment, depression symptoms, and harmful alcohol use differ between men and women in this sample. Consistent with the self-medication hypothesis, sexual harassment is associated with harmful drinking among women, and this association can be accounted for by symptoms of depression. The high prevalence of harmful drinking among men and the lack of an association with sexual harassment suggest that, in this sample, men's harmful drinking is influenced by factors other than sexual harassment.

  2. 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…

  3. Characteristics of bias-based harassment incidents reported by a national sample of U.S. adolescents.

    Science.gov (United States)

    Jones, Lisa M; Mitchell, Kimberly J; Turner, Heather A; Ybarra, Michele L

    2018-06-01

    Using a national sample of youth from the U.S., this paper examines incidents of bias-based harassment by peers that include language about victims' perceived sexual orientation, race/ethnicity, religion, weight or height, or intelligence. Telephone interviews were conducted with youth who were 10-20 years old (n = 791). One in six youth (17%) reported at least one experience with bias-based harassment in the past year. Bias language was a part of over half (52%) of all harassment incidents experienced by youth. Perpetrators of bias-based harassment were similar demographically to perpetrators of non-biased harassment. However, bias-based incidents were more likely to involve multiple perpetrators, longer timeframes and multiple harassment episodes. Even controlling for these related characteristics, the use of bias language in incidents of peer harassment resulted in significantly greater odds that youth felt sad as a result of the victimization, skipped school, avoided school activities, and lost friends, compared to non-biased harassment incidents. Copyright © 2018 The Foundation for Professionals in Services for Adolescents. Published by Elsevier Ltd. All rights reserved.

  4. Workplace harassment, stress, and drinking behavior over time: Gender differences in a national sample

    OpenAIRE

    Rospenda, Kathleen M.; Fujishiro, Kaori; Shannon, Candice A.; Richman, Judith A.

    2008-01-01

    Research suggests that workplace harassment (WH) significantly predicts alcohol use and problem drinking behavior, but has generally failed to consider concurrent effects of other sources of stress. This two-wave study (n=1418) is the first to explore whether sexual harassment (SH) and generalized workplace harassment (GWH) predict increased drinking independently of the effects of job and life stress, and whether effects differ by gender, in a nationally representative sample. SH and GWH pre...

  5. Workplace harassment, stress, and drinking behavior over time: gender differences in a national sample.

    Science.gov (United States)

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

    2008-07-01

    Research suggests that workplace harassment (WH) significantly predicts alcohol use and problem drinking behavior, but has generally failed to consider concurrent effects of other sources of stress. This two-wave study (n=1418) is the first to explore whether sexual harassment (SH) and generalized workplace harassment (GWH) predict increased drinking independently of the effects of job and life stress, and whether effects differ by gender, in a nationally representative sample. SH and GWH predicted increases in problem drinking one year later for men but not women, while life stress was associated with increased problem drinking for women but not men. This study confirms the importance of examining the associations between different types of stressors and drinking-related outcomes in gendered contexts.

  6. Sexual Harassment Reported Among a Sample of Undergraduate Women in Physics

    Science.gov (United States)

    Aycock, Lauren M.; Brewe, Eric; Clancy, Kathryn B. H.; Goertzen, Renee Michelle; Hazari, Zarha; Hodapp, Theodore

    2016-05-01

    The field of physics lags behind most other scientific fields in gender parity of students earning bachelor's degrees. The transition from enrollment in high school physics to graduating with physics degree represents the biggest decrease in the proportion of female students for any step in physics educational attainment. Sexual harassment contributes to an unwelcome climate. It is unknown how prevalent sexual harassment is in the field of physics and whether it's a contributing factor to the field's inability to recruit and retain female students. Our goal was to measure a quantitative baseline for sexual harassment--associated with physics--observed and experienced by a sample of female undergraduate students. As part of a larger conference evaluation survey, we conducted an internet-based survey (n = 632) of attendees of the APS Conference for Undergraduate Women in Physics to measure the extent to which they personally experienced or observed sexual harassment in a context associated with physics. We will present results from this survey. Opinions, findings, or conclusions expressed in this work do not necessarily reflect the views of the NSF, DOE, or APS. This work was supported in part by the National Science Foundation (PHY-1346627) and by the Department of Energy (DE-SC0011076).

  7. 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.

  8. 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,...

  9. Experiences of Discrimination, Harassment, and Violence in a Sample of Italian Transsexuals Who Have Undergone Sex-Reassignment Surgery.

    Science.gov (United States)

    Prunas, Antonio; Bandini, Elisa; Fisher, Alessandra D; Maggi, Mario; Pace, Valeria; Quagliarella, Luca; Todarello, Orlando; Bini, Maurizio

    2018-07-01

    The present study aims to provide an overview of experiences of discrimination, harassment, and violence in a sample of Italian transsexuals who have undergone sex-reassignment surgery (SRS). Lack of support for gender transition from family members was also assessed, before and after SRS. Data were collected in the context of a multicentric study (Milan, Florence, and Bari) on SRS outcome. Patients who underwent SRS were contacted and asked to fill out a questionnaire concerning experiences of discrimination, harassment, violence, and crime they might have experienced in previous years. Seventy-two participants took part in the research: 46 were male-to-female (MtF; 64%) and 26 were female-to-male (FtM; 36%). Thirty-six percent of the total sample (with no differences between MtF and FtM) experienced at least one episode of harassment, violence, or discrimination. The workplace was reported to be the social area with the highest risk of discrimination and harassment (22% of participants). Reports of more than one incident of discrimination, harassment, and violence characterized the majority of participants in the MtF sample. Compared with previous studies carried out in other countries, a much larger proportion of participants could count on a supportive family environment before and after transition. Our results show that Italian society at large is prejudiced against transsexuals, but at a more "micro" level, having a trans person as a family member might result in a protective and tolerant attitude.

  10. Peer-harassment prevalence in self-reports by primary and lower secondary school students. Statistical comparisons of samples from years 2000 and 2013, investigating traditional and cyber-harassment.

    OpenAIRE

    Hjelmen, Kari Jeanette Langseth

    2015-01-01

    Comparative investigation of traditional peer-harassment and cyber-harassment prevalence, examining first year baseline sample of a longitudinal project in a North-Norwegian setting. Thesis contributes into a main study, “Trivsel i Tromsø” (“Well-being in Tromsø”), which aims to examine psychosocial and psychiatric risk factor associations with bullying and cyberbullying, using a combination of survey tools. The thesis explore one of the three survey tools. Investigation of sample administere...

  11. 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

  12. 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.

  13. 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)

  14. 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.

  15. 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…

  16. [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.

  17. 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.

  18. 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)

  19. 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.

  20. [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.

  1. Past Year Technology-Involved Peer Harassment Victimization and Recent Depressive Symptoms and Suicide Ideation Among a National Sample of Youth.

    Science.gov (United States)

    Mitchell, Kimberly J; Jones, Lisa M; Turner, Heather A

    2017-12-01

    This article aims to better understand the complex role of technology in peer victimization events with recent depressive symptomatology and suicide ideation (SI). Telephone interviews were conducted with a national sample of 791 youth in the United States, aged 10 to 20 years, collected from December 2013 to March 2014. Rates of any peer harassment victimization varied by past month depressive symptomatology and SI -28% of youth with no/low depressive symptomatology reported past year peer harassment as did 43% of youth with high depressive symptomatology without SI, and 66% of youth with SI. When examining the role of technology in peer harassment, youth experiencing any mixed harassment (i.e., those incidents that occurred both in-person and through technology) were almost 4 times more likely to report past month depressive symptoms without SI (RR adj = 3.9, 95% confidence interval [CI] = [1.5, 10.0], p ≤ .01) and 7.5 times (95% CI = [1.9, 28.9], p ≤ .01) more likely to report past month SI compared with youth who had no past year peer harassment. Given the multilayered relationships among these variables, schools, medical, and mental health professionals might screen youth who are involved in higher risk peer victimization situations, for depressive symptoms and SI to improve their access to appropriate mental health services.

  2. Workplace harassment: a test of definitional criteria derived from an analysis of research definitions and Canadian social definitions.

    Science.gov (United States)

    Claybourn, Marvin; Spinner, Barry; Malcom, Kathryn

    2014-01-01

    Public awareness of the occurrence and effects of workplace harassment continues to grow. However, despite increasing awareness, ambiguity remains about how harassment is defined and, consequently, how to determine whether a questionable situation should be judged as harassment. For this research we reviewed definitions of workplace harassment and identified four elements that were frequently included as criteria for making judgments of whether harassment had occurred (i.e., repetition, intent, perceived intent, consequences). In two separate studies, fictional scenarios were used to evaluate the extent to which participants' judgments about harassment were affected by the presence or absence of the four elements. Ratings of the scenarios provided by student participants (study one; N=160) and a convenience sample of community participants (study two; N=292) with varying levels of work experience and diverse professional backgrounds were analysed. According to our results the four elements significantly influenced participants' judgments of harassment. The intent of the harasser had the strongest and most consistent effect on harassment judgements and whether the behaviour was repeated had the weakest and least consistent effect. In addition to the unique effects of the individual elements, significant interactions between the elements emerged and suggest that harassment judgements depend on the interplay of a variety of factors. Though the results of these studies add to the growing body of research that focuses on defining workplace harassment, they also highlight the need for additional research in the area. Copyright © 2014 Elsevier Ltd. All rights reserved.

  3. The Impact of Training and Conflict Avoidance on Responses to Sexual Harassment

    Science.gov (United States)

    Goldberg, Caren B.

    2007-01-01

    This study used a pretest/posttest design and included a control group to examine the impact of harassment training on intended responses to harassment. The sample consisted of 282 full-time professionals. At time 2, trainees expressed lower intentions to confront the perpetrator than did control-group participants. The simple and moderating…

  4. 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)

  5. 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…

  6. 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

  7. 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

  8. 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...

  9. 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…

  10. 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.

  11. 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.

  12. 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.

  13. 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.

  14. 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)

  15. 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.

  16. 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.

  17. 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).

  18. Social organization and social ties: their effects on sexual harassment victimization in the workplace.

    Science.gov (United States)

    Snyder, Jamie A; Scherer, Heidi L; Fisher, Bonnie S

    2012-01-01

    Despite work organizations' attempts to reduce sexual harassment, it continues to be a salient issue for employers across all occupations. Extending social disorganization theory to the work environment, this study examines the relationship between workplace organization, social ties, and sexual harassment victimization. Survey responses to the 2002 and 2006 Quality of Working Life module from the General Social Survey by a sample of 3,530 adult men and women employees in the United States were used. Logistic regression models were estimated for men and women separately to estimate the effect of workplace characteristics on the risk of sexual harassment victimization. Employees who reported poor workplace relations between management and employees and lower coworker social ties were more likely to experience sexual harassment in their work environments. Specific workplace characteristics such as low productivity, poor time management, and inadequate administrative support were significantly related to increased sexual harassment risk. No significant gender differences were found across models suggesting that the predictors of sexual harassment are similar for men and women. This study demonstrates that workplace characteristics are related to sexual harassment risk in the workplace. Suggestions for sexual harassment prevention, including management and organizational strategies, are discussed.

  19. 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.

  20. 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).

  1. Prevalence of workplace abuse and sexual harassment among female faculty and staff.

    Science.gov (United States)

    Marsh, Jaimee; Patel, Sonya; Gelaye, Bizu; Goshu, Miruts; Worku, Alemayehu; Williams, Michelle A; Berhane, Yemane

    2009-01-01

    To determine the one year prevalence of workplace abuse and sexual harassment and to determine the extent of their associations with symptoms of depression. A total of 387 female faculty and staff from colleges in Awassa, Ethiopia completed a self-administered questionnaire which collected information about relationships, mood and feelings, thoughts and satisfaction concerning the workplace, and experiences with sexual harassment. Symptoms of depression were evaluated using the Patient Health Questionnaire (PHQ-9). Logistic regression procedures were employed to calculate odds ratios (OR) and 95% confidence intervals (CI). The 12 mo prevalence of either workplace abuse or sexual harassment was 86.3%; with 39.5% reporting workplace abuse only, 4.1% of them reporting sexual harassment only, and 42.6% reporting experiences of both sexual harassment and workplace abuse. Overall, the mean depression score for this cohort was 3.7 (standard deviation 4.2, range 0-19), and 9.3% of the cohort were identified as having moderate or moderately severe depression. The proportion of participants with depression were statistically significantly elevated in relation to reported experience of workplace abuse and sexual harassment (p=0.001). Compared with women reporting no experience with workplace abuse or sexual harassment, those who reported experiencing both workplace abuse and sexual harassment had an 8.00 fold increased risk of depression (OR=8.00, 95% CI:1.05-60.85). Inferences from this analysis are limited by our relatively small sample size as reflected by the wide 95% CI. Workplace abuse and sexual harassment are highly prevalent, and are positively correlated with symptoms of depression among college female faculty and staff in Awassa, Ethiopia. Future policies should include a combination of education, health, and public policy initiatives that clearly outline the problem and consequences of workplace abuse and sexual harassment in educational settings.

  2. Multiple types of harassment: associations with emotional well-being and unhealthy behaviors in adolescents.

    Science.gov (United States)

    Bucchianeri, Michaela M; Eisenberg, Marla E; Wall, Melanie M; Piran, Niva; Neumark-Sztainer, Dianne

    2014-06-01

    To explore relationships between harassment (i.e., race-, weight-, socioeconomic-status (SES)-based, and sexual) and health-related outcomes, including self-esteem, depressive symptoms, body satisfaction, substance use, and self-harm behavior, among diverse adolescents. Cross-sectional analysis using data from a population-based study of adolescents participating in Eating and Activity in Teens 2010 (EAT 2010) (n = 2,793; mean age = 14.4 years). Sample was socioeconomically and racially/ethnically diverse (81% racial/ethnic minority; 54% low or low-middle income). Having experienced any type of harassment was significantly associated with poor self-esteem, depressive symptoms, low body satisfaction, substance use, and self-harm behaviors. After mutually adjusting for other types of harassment, weight-based harassment was consistently associated with lower self-esteem and lower body satisfaction in both genders (standardized βs ranged in magnitude from .39 to .48); sexual harassment was significantly associated with self-harm and substance use in both genders (ORs: 1.64 to 2.92); and both weight-based and sexual harassment were significantly associated with depressive symptoms among girls (standardized βs = .34 and .37). Increases in the number of different harassment types reported by adolescents were associated with elevated risk for alcohol, cigarette, and marijuana use, and self-harm (ORs: 1.22 to 1.42) as well as emotional well-being (standardized βs: .13 to .26). Having had any harassment experience was significantly associated with a variety of negative health and well-being outcomes among adolescents, and risk for these outcomes increases with the number of harassment types an adolescent experiences. Early detection and intervention to decrease harassment experiences may be particularly important in mitigating psychological and behavioral harm among adolescents. Copyright © 2014 Society for Adolescent Health and Medicine. Published by Elsevier Inc. All

  3. 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…

  4. 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…

  5. 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)

  6. The co-occurrence of Internet harassment and unwanted sexual solicitation victimization and perpetration: associations with psychosocial indicators.

    Science.gov (United States)

    Ybarra, Michele L; Espelage, Dorothy L; Mitchell, Kimberly J

    2007-12-01

    Previous research in offline environments suggests that there may be an overlap in bullying and sexual harassment perpetration and victimization; however to what extent this may be true for perpetration and victimization of Internet harassment and unwanted sexual solicitation is unknown. The Growing Up with Media survey is a national cross-sectional online survey of 1,588 youth, 10-15 years old, who have used the Internet at least once in the last 6 months. Cluster analysis was conducted with four scales: Internet harassment perpetration, Internet harassment victimization, unwanted sexual solicitation perpetration, and unwanted sexual solicitation victimization. A four-cluster solution was identified: youth with little to no involvement (n = 1326; 81.7%); perpetrator-victims of Internet harassment (n = 205; 14.3%); victims of both Internet harassment and unwanted sexual solicitation (n = 45; 3.1%); and perpetrator-victims of Internet harassment and unwanted sexual solicitation (n = 12; .9%). Involvement in Internet harassment and unwanted sexual solicitation was associated with concurrent reports of psychosocial problems including substance use; involvement in offline victimization and perpetration of relational, physical, and sexual aggression; delinquent peers; a propensity to respond to stimuli with anger; poor emotional bond with caregivers; and poor caregiver monitoring as compared with youth with little to no involvement. This was especially true for perpetrator-victims of Internet harassment and unwanted sexual solicitation. Findings were replicated using a frequency-based definition of involvement, suggesting that cluster analysis is useful in identifying subgroups of youth and can be used to guide frequency-based definitions, which are easier to implement across study samples. The majority of youth are not frequently involved in Internet harassment or unwanted sexual solicitation either as victims or as perpetrators. Among those who are, however

  7. Generation to generation: discrimination and harassment experiences of physician mothers and their physician daughters.

    Science.gov (United States)

    Shrier, Diane K; Zucker, Alyssa N; Mercurio, Andrea E; Landry, Laura J; Rich, Michael; Shrier, Lydia A

    2007-01-01

    To examine bias and sexual harassment experiences of physician mothers and their physician daughters; correlations of these experiences with career satisfaction, stress at work, stress at home, and percentage of women in specialty; and influences of the mother on her daughter's experiences. A convenience sample of 214 families with mother and daughter physicians was sent a 56-item survey that included questions on bias and sexual harassment experiences. Statistical comparisons were made within 136 dyads where both mother and daughter returned the questionnaire. Eighty-four percent of mothers and 87% of daughters responded. Mothers and daughters reported similarly high rates and severity of sexual harassment before medical school, while in residency/fellowship, while in practice/work setting, and by teachers and supervisors. Daughters reported higher rates of harassment during medical school and by patients, mothers by colleagues. Gender and racial/ethnic discrimination was lower for daughters compared with their mothers, but gender discrimination was still substantial. Compared with other daughters, daughters who experienced discrimination or sexual harassment reported lower career satisfaction and more stress at work and at home and worked in specialties with fewer women. Gender discrimination and sexual harassment remain entrenched in medical education and professional workplaces. Maternal role models and mentors were not as protective as anticipated. Leadership of medical institutions and professional associations must deal more effectively with persistent discrimination and harassment or risk the loss of future leaders.

  8. The protective effects of parental monitoring and internet restriction on adolescents' risk of online harassment.

    Science.gov (United States)

    Khurana, Atika; Bleakley, Amy; Jordan, Amy B; Romer, Daniel

    2015-05-01

    With many adolescents using the internet to communicate with their peers, online harassment is on the rise among youth. The purpose of this study was to understand how parental monitoring and strategies parents use to regulate children's internet use (i.e., internet restriction) can help reduce online harassment among adolescents. Online survey data were collected from a nationally representative sample of parents and their 12-17 year old adolescents (n = 629; 49 % female). Structural equation modeling was used to test direct and indirect effects of parental monitoring and internet restriction on being a victim of online harassment. Potential mediators included adolescents' frequency of use of social networking websites, time spent on computers outside of school, and internet access in the adolescent's bedroom. Age and gender differences were also explored. Adolescents' reports of parental monitoring and efforts to regulate specific forms of internet use were associated with reduced rates of online harassment. Specifically, the effect of parental monitoring was largely direct and 26 times greater than parental internet restriction. The latter was associated with lower rates of harassment only indirectly by limiting internet access in the adolescent's bedroom. These effects operated similarly for younger and older adolescents and for males and females. Adolescents' perceptions of parental monitoring and awareness can be protective against online harassment. Specific restriction strategies such as regulating internet time and content can also help reduce the risk of online harassment.

  9. 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.

  10. 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)

  11. 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…

  12. 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,…

  13. Multiple Types of Harassment: Associations with Emotional Well-being and Unhealthy Behaviors in Adolescents

    Science.gov (United States)

    Bucchianeri, Michaela M.; Eisenberg, Marla E.; Wall, Melanie M.; Piran, Niva; Neumark-Sztainer, Dianne

    2014-01-01

    Purpose To explore relationships between harassment (i.e., race-, weight-, SES-based, sexual) and health-related outcomes, including self-esteem, depressive symptoms, body satisfaction, substance use, and self-harm behavior, among diverse adolescents. Method Cross-sectional analysis using data from a population-based study with socioeconomically and racially/ethnically diverse sample (81% racial/ethnic minority; 54% low or low-middle income) of adolescents participating in Eating and Activity in Teens 2010 (EAT 2010) (n = 2,793; mean age = 14.4 years). Results Harassment experiences were significantly associated with negative health behaviors and well-being. After mutually adjusting for other types of harassment, weight-based harassment was consistently associated with lower self-esteem and lower body satisfaction in both genders (standardized βs ranged in magnitude from 0.39 to 0.48); sexual harassment was significantly associated with self-harm and substance use in both genders (ORs: 1.64 to 2.92); and both weight-based and sexual harassment were significantly associated with depressive symptoms among girls (standardized βs = 0.34 and 0.37). Increases in the number of harassment types reported by adolescents were associated with elevated risk for all outcomes regarding substance use/self-harm (ORs: 1.22 to 1.42) and emotional well-being (standardized βs: 0.13 to 0.26). Conclusions Harassment—particularly weight-based and sexual harassment— is associated with a variety of negative health and well-being outcomes among adolescents, and risk for these outcomes increases with the number of harassment types an adolescent experiences. Early detection and intervention to decrease harassment experiences may be particularly important in mitigating psychological and behavioral harm among adolescents. PMID:24411820

  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. 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)

  16. Longitudinal Effects of Gendered Harassment Perpetration and Victimization on Mental Health Outcomes in Adolescence.

    Science.gov (United States)

    Rinehart, Sarah J; Espelage, Dorothy L; Bub, Kristen L

    2017-08-01

    Gendered harassment, including sexual harassment and homophobic name-calling, is prevalent in adolescents and is linked to negative outcomes including depression, anxiety, suicidality, substance abuse, and personal distress. However, much of the extant literature is cross-sectional and rarely are perpetrators of these behaviors included in studies of outcomes. Therefore, the current study examined the effects of longitudinal changes in gendered harassment perpetration and victimization on changes in mental health outcomes among a large sample of early adolescents. Given that these behaviors commonly occur in the context of a patriarchal society (males hold power), we also investigated the impact of gender on gendered harassment. Participants included 3,549 students from four Midwestern middle schools (50.4% female, 49% African American, 34% White) at two time points (13 and 17 years old). Results indicated that increases from age 13 to 17 years in sexual harassment perpetration and victimization and homophobic name-calling perpetration and victimization predicted increases in depression symptoms and substance use. Gender did not moderate these pathways. These findings highlight that negative outcomes are associated with changes in gendered harassment among adolescents and emphasize the importance of prevention efforts. Implications for school interventions are discussed.

