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Journal articles on the topic 'Harassment at work'

Author: Grafiati

Published: 4 June 2021

Last updated: 8 February 2022

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1

Gillow, E. "Harassment at work." BMJ 317, no. 7163 (1998): 2. http://dx.doi.org/10.1136/bmj.317.7163.2.

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2

Forster, P. "Sexual harassment at work." BMJ 305, no. 6859 (1992): 944–46. http://dx.doi.org/10.1136/bmj.305.6859.944.

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3

Ford, Robert C., and Frank S. McLaughlin. "Sexual harassment at work." Business Horizons 31, no. 6 (1988): 14–19. http://dx.doi.org/10.1016/0007-6813(88)90018-3.

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4

Bernstein, Danielle. "Reasonableness in Hostile Work Environment Cases After #MeToo." Michigan Journal of Gender & Law, no. 28.1 (2021): 119. http://dx.doi.org/10.36641/mjgl.28.1.reasonableness.

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The #MeToo movement, a global social response to sexual harassment in the workplace, has turned the traditional approach to sexual harassment on its head. Instead of shielding perpetrators and discrediting survivors, employers, the media, and the public have begun to shift from presuming the credibility of the perpetrator to presuming the credibility of the survivor. But this upending of the status quo has occurred almost entirely in the social sphere—and the legal system, where survivors of workplace sexual harassment can seek remedies for the abuse they have suffered, is proving much slower

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5

Rubenstein, Michael. "Preventing sexual harassment at work." Industrial Relations Journal 20, no. 3 (1989): 226–36. http://dx.doi.org/10.1111/j.1468-2338.1989.tb00069.x.

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6

Einarsen, Ståle. "Harassment and bullying at work." Aggression and Violent Behavior 5, no. 4 (2000): 379–401. http://dx.doi.org/10.1016/s1359-1789(98)00043-3.

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7

Griffin, Jenna. "Harassment at Work: Technical Guidance." ITNOW 62, no. 2 (2020): 32. http://dx.doi.org/10.1093/itnow/bwaa043.

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Abstract Gender inequality in tech has created an industry where women have less power and pay than male colleagues. Information Age compares men’s and women’s salaries in the tech industry by the size of the company uncovering the significant pay gap, especially in smaller organisations1, writes Jenna Griffin, Policy Programme Manager at BCS.

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8

Flynn, S. "Bullying and harassment at work." BMJ 327, no. 7425 (2003): 164s—165. http://dx.doi.org/10.1136/bmj.327.7425.s164.

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9

Liyanage, Dilusha Madushanka, and Arosha Adikaram. "Accepting or rejecting the label: how gay employees cope with harassment at work." Gender in Management: An International Journal 34, no. 8 (2019): 644–64. http://dx.doi.org/10.1108/gm-01-2019-0013.

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Purpose The purpose of this paper is to understand how gay employees, as labeled deviants, cope with heterosexist harassment at work in an Asian culture of hegemonic heterosexual masculinity, using the modified labeling theory. Design/methodology/approach Using qualitative research approach, in-depth interviews were carried out with 16 self-identified gay employees. Findings Results revealed how the coping strategies of gay employees, in the face of harassment, are entwined with the labeling and stigma leading to diverse and complex coping strategies. Several broader coping strategies were thu

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10

Leskinen, Emily A., Lilia M. Cortina, and Dana B. Kabat. "Gender harassment: Broadening our understanding of sex-based harassment at work." Law and Human Behavior 35, no. 1 (2011): 25–39. http://dx.doi.org/10.1007/s10979-010-9241-5.

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11

Raj, Anita, Nicole E. Johns, and Rupa Jose. "Gender Parity at Work and Its Association With Workplace Sexual Harassment." Workplace Health & Safety 68, no. 6 (2020): 279–92. http://dx.doi.org/10.1177/2165079919900793.

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Background: Gender parity in the workplace—and increased representation of women at work—may reduce workplace sexual harassment, but research on this is unclear. This study assessed the associations between gender parity at work and workplace sexual harassment. Methods: We analyzed data from an online sexual harassment survey conducted with a nationally representative sample of U.S. adults in 2018 ( N = 2,009; response rate 29%); current analyses were restricted to employed participants (women n = 610, men n = 690). Data on occupation and industry were each categorized as female-dominant (61%–

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12

Astrauskaitė, Milda, Aidas Perminas, and Roy Kern. "Sickness, colleagues’ harassment in teachers’ work and emotional exhaustion." Medicina 46, no. 9 (2010): 628. http://dx.doi.org/10.3390/medicina46090089.

