Different Types Of Harassment Research Articles

Association between Experiences of Different Types of Harassment or Derogatory Treatment and Sexual Harassment among Employees at a Large Swedish University.

Sexual harassment (SH) and other forms of mistreatment continue to be a significant problem at workplaces, leading to negative health and work-related outcomes. Previous studies have mainly examined SH and other types of workplace harassment separately. In this study we investigated whether harassment related to any of the seven Swedish legal grounds for discrimination (sex, transgender identity or expression, ethnicity, religion or other belief, disability, sexual orientation, or age) and derogatory treatment were associated with SH at a large Swedish university. Using cross-sectional survey data obtained from 33% of all staff, multivariable logistic regression analysis was performed to investigate associations between harassment, derogatory treatment, and SH. We found a sixfold increased risk of SH among women with experience of other forms of harassment and a three-times-higher risk among women with experience of derogatory treatment, indicating that SH co-occurs with other forms of mistreatment. This pattern was similar among men, although men reported lower prevalence of mistreatment. Our findings have implications for preventive strategies at academic workplaces indicating that issues related to the defence of power and various types of abusive behaviours, including SH, both need to be addressed to create more equal opportunities for all employees.

Correction: Analyzing and learning the language for different types of harassment.

[This corrects the article DOI: 10.1371/journal.pone.0227330.].

Analyzing and learning the language for different types of harassment.

THIS ARTICLE USES WORDS OR LANGUAGE THAT IS CONSIDERED PROFANE, VULGAR, OR OFFENSIVE BY SOME READERS. The presence of a significant amount of harassment in user-generated content and its negative impact calls for robust automatic detection approaches. This requires the identification of different types of harassment. Earlier work has classified harassing language in terms of hurtfulness, abusiveness, sentiment, and profanity. However, to identify and understand harassment more accurately, it is essential to determine the contextual type that captures the interrelated conditions in which harassing language occurs. In this paper we introduce the notion of contextual type in harassment by distinguishing between five contextual types: (i) sexual, (ii) racial, (iii) appearance-related, (iv) intellectual and (v) political. We utilize an annotated corpus from Twitter distinguishing these types of harassment. We study the context of each kind to shed light on the linguistic meaning, interpretation, and distribution, with results from two lines of investigation: an extensive linguistic analysis, and the statistical distribution of uni-grams. We then build type- aware classifiers to automate the identification of type-specific harassment. Our experiments demonstrate that these classifiers provide competitive accuracy for identifying and analyzing harassment on social media. We present extensive discussion and significant observations about the effectiveness of type-aware classifiers using a detailed comparison setup, providing insight into the role of type-dependent features.

Frequency of violence against nurses and its related factors during cardiopulmonary resuscitation in emergency wards

Context: Workplace violence in the healthcare setting is an important issue in recent years.Aims: The aim of this study was to evaluate the frequency of violence against emergency and cardiopulmonary resuscitation (CPR) nurses and its related factors in teaching hospitals in 2019.Setting and Design: In this cross sectional study, 140 emergency and CPR nurses who worked in hospitals of the Mazandaran University of Medical Sciences randomly selected.Materials and Methods: The workplace violence in the health sector questionnaire was used.Statistical Analysis Used: Data were analyzed using the SPSS software version 20.0.Results: The mean age of the nurses was 34.48 ± 6.07 years with work experience of 10.49 ± 5.93 years. Most of them were female (n = 86; 61.4%) and married (n = 115; 82.1%). A total of 302 different types of harassment were reported during 12 months before the study including physical 55.7%, verbal/bullying 38.6%, sexual 5%, and racial 29.3%. Relatives of the patients were the main perpetrators of the violence. Association between gender and physical and sexual harassments was significant (P = 0.0001 and P = 0.043, respectively). Physical harassment was significantly associated with marital status (P = 0.044), education level (P = 0.034) and worry about workplace violence (P = 0.020). The association between racial violence with the working situation was significant (P = 0.008).Conclusion: Based on results the prevalence of workplace violence against emergency and CPR nurses is a serious problem. Future research must move from descriptive to intervention studies to provide a guideline in clinical settings.

Análisis de los tipos de acoso y discriminación recogidos en los códigos de conducta de las empresas cotizadas en la Bolsa española en el mercado continuo a 31-12-2015

En este trabajo se analizan los diferentes tipos de acoso y discriminación recogidos en los códigos éticos de las empresas cotizadas en la Bolsa española a 31-12-2015. Los resultados muestran que las empresas incluyen una amplia variedad de tipos de acoso y discriminación en su código de conducta, entre los que destaca el rechazo a la discriminación por razón de sexo. Asimismo, el análisis por sectores pone de manifiesto que en todos los sectores no se da la misma importancia a los diferentes tipos de acoso y discriminación.
 Abstract
 In this paper we analyze the different types of harassment and discrimination included in the ethical codes of companies listed on the Spanish Stock Exchange on 12/31/2015. The results show that companies include a wide variety of types of harassment and discrimination in their code of conduct, among which the rejection of discrimination based on sex stands out. Likewise, the analysis by sectors shows that in all sectors, the different types of harassment and discrimination are not given the same importance.

