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Sivertsen, Børge, Morten Birkeland Nielsen, Ida E. H. Madsen, Marit Knapstad, Kari Jussie Lønning, and Mari Hysing. "Sexual harassment and assault among university students in Norway: a cross-sectional prevalence study." BMJ Open 9, no. 6 (June 2019): e026993. http://dx.doi.org/10.1136/bmjopen-2018-026993.
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ObjectiveThe aim of the current study was to provide estimates of both overall and specific forms of sexual harassment among male and female college and university students.Design and settingData stem from a recent national student health survey from 2018 for higher education in Norway (the SHoT study (Students’ Health and Wellbeing Study)).Participants50 054 full-time students (69.1% women) aged 18–35 years participated, yielding a response rate of 31%.Main outcome measureSexual harassment was defined according to Norwegian legal regulations, and was assessed by self-report on seven items covering verbal, non-verbal and physical sexual harassment. We also collected data on the timeframe and frequency of the sexual harassment, in addition to the formal position of the perpetrator of the harassment.ResultsLifetime sexual harassment was reported by 24.2% (women 31.3%, men 8.0%), while 16.7% (women 21.6%, men 5.7%) reported having been sexually harassed within the past year. The most common forms of lifetime (ever having experienced) sexual harassments were ‘sexual expressions, suggestions or comments about your body’ and ‘unwanted touching, hugging or kissing’ (both 15.4%), while rape and rape attempt were reported by 3.4% and 2.1%, respectively. Exposure to all forms of past-year sexual harassments was significantly more common among women and the youngest age cohorts. Fellow students committed the past-year sexual harassment in 18%–29% of the instances, while a university staff member was reported to have committed the harassment in 0.6%–4.6% of cases.ConclusionGiven the potential consequences suffered by those exposed to sexual harassment and assault, both the institutions and student welfare organisations should intensify their efforts to put the theme on the agenda and provide both legal and health services to victims of sexual harassment. The low response rate means that care should be taken in interpreting and generalising the findings to the whole student population.
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Sahu, Arpita. "Combatting Sexual Harassment of Women at Workplace." International Journal of Trend in Scientific Research and Development Volume-2, Issue-3 (April 30, 2018): 2239–42. http://dx.doi.org/10.31142/ijtsrd12745.
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Mishra, D., and J. Lamichhane. "Experience of sexual harassment in public transport among female health science students: A cross sectional study of Kathmandu, Nepal." Journal of Manmohan Memorial Institute of Health Sciences 4, no. 1 (September 22, 2018): 20–32. http://dx.doi.org/10.3126/jmmihs.v4i1.21134.
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Background: Sexual harassment on public transport is an everyday occurrence for millions of girls and women around the globe. With the skyrocketing population of Kathmandu valley public transport has been facing enormous pressure. The major victims of these harassments happens to be college going girls and working women as they tend to travel more in public transports. This study sought to determine the prevalence and factors responsible for sexual harassment in public transport among female health science students.Methods: A descriptive cross-sectional study was carried out among 396 female health science students studying in Manmohan Memorial Institute of Health Sciences using self-administered structured questionnaire. Participants were selected through stratified random sampling method.Results: The prevalence of sexual harassment among female health science students was found to be 79.6%. Physical harassment was the most prominent type of harassment (67.1%) followed by verbal (61.2%) and non verbal 34.6%. After the experience of sexual harassment, 44.6% scolded the harasser, 29.1% kept silent, 17.3% dropped at nearest bus station whereas remaining 9% reacted in other different ways. Overcrowding was considered as main reason for sexual harassment by 69.2% of the participants. 36.8% of female students didn’t use any precautionary methods whereas 32.6% avoided going out alone at night.Conclusion: The study reveals that the prevalence of sexual harassment is significantly high. With increasing population and limited vehicles people are left with no option rather than travelling in the overcrowded vehicles where the chances of experiencing various sorts of sexual harassments are very high. In order to address this emerging issue, prompt and appropriate intervention should be taken by government, public and especially the status of women must be raised in society.JMMIHS.2018;4(1):20-32
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Walsh-Childers, Kim, Jean Chance, and Kristin Herzog. "Sexual Harassment of Women Journalists." Journalism & Mass Communication Quarterly 73, no. 3 (September 1996): 559–81. http://dx.doi.org/10.1177/107769909607300305.
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A survey of 227 women newspaper journalists revealed that more than 60 percent believe sexual harassment is at least somewhat a problem for women journalists; more than one-third said harassment has been at least somewhat a problem for them personally. Two-thirds experience nonphysical sexual harassment at least sometimes, and about 17 percent experience physical sexual harassment at least sometimes. News sources were the most frequent harassers, and harassment ranged from degrading comments to sexual assault._
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Hart, Chloe Grace. "The Penalties For Self-Reporting Sexual Harassment." Gender & Society 33, no. 4 (May 2019): 534–59. http://dx.doi.org/10.1177/0891243219842147.
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Although sexual harassment in the workplace is illegal, it often goes unreported. This study employs causal evidence to evaluate one deterrent to reporting: bias against women known to be sexual harassment targets. I theorize about the form this bias takes and test the argument with a national survey experiment run in five waves from October 2017 to February 2018, where participants were asked to propose employment outcomes for an employee with one of four harassment experiences. Participants were less likely to recommend a woman for promotion if she self-reported sexual harassment relative to otherwise identical women who experienced nonsexual harassment or whose sexual harassment was reported by a coworker. The woman who self-reported sexual harassment experienced normative discrimination: that is, the promotion bias was significantly mediated by perceptions that she was less moral, warm, and socially skilled than the woman whose coworker reported her sexual harassment. These results indicate that women may hesitate to report sexual harassment because they rightly perceive that doing so could cause them to experience bias. Yet they also suggest that bias can be avoided if a bystander reports the harassment. Finally, exploratory analyses suggest that in the wake of #MeToo this bias may be fading.
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Sefia Esa Puspita A., Vinda Olivia H., and Virna Muhdelifa D. "Feminisme Radikal : Hubungan Antara Pakaian Dengan Tingginya Tingkat Pelecehan Seksual Pada Wanita." Jurnal Riset Rumpun Ilmu Sosial, Politik dan Humaniora 2, no. 2 (June 1, 2023): 80–92. http://dx.doi.org/10.55606/jurrish.v2i2.1262.
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Violence or sexual harassment is a problem that is quite serious and often occurs socially. In this case, it usually occurs in a problem that is complex. The rise of news on social media related to sexual violence experienced by some people is enough to shock the public. Most cases of sexual violence are experienced by a woman who is the victim. Cases of violence or sexual harassment against women are still an iceberg phenomenon. This is because many women who are victims of sexual harassment are reluctant to report what they have experienced. Violence or sexual harassment that occurs to women is often blamed on the way they dress. In fact, if you look at clothes, it is not one of the main causes of women becoming victims of sexual harassment. Violence or sexual harassment that occurs never looks at any clothes, in fact often the victim of sexual harassment is a woman who wears closed clothes. In addition, violence or sexual harassment can also be caused by a patriarchal culture that dominates and seems to justify the action. Where in patriarchal culture itself men are often considered more dominant and have a higher position than women. Therefore, men feel they have more power over women and can act as they please. Until now, patriarchal culture is still developing in society. Even though this shouldn't have been done. Therefore, there is a need for radical feminism with the aim of making changes in society and obtaining equality between men and women, especially in obtaining equal rights in society from a social and economic point of view.