  17. 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).

  18. 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.

  19. 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…

  20. 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.

  1. 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…

  2. 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…

  3. Sexual harassment and assault experienced by reservists during military service: prevalence and health correlates.

    Science.gov (United States)

    Street, Amy E; Stafford, Jane; Mahan, Clare M; Hendricks, Ann

    2008-01-01

    The current investigation identified the gender-specific prevalence of sexual harassment and assault experienced during U.S. military service and the negative mental and physical health correlates of these experiences in a sample of former reservists. We surveyed a stratified random sample of 3,946 former reservists about their experiences during military service and their current health, including depression, posttraumatic stress disorder, somatic symptoms, and medical conditions. Prevalence estimates and confidence intervals of sexual harassment and assault were calculated. A series of logistic regressions identified associations with health symptoms and conditions. Both men and women had a substantial prevalence of military sexual harassment and assault. As expected, higher proportions of female reservists reported sexual harassment (60.0% vs 27.2% for males) and sexual assault (13.1% vs 1.6% for males). For both men and women, these experiences were associated with deleterious mental and physical health conditions, with sexual assault demonstrating stronger associations than other types of sexual harassment in most cases. This investigation is the first to document high instances of these experiences among reservists. These data provide further evidence that experiences of sexual harassment and assault during military service have significant implications for the healthcare needs of military veterans.

  4. 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.

  5. 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...

  6. 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.

  7. Dimensions of Peer Sexual Harassment Victimization and Depressive Symptoms in Adolescence: A Longitudinal Cross-Lagged Study in a Swedish Sample.

    Science.gov (United States)

    Dahlqvist, Heléne Zetterström; Landstedt, Evelina; Young, Robert; Gådin, Katja Gillander

    2016-05-01

    Sexual harassment is commonly considered unwanted sexual attention and a form of gender-based violence that can take physical, verbal and visual forms and it is assumed to cause later depression in adolescents. There is a dearth of research explicitly testing this assumption and the directional pathway remains unclear. The purpose of this study was to use a feminist theoretical framework to test competing models in respect of the direction of the relationships between dimensions of peer sexual harassment victimization and dimensions of depressive symptoms from ages 14 to 16 in adolescents. The study also aimed to investigate gender differences in these pathways. Cross-lagged models were conducted using a three-wave (2010, 2011 and 2012) longitudinal study of 2330 students (51 % females) from Sweden, adjusted for social background. Girls subjected to sexual harassment in grade seven continued to experience sexual harassment the following 2 years. There was weaker evidence of repeated experience of sexual harassment among boys. Depressive symptoms were stable over time in both genders. Sexual name-calling was the dimension that had the strongest associations to all dimensions of depressive symptoms irrespective of gender. In girls, name-calling was associated with later somatic symptoms and negative affect, while anhedonia (reduced ability to experience pleasure) preceded later name-calling. Physical sexual harassment had a reciprocal relationship to somatic symptoms in girls. In boys, name-calling was preceded by all dimensions of depressive symptoms. It is an urgent matter to prevent sexual harassment victimization, as it is most likely to both cause depressive symptoms or a reciprocal cycle of victimization and depression symptoms in girls as well as boys.

  8. 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...

  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. 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.

  11. 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.

  12. 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.

  13. 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.

  14. 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)

  15. 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)

  16. 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.

  17. The CSWA Survey on Workplace Climate and Anti-Harassment Policies

    Science.gov (United States)

    Richey, Christina

    2015-11-01

    Workplace climate can promote, or hinder, scientific productivity and innovation. The Committee on the Status of Women in Astronomy (CSWA) Survey on Workplace Climate sought to discover whether scientists in the astronomical and planetary science communities experienced a hostile work environment. The survey investigated the extent to which negative experiences 1) were motivated by the target's identity (e.g., gender, gender identity, sexual orientation, ability status, religion, neurodiversity, or race and ethnicity) and 2) affected the extent to which respondents felt safe in their workplaces. 426 participants were recruited for an online survey. This presentation will include the preliminary results from respondents' experiences in the last five years. Notable conclusions include: 1. Scientists in the astronomical and planetary science communities experience and witness inappropriate language, verbal harassment, and physical assault. 2. Abuses that relate to gender are those that appear in the greatest proportion in this sample. 3. Inappropriate comments, harassment, and assault lead to a number of scientists feeling unsafe in their workplaces, and pursuing fewer scholarly opportunities as a direct result of these experiences. This presentation, in addition to highlighting results from the recent CSWA Survey, will also include a definition for harassment and highlight the types of harassment that are frequently encountered by scientists, as well as highlight techniques for dealing with harassment, both in the workplace and at conferences.

  18. 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

  19. 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,…

  20. Assessing the Impact of Harassment by Peers: Incident Characteristics and Outcomes in a National Sample of Youth

    Science.gov (United States)

    Turner, Heather A.; Mitchell, Kimberly J.; Jones, Lisa; Shattuck, Anne

    2017-01-01

    Although there are widely held assumptions about the characteristics of peer bullying that are of greatest concern, very few studies have empirically assessed which characteristics most affect its impact. The current research addresses this gap by using a nationally representative U.S. sample of youth ages 10-20 to examine the relative effects of…

  1. 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.

  2. 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)

  3. Initial Development and Validation of the BullyHARM: The Bullying, Harassment, and Aggression Receipt Measure

    Science.gov (United States)

    Hall, William J.

    2016-01-01

    This article describes the development and preliminary validation of the Bullying, Harassment, and Aggression Receipt Measure (BullyHARM). The development of the BullyHARM involved a number of steps and methods, including a literature review, expert review, cognitive testing, readability testing, data collection from a large sample, reliability…

  4. Explaining Why Early-Maturing Girls Are More Exposed to Sexual Harassment in Early Adolescence

    Science.gov (United States)

    Skoog, Therése; Bayram Özdemir, Sevgi

    2016-01-01

    In this study, we tested two competing explanations of the previously established link between early female puberty and sexual harassment in early adolescence. The sample included 680 seventh-grade Swedish girls (M[subscript age] = 13.40, SD = 0.53). Findings revealed that looking more sexually mature and being sexually active mediated the link…

  5. 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…

  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. 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…

  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

    2013-07-01

    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.

  9. 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.

  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

    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

  11. 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...

  12. 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.

  13. 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

  14. 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…

  15. Including Below Detection Limit Samples in Post Decommissioning Soil Sample Analyses

    Energy Technology Data Exchange (ETDEWEB)

    Kim, Jung Hwan; Yim, Man Sung [KAIST, Daejeon (Korea, Republic of)

    2016-05-15

    To meet the required standards the site owner has to show that the soil at the facility has been sufficiently cleaned up. To do this one must know the contamination of the soil at the site prior to clean up. This involves sampling that soil to identify the degree of contamination. However there is a technical difficulty in determining how much decontamination should be done. The problem arises when measured samples are below the detection limit. Regulatory guidelines for site reuse after decommissioning are commonly challenged because the majority of the activity in the soil at or below the limit of detection. Using additional statistical analyses of contaminated soil after decommissioning is expected to have the following advantages: a better and more reliable probabilistic exposure assessment, better economics (lower project costs) and improved communication with the public. This research will develop an approach that defines an acceptable method for demonstrating compliance of decommissioned NPP sites and validates that compliance. Soil samples from NPP often contain censored data. Conventional methods for dealing with censored data sets are statistically biased and limited in their usefulness.

  16. The Impact of Including Below Detection Limit Samples in Post Decommissioning Soil Sample Analyses

    Energy Technology Data Exchange (ETDEWEB)

    Kim, Jung Hwan; Yim, Man-Sung [KAIST, Daejeon (Korea, Republic of)

    2016-10-15

    To meet the required standards the site owner has to show that the soil at the facility has been sufficiently cleaned up. To do this one must know the contamination of the soil at the site prior to clean up. This involves sampling that soil to identify the degree of contamination. However there is a technical difficulty in determining how much decontamination should be done. The problem arises when measured samples are below the detection limit. Regulatory guidelines for site reuse after decommissioning are commonly challenged because the majority of the activity in the soil at or below the limit of detection. Using additional statistical analyses of contaminated soil after decommissioning is expected to have the following advantages: a better and more reliable probabilistic exposure assessment, better economics (lower project costs) and improved communication with the public. This research will develop an approach that defines an acceptable method for demonstrating compliance of decommissioned NPP sites and validates that compliance. Soil samples from NPP often contain censored data. Conventional methods for dealing with censored data sets are statistically biased and limited in their usefulness. In this research, additional methods are performed using real data from a monazite manufacturing factory.

  17. Prevalence of physical, verbal and nonverbal sexual harassments and their association with psychological distress among Jimma University female students: a cross-sectional study.

    Science.gov (United States)

    Mamaru, Almaz; Getachew, Kinde; Mohammed, Yasmin

    2015-01-01

    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 their associations with psychological distress among Jimma University female students. Three hundred and eighty five (385) female participants were selected from all colleges using stratified and systematic sampling techniques. A structured questionnaire consisting of items on the various forms of sexual harassment and psychological distress was administered. The prevalence rates of physical, verbal and nonverbal sexual harassments were 78.2%, 90.4% and 80.0%, respectively, while the prevalence rate of psychological distress among students who had experienced sexual harassment was 63.0%. The multivariable logistic regression analyses indicated that students who were physically [adjusted OR = 3.950, 95% CI = (1.979, 7.884)] and nonverbally [(adjusted OR = 12.099, 95% CI= (5.190, 28.205] harassed were 4 and 12 times more likely to experience psychological distress, respectively, adjusted for all other variables. The prevalence of various forms of sexual harassment were higher and strongly associated with psychological distress. Important implications for University officials and policy makers including creating harassment free University have been drawn. Otherwise, female students tend to dropout and their academic achievements suffer a lot as a result of psychological distress; and the government's effort for realizing the gender parity in education would be compromised.

  18. 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…

  19. 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…

  20. 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.

  1. 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.

  2. 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.

  3. Sexual Assault and Sexual Harassment in the U.S. Military. Volume 1. Design of the 2014 RAND Military Workplace Study

    Science.gov (United States)

    2014-01-01

    harassment occurred (i.e., quid pro quo exchanges, workplace-based sexual assault). Sexual Harassment over Military...Richman (2007) estimate above, this definition of sexual harassment excludes gender discrimination, but con- ceivably includes both quid pro quo ...ence sexual harassment and only if they indicated that they have had experiences con- sistent with a hostile workplace or a sexual quid pro

  4. 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.

  5. 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…

  6. 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.

  7. Is all sexual harassment viewed the same? Mock juror decisions in same- and cross-gender cases.

    Science.gov (United States)

    Wayne, J H; Riordan, C M; Thomas, K M

    2001-04-01

    Given recent court decisions, there is a need to investigate less common forms of sexual harassment, including women harassing men and same-gender harassment. The present study was a 2 (harasser gender) x 2 (target gender) x 2 (participant gender) factorial design in which 408 mock jurors made decisions in a hostile work environment case. Women harassing men were more likely to be found guilty than were men harassing women, and harassers in same-gender cases were more likely to be found guilty and were perceived more negatively than harassers in cross-gender cases. Participant gender differences were found in cross-gender, but not same-gender, conditions. Results suggest that the gender composition of the harasser and target may be an extralegal factor influencing managerial and juror decision making.

  8. 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.

  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

    2013-01-01

    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

  10. 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.

  11. 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.

  12. Initial Development and Validation of the BullyHARM: The Bullying, Harassment, and Aggression Receipt Measure

    OpenAIRE

    Hall, William J.

    2016-01-01

    This article describes the development and preliminary validation of the Bullying, Harassment, and Aggression Receipt Measure (BullyHARM). The development of the BullyHARM involved a number of steps and methods, including a literature review, expert review, cognitive testing, readability testing, data collection from a large sample, reliability testing, and confirmatory factor analysis. A sample of 275 middle school students was used to examine the psychometric properties and factor structure...

  13. 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…

  14. 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)

  15. 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…

  16. Assessing psychological violence and harassment at work: reliability and validity of the Japanese version of the Inventory of Violence and Psychological Harassment (IVAPT) comparing NAQ-R and LIPT.

    Science.gov (United States)

    Moreno, Manuel Pando; Beltrán, Carolina Aranda; Tsuno, Kanami; Inoue, Akiomi; Kawakami, Norito

    2013-01-01

    The objective of this study was to examine reliability and validity of the Japanese version of the Inventory of Violence and Psychological Harassment (IVAPT) (Pando, 2006), a 22-item measure of psychological harassment at work and presence and intensity of psychological violence widely used in Latin American countries. The IVAPT was translated into Japanese, and the translation was amended through a small pretest and a back-translation and finalized. A total of 1,810 out of 4,072 civil servants completed a questionnaire including the IVAPT. Cronbach's alpha of the scale was 0.97 for psychological violence and 0.94 for psychological harassment at work. An exploratory factor analysis showed that the first factor explained 64.5% of the total variance. Data did not well fit to previously reported one- or three-factor structures. Psychological violence and harassment at work were more frequent among older respondents. Intensity of psychological violence was well concordant with other scales of workplace bullying, i.e., Leymann Inventory of Psychological Terrorization (LIPT) and Negative Acts Questionnaire-Revised (NAQ-R), and psychological harassment at work was well concordant with the NAQ-R. The Japanese version of the IVAPT showed high internal consistency reliability. While the first factor explained a large proportion of the variance, the IVAPT seems to have a unique factor structure in the Japanese sample. Concurrent validity of the IVAPT was supported by the comparison with the other scales.

  17. 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.

  18. 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.

  19. 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.

  20. 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...

  1. Prevalence and Mental Health Correlates of Harassment and Discrimination in the Workplace: Results from a National Study

    OpenAIRE

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

    2008-01-01

    This study describes past-year prevalence and effects on mental health and drinking outcomes for harassment and discrimination in the workplace (HDW) in a nationally-representative random-digit dial phone survey conducted in 2003–2004 (n=2,151). HDW measures included experiences and perceptions of sexual harassment and generalized workplace harassment, and perceived harassment or discrimination due to race/ethnicity. Prevalence was examined by sex, race, age, occupation, marital status, and e...

  2. 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...

  3. 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...

  4. 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.

  5. Selection Component Analysis of Natural Polymorphisms using Population Samples Including Mother-Offspring Combinations, II

    DEFF Research Database (Denmark)

    Jarmer, Hanne Østergaard; Christiansen, Freddy Bugge

    1981-01-01

    Population samples including mother-offspring combinations provide information on the selection components: zygotic selection, sexual selection, gametic seletion and fecundity selection, on the mating pattern, and on the deviation from linkage equilibrium among the loci studied. The theory...

  6. Workplace Harassment and Morbidity Among US Adults: Results from the National Health Interview Survey.

    Science.gov (United States)

    Khubchandani, Jagdish; Price, James H

    2015-06-01

    Most research on workplace harassment originates from European countries.Prevalence of workplace harassment and associated morbidity has not been well studied in the United States. The purpose of this study was to assess in a sample of US workers the prevalence of workplace harassment and the psychological and physical health consequences of workplace harassment. The 2010 National Health Interview Survey data were analyzed in 2014 for this study. We computed the prevalence of workplace harassment, assessed the demographic and background characteristics of victims of harassment, and tested the association between harassment and selected health risk factors by using logistic regression analysis. Statistical significance was established as p workplace in the past 12 months. The odds of harassment were significantly higher for females (OR 1.47, p women victims were observed. Workplace harassment in the US is associated with significant health risk factors and morbidity. Workplace policies and protocols can play a significant role in reducing harassment and the associated negative health outcomes.

  7. 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.

  8. 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.

  9. 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.

  10. Data Stewardship in the Ocean Sciences Needs to Include Physical Samples

    Science.gov (United States)

    Carter, M.; Lehnert, K.

    2016-02-01

    Across the Ocean Sciences, research involves the collection and study of samples collected above, at, and below the seafloor, including but not limited to rocks, sediments, fluids, gases, and living organisms. Many domains in the Earth Sciences have recently expressed the need for better discovery, access, and sharing of scientific samples and collections (EarthCube End-User Domain workshops, 2012 and 2013, http://earthcube.org/info/about/end-user-workshops), as has the US government (OSTP Memo, March 2014). iSamples (Internet of Samples in the Earth Sciences) is a Research Coordination Network within the EarthCube program that aims to advance the use of innovative cyberinfrastructure to support and advance the utility of physical samples and sample collections for science and ensure reproducibility of sample-based data and research results. iSamples strives to build, grow, and foster a new community of practice, in which domain scientists, curators of sample repositories and collections, computer and information scientists, software developers and technology innovators engage in and collaborate on defining, articulating, and addressing the needs and challenges of physical samples as a critical component of digital data infrastructure. A primary goal of iSamples is to deliver a community-endorsed set of best practices and standards for the registration, description, identification, and citation of physical specimens and define an actionable plan for implementation. iSamples conducted a broad community survey about sample sharing and has created 5 different working groups to address the different challenges of developing the internet of samples - from metadata schemas and unique identifiers to an architecture for a shared cyberinfrastructure to manage collections, to digitization of existing collections, to education, and ultimately to establishing the physical infrastructure that will ensure preservation and access of the physical samples. Repositories that curate

  11. 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…

  12. 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.…

  13. 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…

  14. Prevalence of harassment and discrimination among residents in three training hospitals in Saudi Arabia.

    Science.gov (United States)

    Fnais, Naif; al-Nasser, Muhammad; Zamakhshary, Mohammad; Abuznadah, Wesam; Dhukair, Shahla Al; Saadeh, Mayssa; Al-Qarni, Ali; Bokhari, Bayan; Alshaeri, Taqreed; Aboalsamh, Nouf; Binahmed, AbdulAziz

    2013-01-01

    Multiple surveys of medical residents have shown a high incidence of harassment and discrimination in academic health centers. Harassment has a negative effects on residents' health and on their ability to function. No previous study has documented the prevalence of harassment and discrimination among residents in Saudi Arabia. We aimed in this study to assess the prevalence of harassment and discrimination among residents at a tertiary care academic hospitals in Saudi Arabia. Cross-sectional survey conducted at National Guard Hospitals in Riyadh, Jeddah and Al-Ahsa'a from 27 July to 20 August 2010. The survey included questions on the prevalence of harassment of different types, inlcuding verbal, academic, physical and sexual harassment, as well as discrimination on the basis of gender, region of origin or physical appearance. Of 380 residents, 213 (56%) returned a completed questionnaire (123 male, 57.8%). At least one of type of harassment and discrimination was reported by 83.6% of respondents. The most frequently reported forms were verbal harassment and gender discrimination (61.5% and 58.3%, respectively). Sexual harassment was commonly reported (19.3%) and was experienced significantly more often by female residents than by male residents (P=.0061). Harassment and discrimination of Saudi residents is common with more than three-quarters reporting having had such an experience. Identification of the risk factors is a necessary first step in clarifying this issue and could be used when planning strategies for prevention.

  15. 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.

  16. 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

  17. 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)…

  18. 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

  19. 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.

  20. 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

  1. International perspectives on sexual harassment of college students: the sounds of silence.

    Science.gov (United States)

    Paludi, Michele; Nydegger, Rudy; Desouza, Eros; Nydegger, Liesl; Dicker, Kelsey Allen

    2006-11-01

    The incidence, psychological dimensions, reporting, and impact of sexual harassment of college students throughout the world are reviewed. Special attention is paid to methodological constraints in conducting cross-cultural research in sexual harassment, including difficulty in securing research participants, different methodologies to collect incidence data, use of retrospective data, and varying, definitions of sexual harassment. Recommendations for implementing intervention programs are offered. The strategies suggested deal with the social causes that maintain the harassment, including renegotiating the balance of power between men and women.

  2. The law and sexual harassment in the physiotherapy work environment in South Africa

    OpenAIRE

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

    2007-01-01

    This paper presents the legal framework within which sexual harassment of healthcare professionals, including physiotherapists, may be managed in their work environment in South Africa. According to both international and national legal principles, sexual harassment is considered a form of discrimination. There are various statutes in South Africa that may assist physiotherapists when they seek redress after being sexually harassed. These entail labour-related laws, laws aimed at removing all...

  3. 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.

  4. Recognizing and labeling sex-based and sexual harassment in the health care workplace.

    Science.gov (United States)

    Madison, J; Minichiello, V

    2000-01-01

    To explore how registered nurses (RNs) recognized and labeled incidents of sex-based and sexual harassment in the Australian health care workplace. Qualitative, using 16 unstructured interviews with registered nurses in Australia. Verbatim transcripts were analyzed largely by inductive analysis. Key categories were identified as themes or concepts for analysis. RNs reported several indicators of sexual harassment, including the invasion of space, confirmation from others, lack of respect, the deliberate nature of the behavior, perceived power or control, overly friendly behavior, and a sexualized workplace. RNs rarely labeled harassing behaviors as sex-based or sexual harassment. Many forces reduce the likelihood that RNs will correctly recognize and label unwelcome sexualized behavior as sexual harassment. Recognition is associated with a variety of workplace behaviors that sometimes precede harassment. Implications for the health care workplace are discussed.

  5. 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.