Vulneración de las órdenes de protección por parte de hombres condenados previamente por violencia de pareja

The present study analyzes protective order (PO) violation characteristics in men who had previously been convicted of an offense of intimate partner violence. One hundred and thirty-one condemnatory sentences relating to 80 aggressors are analyzed. Different types of harassment (telephone, domiciliary, going to public places frequented by the victim, etc.) were identified. These behaviors were grouped into three categories: manipulation and seeking reconciliation afterwards, control, monitoring and surveillance, and violence against the victim. The death threats to the victim or people close had occurred in 31.3% and 48% of aggressors who came back to living with his former partner assaulted her again. In conclusion, the OP does not guarantee the ending of abuse or harassment and women who return to her relationship with her ex-partner aggressor are at risk of being re-victimized. The implications for research and clinical practice are discussed.

Flirting With Disaster: Short‐Term Mating Orientation and Hostile Sexism Predict Different Types of Sexual Harassment

We combine evolutionary and sociocultural accounts of sexual harassment, proposing that sexuality-related and hostility-related motives lead to different types of harassment. Specifically, men's short-term mating orientation (STMO) was hypothesized to predict only unwanted sexual attention but not gender harassment, whereas men's hostile sexism (HS) was hypothesized to predict both unwanted sexual attention and gender harassment. As part of an alleged computer-chat task, 100 male students could send sexualized personal remarks (representing unwanted sexual attention), sexist jokes (representing gender harassment), or nonharassing material to an attractive female target. Independently, participants' STMO, HS, and sexual harassment myth acceptance (SHMA) were assessed. Correlational and path analyses revealed that STMO specifically predicted unwanted sexual attention, whereas HS predicted both unwanted sexual attention and gender harassment. Furthermore, SHMA fully mediated the effect of HS on gender harassment, but did not mediate effects of STMO or HS on unwanted sexual attention. Results are discussed in relation to motivational explanations for sexual harassment and antiharassment interventions.

El acoso laboral desde la perspectiva de la prevención de riesgos laborales. Breves apuntes

The article «Harassment in the workplace from the standpoint of the prevention of risks at work» attempts to reflect on the different types of harassment that can take place in the workplace and also the possible means for protecting against them. It aims at establishing what can be identified as such within the indeterminacy per se of what characterizes harassment —drawing a distinction for such purpose between moral, gender and sexual harassment. Once light has been shed on the above, the position of the worker as a victim of such conduct is then determined so as to show in general terms that preventive channels can exist that may prevent harassment in the workplace. Designing certain possible tools for such purpose is what the article attempts to do, in addition to trying to highlight the difficult position in which the victim of this type of conduct finds themselves on many occasions —such conduct always being difficult to prove.

How Students and Teachers View the Seriousness of Peer Harassment: When Is It Appropriate to Seek Help?

When schoolchildren are harassed by peers, it sometimes is necessary to seek help from a teacher. However, students and teachers may have a different sense of when it is necessary. The authors investigated students' perceptions of harassment and help seeking, examining whether students' perceptions are related to popularity and whether perceptions of students and teachers differ. Fourth- and 5th-grade students (classified as popular, average, or unpopular) and teachers were interviewed about different types of harassment. Unpopular children perceived teasing more seriously than teachers and other children; in fact, they said that teasing is as serious as threats and physical aggression. Children often are reluctant to seek help because they believe that doing so will not resolve and may exacerbate the situation; unpopular children in particular fear retribution from the perpetrator. Findings suggest that unpopular children are at risk when teachers do not share their sensitivity regarding danger and the need for help.

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

This research examined the relationships between the antecedents and outcomes of sexual harassment as well as the influence of different types of perpetrators and different types of harassment via a survey of 214 women university employees. Gender harassment was the most frequent type of harassment reported. A canonical analysis indicated that it was not related to age in a linear fashion—both the youngest women and those who were middle aged were particularly vulnerable. Male-dominated environments were associated with gender harassment by higher, equal-, and lower level men. In the case of gender harassment perpetrated by lower and equal-level men, opportunity to interact with them was an important contributor, whereas it was negative perceptions of the organization's sanctions against harassment that were important in the case of gender harassment perpetrated by higher level men. In general, the more formal power that the harassers held over their targets, the more likely the targets were to report experiencing negative outcomes. For example, there were no significant negative outcomes reported in the case of gender harassment by lower level men. Gender harassment and unwanted sexual attention by peers was associated with higher perceived stress and turnover intentions. By contrast, gender harassment of professional women by higher level men was associated with a wide variety of negative outcomes including increased stress, turnover intentions, and negative mood and decreased satisfaction with their supervisor. The exception to this pattern was that gender harassment of clerical staff by higher level men was associated only with decreased work satisfaction.

Sexual Harassment in the U.S. Military: Individualized and Environmental Contexts

Using data from the "1988 DoD Survey of Sex Roles in the Active-Duty Military," this research focuses on individual experience and understanding of sexual harassment in the military work environment as well as impacts of organization context on this behavioral arena. Our results indicate that there is a pervasive pattern of sexual harassment, especially of women, that spans rank and work site contexts. Because the survey was conducted prior to the extensive publicity associated with the Clarence Thomas hearings and the Tailhook scandal, it is possible that respondents understated the extent of different types of harassment. We find that a general harassment environment is highly predictive of individualistic harassment experiences of women and men. We conclude that controlling overt sexual commentary and public behavior is essential for producing a positive nonharassing work situation.