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Vidya, S. "Brutal Harassments against Woman in Last Decade." Shanlax International Journal of Arts, Science and Humanities 7, no. 4 (April 1, 2020): 107–9. http://dx.doi.org/10.34293/sijash.v7i4.1626.
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Women are facing serious insecure circumstances in today’s society. Women are being subjected to various sexual harassment like Rape and murder, sexual assault, acid throwing, war rape, sexual violence, sexual slavery, forced prostitution, woman trafficking, and so on. Despite all available strict laws made by the legislature for preventing this violence, it remains pervasive through out the world. Even when stringent punishment were given in these cases, such barbaric activities against women are continuously happening every day in some place in our nation. Every woman who comes out of her home faces any one form of harassment stated above. This paper aims to explore the status of women in India in the last decade. It recollects some of the brutal and aggravated incidents of harassment against women in our country. The paper concludes with a message “Violence against women must never be excused and never be tolerated. Every woman must be respected and protected. It is the responsibility of every human being to STOP SEXUAL HARASSMENT.”
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Zhu, Ziyu, and Yitong Wang. "Unequal Opportunity Issues Faced by Asian Women in The Workplace: Literature Review." Communications in Humanities Research 5, no. 1 (September 14, 2023): 58–66. http://dx.doi.org/10.54254/2753-7064/5/20230042.
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The paper explores how women from south Korea, Japan, and China face sexual harassment in their workplace. Women face sexual harassment, job insecurity, low wages, the glass ceiling, and the bamboo ceiling effect. Research from various Asian countries shows that women risk gender discrimination while recruiting. In addition, they suffer sexual harassment from their colleagues and employers. According to several researchers, women face sexual harassment occurs due to two conditions; a hostile working environment and when a job benefit is in place, such as promotion. Stereotypes of women have led to such gender discrimination, which otherwise affects their mental health, overall health, and future success. Research from various Asian countries shows that women have a higher risk of sexual harassment than men. In addition, women face sexual harassment from their co-workers and supervisors. Sexual harassment may be verbal or physical; either way, it has a negative impact on the victim. The paper also describes effective ways to mitigate sexual harassment in workplaces.
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Rakatiwi, Yolanda, Umi Halwati, and Nawawi. "Sexual Harassment Against Women on Social Media." JURNAL LENSA MUTIARA KOMUNIKASI 7, no. 2 (December 28, 2023): 193–204. http://dx.doi.org/10.51544/jlmk.v7i2.4421.
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In the current era of globalization, information and communication technology is developing rapidly, one of which is in the field of social media. But along with the rapid development of technology, there are parties who abuse the functions of Facebook social media. The current problem on Facebook is sexual harassment, where there are two parties communicating online and these two parties are the perpetrator and the victim. The perpetrator sent a short message on Facebook that was initially complimentary but became sexually suggestive. The aim of this research is to find out the underlying causes of sexual harassment and reduce the number of sexual harassment on Facebook. The method in this research uses a case study which is studied qualitatively by distributing an online questionnaire in the form of a Google form, then conducting interviews with several sources, namely two victims of sexual harassment. Data collection techniques used observations from newspapers and respondents from distributed online questionnaires and conducting structured interviews. The results of this research show that sexual harassment that occurs on social media is divided into written harassment, verbal harassment, visual harassment and real harassment. The response from female social media users was that most of them regretted the sexual harassment activities that occurred. Acts of sexual harassment also have negative impacts on victims, such as post-traumatic stress disorder (PTSD) and psychological impacts that trigger a series of complications, especially regarding the physical health of victims of sexual harassment on social media.
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Injany, Evinsa, Atikah Kanza Atsarina Hakim, Nadia Farah Lutfiputri, Zaki Khudzaifi Mahmud, and Isni Hindriaty Hindarto. "STUDI FENOMENOLOGI TERHADAP PELECEHAN SEKSUAL SESAMA JENIS DI KAMPUS: REALITAS DAN PENGALAMAN LAKI-LAKI SEBAGAI KORBAN." Interaksi: Jurnal Ilmu Komunikasi 13, no. 1 (June 30, 2024): 60–79. http://dx.doi.org/10.14710/interaksi.13.1.60-79.
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Research on sexual harassment has gotten a lot of attention in the last three decades, partly because the victims are not solemnly women and children, men also have a chance to become one. Sexual harassment might occur in any setting, anywhere, at any moment, including at higher education institutions. The aim of this study is to examine how males interpret the experience of sexual harassment by same-sex perpetrators. This study further explores the understanding of experiences, and responses of five male students who encountered sexual harassment in a higher education setting, using qualitative methodology, a phenomenological approach, and data collection techniques in the form of interviews. The results of data collection indicate that the acts of sexual harassment experienced by the informants can be divided into direct (physical contact) or indirect. Then there is a connection between how males perceive their sexual harassment experience and the concept of masculinity. Furthermore, victims of samesex sexual harassment's reactions and interpretations of sexual harassment are influenced by their own experiences and self-perceptions.
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Joko Sampurno, Rahmad Darmawan. "The myth of equality: Sexual harassment behind a woman’s desk." Gender Equality: International Journal of Child and Gender Studies 10, no. 1 (March 31, 2024): 80. http://dx.doi.org/10.22373/equality.v10i1.22302.
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Sexual harassment is a significant problem in employment but is often underreported. Women are one of the most vulnerable groups to get harassment in the workplace. As well as gender inequality towards women in development, which is caused by patriarchal cultural factors, such as men are always placed above women. Sexual harassment in the work environment does not only refer to physical acts but to unwanted verbal behavior, which makes the victim feel uncomfortable. This study aims to determine the harassment that occurs in the work environment. Besides, this study also aims to show that sexual jokes during breaks, even in meetings or workspaces at a telecommunication company, are considered normal. This study used qualitative methods with five subjects. These subjects are female workers at a company in Surabaya. They were chosen based on their sexual harassment experience. The research used accidental sampling to determine the subject. This study used a semi-structured interview data collection method. This study is analyzed in the theory of power relations. The theory of power relations stands on two things: (1) the power spreads everywhere (dispersed) and cannot be localized, and (2) when there are structures and relationships between people, there is power. The result demonstrated in three founds. There are several sexual harassments that occurred in the work environment, the resistance of female workers, and the challenges they faced in carrying out their work. Sexual harassment that occurs is verbally based and disguised as a joke in the work environment.
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Fidan, Fatma, and Yeliz Yeşil. "Sexual Harmful in the Workplace." Kadın/Woman 2000, Journal for Women's Studies 21, no. 1 (July 4, 2020): 53–67. http://dx.doi.org/10.33831/jws.v21i1.111.
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The research aims to identify and define the dimensions of sexual harassment that women are exposed to in the workplace and strategies to cope with harassment. In the research, in-depth interview" was used as qualitative research methods and semi-structured interview form was used as the data collection tool. The study was conducted with 498 women exposed to sexual abuse. The data were analyzed by NVIVO 10 qualitative analysis program. Considering the contents of sexual harassment, although there is a range of harassment forms, in a hierarchy of severity, these can be named as harassment through stalking, physical, verbal, and visual harassment. Women have difficulties in recognizing and identifying harassment in the workplace. In particular, it appears that they have entered into the process of concealing and neglecting with different definitions, which they have used to abuse the words "harassment" and "harasser". Guilt, weakness, humiliation, fear, anger, helplessness, not knowing what to do, denial are the emotions that arise after harassment. After harassment, women who are harassed remain silent due to fear of losing their jobs and receiving negative reactions. Women who are exposed to harassment are trying to protect themselves from harassment by the "self-restraint and avoidance" approach.