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The aim of this study was to assess the relationship among colleagues’ harassment, emotional exhaustion, and sickness absence with a sample of teachers. Material and methods. The sample consisted of 351 teachers from 8 secondary schools in Kaunas. Instruments used in the study included the Work Harassment Scale (WHS) developed by Björkqvist and Österman (1992), the Emotional Exhaustion Scale (the MBI-ES) by Maslach et al. (1996), and a questionnaire of demographic information. Results. Data analysis indicated that a higher level of work harassment was related to higher emotional exhaustion. Re

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13

Howes, Victoria. "Harassment at Work: UK’s Legal Solutions." International Journal of Diversity in Organizations, Communities, and Nations: Annual Review 9, no. 3 (2009): 129–38. http://dx.doi.org/10.18848/1447-9532/cgp/v09i03/39728.

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14

Hamilton, A. "Sexual harassment: The hostile work environment." Cornell Hotel and Restaurant Administration Quarterly 33, no. 2 (1992): 88–92. http://dx.doi.org/10.1016/0010-8804(92)90087-l.

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15

Echiejile, Innocent. "Dealing with Sexual Harassment at Work." Employee Counselling Today 5, no. 4 (1993): 21–29. http://dx.doi.org/10.1108/13665629310044730.

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16

von Gruenigen, Vivian E., and Beth Y. Karlan. "Sexual Harassment in the Work Place." Obstetrical & Gynecological Survey 73, no. 7 (2018): 404–5. http://dx.doi.org/10.1097/ogx.0000000000000572.

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17

Risley-Curtiss, Christina, and Walter W. Hudson. "Sexual Harassment of Social Work Students." Affilia 13, no. 2 (1998): 190–210. http://dx.doi.org/10.1177/088610999801300205.

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18

Worsfold, Philip, and Coral McCann. "Supervised work experience and sexual harassment." International Journal of Contemporary Hospitality Management 12, no. 4 (2000): 249–55. http://dx.doi.org/10.1108/09596110010330822.

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19

Xerri, Matthew, Rod Farr-Wharton, Yvonne Brunetto, and Dennis Lambries. "Work harassment and local government employees: Australia and USA." International Journal of Public Sector Management 29, no. 1 (2016): 54–71. http://dx.doi.org/10.1108/ijpsm-05-2015-0094.

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Purpose – The purpose of this paper is to compare the impact of management and colleagues on the perception of work harassment and outcomes of local government employees in Australia and the USA. Design/methodology/approach – Completed surveys from local government employees (265 from the USA and 250 from Australia) were analysed using structural equation modelling and an ANOVA. Findings – The results depict support for the overall measurement and structural models showing that workplace relationships impact on work harassment, and in turn employee outcomes (psychological wellbeing and Organis

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Shahid, Shiza, and Zaeema Farooq. "Workplace Harassment, Work Overload, and Psychological Distress in Female Police Officers." Pakistan Journal of Psychological Research 35, no. 1 (2020): 141–61. http://dx.doi.org/10.33824/pjpr.2020.35.1.9.

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Current correlational study was carried out to assess the relationship among workplace harassment, work overload, and psychological distress in female police officers. It was hypothesized that there would be a positive relationship between workplace harassment, work overload, and psychological distress. The sample comprised of 100 female police officers with age range from 21- 40 years selected from different police stations and training centers of Lahore by using purposive sampling technique. Self-translated Urdu version of Negative Acts Questionnaire (Einarsen, Hoel, & Notelaers, 2009),

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21

Holzbauer, Jerome J. "Disability Harassment of Students in Transition from School to Work: Implications for Rehabilitation Counseling." Journal of Applied Rehabilitation Counseling 35, no. 4 (2004): 3–7. http://dx.doi.org/10.1891/0047-2220.35.4.3.

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Disability harassment of students in special education may have a significant impact on their transition from school to work. Risk factors could include not attending school, not seeking employment, and dropping out of the workforce if they experience harassment again early on in their work history. Background information includes an analogy to sexual harassment and two definitions of disability harassment. Several egregious legal accounts from schools and the workplace, along with research findings on the prevalence of work-related disability harassment of eligible clients of a state vocation

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22

Quinn, Beth A. "The Paradox of Complaining: Law, Humor, and Harassment in the Everyday Work World." Law & Social Inquiry 25, no. 04 (2000): 1151–85. http://dx.doi.org/10.1111/j.1747-4469.2000.tb00319.x.