  6. Sexual harassment and menstrual disorders among Italian university women: A cross-sectional observational study.

    Science.gov (United States)

    Romito, P; Cedolin, C; Bastiani, F; Beltramini, L; Saurel-Cubizolles, M J

    2017-07-01

    Menstrual disorders and sexual harassment are common among young women and interfere with their life and activities. We aimed to describe the association of sexual harassment and menstrual disorders among female university students. This cross-sectional, observational study examined the association between sexual harassment and menstrual disorders in a sample of 349 university students in Italy. Students answered an anonymous self-administered questionnaire. Descriptive bivariate analyses and logistic regression analyses were performed. Main outcome measures were associations between levels of exposure to sexual harassment (none, levels 1 and 2) and five menstrual disorders (premenstrual symptoms, heavy bleeding, pain, irregular cycles, and amenorrhea). Among the women interviewed (mean age 20.4 ± 1.45 years), 146 (41.8%) had experienced sexual harassment in the previous 12 months: 91 (26.1%) level 1 and 55 (15.7%) level 2. The frequency of premenstrual symptoms was 31.9% ( n=110); heavy bleeding, 35.3% ( n=124); pain, 51.4% ( n=181); irregular cycles, 55.5% ( n=195); and amenorrhea, 6.7% ( n=23). After adjustment for age, place of birth, being in a couple relationship and receiving hormone therapy, the frequency of menstrual disorders, except for amenorrhea, was increased with sexual harassment, with a regular gradient from no harassment to level 2 harassment. Introducing factors of depression, specific gynaecological problems and lifetime sexual violence did not change the results. For instance, the adjusted odds ratios of premenstrual symptoms were 2.10 [1.19-3.68] for women with level 1 harassment and 3.58 [1.83-7.03] for women with level 2 compared with women without harassment exposure. Sexual harassment is related to the prevalence of menstrual disorders. Healthcare providers should encourage dialogue with patients and address the issue of sexual violence or harassment.

  7. Women Firefighters and Workplace Harassment: Associated Suicidality and Mental Health Sequelae.

    Science.gov (United States)

    Hom, Melanie A; Stanley, Ian H; Spencer-Thomas, Sally; Joiner, Thomas E

    2017-12-01

    This cross-sectional study investigated the association between harassment, career suicidality, and psychiatric symptoms among women firefighters. Women firefighters (n = 290) completed self-report measures of experiences with harassment on the job, career suicidality, and various psychiatric symptoms. Logistic regression analyses and one-way analyses of variance were used to address study aims. Of the sample, 21.7% reported having experienced sexual harassment and 20.3% reported having been threatened or harassed in another way on their firefighting job. Sexual harassment and other threats/harassment on the job were both significantly associated with a greater likelihood of reporting career suicidal ideation, as well as reporting more severe psychiatric symptoms. Harassment and threats experienced on the job may be associated with increased suicide risk and more severe psychiatric symptoms among women firefighters. Efforts are needed to reduce the occurrence of harassment and threats within the fire service and provide support for women firefighters who have been harassed or threatened.

  8. The Frequency, Contributing and Preventive Factors of Harassment towards Health Professionals in Iran.

    Science.gov (United States)

    Fallahi Khoshknab, Masoud; Oskouie, Fatemeh; Ghazanfari, Nahid; Najafi, Fereshteh; Tamizi, Zahra; Afshani, Shahla; Azadi, Ghazal

    2015-07-01

    There are high levels of sexual harassment in health care systems. Also, workplace violence occurs against ethnic and racial minorities. This study aimed to identify the frequency of and the factors contributing to and preventing sexual and racial harassment in the workplace towards health professionals in Iran. This cross-sectional study was conducted on 6500 out of 57000 health workers who were selected by multistage random sampling from some teaching hospitals in Iran. Data were collected using the questionnaire of "workplace violence in the health sector" developed by the International Labor Organization, International Council of Nurses, World Health Organization, and Public Services International. According to the findings, the frequencies of sexual harassment and racial harassment were, respectively, 4.7% and 12% for the 12 months prior to the study (2011). Among healthcare workers, nurses reported the highest rate of violence. The most important contributing factors in sexual and racial harassment were lack of security facilities (45.8%) and people's ignorance of employees' tasks (55.7%). The presence of security force, safety measures in the wards, and guards were noted as the most important preventive factor to harassment. Based on the results, the frequency of sexual and racial harassment is low, which can be attributed to underreporting due to cultural sensitivity or fear. So, identifying the reasons for refusal to report harassment, developing a clear mechanism for reporting and providing the necessary trainings to health workers are essential in order to deal with harassment.

  9. Labeling of Deployment Sexual Harassment Experiences Among Male and Female Veterans.

    Science.gov (United States)

    Dardis, Christina M; Vento, Stephanie A; Gradus, Jaimie L; Street, Amy E

    2017-11-20

    Victims' conceptualizations of traumatic experiences can impact screening responses and decisions to utilize health care. Despite experiencing events constituting sexual harassment, many victims do not label their experiences as such. In the military, specific situational factors (e.g., occurred on-duty, higher ranking harasser) and victim appraisals of experiences (e.g., offensive, threatening) have been associated with increased labeling of sexual harassment. However, no research has examined sexual harassment labeling among those deployed in recent Afghanistan and Iraq conflicts, where the context of harassment may differ from peacetime settings. The purpose of the present study was to examine frequencies of labeling sexual harassment during deployment, factors associated with labeling, and associations between labeling and perceived need for and use of mental health services. 2,348 veterans (51% women, 49% men) drawn from a random sample of veterans deployed in support of the wars in Afghanistan and Iraq completed a mail survey. Women were significantly more likely than men to label experiences as harassment. Whereas appraisals of events were associated with both women's and men's labeling, situational factors were only associated with women's labeling. Among women, labeling was associated with a greater perceived need for and use of mental health services among those who experienced nonassaultive harassment. These results confirm the importance of using behavioral language when screening for experiences of harassment among veterans returning from deployment. We discuss strategies for addressing labeling in the context of mental health treatment. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  10. The Structure of Sexual Harassment: A Confirmatory Analysis across Cultures and Settings.

    Science.gov (United States)

    Gelfand, Michele J.; And Others

    1995-01-01

    Three samples (1,746 U.S. female undergraduates, 389 Brazilian female undergraduates, and 307 female university employees) were used to test a tripartite model of sexual harassment (gender harassment, unwanted sexual attention, and sexual coercion). Results confirm the generalizability of the construct across workplace and education settings and…

  11. 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%.

  12. Communication: importance sampling including path correlation in semiclassical initial value representation calculations for time correlation functions.

    Science.gov (United States)

    Pan, Feng; Tao, Guohua

    2013-03-07

    Full semiclassical (SC) initial value representation (IVR) for time correlation functions involves a double phase space average over a set of two phase points, each of which evolves along a classical path. Conventionally, the two initial phase points are sampled independently for all degrees of freedom (DOF) in the Monte Carlo procedure. Here, we present an efficient importance sampling scheme by including the path correlation between the two initial phase points for the bath DOF, which greatly improves the performance of the SC-IVR calculations for large molecular systems. Satisfactory convergence in the study of quantum coherence in vibrational relaxation has been achieved for a benchmark system-bath model with up to 21 DOF.

  13. 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.

  14. 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.

  15. 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.

  16. Sex-based harassment in employment: new insights into gender and context.

    Science.gov (United States)

    Kabat-Farr, Dana; Cortina, Lilia M

    2014-02-01

    Legal definitions of sex-based harassment have evolved over the decades; it is important that social science perspectives on this phenomenon evolve as well. This study seeks to refine our understanding of conditions in which sex-based harassment thrives, with empirical evidence from three organizations. Previous research has suggested that underrepresentation of one's gender in the employment context increases risk for sex-based harassment. This work has focused mainly on sexual-advance forms of harassment, mainly in the lives of women. Less is known about the gender harassment of women, or about any kind of harassment of men. Extending this scholarship, we analyzed survey data from women and men working in three diverse domains: academia (N = 847), the court system (N = 1,158), and the military (N = 19,960). Across all samples, the underrepresentation of women in a workgroup related to increased odds of women experiencing gender harassment, but not sexual-advance harassment. For men, the opposite pattern emerged: underrepresentation did not increase men's risk for either type of harassment, instead relating to decreased odds of harassment in some contexts. We interpret these results in light of theories of tokenism, gender stereotyping, and sex role spillover in organizations. Our findings support the recommendation that, to reduce harassment (whether it be illegal or legal, gender- or sexuality-based, targeted at women or men), organizations should strive for gender balance in every job at every level. For male-dominated contexts, this implies a need to recruit, retain, and integrate more women throughout the organizational hierarchy.

  17. Seventy-Five Years Later: Gender-Based Harassment in Schools.

    Science.gov (United States)

    Scott, Kathryn

    1995-01-01

    Maintains that, on the 75th anniversary of women's suffrage, significant advances in the legal status, achievements, and opportunities for women have been made. Contends, however, that sexual harassment is still widespread in the nation's schools. Includes six charts defining and describing forms of sexual harassment. (CFR)

  18. The Effect of "Franklin v. Gwinnett County" on Sexual Harassment Policy in Secondary Education.

    Science.gov (United States)

    Wishnietsky, Dan H.; Felder, Dennis

    1994-01-01

    In 1992 the Supreme Court ruled that school victims of sexual harassment may collect damages. In response to a brief survey, many state superintendents indicated they had strengthened school sexual harassment policies; however, many others indicated they had neither made nor planned any changes. Includes recommendations for developing or…

  19. Effects of racial and sexual harassment on work and the psychological well-being of African American women.

    Science.gov (United States)

    Buchanan, NiCole T; Fitzgerald, Louise F

    2008-04-01

    Research on workplace harassment has typically examined either racial or sexual harassment, without studying both simultaneously. As a result, it remains unknown whether the co-occurrence of racial and sexual harassment or their interactive effects account for unique variance in work and psychological well-being. In this study, hierarchical linear regression analyses were used to explore the influence of racial and sexual harassment on these outcomes among 91 African American women involved in a sexual harassment employment lawsuit. Results indicated that both sexual and racial harassment contributed significantly to the women's occupational and psychological outcomes. Moreover, their interaction was statistically significant when predicting supervisor satisfaction and perceived organizational tolerance of harassment. Using a sample of African American women employed in an organizational setting where harassment was known to have occurred and examining sexual and racial harassment concomitantly makes this study unique. As such, it provides novel insights and an important contribution to an emerging body of research and underscores the importance of assessing multiple forms of harassment when examining organizational stressors, particularly among women of color.

  20. 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

  1. 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.

  2. 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.

  3. Polymerase chain reaction system using magnetic beads for analyzing a sample that includes nucleic acid

    Science.gov (United States)

    Nasarabadi, Shanavaz [Livermore, CA

    2011-01-11

    A polymerase chain reaction system for analyzing a sample containing nucleic acid includes providing magnetic beads; providing a flow channel having a polymerase chain reaction chamber, a pre polymerase chain reaction magnet position adjacent the polymerase chain reaction chamber, and a post pre polymerase magnet position adjacent the polymerase chain reaction chamber. The nucleic acid is bound to the magnetic beads. The magnetic beads with the nucleic acid flow to the pre polymerase chain reaction magnet position in the flow channel. The magnetic beads and the nucleic acid are washed with ethanol. The nucleic acid in the polymerase chain reaction chamber is amplified. The magnetic beads and the nucleic acid are separated into a waste stream containing the magnetic beads and a post polymerase chain reaction mix containing the nucleic acid. The reaction mix containing the nucleic acid flows to an analysis unit in the channel for analysis.

  4. The influence of sexual harassment on mental health among female military personnel of the Republic of Korea Armed Forces.

    Science.gov (United States)

    Kim, Tae Kyung; Lee, H-C; Lee, S G; Han, K-T; Park, E-C

    2017-04-01

    Reports of sexual harassment are becoming more frequent in Republic of Korea (ROK) Armed Forces. This study aimed to analyse the impact of sexual harassment on mental health among female military personnel of the ROK Armed Forces. Data from the 2014 Military Health Survey were used. Instances of sexual harassment were recorded as 'yes' or 'no'. Analysis of variance (ANOVA) was carried out to compare Kessler Psychological Distress Scale 10 (K-10) scores. Multiple logistic regression analysis was performed to identify associations between sexual harassment and K-10 scores. Among 228 female military personnel, 13 (5.7%) individuals experienced sexual harassment. Multiple logistic regression analysis revealed that sexual harassment had a significantly negative impact on K-10 scores (3.486, psexual harassment were identified in the unmarried (including never-married) group (6.761, pSexual harassment has a negative impact on mental health. Factors associated with worse mental health scores included service classification and length of service. The results provide helpful information with which to develop measures for minimising the negative psychological effects from sexual harassment and promoting sexual harassment prevention policy. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/.

  5. Antecedents and consequences of sexual harassment in organizations: a test of an integrated model.

    Science.gov (United States)

    Fitzgerald, L F; Drasgow, F; Hulin, C L; Gelfand, M J; Magley, V J

    1997-08-01

    Sexual harassment of women in organizational settings has recently become a topic of interest to researchers and the general public alike. Although numerous studies document its frequency, the development of conceptual models identifying antecedents and consequences of harassment has proceeded at a slower pace. In this article, an empirical test of a recently proposed conceptual model is described. According to the model, organizational climate for sexual harassment and job gender context are critical antecedents of sexual harassment; harassment, in turn, influences work-related variables (e.g., job satisfaction); psychological states (e.g., anxiety and depression); and physical health. On the basis of a sample of women employed at a large, regulated utility company, the model's predictions were generally supported.

  6. Perceptions of sexual harassment: the effects of gender, legal standard, and ambivalent sexism.

    Science.gov (United States)

    Wiener, R L; Hurt, L; Russell, B; Mannen, K; Gasper, C

    1997-02-01

    This research tests the possibility that the reasonable woman as compared to the reasonable person test of hostile work environment sexual harassment interacts with hostile and benevolent sexist beliefs and under some conditions triggers protectionist attitudes toward women who complain of sexual harassment. We administered to a sample of undergraduates the ambivalent sexism inventory along with the fact patterns in two harassment cases and asked them to make legally relevant decisions under either the reasonable woman or person standard. We found that those high in hostile sexism, and women, found more evidence of harassment. However, those high in benevolent sexism did not exhibit the hostile sexism effects. Although men were less sensitive to the reasonable woman standard than women, under some conditions the reasonable woman standard enabled both genders to find greater evidence of harassment. The results are discussed from the perspectives of law and psychology.

  7. Are there health effects of harassment in the workplace? A gender-sensitive study of the relationships between work and neck pain.

    Science.gov (United States)

    Stock, Susan R; Tissot, France

    2012-01-01

    The aim of this study was to identify workplace physical and psychosocial risk factors for neck pain among male and female workers and, in particular, to study the relationship between neck pain and intimidation and sexual harassment in the workplace in a representative sample of the Quebec working population. The study sample included 5405 men and 3987 women. In multiple logistic regression analyses, when taking into account individual and other workplace factors, neck pain was significantly associated with intimidation at work among both male (odds ratio (OR) 1.4 (1.01-1.8)) and female workers (OR 1.3 (1.01-1.8)). Among female workers, neck pain was alsosignificantly associated with unwanted sexual attention (OR 1.6 (1.1-2.4)). If confirmed in prospective studies, these results suggest that interventions to prevent harassment in the workplace may help reduce musculoskeletal disorders in the workplace and that workplace programmes to reduce harassment in the workplace should include prevention of sexual harassment. While taking into account relevant personal factors and previously identified workplace physical and psychosocial risk factors, this gender-based study identifies new work exposures associated with neck pain that have not previously been studied, including unwanted sexual attention, intimidation and difficult or tense situations with the public.

  8. 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...

  9. 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...

  10. 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.

  11. 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...

  12. 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…

  13. 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...

  14. 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…

  15. 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…

  16. 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…

  17. 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...

  18. 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…

  19. 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 ...

  20. Job-related and psychological effects of sexual harassment in the workplace: empirical evidence from two organizations.

    Science.gov (United States)

    Schneider, K T; Swan, S; Fitzgerald, L F

    1997-06-01

    Previous evidence regarding the outcomes of sexual harassment in the workplace has come mainly from self-selected samples or analogue studies or those using inadequate measures. The sexual harassment experiences, coping responses, and job-related and psychological outcomes of 447 female private-sector employees and 300 female university employees were examined. Discriminant function analyses indicated that women who had not been harassed and women who had experienced low, moderate, and high frequencies of harassment could be distinguished on the basis of both job-related and psychological outcomes. These outcomes could not be attributed to negative affective disposition, attitudes toward harassment, or general job stress. Results suggest that relatively low-level but frequent types of sexual harassment can have significant negative consequences for working women.

  1. Prevalence of sexual harassment/victimization of female students in ...

    African Journals Online (AJOL)

    Objective: To assess the prevalence, types and consequences of sexual harassment/victimization of female students in the University. Methodology: This was a cross sectional descriptive study. Using a cluster sampling method, 295 female students resident in the four campuses of the university were recruited and ...

  2. Experiences of sexual harassment of women health workers in four hospitals in Kolkata, India.

    Science.gov (United States)

    Chaudhuri, Paramita

    2007-11-01

    In 1997, the Supreme Court of India recognised sexual harassment in the workplace as a violation of human rights. However, little is known about the extent or persistence of sexual harassment. To obtain an understanding of women's experiences of sexual harassment in the health sector, an exploratory study was undertaken in 2005-2006 among 135 women health workers, including doctors, nurses, health care attendants, administrative and other non-medical staff working in two government and two private hospitals in Kolkata, West Bengal, India. Four types of experiences were reported by the 77 women who had experienced 128 incidents of sexual harassment: verbal harassment (41), psychological harassment (45), sexual gestures and exposure (15), and unwanted touch (27). None of the women reported rape, attempted rape or forced sex but a number of them knew of other women health workers who had experienced these. The women who had experienced harassment were reluctant to complain, fearing for their jobs or being stigmatised, and most were not aware of formal channels for redress. Experiences of sexual harassment reflected the obstacles posed by power imbalances and gender norms in empowering women to make a formal complaint, on the one hand, and receive redress on the other.

  3. 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

  4. Childhood maltreatment history as a risk factor for sexual harassment among U.S. Army soldiers.

    Science.gov (United States)

    Rosen, L N; Martin, L

    1998-01-01

    Four different types of childhood maltreatment were examined as predictors of unwanted sexual experiences and acknowledged sexual harassment among male and female active duty soldiers in the United States Army. Predictor variables included childhood sexual abuse, physical-emotional abuse, physical neglect, and emotional neglect. Three types of unwanted sexual experiences in the workplace were examined as outcome variables: gender harassment, unwanted sexual attention, and coercion. Both sexual and physical-emotional abuse during childhood were found to be predictors of unwanted sexual experiences and of acknowledged sexual harassment in the workplace. Among female soldiers, the most severe type of unwanted experience-coercion-was predicted only by childhood physical-emotional abuse. Among male soldiers childhood sexual abuse was the strongest predictor of coercion. A greater variety of types of childhood maltreatment predicted sexual harassment outcomes for male soldiers. Childhood maltreatment and adult sexual harassment were predictors of psychological well-being for soldiers of both genders.

  5. 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...

  6. 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.

  7. Resident experience of abuse and harassment in emergency medicine: ten years later.

    Science.gov (United States)

    Li, Siu Fai; Grant, Kelly; Bhoj, Tanuja; Lent, Gretchen; Garrick, Jocelyn Freeman; Greenwald, Peter; Haber, Marc; Singh, Malini; Prodany, Karla; Sanchez, Leon; Dickman, Eitan; Spencer, James; Perera, Tom; Cowan, Ethan

    2010-02-01

    In 1995, a Society for Academic Emergency Medicine in-service survey reported high rates of verbal and physical abuse experienced by Emergency Medicine (EM) residents. We sought to determine the prevalence of abuse and harassment 10 years later to bring attention to these issues and determine if there has been a change in the prevalence of abuse over this time period. To determine the prevalence of abuse and harassment in a sample of EM residencies. We conducted a cross-section survey of EM residents from 10 residencies. EM residents were asked about their experience with verbal abuse, verbal threats, physical threats, physical attacks, sexual harassment, and racial harassment; and by whom. The primary outcome of the study was the prevalence of abuse and harassment as reported by EM residents. There were 196 of 380 residents (52%) who completed the survey. The prevalence of any type of abuse experienced was 91%; 86% of residents experienced verbal abuse, 65% verbal threats, 50% physical threats, 26% physical attacks, 23% sexual harassment, and 26% racial harassment. Women were more likely than men to encounter sexual harassment (37% [38/102] vs. 8% [7/92]; p harassment was not limited to minorities (23% [16/60] for Caucasians vs. 26% [29/126] for non-Caucasians; p = 0.59). Senior residents were more likely to have encountered verbal and physical abuse. Only 12% of residents formally reported the abuse they experienced. Abuse and harassment during EM residency continues to be commonplace and is underreported. Copyright (c) 2010 Elsevier Inc. All rights reserved.

  8. Sexual Assault and Sexual Harassment in the U.S. Military: Evaluating Estimates from the 2014 RAND Military Workplace Study

    Science.gov (United States)

    2016-01-01

    harassment, and gender discrimination in the military. The RAND Military Workplace Study (RMWS) included one of the largest surveys of its kind: Almost...approach to counting service members who experienced sexual assault, sexual harassment, and gender discrimination , providing DoD with unprecedented...harassment, or gender discrimination . Specifically, both the phone and web follow-up surveys revealed possible nonresponse bias in the RMWS estimates, but

  9. 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…

  10. 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...

  11. 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.

  12. 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.

  13. "Fit in or F#$@ off": the (non disclosure of sexual harassment in rural workplaces

    Directory of Open Access Journals (Sweden)

    Skye Saunders

    2012-12-01

    Full Text Available In this paper we consider the complexities associated with the internal workplace disclosure of sexual harassment for rural employees. We acknowledge the existence of certain accompanying ‘special issues’ for rural women and predict that these elements (such as the traditionally conservative bush attitudes about violence against women, the added cultural dimensions of small-town gossip and self-reliance and the impact of isolation would have some impact on the inclination of rural women to report workplace sexual harassment. To test that hypothesis, a sample of female employees and a sample of employers from different areas considered as ‘rural’ were interviewed. In defining ‘rural’ for this purpose we adopted a social constructionist approach. We report on participants’ experiences and attitudes about making an internal sexual harassment complaint. We discuss the barriers to disclosure that respondents perceive. We identify the types of rural workplaces (occupation, rurality, gender ratios which tend to utilise sexual harassment policies and offer training, and we consider the impact of these on the likelihood of reporting. We also investigate whether other variables, such as the type of harassment experienced, employees’ attitude about what constitutes sexual harassment and reporting, age, seniority and/or education affect reporting. We conclude that disclosure practices could be improved by the implementation of visiting sexual harassment consultants/officers who would visit rural communities to educate, hear complaints, help with the development of policies, provide advice referral to counseling mediation and provide follow up.