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Surbakti, Tasha Amalia, and FX Sugiyanto. "Implementasi Teori Subjective Expected Utility Studi Kasus: Pekerja Perempuan Korban Pelecehan Seksual." Jurnal Wanita dan Keluarga 3, no. 2 (December 6, 2022): 121–30. http://dx.doi.org/10.22146/jwk.3689.
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Industrial revolution in 18th century made women has have to adapt from home industry to modern manufacture. These change made women have to face social problems from the “women better stay at home” stigma to workplace discriminations, that later effect women either from psycologichal side and also socio-economics side. This paper specifically choosse one of those problems, which is sexual harassment in the workplace and saw the effects through economics point of view. With emotions, types of harassments, self efficacy, knowledge, and socio-economics as independent variables, this paper try to aim the main reason of Jabodetabek’s women worker preference changed after sexual harassment in the workplace with linear regression and descriptive analysis as the analythical method. The results were showed that the respodents preferences changed after the effect of emotions pressure at work and problem with self efficacy rathter than socio-economics pressure and types of sexual harassment that happened to them before.
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Folke, Olle, Johanna Rickne, Seiki Tanaka, and Yasuka Tateishi. "Sexual Harassment of Women Leaders." Daedalus 149, no. 1 (January 2020): 180–97. http://dx.doi.org/10.1162/daed_a_01781.
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Sexual harassment is more prevalent for women supervisors than for women employees. This pattern holds in the three countries we studied – the United States, Japan, and Sweden – where women supervisors are between 30 to 100 percent more likely to have been sexually harassed in the last twelve months. Among supervisors, the risk is larger in lower- and mid-level positions of leadership and when subordinates are mostly male. We also find that harassment of women supervisors happens despite their greater likelihood of taking action against the abuser, and that supervisors face more professional and social retaliation after their harassment experience. We conclude that sexual harassment is a workplace hazard that raises the costs for women to pursue leadership ambitions and, in turn, reinforces gender gaps in income, status, and voice.
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Rosell, Ellen, Kathy Miller, and Karen Barber. "Firefighting Women and Sexual Harassment." Public Personnel Management 24, no. 3 (September 1995): 339–50. http://dx.doi.org/10.1177/009102609502400306.
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Utilizing the results from a nationwide sample of fire departments and women firefighters, this article analyzes whether there are differences between sexually harassed women firefighters and their non-harassed female co-workers. The findings reflect no differences on demographic and departmental characteristics. Sexually harassed women firefighters, however, report more job stress, sexual stereotyping, and acts of violence. They feared coming to work and used sick leave more often than their non-harassed co-workers. Implications for the fire service and other male-dominated public agencies are discussed and strategies for implementing an aggressive sexual harassment policy are provided.
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Schachtman, Rebecca, and Cheryl R. Kaiser. "Bystanders’ thresholds for intervention in Black vs. White women’s sexual harassment." PLOS ONE 19, no. 2 (February 23, 2024): e0296755. http://dx.doi.org/10.1371/journal.pone.0296755.
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Black women’s sexual harassment is often overlooked and dismissed relative to White women’s harassment. In three pre-registered experiments, we test whether this neglect extends to bystander intervention in sexual harassment. Participants observed an ostensibly live job interview between a man manager and a Black or White woman job candidate. The manager’s questions were pre-programmed to grow increasingly harassing, and participants were asked to intervene if/when they found the interview inappropriate. A meta-analysis of the three studies (N = 1487), revealed that bystanders did not differ in their threshold for intervention when sexual harassment targeted the Black vs. White woman. Despite evidence for the relative neglect of Black women in responses to sexual harassment, these data suggest that bystanders may respond similarly for Black and White women.
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Scruggs, Brittni A., Lauren E. Hock, Michelle T. Cabrera, Kai Wang, Thomas A. Oetting, Michael D. Abràmoff, and Erin M. Shriver. "A U.S. Survey of Sexual Harassment in Ophthalmology Training Using a Novel Standardized Scale." Journal of Academic Ophthalmology 12, no. 01 (January 2020): e27-e35. http://dx.doi.org/10.1055/s-0040-1705092.
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Abstract Objective This study aimed to assess the frequency and severity of sexual harassment toward ophthalmology trainees. Design Present study is an anonymous retrospective online survey. Participants U.S. ophthalmology residents and fellows participated in this study. Methods Sexual harassment comments directed toward University of Iowa ophthalmology trainees and faculty members were compiled. Statements were ranked by severity to develop the Iowa Verbal Sexual Harassment Scale. A brief, anonymous online survey incorporating the scale was sent to all United States ophthalmology residency program directors to distribute among trainees. Participants rated the prevalence, severity, and frequency of verbal and physical sexual harassment during training. Main Outcome Measures Response to the survey questions on the prevalence, severity, and frequency of reporting of verbal and physical sexual harassment in ophthalmology training. Results Among 112 respondents (59 men and 53 women), 72 (64.3%) experienced sexual harassment in the workplace from patients (86.8% of women vs. 44.1% of men; p < 0.0001, 95% confidence interval [CI]: 1.48–2.74). Trainees rarely experienced harassment by colleagues (10.7%) or supervisors (8.9%). Women experienced more severe and frequent sexual harassment compared with men, with 54.7% women and 30.5% men experiencing sexual harassment weekly (p = 0.013, 95% CI: 1.29–5.71). Unwanted touching was the most common physical harassment type. The trainees' threshold for reporting sexual harassment was higher than their worst actual experience (p< 0.0001, F(2,282) = 67.59). Few trainees formally reported verbal (6.3%) or physical sexual harassment (1.8%). Trainees most commonly responded to harassment by redirecting the harasser (67.9%). Only 33.9% of trainees rated their institution's sexual harassment training as helpful preparation for addressing harassment. Conclusion Most ophthalmology trainees experienced sexual harassment with almost all harassment coming from patients. Female trainees reported substantially greater severity and frequency of sexual harassment. There remains an unmet need for targeted response training in ophthalmology training programs.
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Reid, Emerson, and Vencie B. Allida. "Sexual Harassment and the Role of Human Resource Administration." EAST AFRICAN JOURNAL OF EDUCATION AND SOCIAL SCIENCES, Issue 2 (April to June 2021) (September 30, 2021): 87–94. http://dx.doi.org/10.46606/eajess2021v02i03.0107.
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Sexual harassment has gained a lot of attention in recent times. Research has indicated that both men and women are victims of sexual harassment and that gender is not a predictor of sexual harassment. One research has suggested that men were harassed twice as much as women, but women were harassed more frequently. The findings in this paper indicate that sexual harassment impact victims in many ways including psychologically and economically. Sexual harassment also impacts productivity and the economy due to low morale, productivity, absenteeism and presenteeism. Since human resource is the most important resource, sexual harassment is a human resource administrator function. Therefore, sexual harassment is gender neutral as both men and women are victims but women are harassed more frequently and pay a higher price physically, mentally and economically. It is therefore recommended that HRA can take steps to create a safe environment for workers where it clearly communicates acceptable behavior and educate the workforce about acceptable behaviors and investigate to eliminate harassment in the workplace.
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Reid, Emerson, and Vencie B. Allida. "Sexual Harassment and the Role of Human Resource Administration." EAST AFRICAN JOURNAL OF EDUCATION AND SOCIAL SCIENCES, Issue 2 (April to June 2021) (September 30, 2021): 87–94. http://dx.doi.org/10.46606/eajess2021v02i03.0107.