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This article addresses the question of women's seeming rejection of sexual harassment law by refusing to apply the label “sexual harassment” in the face of incidents that would easily qualify as such. Building on the work of Bumiller (1988) and the tradition of sociolegal studies focusing on understanding the power of the law in its everyday context (e.g., Merry 1979; Engel 1987; Sarat and Kearns 1993), this analysis explores the “tactical milieu” in which both hostile work environment sexual harassment and tactics for its resistance are produced. Using in-depth interviews with both women and

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23

Bonnes, Stephanie. "Service-Women’s Responses to Sexual Harassment: The Importance of Identity Work and Masculinity in a Gendered Organization." Violence Against Women 26, no. 12-13 (2019): 1656–80. http://dx.doi.org/10.1177/1077801219873433.

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Using data from in-depth interviews with 38 U.S. service-women, this article explores women’s responses to sexual harassment in the military workplace. I argue that in an extremely gendered and masculine institution, sexual harassment threatens service-women’s identities as military insiders, presenting an identity dilemma for them. To resolve this dilemma, women prioritize their masculinity and downplay and excuse harassment. In contrast, service-women who have experienced sexual assault or combat confront sexual harassment. I argue that this is possible because for these two groups of women,

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24

Hart, Chloe Grace. "Trajectory Guarding: Managing Unwanted, Ambiguously Sexual Interactions at Work." American Sociological Review 86, no. 2 (2021): 256–78. http://dx.doi.org/10.1177/0003122421993809.

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Sexual interactions often involve implicit, ambiguous behavior, yet research on unwanted sexual interactions in the workplace largely focuses on interactions that are explicitly sexual. Drawing on 84 interviews with tech industry workers, I show that unwanted, ambiguously sexual interactions are relatively commonplace in their workplaces. Ambiguously sexual interactions can take multiple interactional trajectories, but one possibility is that they will lead toward explicit sexual harassment. When interviewees worry that an ambiguously sexual interaction might veer into sexual harassment, they

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25

Soliman, Hussein, Jennifer Koran, and Amal Abdelmordi Abdelmonem. "Testing a Model of the Threat of Street Sexual Harassment in Egypt: Implications for Social Work Education." International Journal of Social Work 8, no. 1 (2021): 1. http://dx.doi.org/10.5296/ijsw.v8i1.18167.

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This study tested a model of Egyptian women’s well-being and perception of the threat of sexual harassment. The model was drawn from multiple theoretical frameworks, including the vulnerability perspective, objectification theory, and religious perspectives. Nine variables in the model reflect societal, interpersonal, and cultural variables that are believed to relate to women’s views about threats and social risks related to sexual harassment. A total of 1,977 Egyptian women aged 19-45 years voluntarily participated in the study. Path analysis showed that exposure to street sexual harassment

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26

Sirola, Nina, Margaret Lee, Madan M. Pillutla, and Nilotpal Jha. "Economic Booms Prompt Sexual Harassment at Work." Academy of Management Proceedings 2020, no. 1 (2020): 12397. http://dx.doi.org/10.5465/ambpp.2020.12397abstract.

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27

Campos, Izabel C. Martins, Lizandra da Silva, Rafaela Luiza Trevisan, and Roberto Moraes Cruz. "Moral harassment at work model and inability." Work 41 (2012): 2060–67. http://dx.doi.org/10.3233/wor-2012-0431-2060.

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28

Magley, Vicki J., and Joanna L. Grossman. "Do Sexual Harassment Prevention Trainings Really Work?" Scientific American Mind 29, no. 2 (2018): 40–43. http://dx.doi.org/10.1038/scientificamericanmind0318-40.

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29

Moylan, Carrie A., and Leila Wood. "Sexual Harassment in Social Work Field Placements." Affilia 31, no. 4 (2016): 405–17. http://dx.doi.org/10.1177/0886109916644643.

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30

Roberts, Pauline, and Lucy Vickers. "Harassment at Work as Discrimination: The Current Debate in England and Wales." International Journal of Discrimination and the Law 3, no. 2 (1998): 91–114. http://dx.doi.org/10.1177/135822919800300202.

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In 1996–97 there were a number of significant decisions which extended the scope of employers' liability for sexual and racial harassment at work, based upon the provisions of the Sex Discrimination Act 1975 and the Race Relations Act 1976. This article seeks to analyse the impact of these recent cases. It began by considering the relationship between the concepts of ‘harassment’ and ‘discrimination’ and the problems inherent in using the anti-discrimination legislation to deal with harassment and bullying at work; we then focus on the recently demonstrated ‘purposive’ approach of the Employme

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31

Jovanovic, Sladjana, and Biljana Simeunovic-Patic. "Protection against sexual harassment at work in the EU law." Temida 9, no. 4 (2006): 17–25. http://dx.doi.org/10.2298/tem0604017j.