  14. 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.

  15. [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.

  16. 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…

  17. 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.

  18. Sampled data CT system including analog filter and compensating digital filter

    International Nuclear Information System (INIS)

    Glover, G. H.; DallaPiazza, D. G.; Pelc, N. J.

    1985-01-01

    A CT scanner in which the amount of x-ray information acquired per unit time is substantially increased by using a continuous-on x-ray source and a sampled data system with the detector. An analog filter is used in the sampling system for band limiting the detector signal below the highest frequency of interest, but is a practically realizable filter and is therefore non-ideal. A digital filter is applied to the detector data after digitization to compensate for the characteristics of the analog filter, and to provide an overall filter characteristic more nearly like the ideal

  19. Sexual Harassment and Assault as Predictors of PTSD Symptomatology among U.S. Female Persian Gulf Military Personnel.

    Science.gov (United States)

    Wolfe, Jessica; Sharkansky, Erica J.; Read, Jennifer P.; Dawson, Ree; Ouimette, Paige Crosby; Martin, James A.

    1998-01-01

    Examines sexual harassment and assault of women in a wartime military example. Explores the impacts of these stressors and combat exposure on posttraumatic stress disorder (PTSD) symptomatology. Harassment and assault were higher than in civilian and peacetime military samples. The number of postwar stressful life events mediated the relationship…

  20. Examining the Job-Related, Psychological, and Physical Outcomes of Workplace Sexual Harassment: A Meta-Analytic Review

    Science.gov (United States)

    Chan, Darius K-S.; Lam, Chun Bun; Chow, Suk Yee; Cheung, Shu Fai

    2008-01-01

    This study was designed to examine the job-related, psychological, and physical outcomes of sexual harassment in the workplace. Using a meta-analytic approach, we analyzed findings from 49 primary studies, with a total sample size of 89,382, to obtain estimates of the population mean effect size of the association between sexual harassment and…

  1. Anti-Bullying/Harassment Legislation and Educator Perceptions of Severity, Effectiveness, and School Climate: A Cross-Sectional Analysis

    Science.gov (United States)

    Cosgrove, Heather E.; Nickerson, Amanda B.

    2017-01-01

    In this cross-sectional study, we examined a matched sample of 924 educators' perceptions of severity of bullying and harassment and school climate prior to (Wave 1 n = 435) and following (Wave 2 n = 489) the implementation of New York's anti-bullying and harassment legislation, the Dignity for All Students Act (DASA). Alignment with DASA mandates…

  2. Sexual Harassment in the 1990s: A University-Wide Survey of Female Faculty, Administrators, Staff, and Students.

    Science.gov (United States)

    Kelley, Michelle L.; Parsons, Beth

    2000-01-01

    A survey of all female employees (n=446) and a sample of students (n=319) at a southeastern university with a published policy regarding sexual harassment found 19-43 percent of female staff, faculty, administrators, and students had experienced sexual harassment. Reported perpetrators were most often other employees (by employees), other students…

  3. Contextualising sexual harassment of adolescent girls in Bangladesh

    NARCIS (Netherlands)

    Nahar, P.; van Reeuwijk, M.; Reis, R.

    2013-01-01

    Violence against women is a social mechanism confirming women's subordination in many societies. Sexual violence and harassment have various negative psychological impacts on girls, including a persistent feeling of insecurity and loss of self-esteem. This article aims to contextualize a particular

  4. Eleven Ways to Stamp Out the Potential for Sexual Harassment.

    Science.gov (United States)

    Decker, Robert H.

    1988-01-01

    Reviews the 1980 Equal Employment Opportunity Commission guidelines defining sexual harassment as a form of sex discrimination. Advises 11 steps, including creating clear-cut policies and guidelines to help school officials deal with the problem. Insets offer policy "pointers" and several recommendations for staff members desiring to counter…

  5. Preventing Bullying and Harassment of Sexual Minority Students in Schools

    Science.gov (United States)

    Bishop, Holly N.; Casida, Heather

    2011-01-01

    Sexual minority students (most often gay, lesbian, or bisexual, but including anyone who does not or is perceived to not fit the common heterosexual stereotype) often face ongoing bullying and harassment in schools that goes unstopped by faculty or administration. These students suffer academically, emotionally, and physically as a direct result…

  6. 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.

  7. Method of extruding and packaging a thin sample of reactive material including forming the extrusion die

    International Nuclear Information System (INIS)

    Lewandowski, E.F.; Peterson, L.L.

    1985-01-01

    This invention teaches a method of cutting a narrow slot in an extrusion die with an electrical discharge machine by first drilling spaced holes at the ends of where the slot will be, whereby the oil can flow through the holes and slot to flush the material eroded away as the slot is being cut. The invention further teaches a method of extruding a very thin ribbon of solid highly reactive material such as lithium or sodium through the die in an inert atmosphere of nitrogen, argon or the like as in a glovebox. The invention further teaches a method of stamping out sample discs from the ribbon and of packaging each disc by sandwiching it between two aluminum sheets and cold welding the sheets together along an annular seam beyond the outer periphery of the disc. This provides a sample of high purity reactive material that can have a long shelf life

  8. [Harassment experiences among students of health-related professional careers in Mexico].

    Science.gov (United States)

    Ortiz-Hernández, Luis; Compeán-Dardón, María Sandra; Gallardo-Hernández, Georgina; Támez-González, Silvia; Pérez-Salgado, Diana; Verde-Flota, Elizabeth

    2010-01-01

    This study focuses on the frequency with which students of health-related professional careers have perceived themselves as victims of sexual harassment, how this has occurred, and the characteristics of those students associated with that experience. Cross-sectional descriptive study, with a sample of 530 students from health-related schools at the Universidad Autónoma Metropolitana Xochimilco in Mexico City. Statistical analysis was stratified by sex, age, race, perception of physical attractiveness, transgression of gender stereotypes, and sexual orientation. Experiences of sexual harassment were assessed based on a scale of 19 questions. Five components were identified by factor analysis: verbal and/or physical harassment by inadequate staring/glancing, inadequate proposals, and comments. In general, women were more harassed by inadequate staring/glancing; those who perceived themselves as being more physically attractive were more verbally harassed, whereas those who transgressed gender stereotypes were more exposed to physical harassment and harrassing glances as compared to men who were seen themselves as being less attractive and who did not transgressed the gender stereotype. Sexual harassment is an existing situation occurring among students. It is necessary to detect and recognize the forms of presentation of gender inequalities to avoid imposing sanctions on conducts that are not adhered to gender stereotypes.

  9. Perception Differences in Ambiguous Forms of Workplace Sexual Harassment: A Comparison between the United States and Turkey.

    Science.gov (United States)

    Toker, Yonca

    2016-07-03

    Certain social-sexual behaviors that could be potentially encountered in workplaces are ambiguous in nature and perceiving them as sexual harassment can depend on the culture. With an aim to delineate the overlap and distinctions of sexual harassment perceptions of such behaviors across samples of women university students from Turkey (TR, N = 215) and the United States (US, N = 209), measurement invariance and latent mean differences in perceiving three ambiguous forms; sexist hostility, sexual hostility, and insinuation-of-interest, were examined. It was hypothesized that the US sample would perceive sexist hostility more sexually harassing as sexist workplace discriminatory practices are emphasized as a form of sexual harassment, and that the TR sample would perceive sexual hostility and insinuation-of-interest as more sexually harassing as women in TR operate in a conservative context. Despite similarities in rank ordering, US participants perceived sexist hostility more sexually harassing; insinuation-of-interest and sexual hostility less sexually harassing than Turkish participants, supporting all three hypotheses. There are implications of differing perceptions across cultures for organizations in terms of disseminating awareness via training programs about the forms of sexual harassment (SH) in a local context and for taking account of local findings in shaping the labor code of countries in relation to SH.

  10. Retheorizing sexual harassment in medical education: women students' perceptions at five U.S. medical schools.

    Science.gov (United States)

    Wear, Delese; Aultman, Julie M; Borges, Nicole J

    2007-01-01

    The literature consistently reports that sexual harassment occurs with regularity in medical education, mostly in clinical settings, and most of it goes unreported. Reasons for nonreporting include the fear of retaliation, a reluctance to be viewed as a victim, a fear that one is being "too sensitive," and the belief that nothing will be done. We wanted to examine with greater concentration the stories women students tell about sexual harassment, including what they count as sexual harassment, for more or different clues to their persistent nonreporting. We used focus groups to interview 30 women students at 5 U.S. medical schools. We used systematic inductive guidelines to analyze the transcribed data, linking to and building new theoretical frameworks to provide an interpretive understanding of the lived experiences of the women in our study. Consistent with previous literature, most of the students interviewed had either witnessed or observed sexual harassment. We selected 2 theoretical lenses heretofore not used to explain responses to sexual harassment: 3rd-wave feminist theory to think about how current women students conceive sexual harassment and personality theory to explain beliefs about nonreporting. Medical educators need new ways to understand how contemporary women students define and respond to sexual harassment.

  11. A qualitative study of sexual harassment of female doctors by patients.

    Science.gov (United States)

    Schneider, M; Phillips, S P

    1997-09-01

    This paper reports the qualitative data from a study of sexual harassment of female family physicians by patients. In addition to the everyday harassment that any woman might encounter in a work setting, the physicians in this study also reported types of harassment which are unique to the practice of medicine. These include opportunistic harassment such as exposure of the genitals, inappropriately touching the physician when the examination requires close contact, excessive discussion of sexual matters for apparent erotic gratification, and acting out behaviours from non-competent patients. Other reported behaviours were not, strictly speaking, sexual harassment but were troublesome nonetheless, including spontaneous erections during physical examinations, physically intimidating behaviour, and ambiguous behaviours which were sexual in nature, but difficult to interpret. The findings are discussed in the context of theory pertaining to contrapower harassment. It is concluded that for some patients the gender of the physician takes precedence over her occupational status and, this combined with the unique characteristics of the doctor/patient relationship, can make the practice of family medicine more conductive to sexual harassment than other professions.

  12. 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.

  13. 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)

  14. 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 ...

  15. 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.

  16. Sexual harassment of female physicians by patients. What is to be done?

    OpenAIRE

    Phillips, S.

    1996-01-01

    OBJECTIVE: To determine the responses of female physicians who have been sexually harassed by patients, as a means of answering the question, "What is to be done?" DESIGN: As part of a larger study on the topic, randomly selected participants were mailed a questionnaire requesting information about the nature and extent of sexual harassment by patients and about resulting feelings, actions, and suggestions for prevention. SETTING: Family practices in Ontario. PARTICIPANTS: A random sample of ...

  17. The Frequency, Contributing and Preventive Factors of Harassment towards Health Professionals in Iran

    OpenAIRE

    Fallahi Khoshknab, Masoud; Oskouie, Fatemeh; Ghazanfari, Nahid; Najafi, Fereshteh; Tamizi, Zahra; Afshani, Shahla; Azadi, Ghazal

    2015-01-01

    Background There are high levels of sexual harassment in health care systems. Also, workplace violence occurs against ethnic and racial minorities. This study aimed to identify the frequency of and the factors contributing to and preventing sexual and racial harassment in the workplace towards health professionals in Iran. Methods This cross-sectional study was conducted on 6500 out of 57000 health workers who were selected by multistage random sampling from some teaching hospitals in Iran. D...

  18. Sexual harassment of students on public transport: An exploratory study in Lucknow, India

    OpenAIRE

    Tripathi, K.; Borrion, H.; Belur, J.

    2017-01-01

    Studies suggest that incidents of sexual harassment are common occurrence on public transport in India, but there is little reliable data to understand and tackle the problem. This research explores actual and witnessed victimisations as well as perceptions of the risk by a sample of 200 tertiary female students in Lucknow, India. Consistent with literature, sexual harassment victimisation appears to be most prevalent in buses and increases with the frequency of use of public transport. We fo...

  19. 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...

  20. The law and sexual harassment in the physiotherapy work environment in South Africa

    Directory of Open Access Journals (Sweden)

    L. Bütow-Dütoit

    2007-01-01

    Full Text Available This paper presents the legal framework within which sexual harassment of healthcare professionals, including physiotherapists, may be managed in their work environment in South Africa. According to both international and national legal principles, sexual harassment is considered a form of discrimination. There are various statutes in South Africa that may assist physiotherapists when they seek redress after being sexually harassed. These entail labour-related laws, laws aimed at removing all forms of discrimination, as well as the criminal and civil pathways of seeking justice.

  1. 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...

  2. Intersectional harassment and deviant embodiment among Autistic adults: (dis)ability, gender and sexuality.

    Science.gov (United States)

    Barnett, Jessica Penwell

    2017-11-01

    Harassment scholarship increasingly attends to the intersectional nature of harassment and its function within systems of domination. However, little of this work includes disability. In-depth interviews with 24 adults on the autism spectrum in the USA demonstrate the intersections of gender, sexuality and (dis)ability in the construction of deviant embodiments as targets for harassment. These intersections also shape how participants made sense of these experiences of violence. Participants' disability characteristics were often read as gender or sexual variance, with harassers relying on sexist and heterosexist constructs to frighten, demean or humiliate them for disability characteristics. Participant experiences demonstrate the cisgender basis of 'able-bodied' identity as well as the 'able-bodied' basis of cisgender and heterosexual identities and experiences. The interdependency of gender, sexuality and (dis)ability embodiment point to how it is critical for scholars and activists to account for the role of gender and heterosexist harassment in ableist oppression and disability harassment in (hetero)sexist oppression, as well as the limits of current US law enforcement structures in providing redress for harassment.

  3. 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.

  4. Sexual harassment: relation to other forms of discrimination and to health among women and men.

    Science.gov (United States)

    Bildt, Carina

    2005-01-01

    During the last years, harassment experiences have more often than earlier been included in the framework of work stress, thereby being seen more as a result of how the work organisation function rather than being a result of poor characteristics among individuals. The aim of the present study was to examine the relation between sexual harassment, gender discrimination, bullying, conflicts and informal decision structures. The study took place at a large university in the northern part of Sweden, and data was collected by a questionnaire. Lack of equality and conflicts were significantly related to sexual harassment among women, but none of the studied factors to sexual harassment among men. Common among both women and men were that gender discrimination, bullying, conflicts, being negatively affected by informal decision structures, that women are given preferential treatment and lack of information were related to poor health. To summarise, the results in the present study support earlier studies in their conclusions that work organisation is closely related to the occurrence of harassment. This is especially important to point out when planning for interventions against for example sexual harassment, which very often focuses on the harassed individual, rather than the organisation.

  5. Implementation and outcomes of a zero tolerance of bullying and harassment program.

    Science.gov (United States)

    Meloni, Marion; Austin, Michelle

    2011-02-01

    This case study describes the implementation of a zero tolerance of bullying and harassment program and its outcomes in an ACT hospital. The significance of bullying and harassment within this hospital workplace and its impact became apparent in the 2005 employee satisfaction survey. The results showed low staff satisfaction, a relatively high occurrence of perceived bullying and harassment in the workplace, and a low level of trust by staff in the management of bullying and harassment issues in comparison to the health sector norms. A bullying and harassment program was therefore put in place led by the hospital's Organisational Development Unit and a zero-tolerance approach towards bullying and harassment was adopted and embraced by the leadership group. After nearly 3 years the program has had a positive impact, including contributing to an overall increase in staff satisfaction and improvements in the bullying and harassment section of the latest employee satisfaction survey. Additional initiatives have been implemented and improved employee satisfaction results are expected in 2010-11.

  6. 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)

  7. 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...

  8. 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.

  9. 2010 Workplace and Gender Relations Survey of Active Duty Members. Overview Report on Sexual Harassment

    Science.gov (United States)

    2011-04-01

    quid pro quo harassment . Three component measures of sexual harassment are derived from Q30: crude/offensive behavior...in 2010 was lower than in 2006 and 1995 (5% vs. 7% and 8%, respectively). Sexual coercion is defined as classic quid pro quo instances of specific...Unwanted sexual attention includes unwanted attempts to establish a sexual relationship. Sexual coercion includes classic quid pro quo ,

  10. Prevalence and Mental Health Correlates of Harassment and Discrimination in the Workplace: Results from a National Study

    Science.gov (United States)

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

    2009-01-01

    This study describes past-year prevalence and effects on mental health and drinking outcomes for harassment and discrimination in the workplace (HDW) in a nationally representative random digit dial phone survey conducted in 2003-2004 (n = 2,151). HDW measures included experiences and perceptions of sexual harassment (SH) and generalized workplace…

  11. Discrimination, harassment and non-reporting in UK medical education.

    Science.gov (United States)

    Broad, Jonathan; Matheson, Marion; Verrall, Fabienne; Taylor, Anna K; Zahra, Daniel; Alldridge, Louise; Feder, Gene

    2018-04-01

    Discrimination and harassment create a hostile environment with deleterious effects on student well-being and education. In this study, we aimed to: (i) measure prevalences and types of discrimination and harassment in one UK medical school, and (ii) understand how and why students report them. The study used a mixed-methods design. A medical school population survey of 1318 students was carried out in March 2014. Students were asked whether they had experienced, witnessed or reported discrimination or harassment and were given space for free-text comments. Two focus group sessions were conducted to elicit information on types of harassment and the factors that influenced reporting. Proportions were analysed using the Wilson score method and associations tested using chi-squared and regression analyses. Qualitative data were subjected to framework analysis. Degrees of convergence between data were analysed. A total of 259 (19.7%) students responded to the survey. Most participants had experienced (63.3%, 95% confidence interval [CI]: 57.3-69.0) or witnessed (56.4%, 95% CI: 50.3-62.3) at least one type of discrimination or harassment. Stereotyping was the form most commonly witnessed (43.2%, 95% CI: 37.4-49.3). In the qualitative data, reports of inappropriate joking and invasion of personal space were common. Black and minority ethnic students had witnessed and religious students had experienced a greater lack of provision (χ 2  = 4.73, p = 0.03 and χ 2  = 4.38, p = 0.04, respectively). Non-heterosexual students had experienced greater joking (χ 2  = 3.99, p = 0.04). Students with disabilities had experienced more stereotyping (χ 2  = 13.5, p harassment. Seven of 140 survey respondents had reported incidents (5.0%, 95% CI: 2.4-10.0). Reporting was perceived as ineffective and as potentially victimising of the reporter. Harassment and discrimination are prevalent in this sample and associated with gender, ethnicity, sexuality, disability and year

  12. Double jeopardy in astronomy and planetary science: Women of color face greater risks of gendered and racial harassment

    Science.gov (United States)

    Clancy, Kathryn B. H.; Lee, Katharine M. N.; Rodgers, Erica M.; Richey, Christina

    2017-07-01

    Women generally, and women of color specifically, have reported hostile workplace experiences in astronomy and related fields for some time. However, little is known of the extent to which individuals in these disciplines experience inappropriate remarks, harassment, and assault. We hypothesized that the multiple marginality of women of color would mean that they would experience a higher frequency of inappropriate remarks, harassment, and assault in the astronomical and planetary science workplace. We conducted an internet-based survey of the workplace experiences of 474 astronomers and planetary scientists between 2011 and 2015 and found support for this hypothesis. In this sample, in nearly every significant finding, women of color experienced the highest rates of negative workplace experiences, including harassment and assault. Further, 40% of women of color reported feeling unsafe in the workplace as a result of their gender or sex, and 28% of women of color reported feeling unsafe as a result of their race. Finally, 18% of women of color, and 12% of white women, skipped professional events because they did not feel safe attending, identifying a significant loss of career opportunities due to a hostile climate. Our results suggest that the astronomy and planetary science community needs to address the experiences of women of color and white women as they move forward in their efforts to create an inclusive workplace for all scientists.

  13. Think globally, act locally: understanding sexual harassment from a cross-cultural perspective.

    Science.gov (United States)

    Ulusoy, Hatice; Swigart, Valerie; Erdemir, Firdevs

    2011-06-01

    Sexual harassment in medical education has been studied in the Americas, Europe and Asia; however, little is known about sexual harassment in Middle Eastern cultures. Our initial aim was to describe the sexual harassment of female doctors-in-training by male patients and their relatives in Turkey. During our analysis of data, we expanded our objectives to include the formulation of a framework that can provide a theoretical background to enhance medical educators' understanding of sexual harassment across cultures. Questionnaires were provided to female resident doctors. Respondents were asked about their experiences of sexual harassment, about their reactions and about any precautionary measures they had used. Descriptive statistics were generated using SPSS software. Qualitative data were analysed using content analysis. Forty-nine (51.0%) of 96 distributed questionnaires were completed. Thirty-three (67.3%) participants stated that they had been sexually harassed by a patient or patient's relative at some point in their career. 'Gazing at the doctor in a lewd manner', selected by 25 (51.0%) participants, was the most common form of harassment. The methods of coping selected by the highest numbers of respondents involved seeking the discharge of the patient (24.2%), avoiding contact with the patient or relatives (24.2%) and showing rejection (21.2%). Participants' comments about the prevention of sexual harassment revealed a deep sense of need for protection. The interface between quantitative and qualitative findings and a review of the literature supported the development of a value-based, cross-cultural conceptual framework linking the valuing of hierarchy and conservatism with the occurrence of sexual harassment. We relate our findings to issues of patriarchy, power and socio-cultural influences that impact both the perpetrator and the target of sexual harassment. Medical educators are responsible for the control and prevention of sexual harassment of

  14. 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.