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Sexual harassment has gained a lot of attention in recent times. Research has indicated that both men and women are victims of sexual harassment and that gender is not a predictor of sexual harassment. One research has suggested that men were harassed twice as much as women, but women were harassed more frequently. The findings in this paper indicate that sexual harassment impact victims in many ways including psychologically and economically. Sexual harassment also impacts productivity and the economy due to low morale, productivity, absenteeism and presenteeism. Since human resource is the most important resource, sexual harassment is a human resource administrator function. Therefore, sexual harassment is gender neutral as both men and women are victims but women are harassed more frequently and pay a higher price physically, mentally and economically. It is therefore recommended that HRA can take steps to create a safe environment for workers where it clearly communicates acceptable behavior and educate the workforce about acceptable behaviors and investigate to eliminate harassment in the workplace.
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Huang, Zining. "Research on the Current Situation and Solutions of Sexual HarassmentTaking Adolescent Women and Middle-aged Women as Examples." Communications in Humanities Research 12, no. 1 (November 20, 2023): 330–34. http://dx.doi.org/10.54254/2753-7064/12/20230177.
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Some sexual harassment is happening in school, while the regulation of sexual harassment in school is ambiguous, or even this concept is missing. The purpose of this paper is to protect the rights of sexually disadvantaged women to have a voice in society, explore measures and ways to establish a social protection system for women, and help women who have been sexually harassed to receive more social understanding and support. The paper aims to protect womens right to be heard in society, to help more women understand the measures to protect themselves from sexual harassment, and to raise social awareness of the topic of sexual harassment. The structure of this study is as follows: First, this paper will explore the existing policies to prevent sexual harassment on campus and in the workplace at home and abroad, identify the existing measures and their development process, and discover the unresolved problems and policy gaps. Secondly, the paper will investigate the attitudes and responses to sexual harassment of well-educated adolescents and experienced middle-aged people in the workplace, and analyze the behavior of the above groups to understand the current situation. By analyzing the behaviors of the above groups, people can understand the current situation, discover the natural responses of the sexually vulnerable groups under the existing policies and explore potential solutions to fill the gaps. Finally, by comparing the results of the interviews with the current rules and regulations, it is concluded that the existing system of sexual harassment prevention should be improved.
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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 (September 24, 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, sexual harassment does not present an identity dilemma. I show how masculinity is used to downplay and normalize harassment as well as to resist it.
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Settles, Isis H., Zaje A. T. Harrell, NiCole T. Buchanan, and Stevie C. Y. Yap. "Frightened or Bothered." Social Psychological and Personality Science 2, no. 6 (March 29, 2011): 600–608. http://dx.doi.org/10.1177/1948550611402520.
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The present study distinguishes between bothersome versus frightening sexual harassment appraisals and examines their relative strength as mediators of the relationship of sexual harassment intensity and perpetrator status with psychological distress. Using a sample of 6,304 men and women in the U.S. Armed Forces, the results indicated that sexual harassment intensity and perpetrator status were related to psychological distress. For men, bothersome appraisals mediated this relationship for two of the three sexual harassment subtypes examined and for perpetrator status; for women, bothersome appraisal was not a significant mediator. Frightening appraisals mediated the relationship for all sexual harassment subtypes and perpetrator status for both men and women, and accounted for significantly more of the relationship between sexual harassment intensity and distress than did bothersome appraisals for most analyses. However, mediating relationships were significantly stronger for men than for women. We discuss the utility of a multidimensional conceptualization of sexual harassment appraisals.
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Subbiah, Ishwaria Mohan, Merry Jennifer Markham, Stephanie L. Graff, Laurie Beth Matt-Amaral, Julia Lee Close, Kent A. Griffith, and Reshma Jagsi. "Sexual harassment of oncologists." Journal of Clinical Oncology 39, no. 15_suppl (May 20, 2021): 11001. http://dx.doi.org/10.1200/jco.2021.39.15_suppl.11001.
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11001 Background: Few studies have used comprehensive validated measures to investigate the incidence and impact of workplace sexual harassment experienced by physicians (and none, to our knowledge, by oncologists). Methods: We conducted a cross-sectional survey of ASCO’s Research Survey Pool with targeted social media outreach to examine the prevalence and types of sexual harassment (SH) experienced by oncologists. Using the Sexual Experiences Questionnaire (SEQ), we measured their work experience of three SH forms (gender harassment [GH], unwanted sexual attention [USA], sexual coercion [SC]) in the past year by institutional insiders (peers/superiors) and patients/families separately. Controlling for race, career stage & specialty, multivariable (MV) regression models assess the impact of SH (independent variable) on 4 dependent variables of mental health (MHI5), perceptions of workplace safety (single item), job satisfaction (MOAQ) & 3-item measure of turnover intentions (in non-trainees). Results: Of 271 respondents, 250 were physicians in practice and 21 were residents/fellows; 153 (56%] were women, 168 (62%) practiced in academic settings & 227 (84%) were medical oncologists. SH by peers/superiors was reported by 189 (70%) overall, including 80% of women and 56% of men (p<0.0001). GH was reported by 79% of women and 55% of men (p<0.0001), USA by 22% of women and 9% of men (p=0.005), and SC by 3% of women and 2% of men (p=0.42). SH by patients and/or families was reported by 67% of women and 35% of men (p<0.0001), GH by 66% of women and 34% of men (p<0.0001), USA by 5% women and 6% men (p=0.80), and SC by 1% women and 1% men (p=0.72). MV analysis showed past-year SH from peers/superiors was significantly associated with decreased mental health (β -0.45, p 0.004), workplace safety (β -0.98, p<0.001) and increased turnover intentions (β 0.93, P<0.0001). SH from patients/families was similarly significantly associated with mental health (β -0.41, p 0.002), workplace safety (β -0.42, p 0.014) and turnover intentions (β 0.58, p 0.0004). SH from insiders (β -0.64, p 0.001) but not patients (p 0.55) was significantly associated with job satisfaction. Furthermore, there were no significant interactions between the respondents’ gender and the SH scores in any of the models of impact. Conclusions: This is the first study in oncology to systematically characterize the incidence of sexual harassment experienced by oncologists. Our findings demonstrate the impact of sexual harassment on men and women oncologists on multiple domains of workplace experience. This study provides critical data to inform the need for and design of effective protective and preventive workplace policies in oncology.
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Kumar, Sanjeev, and Ritika Sharma. "A Study of Sexual Harassment of Women at Workplace Environment." Journal of Education Review Provision 2, no. 1 (December 30, 2022): 17–22. http://dx.doi.org/10.55885/jerp.v2i1.148.
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Today's culture has made sexual harassment both a hobby and a major issue. When women experience sexual harassment on the job, it compromises their fundamental rights to equality under articles 14 and 15 of India's Constitution, as well as her right to life and to live with dignity under article 21 of the Constitution, and her right to exercise and career or to hold on any occupation, exchange, or business with, which includes a right to a secure environment free from sexual harassment. We will use Vishaka and others as the point of origin of the sexual harassment. The case of V U.O.I. 1997 deals with the problem of sexual harassment of women in the workplace. It is a landmark judgment cases within side the records of sexual harassment which as being determined through preferred court. Sexual harassment is a hassle giving bad impact on each women and men is not unusual place everywhere. Every 2nd and each minute they're being stressed. Especially girls in India are taken into consideration as the second one grade citizens. They are violated, exploited and confused by and large at workplaces. Sexual harassment is a severe hassle within side the place of work. The look at analyzes the sexual harassment of girls in popular and in particular. The observe additionally complements the techniques for the safety of ladies from sexual harassment on the place of job.