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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 given an overview of national legislative in this domain proceeding by conclusion that only few initial st

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32

Jahnke, Sara A., Christopher K. Haddock, Nattinee Jitnarin, Christopher M. Kaipust, Brittany S. Hollerbach, and Walker S. C. Poston. "The Prevalence and Health Impacts of Frequent Work Discrimination and Harassment among Women Firefighters in the US Fire Service." BioMed Research International 2019 (March 20, 2019): 1–13. http://dx.doi.org/10.1155/2019/6740207.

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Intro. Both discrimination and harassment directly impact mental and physical health. Further, workplace discrimination degrades workplace culture and negatively impacts health behaviors, job-related outcomes, and family dynamics. Women represent a small proportion of the fire service and are often the targets of discrimination/harassment, yet little research documents the impact of such experiences. The purpose of this study was to evaluate the relationship between chronic work discrimination and/or harassment and women firefighters’ (FFs) physical and mental health, substance abuse, and job

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33

Perry, J. Adam, Adriana Berlingieri, and Kiran Mirchandani. "Precarious work, harassment, and the erosion of employment standards." Qualitative Research in Organizations and Management: An International Journal 15, no. 3 (2019): 331–48. http://dx.doi.org/10.1108/qrom-02-2019-1735.

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Purpose The purpose of this paper is to examine experiences of harassment within the context of precarious work, which in Canada is shaped by subnational legislative frameworks. Design/methodology/approach A narrative inquiry approach to data collection and analysis was adopted. The paper draws from 72 interviews conducted with workers in precarious jobs from various industries in three cities in the Canadian province of Ontario, as well as 52 employment standards officers (ESOs) from 15 local Ministry of Labour offices in every region across the province. Placing workers’ stories in counterpo

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34

Gale, Sara, and Eileen Mcneely. "Sexual Harassment At Work: An Investigation Into The Health Of Flight Attendants And Harassment." ISEE Conference Abstracts 2015, no. 1 (2015): 797. http://dx.doi.org/10.1289/isee.2015.2015-797.

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35

Lewis, Duncan, Phil Megicks, and Paul Jones. "Bullying and harassment and work-related stressors: Evidence from British small and medium enterprises." International Small Business Journal: Researching Entrepreneurship 35, no. 1 (2016): 116–37. http://dx.doi.org/10.1177/0266242615624039.

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This article examines the relationship between work-related stressors and bullying and harassment in British small and medium sized enterprises (SMEs). Using representative data from a national survey on employment rights and experiences (Fair Treatment at Work), this research identifies that bullying and harassment are just as prevalent in British SMEs as in larger organisations. Drawing upon the Management Standards of the Health and Safety Executive, a number of significant relationships with bullying and harassment are established. Work demands placed upon employees are positively related

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36

Chelliah, John. "Sexual harassment." Human Resource Management International Digest 23, no. 3 (2015): 37–38. http://dx.doi.org/10.1108/hrmid-03-2015-0042.

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Purpose – Highlights the risks faced by Australian employers as a result of sexual harassment by employees and contractors. Design/methodology/approach – Considers the types of approach that are necessary to prevent sexual harassment by employees and contractors in the workplace and events outside the workplace sanctioned by employers. Findings – Explains that employers should ensure that they have robust policies that comply with Australian law and should provide adequate training to protect themselves against costly compensation claims. Practical implications – Guides employers in preventing

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37

Sultan, Rana Saba, Ambreen Akbar, Nargis Ahmed, and Mussarat Parveen. "Causes Of Women Harassment At Workplace." Pakistan Journal of Gender Studies 10, no. 1 (2015): 189–208. http://dx.doi.org/10.46568/pjgs.v10i1.234.

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The purpose of this study was to evaluate the causes of women harassment at work place. Pharmaceutical and Garment factories S.I.T.E, Karachi are used to analyze the subject. This study elaborates different types and forms of harassments and explains the laws, legal constitutional framework and few court judgments on sexual harassment as a reference. The researcher comprises of comprehensive reviews of the past research studies. A concrete research review has been done in order to cover all the corners of the subject. Then explains the research methodology in which the study drives the researc

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38

Fogel, Sondra J., and Martha L. Ellison. "Sexual Harassment of BSW Field Placement Students: Is It A Problem?" Journal of Baccalaureate Social Work 3, no. 2 (1998): 17–29. http://dx.doi.org/10.18084/1084-7219.3.2.17.