  15. 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)

  16. 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…

  17. 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…

  18. 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…

  19. 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…

  20. 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)

  1. 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…

  2. 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…

  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. 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…

  6. 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.…

  7. Sexual harassment in schools : Prevalence, structure and perceptions

    OpenAIRE

    Witkowska, Eva

    2005-01-01

    The overall aim of this project was to empirically explore and critically analyze the social phenomenon of sexual harassment in schools, its prevalence, structure and perceptions. Data were collected from a random sample of high-school students, horn in 1983, from all regions of Sweden, in a self-report mail survey administered in the spring of 2 001. Five hundred and forty girls and 440 boys participated. The questionnaire addressed personal experiences and perceptions ...

  8. 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.

  9. 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...

  10. "They were only joking": efforts to decrease LGBTQ bullying and harassment in seattle public schools.

    Science.gov (United States)

    Hillard, Pamela; Love, Lisa; Franks, Heather M; Laris, B A; Coyle, Karin K

    2014-01-01

    Seattle Public Schools has implemented policies and programs to increase safety, family involvement, and student achievement for lesbian, gay, bisexual, transgender, and questioning (LGBTQ) youth. This case study examines students' perceptions of bullying and harassment in the school environment, and teacher intervention when these problems arise in the presence of strong district policies and programs aimed at reducing LGBTQ bullying and harassment in schools. We surveyed students in Gay-Straight Alliance (GSA) groups at 13 secondary schools (N = 107). We also conducted focus groups with GSA students and students not involved in the GSAs in 7 of 13 schools (N = 16 groups, including 154 students). GSA students who were lesbian, gay, bisexual, or questioning (LGBQ) were significantly more likely than straight students to experience several types of harassment. On the basis of student report, the 2 most common intervention strategies by teachers for verbal harassment included stopping the harassment and explaining why it is wrong; teachers intervened in physical harassment by trying to stop the harassment. Students provided input on how to strengthen teacher interventions, including the need for more consistency in responding and following up. Students also noted a need for more focus on educating those who harass, rather than just asking them to stop. Seattle Public Schools has made great strides in creating safe and welcoming schools for LGBTQ students, but still have to work further toward reaching this goal. Data from students on how they experience their school environment can help identify areas for improvement. © 2013, American School Health Association.

  11. 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.

  12. The prevalence and nature of sexual harassment in the workplace: A model for early identification and effective management thereof

    Directory of Open Access Journals (Sweden)

    A Ramsaroop

    2007-01-01

    Full Text Available This study investigates the prevalence and nature of sexual harassment and, assesses the impact of supervisory relations, levels of interaction, appearance and personality and types of behaviour. The study was undertaken at a tertiary institution using a sample of 74 employees, drawn by means of simple random sampling. Data was collected using a self-developed questionnaire, which was statistically tested and, analysed using descriptive and inferential statistics. The results indicate that the sub-dimensions of the study impact significantly on sexual harassment. Based on the findings, a model for early identification and effective management of sexual harassment in the workplace was generated.

  13. Sexual Harassment: Legal Protection Againts Workers in Malaysia

    OpenAIRE

    Arief, H. Hanafi

    2017-01-01

    Sexual harassment is a criminality that the government of Malaysia should give protection to the victims. Malaysia Criminal Act, Employment Act 1955, and Industrial Relations Act 1967 and Regulation or Act 117 were enforced to do. The protection includes any victim living in Malaysia without discrimination citizens or non-citizens, including labour migrants whether documented or undocumented. Sometimes employer violated their worker's rights because he believes that workers tend not to reveal...

  14. 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:…

  15. 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…

  16. 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...

  17. 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...

  18. 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…

  19. 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.

  20. Sexual harassment of female physicians by patients. What is to be done?

    Science.gov (United States)

    Phillips, S.

    1996-01-01

    OBJECTIVE: To determine the responses of female physicians who have been sexually harassed by patients, as a means of answering the question, "What is to be done?" DESIGN: As part of a larger study on the topic, randomly selected participants were mailed a questionnaire requesting information about the nature and extent of sexual harassment by patients and about resulting feelings, actions, and suggestions for prevention. SETTING: Family practices in Ontario. PARTICIPANTS: A random sample of the 1064 female certificants of the College of Family Physicians of Canada in active practice in Ontario during 1992 was selected. A total of 599 were surveyed; 422 (70%) replied. MAIN OUTCOME MEASURES: Responses to survey questions. RESULTS: Of the 422 respondents, 76% reported sexual harassment by patients and their reactions to it. Though most respondents had many suggestions about how to minimize harassment, written comments suggested confusion as to its cause. Many participants wondered whether their behaviour, manner, or dress provoked unwanted responses. The ability to root the cause of the harassment externally as a social rather than a personal problem seemed to decrease immobilization. CONCLUSIONS: There is no single effective response to sexual harassment, but understanding its source as an abuse of the power of gender* (perhaps to overcome the powerlessness felt as a patient) could enable female physicians to act in protective and effective ways. PMID:8924816

  1. 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.

  2. Faculty perceptions of gender discrimination and sexual harassment in academic medicine.

    Science.gov (United States)

    Carr, P L; Ash, A S; Friedman, R H; Szalacha, L; Barnett, R C; Palepu, A; Moskowitz, M M

    2000-06-06

    Gender-based discrimination and sexual harassment are common in medical practice and may be even more prevalent in academic medicine. To examine the prevalence of gender-based discrimination and sexual harassment among medical school faculty and the associations of gender-based discrimination with number of publications, career satisfaction, and perceptions of career advancement. A self-administered mailed questionnaire of U.S. medical school faculty that covered a broad range of topics relating to academic life. 24 randomly selected medical schools in the contiguous United States. A random sample of 3332 full-time faculty, stratified by specialty, graduation cohort, and sex. Prevalence of self-reported experiences of discrimination and harassment, number of peer-reviewed publications, career satisfaction, and perception of career advancement. Female faculty were more than 2.5 times more likely than male faculty to perceive gender-based discrimination in the academic environment (P productivity but lower career satisfaction scores than did other women (Padvancement (72% compared with 47%). Publications, career satisfaction, and professional confidence were not affected by sexual harassment, and self-assessed career advancement was only marginally lower for female faculty who had experienced sexual harassment (P = 0.06). Despite substantial increases in the number of female faculty, reports of gender-based discrimination and sexual harassment remain common.

  3. Workplace harassment patterning, gender, and utilization of professional services: findings from a US national study.

    Science.gov (United States)

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

    2007-03-01

    This study constitutes the first national longitudinal survey to address the relationship between workplace harassment and service utilization. We examine how patterns of sexual harassment and generalized workplace harassment are linked to utilization of mental health, health, legal, spiritual, and work-related services, and whether and how gender influences these relationships. Data derive from a random digit dial telephone survey with a continental US sample of employed adults. Eligibility criteria were being 18 years of age or over, and being employed at least 20 h per week at some time in the 12 months prior to the wave 1 survey. Out of 4116 households with eligible individuals, 2151 agreed to participate at wave 1. At wave 2, 1418 participated, thus, the overall response rate was 34.5%. We show that the patterning of workplace harassment over two time points (chronic, remission, onset, never harassed) is associated with the use of different types of services. Gender partially moderated the relationship between workplace harassment and services.

  4. Prospective relationships between workplace sexual harassment and psychological distress.

    Science.gov (United States)

    Nielsen, M B; Einarsen, S

    2012-04-01

    Exposure to workplace sexual harassment (SH) has been associated with impaired mental health, but longitudinal studies confirming the relationship are lacking. To examine gender differences in prospective associations between SH and psychological distress. Baseline questionnaire survey data were collected in 2005 in a representative sample of Norwegian employees. Follow-up data were collected in 2007. SH was measured with the Bergen Sexual Harassment Scale. Psychological distress was measured with the 25 item Hopkins Symptom Checklist (HSCL-25) with cases of psychological distress defined as having a mean score of Workplace measures against SH would be expected to lead to a reduction in mental disorders. The finding that psychological distress predicts SH among men may indicate either a vulnerability factor or a negative perception mechanism.

  5. 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...

  6. Sexual harassment in care work - Dilemmas and consequences: A qualitative investigation.

    Science.gov (United States)

    Nielsen, Maj Britt D; Kjær, Susie; Aldrich, Per T; Madsen, Ida E H; Friborg, Maria K; Rugulies, Reiner; Folker, Anna P

    2017-05-01

    Care workers are often exposed to sexual harassment from patients. Research shows that such exposure may have detrimental effects on mental health of the care workers. Inappropriate sexual behaviour from patients is a particular challenge for formal and informal care workers alike. There is a scarceness of studies investigating the experience and the handling of sexual harassment from patients. To investigate the experience and handling of sexual harassment from patients in care work. The study follows an explorative qualitative approach based on group interviews (n=19) with 39 care workers. Ten workplaces participated in the study, including hospitals, nursing homes, community health centres, rehabilitations care centres, and psychiatric residential facilities. We conducted group interviews with care workers (employees), managers, shop stewards and/or safety representatives. The majority of the interviewees were trained nurses. The interviews revealed that sexual harassment is a complex and multifaceted phenomenon. The care workers often separated between intentional and unintentional behaviours initiated by cognitively impaired patients. Thus, they often refrain from using the term harassment, because it implies that the actions were intentional. However, the interviews revealed that, in practice, this separation was very difficult, and that sexual harassment often creates a range of dilemmas in the daily work. At the same time, sexual harassment is a taboo. The managers, shop stewards and safety representatives in this study were often not aware of the frequency and the impact of the episodes had on the care workers. The workplaces participating in this study, rarely had guidelines or policies for managing and/or preventing sexual harassment or inappropriate sexual behaviours, but often responded to episodes in an ad hoc and case-by-case manner. The term sexual harassment might not be appropriate in the context of care work, because many patients who display

  7. NASTRAN thermal analyzer: Theory and application including a guide to modeling engineering problems, volume 2. [sample problem library guide

    Science.gov (United States)

    Jackson, C. E., Jr.

    1977-01-01

    A sample problem library containing 20 problems covering most facets of Nastran Thermal Analyzer modeling is presented. Areas discussed include radiative interchange, arbitrary nonlinear loads, transient temperature and steady-state structural plots, temperature-dependent conductivities, simulated multi-layer insulation, and constraint techniques. The use of the major control options and important DMAP alters is demonstrated.

  8. Workplace moral harassment and its consequences: A case study in a federal higher education institution

    Directory of Open Access Journals (Sweden)

    Carmelita Angélica Guimarães

    2016-06-01

    Full Text Available ABSTRACT This paper aims to characterize a case of moral harassment in a federal institution of higher education and to identify its consequences for the different actors. We carried out a descriptive and qualitative case study and collected data by means of documentary research with an analysis of the related administrative process, which includes statements of those involved in the case, and an in-depth interview with the harassed employee. The results revealed the occurrence of vertical descendant moral harassment characterized by abuse of power, authoritarianism and perverse manipulation, with severe consequences for the harassed employee´s physical, mental and emotional health. We found that the institution's human resources management department's non-action in terms of intermediating the conflict and the institutional culture and structure may all have favored the occurrence of the case and the harasser´s impunity. For the organization, the occurrences generated degradation in the workplace and in motivation and the team split, as well as income decline and other financial losses. Beyond the financial issues, there was also even more serious damage to the society, as a public institution should look after citizens´ properties and civil rights, whether concerning finances, productivity or social areas. We can conclude that moral harassment is a multidimensional process that violates the individual´s fundamental rights with severe impact on his/her physical and psychological health, on organizations and on the society in general.

  9. Exploring gender differences in body image, eating pathology, and sexual harassment.

    Science.gov (United States)

    Buchanan, Nicole T; Bluestein, Brooke M; Nappa, Alexa C; Woods, Krystle C; Depatie, Melissa M

    2013-06-01

    This study examines the relationship between body image (weight/shape concerns), eating pathology, and sexual harassment among men and women (N=2446). Hierarchical regressions controlling for depression revealed main effects of gender such that women reported greater weight/shape concerns, eating pathology, dietary restraint, eating concerns, and binge eating compared to men. Main effects for sexual harassment indicated that as harassment increased, participants reported increased weight/shape concerns, eating pathology, dietary restraint, eating concerns, binge eating, and compensatory behaviors. There were small but significant interactions between gender and harassment for eating pathology total score (which included each of the domains listed above), weight/shape concerns, dietary restraint, and eating concerns such that the relationship between increased harassment and increased pathology was stronger for women compared to men. The largest interaction was found for compensatory behaviors, such that while women and men's scores both increased as harassment increased, the relationship was stronger for men. Copyright © 2013 Elsevier Ltd. All rights reserved.

  10. 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.

  11. 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...

  12. 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.

  13. 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.

  14. CSWA Workplace Climate Survey: Gender and Racial Harassment in Planetary Science and Astronomy

    Science.gov (United States)

    Richey, Christina; Erica Rodgers, Kathryn Clancy, Katharine Lee

    2018-01-01

    Women generally, and women of color specifically, have reported hostile workplace experiences in astronomy and related fields for some time. However, little is known of the extent to which individuals in these disciplines experience inappropriate remarks, harassment, and assault. We conducted an internet-based survey of the workplace experiences of 474 astronomers and planetary scientists between 2011 and 2015. In this sample, in nearly every significant finding, women of color experienced the highest rates of negative workplace experiences, including harassment and assault. Further, women of color reported feeling unsafe in the workplace as a result of their gender or sex 40% of the time, and as a result of their race 28% of the time. Finally, 18% of women of color, and 12% of white women, skipped professional events because they did not feel safe attending, identifying a significant loss of career opportunities due to a hostile climate. Our results suggest that the astronomy and planetary science community needs to address the experiences of women of color and white women as they move forward in their efforts to create an inclusive workplace for all scientists.

  15. Sexual harassment in care work - Dilemmas and consequences

    DEFF Research Database (Denmark)

    Nielsen, Maj Britt D; Kjær, Susie; Aldrich, Per T

    2017-01-01

    , sexual harassment is a taboo. The managers, shop stewards and safety representatives in this study were often not aware of the frequency and the impact of the episodes had on the care workers. The workplaces participating in this study, rarely had guidelines or policies for managing and/or preventing......) with 39 care workers. SETTINGS: Ten workplaces participated in the study, including hospitals, nursing homes, community health centres, rehabilitations care centres, and psychiatric residential facilities. PARTICIPANTS: We conducted group interviews with care workers (employees), managers, shop stewards...... and/or safety representatives. The majority of the interviewees were trained nurses. RESULTS: The interviews revealed that sexual harassment is a complex and multifaceted phenomenon. The care workers often separated between intentional and unintentional behaviours initiated by cognitively impaired...

  16. 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...

  17. 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.

  18. 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.

  19. 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.

  20. 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)

  1. 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)

  2. 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 ...

  3. 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...

  4. 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...

  5. Specificity of the links between workplace harassment and PTSD: primary results using court decisions, a pilot study in France.

    Science.gov (United States)

    Bonafons, Claire; Jehel, Louis; Coroller-Béquet, Alain

    2009-04-01

    France is one of the first countries to have passed specific legislation concerning "mental harassment" (In French the term used in the legislation is "harcèlement moral" referring to harassment or bullying leading to mental or psychological distress.) in the workplace. However, the definition of mental harassment at work remains fairly vague. It is, indeed, a complex issue, since no objective and precise consensual definition has been given so far. The objective of this study is to clarify the criteria that French judges consider as characteristic of mental harassment, and to check whether the specific links between mental harassment at work and PTSD pointed to in recent international studies have been taken into account. This study proposes the main lines for debate in countries that have not yet adopted legal clauses on mental harassment at work. Our study is based on a sample of 22 people who were legally recognised as having been mentally harassed at work; this sample is taken as representative of all court decisions passed on harassment and published as such on the French Ministry of Justice website. To establish whether they were considering a case of harassment, the judges based their decisions on the nature of the accusations. In all cases (22/22), the charges brought against the defendant had to do with offences against the employee's dignity. Five cases out of 22 dealt with an offence infringing their rights, 10 cases out of 22 related to the employee's future within the company being compromised, while half of the cases (11/22) concerned a deterioration in the person's health. In more than half of the cases, the judges also looked for other factors, such as repetition and duration of the period of harassment. Whenever the judges noted a deterioration in the victim's mental health, they also referred to medical certificates reporting anxio-depressive syndromes or psychological disorders without providing further detail. No PTSD-like symptomatology was

  6. 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...

  7. 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...

  8. 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…

  9. 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.

  10. 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.

  11. The Relationship between School Achievement and Peer Harassment in Canadian Adolescents: The Importance of Mediating Factors

    Science.gov (United States)

    Beran, Tanya N.; Lupart, Judy

    2009-01-01

    The relationship between school achievement and peer harassment was examined using individual and peer characteristics as mediating factors. The sample consisted of adolescents age 12-15 years (n = 4,111) drawn from the Canadian National Longitudinal Survey of Children and Youth, which is a stratified random sample of 22,831 households in Canada.…

  12. Associations of Workplace Bullying and Harassment with Pain

    Directory of Open Access Journals (Sweden)

    Kumi Hirokawa

    2013-09-01

    Full Text Available 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 the Negative Acts Questionnaire. Depression was assessed using the Brief Job Stress Questionnaire. The frequency of pain experienced by workers in the previous month was evaluated using a four-point scale. Many of the associations of person-related bullying, work-related bullying, and sexual harassment with headache, stiffness of the neck or shoulders, lumbago, and pain of two or more joints were positive and significant (p < 0.05. Even after adjustment for depression, some of the associations remained significant (p < 0.05. For example, changes in the prevalence ratio for headache associated with a 1-point increase in the work-related bullying score were 1.05 (95% confidence interval (CI 1.01 to 1.09 in men and 1.03 (95% CI 1.01 to 1.05 in women after adjustment for age, marital status, employment status, work shift, and depression.

  13. Associations of workplace bullying and harassment with pain.

    Science.gov (United States)

    Takaki, Jiro; Taniguchi, Toshiyo; Hirokawa, Kumi

    2013-09-25

    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 the Negative Acts Questionnaire. Depression was assessed using the Brief Job Stress Questionnaire. The frequency of pain experienced by workers in the previous month was evaluated using a four-point scale. Many of the associations of person-related bullying, work-related bullying, and sexual harassment with headache, stiffness of the neck or shoulders, lumbago, and pain of two or more joints were positive and significant (p < 0.05). Even after adjustment for depression, some of the associations remained significant (p < 0.05). For example, changes in the prevalence ratio for headache associated with a 1-point increase in the work-related bullying score were 1.05 (95% confidence interval (CI) 1.01 to 1.09) in men and 1.03 (95% CI 1.01 to 1.05) in women after adjustment for age, marital status, employment status, work shift, and depression.

  14. 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…

  15. Resource Management and Prevention of Moral Harassment: The Cases of Two Agricultural Cooperatives of Paraná

    Directory of Open Access Journals (Sweden)

    Aline Alves Storti

    2017-05-01

    Full Text Available The objective of this study was to identify and analyze how preventive work is done on issues related to moral harassment in two agricultural cooperatives in Paraná. The locus chosen for analysis was justified by the need for actions that curb harassment in organizations and by the peculiarity of the environment, in addition to the two cooperatives surveyed being large employers in their region. A qualitative case study approach was taken. Descriptive data was collected through document research and interviews with four managers of the two cooperatives. Findings revealed that both cooperatives analyzed have no records of moral harassment in the Regional Labor Court and use some prevention methods. In addition, statements by personnel management professionals presented some discrepancies with other professionals interviewed, which may be related to a lack of knowledge on the theme or to cultural aspects. The Green Cooperative presented more preventive methods to moral harassment than the Blue Cooperative, including a code of ethics, denunciations via e-mail, organization environment research, a denunciation box and harassment prevention training for future leaders. The Blue Cooperative uses formal channels of communication and employee dialogue, but nothing specifically directed towards situations of harassment, organization climate research, or a code of ethics. Areas of personnel management are suggested to invest more in communicating prevention actions with those involved, which encourages dialogue and the dissemination of knowledge on what harassment is and how to prevent it.

  16. 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

  17. 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.

  18. The Effects of Gender- and Sexuality-Based Harassment on Lesbian, Gay, Bisexual, and Transgender Substance Use Disparities.

    Science.gov (United States)

    Coulter, Robert W S; Bersamin, Melina; Russell, Stephen T; Mair, Christina

    2018-06-01

    We tested three competing models about whether gender- and sexuality-based harassment at school have nonindependent, additive, or interactive effects on adolescents' electronic cigarette use (i.e., vaping), cigarette smoking, alcohol use, and heavy episodic drinking (HED). We also tested whether harassment mediated substance use disparities between lesbian, gay, bisexual, transgender (LGBT) adolescents and their cisgender heterosexual peers. We analyzed cross-sectional data from the 2013-2014 California Healthy Kids Survey, including 316,766 students in grades 7, 9, and 11 from more than 1,500 middle and high schools. We used logistic regression models and interaction terms to estimate associations of past-year gender- and sexuality-based harassment at school on past-month substance use, and the Karlson-Holm-Breen method to test whether harassment mediated LGBT disparities in substance use. Vaping, smoking, drinking, HED, and gender- and sexuality-based harassment were higher for transgender adolescents than for cisgender males and females, and for adolescents who were lesbian, gay, or bisexual only versus heterosexual only. Gender- and sexuality-based harassments were independently associated with greater odds of using each substance in every grade. These two types of harassment had positive interactions with each other for vaping in grade 11, smoking in grade 11, and HED in grades 9 and 11. Gender- and sexuality-based harassment significantly mediated many of the LGBT disparities in substance use. Gender- and sexuality-based harassment at school independently or interactively produced LGBT disparities in substance use. Reducing these types of discrimination in schools will likely mitigate these disparities. Copyright © 2017 The Society for Adolescent Health and Medicine. Published by Elsevier Inc. All rights reserved.