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Tomasello, Jenna. "Sexual Harassment and Objectivity." Stance: an international undergraduate philosophy journal 6, no. 1 (September 17, 2013): 7–14. http://dx.doi.org/10.33043/s.6.1.7-14.
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Sexual harassment is often understood as a subjective notion that asks the woman if she has been victimized. This paper argues that we need not ask women if they are victims by conceptualizing sexual harassment as an objective notion that holds the perpetrator accountable for his actions. In making my case, I will apply an objective conception of sexual harassment to the U.S. Supreme Court case Meritor Savings Bank v. Vinson by drawing on the feminist view of sexual harassment given by Anita Superson and the role of equality and autonomy as motivated by Ronald Dworkin and James Griffin, respectively.
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Latcheva, Rossalina. "Sexual Harassment in the European Union: A Pervasive but Still Hidden Form of Gender-Based Violence." Journal of Interpersonal Violence 32, no. 12 (May 16, 2017): 1821–52. http://dx.doi.org/10.1177/0886260517698948.
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Sexual harassment is recognized as discrimination on the grounds of sex and as a breach of the principle of equal treatment between men and women. The survey of the European Union Agency for Fundamental Rights (FRA) on violence against women shows, however, that sexual harassment remains a pervasive and common experience for many women in the European Union. Dependent on the type of incident recorded, an estimated 83 to 102 million women (45%-55% of women) in the 28 EU Member States have experienced at least one form of sexual harassment since the age of 15. It also becomes apparent that many women do not talk with anyone about their experiences of sexual harassment, and very few report the most serious incidents to their hierarchy at work or to a responsible authority. Sexual harassment occurs in various settings and uses different means, such as the Internet. The FRA survey results indicate that sexual harassment against women involves a range of different perpetrators and includes the use of “new” technologies. The survey shows that sexual harassment disproportionately affects younger women, and that it is more commonly perceived and experienced by women with a university degree and women in the highest occupational groups. The article outlines key findings from the FRA Violence Against Women Survey with regard to the extent, forms, and consequences of sexual harassment in the European Union. It offers a critical discussion of existing definitions and measurements of sexual harassment, underlines how these significantly influence the reported prevalence rates in official or survey data, and points to relevant factors which explain the observed individual and country differences.
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Buchanan, NiCole T., Isis H. Settles, and Krystle C. Woods. "Comparing Sexual Harassment Subtypes Among Black and White Women by Military Rank: Double Jeopardy, the Jezebel, and the Cult of True Womanhood." Psychology of Women Quarterly 32, no. 4 (December 2008): 347–61. http://dx.doi.org/10.1111/j.1471-6402.2008.00450.x.
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Drawing upon feminist analyses of double jeopardy and the cult of true womanhood, we examine race, rank, sexual harassment frequency, and psychological distress for Black and White female military personnel ( N = 7,714). Results indicated that White women reported more overall sexual harassment, gender harassment, and crude behavior, whereas Black women reported more unwanted sexual attention and sexual coercion; enlisted women reported higher rates of each subtype than officers. Black enlistees reported more sexual coercion than White enlistees, and enlistees reported more than officers, but there were no racial differences across officers. Black women reported more psychological distress following gender harassment than White women, and enlisted women reported more distress following gender harassment, unwanted sexual attention, and sexual coercion than officers. Although Black officers were less distressed at low levels of sexual coercion, as coercion became more frequent, their distress increased significantly, and at high levels, all groups were similarly distressed.
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Paudel, Manusha. "Perceptions and Experiences of Sexual Harassment among Educated Female in Kathmandu Nepal." Journal of Population and Development 3, no. 1 (October 10, 2022): 84–92. http://dx.doi.org/10.3126/jpd.v3i1.48808.
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Sexual harassment is widespread and common issue. It is connected with unwelcome behavior within men and women on sex. The objective of this study was to plot perceptions and experiences of sexual harassment among educated female. This study was based on Secondary Education Examination (SEE) completed female aged 16 years and above by using self-administered questionnaire in Kathmandu. Total 250 females were selected and chi-square test was used for testing the association. More than a tenth respondents who were teachers/ lecturers said that SH is extremely problematic at community, workplace and school. Overwhelming majority of women (82%) experienced at least one form of sexual harassment. Study found that respondents’ age group was significantly associated (P<0.01) with experienced at least one place of sexual harassment. Similarly, married women experienced higher rate (80%) in at least one place of sexual harassment than unmarried women (75%). Therefore, this study suggests that sexual harassment among educated female in Kathmandu valley is prevalent and online harassment is also emerging. On the other hand, they do not want to expose and perceive it as a sexual harassment. Therefore, effective programs and policies related with sexual harassment needs to be addressed.
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Berdahl, Jennifer L., Vicki J. Magley, and Craig R. Waldo. "The Sexual Harassment of Men?: Exploring the Concept with Theory and Data." Psychology of Women Quarterly 20, no. 4 (December 1996): 527–47. http://dx.doi.org/10.1111/j.1471-6402.1996.tb00320.x.
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Recently the focus of sexual harassment research on the harassment of women by men has been challenged. Treatments of sexual harassment of men, however, have generally ignored power differentials between the genders. Our analysis predicts that behaviors identified as harassing by men stem from negotiations of gender in the workplace that challenge male dominance, whereas behaviors experienced by women as sexually harassing reinforce female subordinance. Consistent with our predictions, results indicated the following: men are considerably less threatened than women are by behaviors that women have found harassing; men find sexual coercion the most threatening form of harassment; men as well as women sexually harass men; and men identify behaviors as harassing that have not been identified for women. Results also showed signs of backlash among men against organizational measures that address sexual harassment and discrimination against women. Implications for psychological and legal definitions of sexual harassment of men are discussed.
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Lui, Lake. "Sexual harassment of women in China: the role of liberal sexual attitudes." Social Transformations in Chinese Societies 12, no. 2 (October 3, 2016): 181–96. http://dx.doi.org/10.1108/stics-08-2016-0014.
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Purpose Sexual liberation for women is often seen as a means of empowerment. Yet challenging the conventional Chinese beliefs of what constitutes a “good woman” might threaten men’s power, resulting in sanctioning. This study aims to uncover the link between women’s liberal sexual attitudes and an extreme form of sanctioning – sexual harassment. Design/methodology/approach Using data from Chinese Health and Family Life Survey, structural equation modeling is applied to examine the hypothesized relationships between sexual harassment and individual and community characteristics, as well as the direct and indirect effects of liberal sexual attitudes. Findings The author found that a woman’s liberal sexual attitude has a positive direct effect on sexual harassment. Whether the woman resides in rural or urban areas is not directly linked to sexual harassment, yet liberal sexual attitudes among urban women mediate the effect of geographical location, leading to their greater risk of being harassed. Youthfulness and women having a paid job are risk factors for sexual harassment but self-rated attractiveness is not. Research limitations/implications The results reflect a conservative societal view of women’s sexuality, even though it is often believed that China’s sexual revolution is on the way – which plausibly refers to the greater permissiveness for heterosexual men. This study thus illuminates the importance of gender egalitarianism in the process of liberalization of social and moral attitudes toward sex. Originality/value This study thus illuminates the importance of gender egalitarianism in the process of liberalization of social and moral attitudes toward sex.