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This research investigates the prevalence of sexual harassment in Bachelor of Social Work (BSW) field placement settings. A survey distributed to a random sample of230 accredited field social work programs with a BSW component asked whether field students were harassed, who the perpetrators were, what corrective actions were taken, and if the program had a specific sexual harassment policy related to field placements. Responses from Directors of Field Education revealed that incidents of sexual harassment in BSW programs are relatively common, indicating the urgent need for specific attention

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39

Fogel, Sondra J., Martha E. Ellison, and Deana F. Morrow. "Baccalaureate Social Work Graduates Respond: Is Sexual Harassment a Problem in Field Placements?" Journal of Baccalaureate Social Work 7, no. 1 (2001): 79–93. http://dx.doi.org/10.18084/1084-7219.7.1.79.

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This article presents the findings of a nationwide study that surveyed 990 Bachelor of Social Work (BSW) graduates concerning incidents of sexual harassment experienced while they were in their field placement. Results from the earlier work by Fogel and Ellison (1998) indicated that field directors were aware of incidents of sexual harassment during field placement. The findings from this study suggest that incidents of sexual harassment may be underreported to school officials. In addition, respondents suggest that social work programs do not actively pursue reports or remedy for the student

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40

PIZARRO, JOSÉ MATAMALA. "BODY AND SILENCE IN THE MORAL HARASSMENT AT WORKPLACE: A REFLECTION FROM THE WORK CLINIC." Ágora: Estudos em Teoria Psicanalítica 24, no. 1 (2021): 62–71. http://dx.doi.org/10.1590/1809-44142021001008.

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ABSTRACT: The following essay reflects from the work clinic proposed by Dejours on the suffering for moral harassment at work that is felt in the body and that leads the victims to suffer different psychosomatic ailments. Being a stigmatizing violence, moral harassment at workplace obstructs the sublimatory potential of work, which negatively affects the subjectivity, pleasure and mental health of workers. This damage is analyzed in this essay on three cases of Chilean workers who experienced harassment in the performance of their work tasks in psychosocial programs of SENAME (National Service

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41

Crowley, Jocelyn Elise. "Sexual Harassment in Display Work: The Case of the Modeling Industry." Gender & Society 35, no. 5 (2021): 719–45. http://dx.doi.org/10.1177/08912432211036890.

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This feminist analysis focuses on sexual harassment within a specific category of jobs known as display work, where primarily women’s bodies are commodified and sold to consumers, and often through the conduits of powerful male industry leaders. Using qualitative content analysis methods to analyze 88 subjective, first-person narratives of harassment from 70 models working within the fashion business, I describe how the commodification of bodies interacts with the particular features of the modeling industry—the premium placed on youth, ambiguous industry demands, and the presence of kingmaker

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42

Snow, Tamsin. "Poor management exacerbates harassment and bullying at work." Nursing Standard 23, no. 10 (2008): 7. http://dx.doi.org/10.7748/ns.23.10.7.s7.

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43

Thorpe, Joshua F. "Gender-Based Harassment and the Hostile Work Environment." Duke Law Journal 1990, no. 6 (1990): 1361. http://dx.doi.org/10.2307/1372836.

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Chrobot‐Mason, Donna, Belle Rose Ragins, and Frank Linnehan. "Second hand smoke: ambient racial harassment at work." Journal of Managerial Psychology 28, no. 5 (2013): 470–91. http://dx.doi.org/10.1108/jmp-02-2012-0064.

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Dean, Erin. "Report and support: addressing sexual harassment at work." Nursing Standard 35, no. 11 (2020): 14–17. http://dx.doi.org/10.7748/ns.35.11.14.s10.

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Koral, Alan M. "Dealing with sexual harassment in the work place." Employment Relations Today 15, no. 3 (1988): 223–32. http://dx.doi.org/10.1002/ert.3910150308.

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Raven, Kathleen. "How sexual harassment changed the way I work." Nature 504, no. 7478 (2013): 9. http://dx.doi.org/10.1038/504009a.

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Das, Aniruddha. "Sexual Harassment at Work in the United States." Archives of Sexual Behavior 38, no. 6 (2008): 909–21. http://dx.doi.org/10.1007/s10508-008-9354-9.

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Halouani, Najla, Rahma Damak, Sahar Ellouze, Fadwa Charfeddine, Chaima Rachdi, and Jihen Aloulou. "Sexual Harassment at Work Among Tunisian Women Physicians." Sexuality & Culture 23, no. 1 (2018): 325–36. http://dx.doi.org/10.1007/s12119-018-9562-y.

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Fineran, Susan, and James E. Gruber. "Youth at work: Adolescent employment and sexual harassment." Child Abuse & Neglect 33, no. 8 (2009): 550–59. http://dx.doi.org/10.1016/j.chiabu.2009.01.001.

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