  19. Gender bias against and sexual harassment of AMWA members in Massachusetts.

    Science.gov (United States)

    Lenhart, S A; Klein, F; Falcao, P; Phelan, E; Smith, K

    1991-01-01

    Despite the increasing participation of women in medicine over the past few decades, hindrances to professional advancement for women physicians and medical students persist. The present study sought to assess the prevalence of gender bias and sexual harassment in a sample of women physicians and medical students. Within a one-year period, 54% of respondents encountered some form of sex discrimination. In addition, approximately one-fourth experienced sexual harassment (27%) and/or discrimination related to parenthood (24%). Unwanted sexual attention not viewed as sexual harassment was experienced by more than twice as many respondents (55%). Other forms of discrimination were reported as well: age (22%), sexual preference (20%), and race (7%). Perceptions of the extent of sex discrimination and sexual harassment, of their impact on professional commitment, and of the adequacy of solutions at institutions varied directly with whether or not respondents had experienced some form of employment discrimination within the past 12 months. This study points to the need for clarification of what constitutes sexual harassment and for the creation of safe, effective mechanisms to remedy and prevent all forms of gender bias.

  20. Measurement of the bystander intervention model for bullying and sexual harassment.

    Science.gov (United States)

    Nickerson, Amanda B; Aloe, Ariel M; Livingston, Jennifer A; Feeley, Thomas Hugh

    2014-06-01

    Although peer bystanders can exacerbate or prevent bullying and sexual harassment, research has been hindered by the absence of a validated assessment tool to measure the process and sequential steps of the bystander intervention model. A measure was developed based on the five steps of Latané and Darley's (1970) bystander intervention model applied to bullying and sexual harassment. Confirmatory factor analysis with a sample of 562 secondary school students confirmed the five-factor structure of the measure. Structural equation modeling revealed that all the steps were influenced by the previous step in the model, as the theory proposed. In addition, the bystander intervention measure was positively correlated with empathy, attitudes toward bullying and sexual harassment, and awareness of bullying and sexual harassment facts. This measure can be used for future research and to inform intervention efforts related to the process of bystander intervention for bullying and sexual harassment. Copyright © 2014 The Foundation for Professionals in Services for Adolescents. Published by Elsevier Ltd. All rights reserved.

  1. 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...

  2. 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)

  3. 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, ...

  4. 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 ...

  5. 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.

  6. 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...

  7. 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 ...

  8. Labeling Sexual Victimization Experiences: The Role of Sexism, Rape Myth Acceptance, and Tolerance for Sexual Harassment.

    Science.gov (United States)

    LeMaire, Kelly L; Oswald, Debra L; Russell, Brenda L

    2016-01-01

    This study investigated whether attitudinal variables, such as benevolent and hostile sexism toward men and women, female rape myth acceptance, and tolerance of sexual harassment are related to women labeling their sexual assault experiences as rape. In a sample of 276 female college students, 71 (25.7%) reported at least one experience that met the operational definition of rape, although only 46.5% of those women labeled the experience "rape." Benevolent sexism, tolerance of sexual harassment, and rape myth acceptance, but not hostile sexism, significantly predicted labeling of previous sexual assault experiences by the victims. Specifically, those with more benevolent sexist attitudes toward both men and women, greater rape myth acceptance, and more tolerant attitudes of sexual harassment were less likely to label their past sexual assault experience as rape. The results are discussed for their clinical and theoretical implications.

  9. 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.

  10. 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.…

  11. 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)

  12. 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 ...

  13. 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.…

  14. 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…

  15. 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.

  16. 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…

  17. 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…

  18. 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…

  19. 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…

  20. 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…

  1. 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…

  2. 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…

  3. 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…

  4. 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…

  5. Sexual harassment in the work place: Its impact on gynecologic oncology and women's health.

    Science.gov (United States)

    von Gruenigen, Vivian E; Karlan, Beth Y

    2018-05-01

    For the last few months, media and news outlets have exposed prominent professionals in many settings who have taken advantage of their status of power and influence to engage in sexual harassment and discrimination in the workplace. In medicine, harassment may include many types of health professionals including physicians, nurses, medical students, colleagues and even patients. Programs for sexual harassment prevention, education and training vary between industries, workplaces, medical schools and hospitals. It is imperative to engage men and women in awareness, education, empowerment of the bystander and movement for cultural change. A grass roots effort should be started by each of us to reach out to our academic institutions, health systems and private practices to review policy, education and codes of conduct. We have the ability to embrace improvement around gender and diversity in our words and actions. Copyright © 2018. Published by Elsevier Inc.

  6. Effects of Sexual Harassment on Job Satisfaction, Retention, Cohesion, Commitment and Unit Effectiveness: The Case of the Air Force

    Science.gov (United States)

    2010-07-01

    quid pro quo ). Examples of questions that were used in previous studies to measure crude/offensive behavior, as well as, other forms of sexual ...includes, but is not limited to, harassment in which submission is made a condition of employment (or quid pro quo ). Global or organizational...Effects of Sexual Harassment on Job Satisfaction, Retention, Cohesion, Commitment and Unit Effectiveness: The Case of the Air Force Dr. Brenda

  7. Sexual harassment and generalized workplace abuse among university employees: prevalence and mental health correlates.

    Science.gov (United States)

    Richman, J A; Rospenda, K M; Nawyn, S J; Flaherty, J A; Fendrich, M; Drum, M L; Johnson, T P

    1999-03-01

    This study hypothesized that interpersonal workplace stressors involving sexual harassment and generalized workplace abuse are highly prevalent and significantly linked with mental health outcomes including symptomatic distress, the use and abuse of alcohol, and other drug use. Employees in 4 university occupational groups (faculty, student, clerical, and service workers; n = 2492) were surveyed by means of a mailed self-report instrument. Cross-tabular and ordinary least squares and logistic regression analyses examined the prevalence of harassment and abuse and their association with mental health status. The data show high rates of harassment and abuse. Among faculty, females were subjected to higher rates; among clerical and service workers, males were subjected to higher rates. Male and female clerical and service workers experienced higher levels of particularly severe mistreatment. Generalized abuse was more prevalent than harassment for all groups. Both harassment and abuse were significantly linked to most mental health outcomes for men and women. Interpersonally abusive workplace dynamics constitute a significant public health problem that merits increased intervention and prevention strategies.

  8. Predictors of US Teachers' Intervention in Anti-Lesbian, Gay, Bisexual, and Transgender Bullying and Harassment

    Science.gov (United States)

    Greytak, Emily A.; Kosciw, Joseph G.

    2014-01-01

    This study examines how United States (US) teachers' experiences and beliefs may be predictive of their intervention in anti-lesbian, gay, bisexual, and transgender (LGBT) bullying and harassment using a US national sample of teachers (N?=?726) who completed an online survey. Results from regression analysis indicated that knowing LGBT people,…

  9. Safe Schools and Sexual Harassment: The Relationship between School Climate and Coping with Unwanted Sexual Behaviour

    Science.gov (United States)

    Timmerman, M. C.

    2004-01-01

    Objective: To explore the impact of the school climate on adolescents' reporting of sexual harassment. Design: A quantitative survey among students in their 4th year of secondary education. Setting: Questionnaires were completed in a class setting. Method: An a-select sampling strategy was used to select 2808 students in 22 schools. Results:…

  10. Sexual Harassment Retaliation Climate DEOCS 4.1 Construct Validity Summary

    Science.gov (United States)

    2017-08-01

    Correlations Bivariate Pearson correlation among items were examined to identify and reduce questions with overlapping content. Table 5 displays the...exploratory factor analysis, and bivariate correlations (sample 1) 2) To determine the factor structure of the remaining (final) questions via...statistics, reliability analysis, exploratory factor analysis, and bivariate correlations of the prospective Sexual Harassment Retaliation Climate

  11. 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…

  12. 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)

  13. 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.

  14. Sampling

    CERN Document Server

    Thompson, Steven K

    2012-01-01

    Praise for the Second Edition "This book has never had a competitor. It is the only book that takes a broad approach to sampling . . . any good personal statistics library should include a copy of this book." —Technometrics "Well-written . . . an excellent book on an important subject. Highly recommended." —Choice "An ideal reference for scientific researchers and other professionals who use sampling." —Zentralblatt Math Features new developments in the field combined with all aspects of obtaining, interpreting, and using sample data Sampling provides an up-to-date treat

  15. 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.

  16. 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...

  17. Sexual harassment: everyday violence in the lives of girls and women.

    Science.gov (United States)

    Berman, H; McKenna, K; Arnold, C T; Taylor, G; MacQuarrie, B

    2000-06-01

    Sexual harassment is one of the most insidious, yet pervasive, forms of violence that affects all girls, not merely those traditionally thought to be vulnerable or at risk. Although harassment in the workplace has been the focus of considerable attention during the last decade, there is a growing recognition that girls experience varied forms of sexual harassment, and that this behavior begins at a surprisingly early age. This article examines the plight of the "girl child" and presents findings from the first phase of a national action research project currently being conducted by the Canadian Alliance of Five Research Centres on Violence. A major objective of this project is to examine how violence becomes "normalized" in the lives of girls and young women. Implications for nurses, including strategies aimed at encouraging resistance among this population, are addressed.

  18. Harassment at work? Empowerment and autonomy as coping strategies of young workers.

    Science.gov (United States)

    Turte, Samantha Lemos; Correa, Maria Eduarda Cavadinha; da Luz, Andrea Aparecida; Fischer, Frida Marina

    2012-01-01

    There is a considerable number of researches about workplace violence, but few relate young workers and work harassment. This study aimed to investigate the reported perceptions of young apprentices and trainees about moral harassment at work and related coping strategies. Forty adolescent workers (22 men and 18 women) between 15 and 20 years old who received training by a non-governmental organization in São Paulo, Brazil, participated in the study. Data collection included individual and collective interviews. It was used an in-depth semi structured interview protocol. The discourses were analyzed using the hermeneutic-dialectic frame. Results showed that young workers reported little or no knowledge of strategies to cope with moral harassment at work, showing vulnerability to the effects of aggression. Effective coping strategies at work should embrace two important concepts of health promotion: empowerment and autonomy.

  19. Perceptions of sexual harassment in Swedish high schools: experiences and school-environment problems.

    Science.gov (United States)

    Witkowska, Eva; Menckel, Ewa

    2005-02-01

    Sexual harassment in schools is recognized as a public-health problem detrimental to girls' psychosomatic health. This study examines the magnitude of sexual harassment and types of behaviours related to sexual harassment that female students are exposed to in a school environment, and their perceptions of them as problems in school. A random sample of 540 female high school students, from all over Sweden, responded to an anonymous self-report mail questionnaire consisting of items related to personal experiences of different behaviours related to sexual harassment during the previous school year. Sexual harassment was identified by 49% of the female students as a problem present in their schools. The most common types were verbal behaviours, such as: sexualized conversations, attractiveness rating, demeaning comments about gender, name-calling, and sexual personal comments. The most common non-verbal displays were: sexualized contact seeking and sexual looks. Behaviours in the sexual assault and teacher-to-student categories were less prevalent. In all four categories, the respondents who reported exposure to a particular behaviour were significantly more likely to identify that behaviour as a problem in their school. However, many non-exposed respondents also perceived such behaviours as problems in their school. Female high-school students in Sweden are exposed to a variety of inappropriate and/or unacceptable behaviours of a sexual nature, or based on sex, that may infringe their right to a supportive, respectful and safe learning environment or their dignity. Greater efforts are needed to analyse and prevent sexual harassment in schools.

  20. 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.

  1. 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.

  2. 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.

  3. 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

  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. On-chip acoustophoretic isolation of microflora including S. typhimurium from raw chicken, beef and blood samples.

    Science.gov (United States)

    Ngamsom, Bongkot; Lopez-Martinez, Maria J; Raymond, Jean-Claude; Broyer, Patrick; Patel, Pradip; Pamme, Nicole

    2016-04-01

    Pathogen analysis in food samples routinely involves lengthy growth-based pre-enrichment and selective enrichment of food matrices to increase the ratio of pathogen to background flora. Similarly, for blood culture analysis, pathogens must be isolated and enriched from a large excess of blood cells to allow further analysis. Conventional techniques of centrifugation and filtration are cumbersome, suffer from low sample throughput, are not readily amenable to automation and carry a risk of damaging biological samples. We report on-chip acoustophoresis as a pre-analytical technique for the resolution of total microbial flora from food and blood samples. The resulting 'clarified' sample is expected to increase the performance of downstream systems for the specific detection of the pathogens. A microfluidic chip with three inlets, a central separation channel and three outlets was utilized. Samples were introduced through the side inlets, and buffer solution through the central inlet. Upon ultrasound actuation, large debris particles (10-100 μm) from meat samples were continuously partitioned into the central buffer channel, leaving the 'clarified' outer sample streams containing both, the pathogenic cells and the background flora (ca. 1 μm) to be collected over a 30 min operation cycle before further analysis. The system was successfully tested with Salmonella typhimurium-spiked (ca. 10(3)CFU mL(-1)) samples of chicken and minced beef, demonstrating a high level of the pathogen recovery (60-90%). When applied to S. typhimurium contaminated blood samples (10(7)CFU mL(-1)), acoustophoresis resulted in a high depletion (99.8%) of the red blood cells (RBC) which partitioned in the buffer stream, whilst sufficient numbers of the viable S. typhimurium remained in the outer channels for further analysis. These results indicate that the technology may provide a generic approach for pre-analytical sample preparation prior to integrated and automated downstream detection of

  6. Sexual Assault, Sexual Harassment, and Physical Victimization during Military Service across Age Cohorts of Women Veterans.

    Science.gov (United States)

    Gibson, Carolyn J; Gray, Kristen E; Katon, Jodie G; Simpson, Tracy L; Lehavot, Keren

    2016-01-01

    Exposure to sexual and physical trauma during military service is associated with adverse mental and physical health outcomes. Little is known about their prevalence and impact in women veterans across age cohorts. Data from a 2013 national online survey of women veterans was used to examine associations between age and trauma during military service, including sexual assault, sexual harassment, and physical victimization. Analyses were conducted using logistic regression, adjusting for service duration and demographic factors. In secondary analyses, the moderating role of age in the relationship between trauma and self-reported health was examined. The sample included 781 women veterans. Compared with the oldest age group (≥ 65), all except the youngest age group had consistently higher odds of reporting trauma during military service. These differences were most pronounced in women aged 45 to 54 years (sexual assault odds ratio [OR], 3.81 [95% CI, 2.77-6.71]; sexual harassment, OR, 3.99 [95% CI, 2.25-7.08]; and physical victimization, OR, 5.72 [95% CI, 3.32-9.85]). The association between trauma during military service and self-reported health status also varied by age group, with the strongest negative impact observed among women aged 45 to 54 and 55 to 64. Compared with other age groups, women in midlife were the most likely to report trauma during military service, and these experiences were associated with greater negative impact on their self-reported health. Providers should be aware that trauma during military service may be particularly problematic for the cohort of women currently in midlife, who represent the largest proportion of women who use Department of Veterans Affairs health care. Published by Elsevier Inc.

  7. Experiences of sexual harassment are associated with the sexual behavior of 14- to 18-year-old adolescents.

    Science.gov (United States)

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

    2018-03-01

    Subjection to sexual harassment is associated with a number of negative outcomes, such as internalizing and externalizing symptoms and a disinclination to attend school. Among adolescents, sexual harassment may increase with both their emerging sexual desires and increased socializing in mixed-gender peer groups during early adolescence. We set out to study the possible associations between normative and risk-taking sexual behavior and subjection to sexual harassment among adolescents between the ages of 14 and 18 years. The informants included 90,953 boys and 91,746 girls, with a mean (SD) age of 16.3 (1.2) years, who responded to a classroom survey (School Health Promotion Study 2010-2011) in Finland. We found that even early steps in romantic and erotic experiences were associated with experiences of sexual harassment. The more advanced the adolescents' sexual experiences were, the more commonly they reported differing experiences of sexual harassment. These associations were particularly strong among the girls. Among the sexually active adolescents, the more partners the adolescents had for intercourse, the more commonly they reported experiences of sexual harassment. Adolescents actively interested in romantic and sexual relationships may socialize in contexts where sexual harassment is more likely to occur. They may be more sensitive to sexual cues than their non-interested peers, or sexual harassment may be a traumatic experience predisposing adolescents to risk-taking sexual behavior as a form of acting out. A double standard regarding the appropriate expression of sexuality received some support in our data. Copyright © 2017 Elsevier Ltd. All rights reserved.

  8. 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.

  9. 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.

  10. 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…

  11. 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

  12. 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…

  13. 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...

  14. 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…

  15. [Sexual harassment of medical students during their period of work placement].

    Science.gov (United States)

    van den Muijsenbergh, M E T C; Lagro-Janssen, A L M

    2005-04-02

    To investigate the incidence, type and consequences of sexual harassment of medical students at the Radboud University in Nijmegen, the Netherlands, during their period of work placement, as well as the students' need for care thereafter. Questionnaire. During the period from 1 July to 31 December 2003, 5th and 6th year medical students were asked about their experiences with sexual harassment by means of a questionnaire. Sexual harassment was defined as unwelcome, sexually-coloured attention. Of the 183 questionnaires distributed, 113 (62%) were returned. 15 (20%) of the 75 female students and none of the 38 male students had experienced sexual harassment. The offenders included 9 patients and 6 doctors (54 men and 1 woman). In 7 of the 15 cases the harassment consisted of combinations of unwanted behaviour and unwanted sexually-coloured remarks. 9 of the 15 students had discussed their experiences with their peers, 7 with a supervisor and 3 with nobody. The most important reason to discuss it first in their peer group was that, despite the fact that the students were convinced that the offender's behaviour was unacceptable, they still doubted their own judgement. 5 students felt inhibited in their contacts with patients after the incident. 8 of the 15 offenders were not confronted with their behaviour. 6 of the 15 students were not satisfied with the way their case was handled. The problem of sexual harassment of medical students during their period of work placement should not be underestimated. It has a negative impact on the personal and professional conduct of future doctors. This subject should be part of the training of both medical students and their supervisors.

  16. Bullying and harassment – Are junior doctors always the victims?

    International Nuclear Information System (INIS)

    Nyhsen, C.M.; Patel, P.; O'Connell, J.E.

    2016-01-01

    Introduction: NHS staff have the right to work in an environment free from bullying, harassment and violence. There should be good team-working with colleagues from all disciplines. Reports of bullying experienced by junior doctors resulted in mandatory annual GMC surveys regarding the quality of training. This led to medical trainees being surveyed more than any other staff. Radiographers informally reported bullying and harassment (B&H) incidents involving trainees. This survey aims to quantify the issue. Methods: Online survey of general and CT radiographers at a large acute hospital in the North East of England addressing incidents involving junior doctors and occurring in the preceding 12 months. Results: The survey was completed by 86% (44/51) general and 5/7 CT radiographers. Overall 45% experienced bullying, 92% had their own/witnessed a colleague's opinion being ignored and 57% were the target of loud verbal abuse/anger or witnessed colleagues being treated in that way. Several radiographers reported 5 or more B&H incidents. 26 radiographers (51%) were shouted at/ridiculed in theatre, 4 feeling unsafe/physically threatened. Junior doctors regularly queried the need to supervise CT contrast injections on call. Free text comments highlighted that doctors rarely introduced themselves to radiology staff. Conclusion: Radiographers report significant incidents of B&H involving junior doctors, who do not always seem to appreciate radiation exposure legislation, patient safety protocols or respect the seniority of highly trained radiographers. Measures introduced subsequently include guidance for radiographers, a dedicated radiology e-learning package for trainees and classroom sessions for foundation doctors and final year undergraduate students. - Highlights: • Bullying and harassment of radiographers is a persistent problem. • Some radiographers reported feeling physically threatened in theatre. • Some junior doctors do not respect radiation exposure

  17. 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)

  18. Gender Discrimination and Sexual Harassment in Medical Education: Perspectives Gained by a 14-School Study.

    Science.gov (United States)

    Nora, Lois Margaret; McLaughlin, Margaret A.; Fosson, Sue E.; Stratton, Terry D.; Murphy-Spencer, Amy; Fincher, Ruth-Marie E.; German, Deborah C.; Seiden, David; Witzke, Donald B.

    2002-01-01

    Surveyed medical students about their exposures to and perceptions of gender discrimination and sexual harassment (GD/SH) in selected academic and nonacademic contexts. Findings included that more women than men reported all types of GD/SH across all contexts, and that GD/SH is prevalent in undergraduate medical education, particularly within core…

  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. PTSD Symptoms and Sexual Harassment: The Role of Attributions and Perceived Control

    Science.gov (United States)

    Larsen, Sadie E.; Fitzgerald, Louise F.

    2011-01-01

    Researchers have compiled significant evidence demonstrating that sexual harassment leads to psychological harm, including the full symptom picture of PTSD, but few have examined the psychological processes involved. Research on attributions among trauma victims would suggest that causal attributions and perceptions of control may be important…

  1. 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)

  2. Lifetime and current sexual assault and harassment victimization rates of active-duty United States Air Force women.

    Science.gov (United States)

    Bostock, Deborah J; Daley, James G

    2007-09-01

    From a stratified random sample, 2,018 active-duty United States Air Force women completed a telephone survey dealing with sexual assault and harassment. The lifetime prevalence of rape among Air Force women (28%) was more than twice as high as the prevalence in a national sample (13%). Nearly half of the military sample had been the victims of rape, molestation, or attempted sexual assault. The majority of both initial rapes (75%) and most recent rapes (56%) involved assault by civilians when the victims were civilians. Family members perpetrated 29% of initial rapes and 33% of most recent rapes. Regarding military status of the perpetrator, 14% of first-time victims were raped by a military member, 26% of multiple-time victims were raped by a military member, 31.8% of military women were sexually harassed by a military supervisor or boss, and 26.7% of military women were sexually harassed by a military coworker.

  3. 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.