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Shi, Xin, and Yong Zheng. "Perception and Tolerance of Sexual Harassment: An Examination of Feminist Identity, Sexism, and Gender Roles in a Sample of Chinese Working Women." Psychology of Women Quarterly 44, no. 2 (June 2020): 217–33. http://dx.doi.org/10.1177/0361684320903683.
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In East Asian culture, where sex is a sensitive subject, many women still have a high recognition threshold when it comes to sexual harassment, as well as a high tolerance for it. Previous research has shown that feminist identity is effective in promoting women’s physical and mental health and buffering against the negative effects of sexual harassment, thus, it is important to clarify the role that feminist identity plays in the perception of sexual harassment. In this study, we examined whether feminist identity is related to the perception and tolerance of sexual harassment and whether feminist identity mediates the relations between sexism, gender roles, and sexual harassment perception and tolerance among Chinese working women. In a survey of 507 participants, we found that active commitment to feminism was positively correlated with women’s perception of sexual harassment, while passive acceptance of traditional gender roles was positively correlated with tolerance of sexual harassment. Mediation analysis showed that active commitment to feminism mediated the relations between sexism, gender roles, and sexual harassment perception, while passive acceptance of traditional gender roles mediated the relations between sexism and femininity with sexual harassment tolerance. We assert that feminist identity has the potential to enable women to be more perceptive and less tolerant of sexual harassment behaviors, and as such, feminist ideology should be incorporated into education for Chinese women.
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Mirhosseini, Zahra, Parisa Pakdel, and Marzieh Ebrahimi. "Women, Sexual Harassment, and Coping Strategies: A Descriptive Analysis." Iranian Rehabilitation Journal 21, no. 1 (March 1, 2023): 117–26. http://dx.doi.org/10.32598/irj.21.1.1797.1.
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Objectives: Sexual harassment is one of the most common workplace issues that female employees may experience. The issue is especially severe for women working in a healthcare setting due to factors, such as unequal hierarchical power, night shifts, and a significant volume of visitors, etc. This study sought to characterize and categorize responses to and causes of acute sexual harassment. Methods: Thirty-nine hospital employees who had experienced sexual harassment were selected for in-depth interviews as part of a qualitative study designed to collect data. Results: The responses were categorized chronologically as pre-, during-, and post-harassment. Preventive strategies were the most notable pre-harassment responses, whereas, during harassment, diffusion, denial, avoidance, and behavioral changes were the most significant responses. Nonetheless, since diffusion, avoidance, non-disclosure, and non-reporting could result in the persistence of the harassment, the post-harassment strategies shed light on the factors that determined the victims' failure to disclose sexual harassment. Discussion: Although women experience sexual harassment in healthcare settings, they typically refrain from reporting it and respond passively to such situations. Formal and informal organizational support for the harassed women can empower them to resist harassers and report their conduct in hospital settings.
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McLaughlin, Heather, Christopher Uggen, and Amy Blackstone. "The Economic and Career Effects of Sexual Harassment on Working Women." Gender & Society 31, no. 3 (May 10, 2017): 333–58. http://dx.doi.org/10.1177/0891243217704631.
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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.
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Dobbin, Frank, and Alexandra Kalev. "The promise and peril of sexual harassment programs." Proceedings of the National Academy of Sciences 116, no. 25 (June 3, 2019): 12255–60. http://dx.doi.org/10.1073/pnas.1818477116.
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Two decades ago, the Supreme Court vetted the workplace harassment programs popular at the time: sexual harassment grievance procedures and training. However, harassment at work remains common. Do these programs reduce harassment? Program effects have been difficult to measure, but, because women frequently quit their jobs after being harassed, programs that reduce harassment should help firms retain current and aspiring women managers. Thus, effective programs should be followed by increases in women managers. We analyze data from 805 companies over 32 y to explore how new sexual harassment programs affect the representation of white, black, Hispanic, and Asian-American women in management. We find support for several propositions. First, sexual harassment grievance procedures, shown in surveys to incite retaliation without satisfying complainants, are followed by decreases in women managers. Second, training for managers, which encourages managers to look for signs of trouble and intervene, is followed by increases in women managers. Third, employee training, which proscribes specific behaviors and signals that male trainees are potential perpetrators, is followed by decreases in women managers. Two propositions specify how management composition moderates program effects. One, because women are more likely to believe harassment complaints and less likely to respond negatively to training, in firms with more women managers, programs work better. Two, in firms with more women managers, harassment programs may activate group threat and backlash against some groups of women. Positive and negative program effects are found in different sorts of workplaces.
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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 (March 17, 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%–100% female), male-dominant (0%–39% female), or at parity (40%–60% female). We used sex-stratified logistic regression models to assess associations between gender parity in industry and occupation and workplace sexual harassment. Findings: Our study of employed adults in the U.S. found that 42% women and 15% men had experienced workplace sexual harassment. Logistic regression analyses indicated that women employed in female-dominated industries (adjusted odds ratio [AOR] = 0.52; 95% confidence interval [CI] = [0.33, 0.81]) and men employed in male-dominated occupations (AOR = 0.55; 95% CI = [0.33, 0.91]) were less likely to have experienced workplace sexual harassment. Women in male-dominated occupations were more likely to report harassment or assault by a supervisor (AOR = 2.41, 95% CI = [1.00, 5.80]), and men in male-dominated occupations were less likely to report harassment or assault by a supervisor (AOR = 0.26, 95% CI = [0.08, 0.89]). Conclusion/Application to Practice: Women in female-dominated industries and men in male-dominated occupations, relative to those with workplace gender parity, are at lower risk for harassment. Women in male-dominated occupations are at greater risk for harassment from supervisors. Gender parity at work is not sufficient on its own to address workplace sexual harassment; normative changes are needed.
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Cui, Can, Yurong Fan, and Siyao Wang. "The Hardship Faced by University Female Students in Sexual Harassment Events." Lecture Notes in Education Psychology and Public Media 30, no. 1 (December 7, 2023): 137–42. http://dx.doi.org/10.54254/2753-7048/30/20231607.
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Sexual harassment is defined as a behavior of sexual violence, often happening when the assaulters outpower the victims, causing hardship for female victims to protest and resist. Women in universities who experienced sexual harassment are facing hardships in the expression of sexual harassment, the protest process, and stigma after harassment happened. The first hardship after sexual assault is aphasia, this may be due to both internal and external factors. The shame and self-loathing may be the internal factors, while external factors are the unjust treatment women received. This aphasia causes women to not fight back and the increasing rate of sexual harassment. Secondly, the dilemma faced by victims of sexual harassment is the dilemma of fighting for their rights. The protection of victims of sexual harassment is sufficient due to the less comprehensive law and the public behavior. Such insufficient protection causes female victims in college not to report the assaults they suffered. Finally, the hardship faced by female victims is the difficulty of protecting their reputation, stigmatization is the main hardship faced by female college students.
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Russell, Brenda L., and Debra Oswald. "When Sexism Cuts Both Ways." Men and Masculinities 19, no. 5 (July 26, 2016): 524–44. http://dx.doi.org/10.1177/1097184x15602745.
