Direct Harassment Research Articles

Virtually Masculine: Queer Men’s Experiences With Harassment in Online Video Games

Video games are an understudied sport featuring social interactions both similar and dissimilar to those in offline sports. While anonymity in online video games could create a space where minoritized groups experience more equitable treatment, offline social inequalities are translated into online video game interactions. Drawing on 20 semistructured interviews and 2,694 survey responses from self-identified queer men, I build a framework for understanding gender, sexuality, and racial/ethnic harassment in online video games. I argue that nerd masculinity is a protest masculinity that uses symbolic harassment to reframe masculine hierarchy online and enforce hegemonic nerd masculinity. With this study, I illustrate the prevalence of symbolic harassment and the channels it may follow to become direct harassment.

Результаты мониторинга гнездовых популяций солнечного орла в Дагестане (Россия) в 2022–2023 гг.

Результаты мониторинга гнездовых популяций солнечного орла в Дагестане (Россия) в 2022–2023 гг.

Emotional Effects and Correlates of Harassment in Female Health Professionals

Harassment is one of the workplace challenges which leads to multitude of issues for both the victim and work organization. A cross sectional study was conducted on 187 female healthcare professionals working in various private and public hospitals chosen through purposive sampling technique from private and public health facilities of Lahore. Data were gathered using harassment experience survey and detailed demographic questionnaire. The study took into consideration both direct and indirect harassment experiences. Findings showed that female healthcare professionals reported significant rate of both indirect harassment experience (82 %) and direct harassment experience (69%). The rate of sexual harassment was reported to be higher in both indirect (75%) and direct (63%) experience groups. Rate of verbal harassment was reported to be 25% in participants of indirect and 37% for direct experience groups. Most of the participants reported to have experienced various psychological problems after facing harassment. Depression and anger were observed to be most reported psychological reactions to sexual harassment, whereas depression and phobia were significantly related to verbal harassment. Experience of harassment faced at workplace makes victims vulnerable towards many psychological problems.

Pertanggungjawaban Pidana Atas Tindak Pidana Pelecehan Verbal Melalui Media Sosial

Sexual crimes are becoming more frequent nowadays, one form of which is sexual harassment through verbal means through social media. Sexual harassment through verbal means that occurs is usually carried out directly, such as whistling, shouting at someone, gestures that appear seductive, and others. As the technology of sexual harassment evolves in the form of writing / typing, seduction, flirting on social media (chat, direct message, and comments), this is of course still as disturbing as direct harassment. The act of verbal sexual harassment through social media is an act against the law that violates Article 27 paragraph (1) of the ITE Law which does not specifically regulate in detail the types of sexual harassment acts. Crimes against decency areregulated in the Criminal Code but not specifically because the Criminal Code does not mention the term sexual harassment. The bill on the elimination of sexual violence that contains sexual harassment has not yet been passed, while the law that was enacted to prevent acts of verbal sexual harassment through social media is still limited.

Harassment di Lingkungan Kerja dalam Drama Eiji Harasumento Karya Uchidate Makiko

The tittle of this research is “Workplace Harassment in Eiji Harasumento drama by Makiko Uchidate”. The purpose of this research is to know the forms of harassment in the workplace which is reflected in Eiji Harasumento drama and also to know the character's efforts in the face of the harassment. The collected data was then analyzed using descriptive analysis method. There are three theories used which are the Theory of Sociology Literature of Wiyatmi (2013), Harassment Theory of Beran & Li (2002) and Semiotics Theory of Danesi (2004). The results of the data analysis shows that in the Eiji Harasumento drama there is a repeated form of harassment but it is done by different characters. 70% harassment is a direct harassment whereas 30% is indirect harassment. Verbal direct harassment is found in 85% from all of direct harassment. While a partly data show is nonverbal direct harassment. Mostly direct harassment is doing by superiors and colleagues on female characters, but there are also data showing harassment by subordinates to superiors in the Eiji Harasumento drama. While overall of indirect harassment doing by fellow woman either by superiors or women of the same position.Then the character's efforts in dealing with abuse are mostly shown by the female characters either directly or indirectly efforts.

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

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

Exposure to negative acts at work, psychological stress reactions and physiological stress response

ObjectivesThe overall aim of the study was to test the association between exposure to negative acts at work, psychological stress-reactions and cortisol secretion and whether some negative acts are more detrimental to health than others. MethodsA questionnaire study included 1010 respondents from 55 workplaces. Three saliva samples collected from the participants at awakening, 30min later and at 20:00 during a workday were analysed for cortisol concentrations. Negative acts were measured using a modified version of the revised Negative Acts Questionnaire (to measure bullying behaviour). Factor analyses identified four subscales: social isolation, direct harassment, intimidating behaviour and work related acts. Psychological stress-reactions were measured by the Impact of Event Scale (IES) measuring traumatic stress-reactions. ResultsHaving controlled for gender, age, other traumatic incidents and physical violence, multiple regression analyses showed significant linear associations between social isolation and the three IES scales: hyper-arousal, intrusive thoughts, and avoidance behaviour. Work-related negative acts were significantly associated with all three outcome scales though to a lesser degree, whereas direct harassment was only associated with avoidance behaviour. Intimidating acts were significantly associated with hyper-arousal. We found significantly reduced levels of cortisol concentration for exposure to direct harassment and intimidating behaviour. ConclusionThe results show that some negative acts such as direct harassment and intimidating behaviour are associated with psychological stress-reactions and a negative physiological stress response. Extending previous research this indicates that some negative acts are more detrimental than others in so far as exposure to these acts affects both psychological and physiological health.

Stalking: old behaviour new crime. Reflections on 11 cases assessed in the judicial district of Bari

Specific definitions aside, the behaviours that are generally associated with stalking may be classified into three categories of acts: 1) following (including showing up at the victim's home and workplace, maintaining surveillance, and setting up coincidences); 2) communicating (by telephone, mail, leaving notes, graffiti, gifts, e-mail, and internet); including the ordering of goods and services in the victim's name; 3) attacking or committing acts of violence (threats, direct harassment of the victim or of people close to the victim, damaging of personal goods, false accusations, physical or sexual violence). The work here presented proposes to find empirical confirmation of the data cited in the scientific literature with particular attention paid to the studies carried out by Mullen, Pathé, Purcell and Meloy who proposed a criminological diagnostic category for stalkers, delineating their behaviors . We go on to highlight patterns of behavior, as well as physical and social characteristics as postulated by these authors, and found in the molesters investigated in this study.

The Experiences of Bystanders of Workplace Ethnic Harassment

The present research examined the experiences of individuals who witnessed or knew about ethnic harassment of their coworkers. Through 3 studies, we found that knowledge of other people's harassment was differentiated from personal experiences as a target and was associated with deleterious occupational, health‐related, and psychological consequences beyond those accounted for by direct harassment and affective disposition. Ethnicity and gender did not moderate these relationships. Knowledge of others' ethnic harassment can therefore be construed as bystander harassment. Results also indicated that bystander and direct harassment were relatively common occurrences. Both harassment types contributed to how ethnic conflict is experienced. The consequences of ethnic harassment are not restricted to ethnic minority employees. Rather, everyone is at risk from such behaviors.