  4. Contextualising sexual harassment of adolescent girls in Bangladesh.

    Science.gov (United States)

    Nahar, Papreen; van Reeuwijk, Miranda; Reis, Ria

    2013-05-01

    Violence against women is a social mechanism confirming women's subordination in many societies. Sexual violence and harassment have various negative psychological impacts on girls, including a persistent feeling of insecurity and loss of self-esteem. This article aims to contextualize a particular form of sexual harassment, namely "eve teasing", experienced by Bangladeshi adolescent girls (12-18 years) which emerged from a study of adolescent sexual behaviour carried out by young people. The study used qualitative methods and a participatory approach, including focus group discussions, key informant interviews and observation. Despite taboos, unmarried adolescents actively seek information about sex, erotic pleasure and romance. Information was easily available from videos, mobile phone clips and pornographic magazines, but reinforced gender inequality. "Eve teasing" was one outlet for boys' sexual feelings; they gained pleasure from it and could show their masculinity. The girls disliked it and were afraid of being blamed for provoking it. Thus, "eve teasing" is a result of socio-cultural norms relating to sexuality, as well as a lack of access to sexual and reproductive health information and services in Bangladesh. These findings underscore the importance of comprehensive sexuality education that goes beyond a mere health focus and addresses gender norms and helps youth to gain social-sexual interaction skills. Copyright © 2013 Reproductive Health Matters. Published by Elsevier Ltd. All rights reserved.

  5. Sexual harassment and prior sexual trauma among African-American and white American women.

    Science.gov (United States)

    Wyatt, G E; Riederle, M

    1994-01-01

    This study examined the relationship between sexual harassment in work, educational, and social settings and sexual abuse in childhood and/or adulthood in a stratified community sample of 248 African-American and white American women. The cumulative impact of sexual victimization on women's sense of general well-being was also examined. Those most likely to be sexually harassed in work and social settings were women with contact sexual abuse histories, regardless of ethnicity. The work status of harassers of women with sexual abuse histories differed significantly by ethnic group. Although women with prior sexual abuse experiences from both ethnic groups most frequently reported a response to sexual harassment at work, they least frequently did so in social settings. A history of childhood sexual abuse was more negatively associated with African- American women's well-being than were repeated experiences of sexual violence. Future research should address the implications of ethnic and cultural issues on the cumulative impact of incidents of sexual violence on women of color.

  6. 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

  7. Simplifying sample pretreatment: application of dried blood spot (DBS) method to blood samples, including postmortem, for UHPLC-MS/MS analysis of drugs of abuse.

    Science.gov (United States)

    Odoardi, Sara; Anzillotti, Luca; Strano-Rossi, Sabina

    2014-10-01

    The complexity of biological matrices, such as blood, requires the development of suitably selective and reliable sample pretreatment procedures prior to their instrumental analysis. A method has been developed for the analysis of drugs of abuse and their metabolites from different chemical classes (opiates, methadone, fentanyl and analogues, cocaine, amphetamines and amphetamine-like substances, ketamine, LSD) in human blood using dried blood spot (DBS) and subsequent UHPLC-MS/MS analysis. DBS extraction required only 100μL of sample, added with the internal standards and then three droplets (30μL each) of this solution were spotted on the card, let dry for 1h, punched and extracted with methanol with 0.1% of formic acid. The supernatant was evaporated and the residue was then reconstituted in 100μL of water with 0.1% of formic acid and injected in the UHPLC-MS/MS system. The method was validated considering the following parameters: LOD and LOQ, linearity, precision, accuracy, matrix effect and dilution integrity. LODs were 0.05-1ng/mL and LOQs were 0.2-2ng/mL. The method showed satisfactory linearity for all substances, with determination coefficients always higher than 0.99. Intra and inter day precision, accuracy, matrix effect and dilution integrity were acceptable for all the studied substances. The addition of internal standards before DBS extraction and the deposition of a fixed volume of blood on the filter cards ensured the accurate quantification of the analytes. The validated method was then applied to authentic postmortem blood samples. Copyright © 2014 Elsevier Ireland Ltd. All rights reserved.

  8. 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…

  9. 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.

  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 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.

  12. 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...

  13. 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...

  14. Biomechanical analysis of a salt-modified polyvinyl alcohol hydrogel for knee meniscus applications, including comparison with human donor samples.

    Science.gov (United States)

    Hayes, Jennifer C; Curley, Colin; Tierney, Paul; Kennedy, James E

    2016-03-01

    The primary objective of this research was the biomechanical analysis of a salt-modified polyvinyl alcohol hydrogel, in order to assess its potential for use as an artificial meniscal implant. Aqueous polyvinyl alcohol (PVA) was treated with a sodium sulphate (Na2SO4) solution to precipitate out the polyvinyl alcohol resulting in a pliable hydrogel. The freeze-thaw process, a strictly physical method of crosslinking, was employed to crosslink the hydrogel. Development of a meniscal shaped mould and sample housing unit allowed the production of meniscal shaped hydrogels for direct comparison to human meniscal tissue. Results obtained show that compressive responses were slightly higher in PVA/Na2SO4 menisci, displaying maximum compressive loads of 2472N, 2482N and 2476N for samples having undergone 1, 3 and 5 freeze-thaw cycles respectively. When compared to the human meniscal tissue tested under the same conditions, an average maximum load of 2467.5N was observed. This suggests that the PVA/Na2SO4 menisci are mechanically comparable to the human meniscus. Biocompatibility analysis of PVA/Na2SO4 hydrogels revealed no acute cytotoxicity. The work described herein has innovative potential in load bearing applications, specifically as an alternative to meniscectomy as replacement of critically damaged meniscal tissue in the knee joint where repair is not viable. Copyright © 2015 Elsevier Ltd. All rights reserved.

  15. Workplace Violence and Harassment Against Emergency Medicine Residents.

    Science.gov (United States)

    Schnapp, Benjamin H; Slovis, Benjamin H; Shah, Anar D; Fant, Abra L; Gisondi, Michael A; Shah, Kaushal H; Lech, Christie A

    2016-09-01

    Several studies have shown that workplace violence in the emergency department (ED) is common. Residents may be among the most vulnerable staff, as they have the least experience with these volatile encounters. The goal for this study was to quantify and describe acts of violence against emergency medicine (EM) residents by patients and visitors and to identify perceived barriers to safety. This cross-sectional survey study queried EM residents at multiple New York City hospitals. The primary outcome was the incidence of violence experienced by residents while working in the ED. The secondary outcomes were the subtypes of violence experienced by residents, as well as the perceived barriers to safety while at work. A majority of residents (66%, 78/119) reported experiencing at least one act of physical violence during an ED shift. Nearly all residents (97%, 115/119) experienced verbal harassment, 78% (93/119) had experienced verbal threats, and 52% (62/119) reported sexual harassment. Almost a quarter of residents felt safe "Occasionally," "Seldom" or "Never" while at work. Patient-based factors most commonly cited as contributory to violence included substance use and psychiatric disease. Self-reported violence against EM residents appears to be a significant problem. Incidence of violence and patient risk factors are similar to what has been found previously for other ED staff. Understanding the prevalence of workplace violence as well as the related systems, environmental, and patient-based factors is essential for future prevention efforts.

  16. 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...

  17. 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...

  18. 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...

  19. 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

  20. 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...

  1. 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.

  2. 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.

  3. 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.

  4. 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.

  5. Including Online-Recruited Seeds: A Respondent-Driven Sample of Men Who Have Sex With Men.

    Science.gov (United States)

    Lachowsky, Nathan John; Lal, Allan; Forrest, Jamie I; Card, Kiffer George; Cui, Zishan; Sereda, Paul; Rich, Ashleigh; Raymond, Henry Fisher; Roth, Eric A; Moore, David M; Hogg, Robert S

    2016-03-15

    Technology has changed the way men who have sex with men (MSM) seek sex and socialize, which may impact the implementation of respondent-driven sampling (RDS) among this population. Initial participants (also known as seeds) are a critical consideration in RDS because they begin the recruitment chains. However, little information is available on how the online-recruited seeds may effect RDS implementation. The objectives of this study were to compare (1) online-recruited versus offline-recruited seeds and (2) subsequent recruitment chains of online-recruited versus offline-recruited seeds. Between 2012 and 2014, we recruited MSM using RDS in Vancouver, Canada. RDS weights were used with logistic regression to address each objective. A total of 119 seeds were used, 85 of whom were online-recruited seeds, to recruit an additional 600 MSM. Compared with offline-recruited seeds, online-recruited seeds were less likely to be HIV-positive (OR 0.34, 95% CI 0.13-0.88), to have attended a gay community group (AOR 0.33, 95% CI 0.12-0.90), and to feel gay community involvement was "very important" (AOR 0.16, 95% CI 0.03-0.93). Online-recruited seeds were more likely to ask a sexual partner's HIV status always versus online (AOR 4.29, 95% CI 1.53-12-12.05). Further, compared with recruitment chains started by offline-recruited seeds, recruits from chains started by online-recruited seeds (283/600, 47.2%) were less likely to be HIV-positive (AOR 0.25, 95% CI 0.16-0.40), to report "versatile" versus "bottom" sexual position preference (AOR 0.56, 95% CI 0.35-0.88), and to be in a relationship lasting >1 year (AOR 1.65, 95% CI 1.06-2.56). Recruits of online seeds were more likely to be out as gay for longer (eg, 11-21 vs 1-4 years, AOR 2.22, 95% CI 1.27-3.88) and have fewer Facebook friends (eg, 201-500 vs >500, AOR 1.69, 95% CI 1.02-2.80). Online-recruited seeds were more prevalent, recruited fewer participants, but were different from those recruited offline. This may therefore

  6. Survey of academic field experiences (SAFE: trainees report harassment and assault.

    Directory of Open Access Journals (Sweden)

    Kathryn B H Clancy

    Full Text Available Little is known about the climate of the scientific fieldwork setting as it relates to gendered experiences, sexual harassment, and sexual assault. We conducted an internet-based survey of field scientists (N = 666 to characterize these experiences. Codes of conduct and sexual harassment policies were not regularly encountered by respondents, while harassment and assault were commonly experienced by respondents during trainee career stages. Women trainees were the primary targets; their perpetrators were predominantly senior to them professionally within the research team. Male trainees were more often targeted by their peers at the research site. Few respondents were aware of mechanisms to report incidents; most who did report were unsatisfied with the outcome. These findings suggest that policies emphasizing safety, inclusivity, and collegiality have the potential to improve field experiences of a diversity of researchers, especially during early career stages. These include better awareness of mechanisms for direct and oblique reporting of harassment and assault and, the implementation of productive response mechanisms when such behaviors are reported. Principal investigators are particularly well positioned to influence workplace culture at their field sites.

  7. Survey of academic field experiences (SAFE): trainees report harassment and assault.

    Science.gov (United States)

    Clancy, Kathryn B H; Nelson, Robin G; Rutherford, Julienne N; Hinde, Katie

    2014-01-01

    Little is known about the climate of the scientific fieldwork setting as it relates to gendered experiences, sexual harassment, and sexual assault. We conducted an internet-based survey of field scientists (N = 666) to characterize these experiences. Codes of conduct and sexual harassment policies were not regularly encountered by respondents, while harassment and assault were commonly experienced by respondents during trainee career stages. Women trainees were the primary targets; their perpetrators were predominantly senior to them professionally within the research team. Male trainees were more often targeted by their peers at the research site. Few respondents were aware of mechanisms to report incidents; most who did report were unsatisfied with the outcome. These findings suggest that policies emphasizing safety, inclusivity, and collegiality have the potential to improve field experiences of a diversity of researchers, especially during early career stages. These include better awareness of mechanisms for direct and oblique reporting of harassment and assault and, the implementation of productive response mechanisms when such behaviors are reported. Principal investigators are particularly well positioned to influence workplace culture at their field sites.

  8. Survey of Academic Field Experiences (SAFE): Trainees Report Harassment and Assault

    Science.gov (United States)

    Clancy, Kathryn B. H.; Nelson, Robin G.; Rutherford, Julienne N.; Hinde, Katie

    2014-01-01

    Little is known about the climate of the scientific fieldwork setting as it relates to gendered experiences, sexual harassment, and sexual assault. We conducted an internet-based survey of field scientists (N = 666) to characterize these experiences. Codes of conduct and sexual harassment policies were not regularly encountered by respondents, while harassment and assault were commonly experienced by respondents during trainee career stages. Women trainees were the primary targets; their perpetrators were predominantly senior to them professionally within the research team. Male trainees were more often targeted by their peers at the research site. Few respondents were aware of mechanisms to report incidents; most who did report were unsatisfied with the outcome. These findings suggest that policies emphasizing safety, inclusivity, and collegiality have the potential to improve field experiences of a diversity of researchers, especially during early career stages. These include better awareness of mechanisms for direct and oblique reporting of harassment and assault and, the implementation of productive response mechanisms when such behaviors are reported. Principal investigators are particularly well positioned to influence workplace culture at their field sites. PMID:25028932

  9. 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...

  10. 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).

  11. Bullying and sexual harassment of junior doctors in New South Wales, Australia: rate and reporting outcomes.

    Science.gov (United States)

    Llewellyn, Anthony; Karageorge, Aspasia; Nash, Louise; Li, Wenlong; Neuen, Dennis

    2018-02-16

    Objective The aim of this study was to describe rates of exposure to bullying and sexual harassment in junior doctors in first- or second-year prevocational medical training (PGY1 or PGY2 respectively) positions in New South Wales (NSW) and the Australian Capital Territory (ACT), and to explore the types of actions taken in response. Methods A cross-sectional survey of junior doctors in PGY1 or PGY2 positions was undertaken in 2015 and 2016 (n=374 and 440 respectively). Thematic analysis was undertaken on free-text responses to describe the reporting process and outcomes in more depth. Results The estimated response rate was 17-20%. Results from both surveys followed almost identical trends. Most respondents in 2015 and 2016 reported being bullied (n=203 (54.3%) and 253 (57.5%) respectively), 16-19% reported sexual harassment (n=58 and 82 respectively) and 29% of females reported sexual harassment. Qualitative analysis elucidated reasons for not taking action in response to bullying and harassment, including workplace normalisation of these behaviours, fear of reprisal and lack of knowledge or confidence in the reporting process. For respondents who did take action, most reported ineffective or personally harmful outcomes when reporting to senior colleagues, including being dismissed or blamed, and an intention not to trust the process in the future. Conclusions The findings suggest that interventions targeted at the level of junior doctors to improve the culture of bullying and harassment in medicine are unlikely to be helpful. Different approaches that address the problem in a more systemic way are needed, as is further research about the effectiveness of such interventions. What is known about the topic? Bullying and sexual harassment are common workplace experiences in the medical profession. What does this paper add? Over half the junior doctors in the present study experienced bullying and nearly one-fifth experienced sexual harassment. Junior doctors are

  12. 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.

  13. Preferences for Depression Treatment Including Internet-Based Interventions: Results From a Large Sample of Primary Care Patients

    Directory of Open Access Journals (Sweden)

    Marie Dorow

    2018-05-01

    Full Text Available Background: To date, little is known about treatment preferences for depression concerning new media. This study aims to (1 investigate treatment preferences for depression including internet-based interventions and (2 examine subgroup differences concerning age, gender and severity of depression as well as patient-related factors associated with treatment preferences.Methods: Data were derived from the baseline assessment of the @ktiv-trial. Depression treatment preferences were assessed from n = 641 primary care patients with mild to moderate depression regarding the following treatments: medication, psychotherapy, combined treatment, alternative treatment, talking to friends and family, exercise, self-help literature, and internet-based interventions. Depression severity was specified by GPs according to ICD-10 criteria. Ordinal logistic regression models were conducted to identify associated factors of treatment preferences.Results: Patients had a mean age of 43.9 years (SD = 13.8 and more than two thirds (68.6% were female. About 43% of patients had mild depression while 57% were diagnosed with moderate depression. The majority of patients reported strong preferences for psychotherapy, talking to friends and family, and exercise. About one in five patients was very likely to consider internet-based interventions in case of depression. Younger patients expressed significantly stronger treatment preferences for psychotherapy and internet-based interventions than older patients. The most salient factors associated with treatment preferences were the patients' education and perceived self-efficacy.Conclusions: Patients with depression report individually different treatment preferences.Our results underline the importance of shared decision-making within primary care. Future studies should investigate treatment preferences for different types of internet-based interventions.

  14. 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…

  15. 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…

  16. 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)

  17. 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.

  18. 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 ...

  19. 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.

  20. 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

  1. 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…

  2. 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...

  3. 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…

  4. 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…

  5. 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…

  6. 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)

  7. 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…

  8. [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.

  9. 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

  10. 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

  11. 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,…

  12. 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

  13. 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…

  14. 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…

  15. 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

  16. 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…

  17. 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…

  18. 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...

  19. 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.

  20. 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…

  1. 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…

  2. 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…

  3. 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

  4. 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…

  5. 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 ...

  6. 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…

  7. 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'…

  8. 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…

  9. Digital Natives and Digital Immigrants: Exploring Online Harassment Victimization by Generational Age

    OpenAIRE

    Logan Hans Stickel

    2017-01-01

    This exploratory study of online harassment in adult populations uses the sociological concept of generational age to examine theoretical contentions related to the formative effects of early life experiences with computer-mediation technologies on victimization. Utilizing an adaptive online survey, a total of 236 responses were collected through social networking sampling on Facebook and LinkedIn, measuring perceptions of reported incidents and routine online interactions to understand age-b...

  10. 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.

  11. 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.

  12. 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.

  13. 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.

  14. A Phenomenological Study of Sexual Harassment and Violence among Girls Attending High Schools in Urban Slums, Nairobi, Kenya

    Science.gov (United States)

    Abuya, Benta A.; Onsomu, Elijah O.; Moore, DaKysha; Sagwe, Jackline

    2012-01-01

    In 2003, 31% of young Kenyan women ages 15-24 reported sexual harassment and violence (SHV), with a majority experiencing sexual debut due to coercion (Central Bureau of Statistics, 2004). Data were obtained from a sample of 20 girls attending school in Kamu and Lafamu (pseudonyms used for the study sites), 10 girls who had dropped out of school,…

  15. Victimization by Bullying and Harassment in High School: Findings from the 2005 Youth Risk Behavior Survey in a Southwestern State

    Science.gov (United States)

    Bauman, Sheri

    2008-01-01

    This study analyzed data on victimization by bullying and harassment on school property in a large, diverse, random sample of high school students in Arizona using data from the 2005 Youth Risk Behavior Survey. No gender differences in frequency of victimization were detected, but differences by grade, Body Mass Index category, academic…

  16. 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…

  17. 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)

  18. 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…

  19. Initial Development and Validation of the BullyHARM: The Bullying, Harassment, and Aggression Receipt Measure

    Science.gov (United States)

    Hall, William J.

    2017-01-01

    This article describes the development and preliminary validation of the Bullying, Harassment, and Aggression Receipt Measure (BullyHARM). The development of the BullyHARM involved a number of steps and methods, including a literature review, expert review, cognitive testing, readability testing, data collection from a large sample, reliability testing, and confirmatory factor analysis. A sample of 275 middle school students was used to examine the psychometric properties and factor structure of the BullyHARM, which consists of 22 items and 6 subscales: physical bullying, verbal bullying, social/relational bullying, cyber-bullying, property bullying, and sexual bullying. First-order and second-order factor models were evaluated. Results demonstrate that the first-order factor model had superior fit. Results of reliability testing indicate that the BullyHARM scale and subscales have very good internal consistency reliability. Findings indicate that the BullyHARM has good properties regarding content validation and respondent-related validation and is a promising instrument for measuring bullying victimization in school. PMID:28194041

  20. Effects of Workplace Generalized and Sexual Harassment on Abusive Drinking Among First Year Male and Female College Students: Does Prior Drinking Experience Matter?

    Science.gov (United States)

    Rospenda, Kathleen M; Fujishiro, Kaori; McGinley, Meredith; Wolff, Jennifer M; Richman, Judith A

    2017-06-07

    Workplace harassment, a known risk factor for adult drinking, is understudied in college samples, but may help explain observed gender differences in drinking patterns. We examine effects of sexual and generalized workplace harassment on changes in drinking behavior over the first semesters of college, and the extent to which these effects differ based on prematriculation drinking for men and women students. Data derive from two waves of a longitudinal study of eight Midwestern colleges and universities. Data were collected from 2080 employed students via a Web-based survey assessing sexual and generalized workplace harassment, stressful life events, drinking to intoxication, and binge drinking prior to freshman year (fall 2011) and approximately one year later (summer to fall 2012). At baseline, lifetime drinking status, frequency of alcohol consumption, and demographics were also assessed. Linear-mixed modeling indicated that employed women students who were frequent drinkers prematriculation were at risk for high levels of drinking associated with workplace harassment, while men who were nondrinkers were most at risk of increasing problem drinking over time when exposed to workplace harassment. Alcohol use prevention efforts directed towards employed students are needed both prior to and during college, to instruct students how to identify workplace harassment and cope in healthier ways with stressful workplace experiences. These efforts might be particularly useful in stemming problematic drinking among women who drink frequently prior to college, and preventing men who are nondrinkers upon college entry from initiating problematic drinking during subsequent enrollment years.

  1. Understanding the Link Between Pubertal Timing in Girls and the Development of Depressive Symptoms: The Role of Sexual Harassment.

    Science.gov (United States)

    Skoog, Therése; Bayram Özdemir, Sevgi; Stattin, Håkan

    2016-02-01

    The link between sexual maturation, or pubertal timing, in girls and adolescent depressive symptoms is well-documented, but the underlying processes remain unclear. We examined whether sexual harassment, which has previously been linked to both pubertal timing and depressive symptoms, mediates this link, using a two-wave longitudinal study including 454 girls in 7th (M age  = 13.42, SD = .53) and 8th grade (M age  = 14.42, SD = .55). Pubertal timing was linked to depressive symptoms in both age groups, and predicted an increase in depressive symptoms among the 7th graders. Sexual harassment significantly mediated the link between pubertal timing and depressive symptoms among the 7th, but not the 8th grade girls. Together, our findings suggest that one way to prevent depressive symptoms among early-maturing girls could be to address sexual harassment in preventive intervention in early adolescence.

  2. Why and when is ethnic harassment a risk for immigrant adolescents' school adjustment? understanding the processes and conditions.