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This study explored whether tolerance of sexual harassment of men (TSHM) is driven by a common set of sexist ideologies typically found to be related to tolerance of sexual harassment of women. University students ( N = 433) completed a modified version of the Sexual Harassment Attitude Scale (SHAS) designed to measure TSHM. Predictor variables included sexual harassment myths about women, modern sexism, hostile, and benevolent sexism toward men and women and participant gender. A factor analysis of the measure revealed two reliable factors (sexual harassment as flirtation and minimization of victimization). With the exception of benevolence toward women, men scored higher on all measures of sexism and TSHM, yet correlational patterns showed a similar trend among men and women, suggesting a shared ideological belief that justifies TSHM. Despite differences in participant sex on most measures, participant sex was not a significant moderating variable in regression analyses when examining factors relating to TSHM. These results provide support that tolerance of sexual harassment is driven by a common set of sexist attitudes.
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Nath, Utsa. "#Me Too: Sexual Violence against Men with reference to Workplace." International Journal of Legal Developments & Allied Issues 09, no. 04 (2023): 21–32. http://dx.doi.org/10.55662/ijldai.2023.9401.
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Sexual violence can happen to any soul, no matter irrespective of the age, the sexual attitude, or the gender identity. The majority of rape and harassment incidents involve females, and laws are specifically designed to protect female victims of these crimes. Sexual harassment, which can take many different forms, including physical, verbal, non-verbal, and visual, is an unwanted sexual advance that interferes unreasonably with a person’s ability to fulfil their job duties or produces a hostile, abusive, or objectionable work environment. However, men are not given the same amount of attention as women when it comes to harassment. According to the Discrimination (Employment and Occupation) Convention (No. 111) of 1958, sexual harassment is a type of sex discrimination that is covered by the ILO Committee of Experts on the Application of Conventions and Recommendations (CEACR). Sexual harassment in the workplace is expressly forbidden by the Indigenous and Tribal Peoples Convention (No. 169) of the ILO. The Violence and Harassment Convention, (ILO C190) which was adopted on June 21, 2019, acknowledges everyone’s right irrespective of any gender, to an environment free from violence and harassment at work. The right to equality is described in Article 14 of the Indian Constitution, which also states that it is one of our Fundamental Rights. The challenges addressed by women are, nevertheless, given more attention in the legislation. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, refers solely to “women” and outlines specific remedies and measures for women who have experienced harassment. Through this law, only women’s fundamental rights to life, dignity, and the ability to practice their profession in a setting free of sexual harassment are recognized as being violated. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, should be extended to men as soon as possible. Additionally, the Indian Penal Code should be amended to include some particular parts to protect men from harassment. For both men and women, there must be a desire for “equal access to justice.” Laws that protect men from various forms of harassment, assault, or rape in various settings must be created by the government and legislative bodies.
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Jalal, Salman. "Workplace Sexual Harassment in Non-Governmental Social and Development Sector a Case Study of District Peshawar, Pakistan." Peshawar Journal of Psychology and Behavioral Sciences (PJPBS) 1, no. 1 (July 12, 2015): 33–45. http://dx.doi.org/10.32879/pjpbs.2015.1.1.33-45.
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The present study was designed to study sexual harassment, which concerns mainly with women at workplace and the reasons behind this harassment. The data were collected from different developmental organization INGO’s and NGO’s through a questionnaire. The sample of the study comprised of one hundred and eighty two (N=182) women working at different organizations with minimum experience of four years or above. The findings of the present study revealed that organizational ethics and attractiveness were found to be positively and significantly associated with sexual harassment at workplaces whereas the study showed reveal that familiarity with organization harassment policy was negatively associated with sexual harassment at workplaces. Open sitting or sitting in organizations with shut doors were not significantly associated with sexual harassment at workplace. It was concluded from the findings of the present study that organizational ethics play a a highly significant role in sexual harassment against working women.
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Tinkler, Justine E., and Jun Zhao. "The Sexual Harassment of Federal Employees: Gender, Leadership Status, and Organizational Tolerance for Abuses of Power." Journal of Public Administration Research and Theory 30, no. 3 (November 9, 2019): 349–64. http://dx.doi.org/10.1093/jopart/muz037.
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Abstract Theory and research suggest that sexual harassment is often a dominance strategy used to undermine women’s power, but the precise relationships between government employees’ workplace power, organizational climate, and vulnerability to particular types of sexual harassment remain under-specified. This study analyzes data from the 2016 US Merit Systems Protection Board survey of the federal civilian workforce (the most comprehensive and up-to-date national data on workplace sexual harassment) to test predictions about how employees’ workplace power and their agency’s efforts to mitigate abuses of power affect their likelihood of experiencing sexual harassment. Findings reveal that women in leadership positions report more sexual harassment than non-leaders, and that team leaders (i.e., those without formal supervisory authority) and executives (i.e., those with the most authority) report more sexual harassment than women in middle management. At the organizational level, sexual harassment occurs in workplaces with higher levels of non-sexual aggression and among employees who perceive their agency as less proactive in preventing and responding to social inequity. Taken together, findings suggest that sexual harassment is a dominance strategy not unlike other forms of aggression used to undermine women in power, and that workplace climates that are effective at mitigating abuses of power reduce the likelihood of experiencing sexual harassment. These results have implications for how government agencies can implement policies that not only prevent harassment but also promote democracy and equity among an increasingly diverse federal workforce.
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S, Suma, N. Sandhya, and N. Vevek. "A Comparative Study to Analyse the Effectiveness of Sexual Harassment Policies of IT and Non IT Companies." Ushus - Journal of Business Management 16, no. 2 (April 1, 2017): 1–11. http://dx.doi.org/10.12725/ujbm.39.1.
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The Current study aims at analysing the effectiveness of sexual harassment policies of IT and Non IT companies in India. The researcher has also made a comparison between IT and Non IT companies on the basis of the effectiveness of their sexual harassment policies. The study is based on both secondary and primary data. Secondary data was collected to study the sexual harassment policies of the companies, and primary data has been used to record the opinions of the employees towards the sexual harassment policies of their organization. The sample size of the study is 200. It was found from the study that there are mainly four factors that could be used to measure the effectiveness of the sexual harassment policies namely content, timing, actions and complaints. It was also found from the study that the sexual harassment policies of IT companies are far better than Non IT companies. Researchers have also suggested a few measures to improve the sexual harassment policies of the companies on the basis of existing sexual harassment policies of the surveyed companies and literature review.The Sexual Harassment Act has been enacted with the objective of providing women protection against sexual harassment at the workplace and for the prevention and redressal of complaints of sexual harassment. Sexual harassment is considered as a violation of the fundamental right of a woman to equality as guaranteed under Articles 14 and 15 of the Constitution of India ("Constitution") and her right to life and to live with dignity as per Article 21 of the Constitution. It has also been considered as a violation of a right to practice or to carry out any occupation, trade or business under Article 19(1) (g) of the Constitution, which includes a right to a safe environment free from harassment.India finally enacted its law on prevention of sexual harassment against female employees at workplace. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 ("Sexual Harassment Act") has been made effective on April 23, 2013 by way of publication in the Gazette of India.
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Ropiah, Siti, and Budi Muhammad Taftazani. "The Role of Social Workers in Intervention with Women Victims of Sexual Harassments." Khazanah Sosial 4, no. 1 (February 24, 2022): 90–106. http://dx.doi.org/10.15575/ks.v4i1.16810.
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This article discusses about the problem of sexual harassment of women and the role of social workers in intervention with the victims. This theme was chosen because sexual harassment cases is still reported by various media and oraganizations. There are many kinds of sexual harassment problems experienced by women. In Indonesia, the victims are various, ranging from minors, teenagers and adults. Regardless of the patriarchal culture that exists in Indonesian society, women are entitled to protection from sexual acts. The impact of sexual harassment to women is not only physical but also psychological. The role of social workers is important in helping the victims to recover and fully functoning. This article was written based on literature studies from journals, books, and other documents related to sexual issues against women. The aim is to describe the role of social workers in dealing with women victims of sexual violence in accordance with the values, principles and the code of ethics of social workers.
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Eisenman, Russell. "Dubious Value of the “Reasonable Woman” Standard in Understanding Sexual Harassment." Psychological Reports 77, no. 3_suppl (December 1995): 1145–46. http://dx.doi.org/10.2466/pr0.1995.77.3f.1145.
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There are problems with the “reasonable woman” concept for sexual harassment cases. Also, the 1995 findings of Baird, et al., although statistically significant, identify very small differences between men and women subjects. “Reasonable woman,” as employed in sexual harassment cases, is a culture-bound concept used by some feminists to present a specific worldview in which women are seen in the victim's role, and men are viewed negatively.
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Dewi Utama, Cika Suci, and Nur Kholis Majid. "Pelecehan Seksual dalam Dunia Maya : Studi Kasus Terhadap Penggunaan Media Sosial." Journal of Contemporary Law Studies 2, no. 1 (February 1, 2024): 55–63. http://dx.doi.org/10.47134/lawstudies.v2i1.2106.
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The objective of this research is to identify the factors causing sexual harassment on social media and its impact on gender, as well as to analyze the number of sexual harassment cases that occurred in 2020. The methodology employed in this study involves data analysis from partner institutions of the National Commission on Violence Against Women (Komnas Perempuan) and the Service and Referral Unit (UPR) of Komnas Perempuan. The data encompasses the quantity of sexual harassment cases on social media and cases of violence against women in general. The research findings indicate a significant decrease in the number of sexual harassment cases on social media in 2020, with only 120 institutions returning questionnaires, down from 239 institutions the previous year. However, there is an increase in overall cases of violence against women, with 8,234 cases handled by the partner institutions of Komnas Perempuan. From this study, it can be concluded that despite the decline in the number of sexual harassment cases on social media, cases of violence against women in general continue to rise. This suggests that sexual harassment on social media and violence against women are issues that need continuous identification and serious attention.
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Damanik, Deniansyah, and Ahmad Romzi. "Distorted The Facts An Act Of Sexual Harassment The Perspective Of The Ulamas' Interpretation (A New Approach And Direction In Understanding Facts)." Jurnal Ushuluddin 31, no. 2 (December 31, 2023): 241. http://dx.doi.org/10.24014/jush.v31i2.19626.
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There are so many cases of sexual harassment that have occurred until now, but not a few people have distorted the facts about sexual harassment. Therefore, because this sexual harassment often occurs to women, then what if it is actually a distortion of the facts? That there is no actual sexual harassment! In this paper, we will see how the facts of sexual harassment are distorted from the perspective of the scholars of interpretation, how to reveal actual cases of sexual harassment, and provide a new approach and direction in understanding a fact. This research uses library research, which is sourced from the Koran and a number of books of interpretation. The approach in this study is an interpretive science approach and there are also a number of correspondent, coherent, pragmatism, and legal certainty theories. So it was found that the twisting of the facts of sexual harassment is in the Koran, and other findings in revealing the twisting of the facts of sexual harassment, the scholars of interpretation explain the ways of disclosure such as denying and straightening the actual story, the witness of sexual harassment can be a child, the number of witnesses which is only 1 person, witness statements that are rational (reasonable), quality of evidence, evidence of clues, inanimate objects can be witnesses, presumptions, punishments for sexual harassment cases, women are better at lying, the passions of experienced women are very difficult to control, Sexual harassment is shameful behavior and tends to be covered up, the ability to access the law is not the same between ordinary people and people in power
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Ismawati, Ismawati, Erik Saut H. Hutahaean, and Adi Fahrudin. "Feeling Unsafe Among Female Users of Crowded Public Transportation." KESANS : International Journal of Health and Science 3, no. 1 (October 20, 2023): 38–46. http://dx.doi.org/10.54543/kesans.v3i1.236.
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Introduction: Sexual harassment is a serious problem; it often occurs in public spaces, especially on crowded public transportation. In acts of sexual harassment, women are considered more vulnerable to being victims. The impact of these acts of sexual harassment is the emergence of insecurity among female users; Feeling of security is considered the most important factor when one uses public transportation. Objective: This study analyzes the importance of the insecurity women feel when using congested public transportation. Method: A total of 215 female respondents using dense public transportation were involved in filling out the insecurity scale research questionnaire, the Personal Safety Perception Index. The collected data is then analyzed using correlation and regression statistical techniques. Result and Discussion: The results of the study stated that the insecurity felt by women when using crowded public transportation can influence fear of crime, especially in sexual harassment crimes. Conclusion: It can be concluded that insecurity in women who use public transportation is very influential on the condition both psychologically and physically of the woman
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Hudaifah, Nurus Sa’adah. "Literature Riview: Pelecehan seksual Dilihat Dari Jenis Kelamin dan Gender, Traumatik, dan Hukum di Indonesia." Sociocouns: Journal of Islamic Guidance and Counseling 4, no. 1 (April 15, 2024): 67–82. http://dx.doi.org/10.35719/sjigc.v4i1.125.
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This research aims to find out how sexual harassment exists in Indonesia. Judging from the first three aspects of sexual harassment based on sex, age and gender, the second is to see how the law in Indonesia deals with sexual harassment in Indonesia, the third is to see how far the trauma is deepened by victims of sexual harassment and how to overcome this trauma. This research uses the literture review method with the result that harassment in Indonesia in terms of gender is mostly experienced by women. In the discussion also mentioned the age of victims of sexual harassment from adolescents aged 14 years to adult women while based on gender in this study also mentioned men have also been victims of sexual harassment. Third, based on the existing law in Indonesia is still lacking because after the passing of the law on sexual harassment there has been no further action because it is still not socialised and implemented as the law on sexual violence in the Criminal Code
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Tharumiya, Anurekha K., and Manikandan MK Manicka. "Gender as a Predictor in the Perception of Sexual Harassment Definition." ECS Transactions 107, no. 1 (April 24, 2022): 16391–96. http://dx.doi.org/10.1149/10701.16391ecst.
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Sexual harassment is a pervasive problem across the globe and it is generally viewed subjectively. The review of the literature suggests that individual perception, history of past sexual harassment, and other personal factors influence beliefs concerning the seriousness of the problem. The present study aims to explore the role of socio demographic variables in the definition of sexual harassment. One hundred and sixty-one college students volunteered for this study. Personal profile sheet and Sexual Harassment Definition Questionnaire were used to collect the data. The results of the chi-square test suggested that girls and students who already experienced sexual harassment found larger social incidents as harassment. However, the results of logistic regression found gender as a strong predictor of sexual harassment definition and the history of past harassment was failed to provide a statistical significance. Educating men on male privilege, violence against women, and identifying behaviors in them that are not acceptable by women will be helpful.
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McAdams, Katherine C., and Maurine H. Beasley. "Sexual Harassment of Washington Women Journalists." Newspaper Research Journal 15, no. 1 (January 1994): 127–39. http://dx.doi.org/10.1177/073953299401500113.
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Berdahl, Jennifer L. "The sexual harassment of uppity women." Journal of Applied Psychology 92, no. 2 (2007): 425–37. http://dx.doi.org/10.1037/0021-9010.92.2.425.
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