    Science.gov (United States)

    Bayram Özdemir, Sevgi; Stattin, Håkan

    2014-08-01

    Ethnically harassed immigrant youth are at risk for experiencing a wide range of school adjustment problems. However, it is still unclear why and under what conditions experiencing ethnic harassment leads to school adjustment difficulties. To address this limitation in the literature, we examined two important questions. First, we investigated whether self-esteem and/or depressive symptoms would mediate the associations between ethnic harassment and poor school adjustment among immigrant youth. Second, we examined whether immigrant youths' perception of school context would play a buffering role in the pathways between ethnic harassment and school adjustment difficulties. The sample (n = 330; M age = 14.07, SD = .90; 49% girls at T1) was drawn from a longitudinal study in Sweden. The results revealed that experiencing ethnic harassment led to a decrease in immigrant youths' self-esteem over time, and that youths' expectations of academic failure increased. Further, youths' relationships with their teachers and their perceptions of school democracy moderated the mediation processes. Specifically, when youth had poor relationships with their teachers or perceived their school context as less democratic, being exposed to ethnic harassment led to a decrease in their self-esteem. In turn, they reported low school satisfaction and perceived themselves as being unsuccessful in school. Such indirect effects were not observed when youth had high positive relationships with their teachers or perceived their school as offering a democratic environment. These findings highlight the importance of understanding underlying processes and conditions in the examination of the effects of ethnic devaluation experiences in order to reach a more comprehensive understanding of immigrant youths' school adjustment.

  3. 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...

  4. 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...

  5. 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. ...

  6. 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...

  7. Frequency of discrimination, harassment, and violence in lesbian, gay men, and bisexual in Italy.

    Directory of Open Access Journals (Sweden)

    Concetta P Pelullo

    Full Text Available BACKGROUND: This cross-sectional study assessed the frequency of discrimination, harassment, and violence and the associated factors among a random sample of 1000 lesbian, gay men, and bisexual women and men recruited from randomly selected public venues in Italy. METHODS: A face-to-face interview sought information about: socio-demographics, frequency of discrimination, verbal harassment, and physical and sexual violence because of their sexual orientation, and their fear of suffering each types of victimization. RESULTS: In the whole sample, 28.3% and 11.9% self-reported at least one episode of victimization because of the sexual orientation in their lifetime and in the last year. Those unmarried, compared to the others, and with a college degree or higher, compared to less educated respondents, were more likely to have experienced an episode of victimization in their lifetime. Lesbians, compared to bisexual, had almost twice the odds of experiencing an episode of victimization. The most commonly reported experiences across the lifetime were verbal harassment, discrimination, and physical or sexual violence. Among those who had experienced one episode of victimization in their lifetime, 42.1% self-reported one episode in the last year. Perceived fear of suffering violence because of their sexual orientation, measured on a 10-point Likert scale with a higher score indicative of greater fear, ranges from 5.7 for verbal harassment to 6.4 for discrimination. Participants were more likely to have fear of suffering victimization because of their sexual orientation if they were female (compared to male, lesbian and gay men (compared to bisexual women and men, unmarried (compared to the others, and if they have already suffered an episode of victimization (compared to those who have not suffered an episode. CONCLUSIONS: The study provides important insights into the violence experiences of lesbian, gay men, and bisexual women and men and the results

  8. Frequency of discrimination, harassment, and violence in lesbian, gay men, and bisexual in Italy.

    Science.gov (United States)

    Pelullo, Concetta P; Di Giuseppe, Gabriella; Angelillo, Italo F

    2013-01-01

    This cross-sectional study assessed the frequency of discrimination, harassment, and violence and the associated factors among a random sample of 1000 lesbian, gay men, and bisexual women and men recruited from randomly selected public venues in Italy. A face-to-face interview sought information about: socio-demographics, frequency of discrimination, verbal harassment, and physical and sexual violence because of their sexual orientation, and their fear of suffering each types of victimization. In the whole sample, 28.3% and 11.9% self-reported at least one episode of victimization because of the sexual orientation in their lifetime and in the last year. Those unmarried, compared to the others, and with a college degree or higher, compared to less educated respondents, were more likely to have experienced an episode of victimization in their lifetime. Lesbians, compared to bisexual, had almost twice the odds of experiencing an episode of victimization. The most commonly reported experiences across the lifetime were verbal harassment, discrimination, and physical or sexual violence. Among those who had experienced one episode of victimization in their lifetime, 42.1% self-reported one episode in the last year. Perceived fear of suffering violence because of their sexual orientation, measured on a 10-point Likert scale with a higher score indicative of greater fear, ranges from 5.7 for verbal harassment to 6.4 for discrimination. Participants were more likely to have fear of suffering victimization because of their sexual orientation if they were female (compared to male), lesbian and gay men (compared to bisexual women and men), unmarried (compared to the others), and if they have already suffered an episode of victimization (compared to those who have not suffered an episode). The study provides important insights into the violence experiences of lesbian, gay men, and bisexual women and men and the results may serve for improving policy initiatives to reduce such

  9. Workplace Violence and Harassment Against Emergency Medicine Residents

    Directory of Open Access Journals (Sweden)

    Benjamin H. Schnapp

    2016-09-01

    Full Text Available Introduction: Several studies have shown that workplace violence in the emergency department (ED is common. Residents may be among the most vulnerable staff, as they have the least experience with these volatile encounters. The goal for this study was to quantify and describe acts of violence against emergency medicine (EM residents by patients and visitors and to identify perceived barriers to safety. Methods: This cross-sectional survey study queried EM residents at multiple New York City hospitals. The primary outcome was the incidence of violence experienced by residents while working in the ED. The secondary outcomes were the subtypes of violence experienced by residents, as well as the perceived barriers to safety while at work. Results: A majority of residents (66%, 78/119 reported experiencing at least one act of physical violence during an ED shift. Nearly all residents (97%, 115/119 experienced verbal harassment, 78% (93/119 had experienced verbal threats, and 52% (62/119 reported sexual harassment. Almost a quarter of residents felt safe “Occasionally,” “Seldom” or “Never” while at work. Patient-based factors most commonly cited as contributory to violence included substance use and psychiatric disease. Conclusion: Self-reported violence against EM residents appears to be a significant problem. Incidence of violence and patient risk factors are similar to what has been found previously for other ED staff. Understanding the prevalence of workplace violence as well as the related systems, environmental, and patient-based factors is essential for future prevention efforts.

  10. Workplace Violence and Harassment Against Emergency Medicine Residents

    Science.gov (United States)

    Schnapp, Benjamin H.; Slovis, Benjamin H.; Shah, Anar D.; Fant, Abra L.; Gisondi, Michael A.; Shah, Kaushal H.; Lech, Christie A.

    2016-01-01

    Introduction Several studies have shown that workplace violence in the emergency department (ED) is common. Residents may be among the most vulnerable staff, as they have the least experience with these volatile encounters. The goal for this study was to quantify and describe acts of violence against emergency medicine (EM) residents by patients and visitors and to identify perceived barriers to safety. Methods This cross-sectional survey study queried EM residents at multiple New York City hospitals. The primary outcome was the incidence of violence experienced by residents while working in the ED. The secondary outcomes were the subtypes of violence experienced by residents, as well as the perceived barriers to safety while at work. Results A majority of residents (66%, 78/119) reported experiencing at least one act of physical violence during an ED shift. Nearly all residents (97%, 115/119) experienced verbal harassment, 78% (93/119) had experienced verbal threats, and 52% (62/119) reported sexual harassment. Almost a quarter of residents felt safe “Occasionally,” “Seldom” or “Never” while at work. Patient-based factors most commonly cited as contributory to violence included substance use and psychiatric disease. Conclusion Self-reported violence against EM residents appears to be a significant problem. Incidence of violence and patient risk factors are similar to what has been found previously for other ED staff. Understanding the prevalence of workplace violence as well as the related systems, environmental, and patient-based factors is essential for future prevention efforts. PMID:27625721

  11. 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.

  12. 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.

  13. 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.

  14. Male harassment influences female movements and associations in Grevy's zebra (Equus grevyi)

    OpenAIRE

    Siva R. Sundaresan; Ilya R. Fischhoff; DI Rubenstein

    2007-01-01

    In traditional models for social organization, female movements and association patterns track resource distribution, whereas males track females. More recently, this model has been expanded to include feedback effects of male behavior, especially sexual harassment, on female decisions. In Grevy's zebra (Equus grevyi), males defend territories containing resources attractive to females, who form unstable groups. Past research has explained female behavior based on resource distribution and ne...

  15. 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,

  16. 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.

  17. 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.

  18. Sexual Harassment & Student Services Personnel: Information for School Counselors, Social Workers, and Psychologists. Know More, Do More.

    Science.gov (United States)

    Keyes, Melissa A.

    This publication provides information for intervention and prevention services concerning sexual harassment and sexual discrimination in schools. It is especially designed for student services professionals and includes national and state laws, suggestions for how to work with students, and strategies for protecting employees and students. Chapter…

  19. Sensitivity to Verbally and Physically Harassing Behaviors and Reported Incidents in Junior High/Middle School Students.

    Science.gov (United States)

    Turner, Penelope B.

    This thesis investigates the sensitivity of junior high/middle school students to statements depicting verbal and physical sexual harassment. The independent variables that were investigated included gender, grade level, age, size of district, grades received, participation in sports, birth order, developmental level, and self-esteem. Students…

  20. 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

  1. 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

  2. Stranger Harassment ("Piropo") and Women's Self-Objectification: The Role of Anger, Happiness, and Empowerment.

    Science.gov (United States)

    Moya-Garófano, Alba; Rodríguez-Bailón, Rosa; Moya, Miguel; Megías, Jesús L

    2018-03-01

    According to objectification theory, women's habitual exposure to sexually objectifying situations can lead them to internalize a third-person perspective of themselves in physical terms, leading women to adopt an observer's viewpoint of themselves as a body or collection of body parts that is valued principally for use or consumption by others (i.e., self-objectification). The frequency and/or intensity of situations of female objectification have generally been studied as precedents of self-objectification. Our research analyzes whether direct exposure to a particular objectifying situation, as in the case of verbal stranger harassment (called piropos in Spain), could have these same effects. We tested the consequences of exposure to piropos (vs. a control situation) on body surveillance and body shame in a sample of 329 Spanish women. The impact of verbal harassment on women's anger, anxiety, happiness, and sense of empowerment was also analyzed. The results of a moderated mediation analysis showed that exposure to piropos increased body shame through body surveillance but only in women who reacted to the piropo with happiness, empowerment, or low levels of anger. The negative effects that objectifying situations (e.g., stranger harassment) may have on women, and the importance of women's reactions and perceptions of such situations are discussed.

  3. Peer sexual harassment victimization at school: the roles of student characteristics, cultural affiliation, and school factors.

    Science.gov (United States)

    Attar-Schwartz, Shalhevet

    2009-07-01

    This study examines the links between students' reports of sexual harassment victimization by peers and a number of individual and school contextual factors. It is based on a nationally representative sample of 16,604 students in Grades 7 through 11 in 327 schools across Israel who completed questionnaires during class. Hierarchical Linear Modeling was used to examine the links. Overall, approximately one in four students (25.6%) were victims of at least one unwanted and unwelcome act of harassment by peers (such as being touched or pinched in sexual manner) in the prior month. The most vulnerable groups were Israeli-Arab boys and students with negative perceptions of their school climate. The school correlates associated with higher levels of victimization were a higher share of students with less-educated parents, larger schools and classrooms, and negative school climate. The interactions between gender and school-related factors indicate that the gender patterns are different for Israeli-Arab and Jewish schools and for schools with different concentrations of students' families with low socioeconomic status. The study emphasizes the need for an ecological perspective in addressing school-based sexual harassment.

  4. 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.

  5. Investigating online harassment and offline violence among young people in Thailand: Methodological approaches, lessons learned

    Science.gov (United States)

    Ojanen, Timo T.; Boonmongkon, Pimpawun; Samakkeekarom, Ronnapoom; Samoh, Nattharat; Cholratana, Mudjalin; Payakkakom, Anusorn; Guadamuz, Thomas E.

    2014-01-01

    Violence in the physical (offline) world is a well-documented health and social issue among young people worldwide. In Southeast Asia, online harassment (defined as intentional behaviours to harm others through the Internet or through mobile devices) is less well documented. In this paper, we describe and critically discuss the mixed-methods data collection approach we used to build a contextualised understanding of offline violence and online harassment among 15-24 year-old students and out-of-school youth in Central Thailand. We mapped linkages between offline violence and online harassment, and with their possible correlates including gender, sexuality, and mobile media or Internet use. Data collection methods included in-depth interviews, focus group discussions and a custom-built, self-administered computerised survey. Using mixed methods enabled us to collect holistic qualitative/quantitative data from both students and out-of-school youth. In our discussion, we focus on gender, sexuality, class and ethnicity issues in recruiting out-of-school youth; definition and measurement issues; technical issues in using a computerised survey; ethical issues surrounding data collection from minors as well as privacy and confidentiality concerns in collecting data in both in-school and out-of-school settings; and the general implications of using mixed methods. PMID:25010363

  6. 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.

  7. 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...

  8. 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

  9. 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.

  10. 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...

  11. 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.

  12. 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.

  13. 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, ...

  14. 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)

  15. 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...

  16. 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...

  17. 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

  18. 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...

  19. 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...

  20. 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...

  1. 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.

  2. 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.

  3. Disrespect, harassment, and abuse: all in a day's work for family physicians.

    Science.gov (United States)

    Miedema, Baukje; Easley, Julie; Fortin, Pierrette; Hamilton, Ryan; Tatemichi, Sue

    2009-03-01

    To examine harassment and abusive encounters between family physicians and their patients or colleagues in the workplace. Qualitative case study using semistructured interviews. Province of New Brunswick. Forty-eight family physicians from across the province. A collective case-study approach was developed, with 24 cases of 2 individuals per case. Cases were selected based on sex, location (urban or rural), language (French or English), and number of years since medical school graduation ( 20 years). Physicians were interviewed in either French or English. Participants were recruited using the College of Physicians and Surgeons of New Brunswick's physician directory. Based on the rates of response and participation, some cases were overrepresented, while others were not completed. All interviews were audiotaped, transcribed verbatim, and analyzed thematically using a categorical aggregation approach. A coding scheme for the thematic analysis was developed by the research team before the interviews were transcribed. Although the original intent of this study was to examine the work environment of family physicians in light of the increasing number of women entering the profession, harassment and abusive encounters in the workplace emerged as a main theme. These encounters ranged from minor to severe. Minor abusive encounters included disrespectful behaviour and verbal threats by patients, their families, and occasionally colleagues. More severe forms of harassment involved physical threats, physical encounters, and stalking. Demanding patients, such as heavy drug users, were often seen as threatening. Location of practice, years in practice, and sex of the physician seemed to affect abusive encounters--young, female, rural physicians appeared to experience such encounters most often. Abusive encounters in the workplace are concerning. It is essential to address these issues of workplace harassment and abuse in order to protect physician safety and avoid workplace

  4. The prevalence and nature of sexual harassment in the workplace: A model for early identification and effective management thereof

    OpenAIRE

    A Ramsaroop; S Brijball Parumasur

    2007-01-01

    This study investigates the prevalence and nature of sexual harassment and, assesses the impact of supervisory relations, levels of interaction, appearance and personality and types of behaviour. The study was undertaken at a tertiary institution using a sample of 74 employees, drawn by means of simple random sampling. Data was collected using a self-developed questionnaire, which was statistically tested and, analysed using descriptive and inferential statistics. The results indicate that th...

  5. 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.

  6. 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

  7. Spatial variation of contaminant elements of roadside dust samples from Budapest (Hungary) and Seoul (Republic of Korea), including Pt, Pd and Ir.

    Science.gov (United States)

    Sager, Manfred; Chon, Hyo-Taek; Marton, Laszlo

    2015-02-01

    Roadside dusts were studied to explain the spatial variation and present levels of contaminant elements including Pt, Pd and Ir in urban environment and around Budapest (Hungary) and Seoul (Republic of Korea). The samples were collected from six sites of high traffic volumes in Seoul metropolitan city and from two control sites within the suburbs of Seoul, for comparison. Similarly, road dust samples were obtained two times from traffic focal points in Budapest, from the large bridges across the River Danube, from Margitsziget (an island in the Danube in the northern part of Budapest, used for recreation) as well as from main roads (no highways) outside Budapest. The samples were analysed for contaminant elements by ICP-AES and for Pt, Pd and Ir by ICP-MS. The highest Pt, Pd and Ir levels in road dusts were found from major roads with high traffic volume, but correlations with other contaminant elements were low, however. This reflects automobile catalytic converter to be an important source. To interpret the obtained multi-element results in short, pollution index, contamination index and geo-accumulation index were calculated. Finally, the obtained data were compared with total concentrations encountered in dust samples from Madrid, Oslo, Tokyo and Muscat (Oman). Dust samples from Seoul reached top level concentrations for Cd-Zn-As-Co-Cr-Cu-Mo-Ni-Sn. Just Pb was rather low because unleaded gasoline was introduced as compulsory in 1993. Concentrations in Budapest dust samples were lower than from Seoul, except for Pb and Mg. Compared with Madrid as another continental site, Budapest was higher in Co-V-Zn. Dust from Oslo, which is not so large, contained more Mn-Na-Sr than dust from other towns, but less other metals.

  8. Prevalence and mental health correlates of harassment and discrimination in the workplace: results from a national study.

    Science.gov (United States)

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

    2009-05-01

    This study describes past-year prevalence and effects on mental health and drinking outcomes for harassment and discrimination in the workplace (HDW) in a nationally representative random digit dial phone survey conducted in 2003-2004 (n = 2,151). HDW measures included experiences and perceptions of sexual harassment (SH) and generalized workplace harassment (GWH), and perceived harassment or discrimination because of race or ethnicity. Prevalence was examined by sex, race, age, occupation, marital status, and education. Effects of HDW were assessed controlling for demo-graphics and job and life stressors. Experiencing multiple types of HDW was common. SH was more prevalent among women, and Blacks and those of other or mixed race or ethnicity experienced the highest levels of HDW overall. HDW variables explained additional variance in problem drinking and mental health beyond life and job stressors, particularly for women. This study demonstrates that HDW is a prevalent problem associated with poor mental health and problem drinking in the U.S. workforce.

  9. International Olympic Committee consensus statement: harassment and abuse (non-accidental violence) in sport.

    Science.gov (United States)

    Mountjoy, Margo; Brackenridge, Celia; Arrington, Malia; Blauwet, Cheri; Carska-Sheppard, Andrea; Fasting, Kari; Kirby, Sandra; Leahy, Trisha; Marks, Saul; Martin, Kathy; Starr, Katherine; Tiivas, Anne; Budgett, Richard

    2016-09-01

    Despite the well-recognised benefits of sport, there are also negative influences on athlete health, well-being and integrity caused by non-accidental violence through harassment and abuse. All athletes have a right to engage in 'safe sport', defined as an athletic environment that is respectful, equitable and free from all forms of non-accidental violence to athletes. Yet, these issues represent a blind spot for many sport organisations through fear of reputational damage, ignorance, silence or collusion. This consensus statement extends the 2007 IOC Consensus Statement on Sexual Harassment and Abuse in Sport, presenting additional evidence of several other types of harassment and abuse-psychological, physical and neglect. All ages and types of athletes are susceptible to these problems but science confirms that elite, disabled, child and lesbian/gay/bisexual/trans-sexual (LGBT) athletes are at highest risk, that psychological abuse is at the core of all other forms and that athletes can also be perpetrators. Harassment and abuse arise from prejudices expressed through power differences. Perpetrators use a range of interpersonal mechanisms including contact, non-contact/verbal, cyber-based, negligence, bullying and hazing. Attention is paid to the particular risks facing child athletes, athletes with a disability and LGBT athletes. Impacts on the individual athlete and the organisation are discussed. Sport stakeholders are encouraged to consider the wider social parameters of these issues, including cultures of secrecy and deference that too often facilitate abuse, rather than focusing simply on psychopathological causes. The promotion of safe sport is an urgent task and part of the broader international imperative for good governance in sport. A systematic multiagency approach to prevention is most effective, involving athletes, entourage members, sport managers, medical and therapeutic practitioners, educators and criminal justice agencies. Structural and

  10. The effects of non-physical peer sexual harassment on high school students' psychological well-being in Norway: consistent and stable findings across studies.

    Science.gov (United States)

    Bendixen, Mons; Daveronis, Josef; Kennair, Leif Edward Ottesen

    2018-01-01

    The paper examines how strongly non-physical peer sexual harassment is associated with a wide range of well-being outcomes from symptoms of depression and anxiety to self-esteem and body image. Two large community samples of high school students were analyzed (n = 1384 and n = 1485). Students responded to questionnaires on being subject to non-physical sexual harassment, sexual coercion and forced intercourse, and to well-being indicators ranging from anxiety, depression, self-esteem, body image. Regression analyses suggest that being harassed by peers in a non-physical way was moderately associated with lower levels of well-being over and above the effect of other risk factors. This effect was present for all indicators of well-being. The effect of peer harassment on depressive symptoms was moderated by sex (affected women more) but not by sexual or ethnic minority status. The findings imply that although sticks and stones may break bones, it does seem that derogatory words and other forms of non-physical sexual harassment definitely harm high school students.

  11. Harassment among school children and new ways of violence

    Directory of Open Access Journals (Sweden)

    Norman D. Pautasso

    2016-03-01

    Full Text Available This article is intended to collect some results of the several studies that have been made concerning Bullying and Harassment among boys and girls who attend basic education institutions in the central part of Santa Cruz province, in Argentina. It encloses theoretical framework about the problem of bullying and violence among children at school. It presents information about the region, some common aggressive behaviors as well as different ways and places in which those violent habits might be produced, according to children. Describes school populations suffering from such practices and analyzes some differences from school years, gender and zonal characteristics. It also shows samples of Victimization Rate and General Aggression Rate got in the area. Open to further discussion, this work provides certain description about some bullying phenomenon in the area, such as the case of the “Round-up Effect”, produced by the lack of anonymity in barely populated places. This article presents new emerging issues in the research field, like the appearance of new ways of violence, related to digital communication technologies such as instant messaging, e-mail, chat, blog, photoblog and social networks. To conclude, it offers some ideas about the construction of Early Warning Devices and Early Intervention Devices.

  12. 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 ...

  13. 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)

  14. 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...

  15. 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...

  16. 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.

  17. 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...

  18. 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...

  19. 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…

  20. 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)