Harassment Of Employees Research Articles

Judge dismisses employee harassment claim

Title VII

FENOMENA TIDUR BERSAMA BOS : POTRET DOMINASI PRIA DI TEMPAT KERJA

This is a conceptual article discussing the phenomenon of staycations, or vacations taken in the same location as one's workplace, between bosses and female employees that has gone viral on social media. This practice can potentially lead to sexual harassment of female employees and reaffirms the domination of men over women in the workplace. Furthermore, many staycation victims are reluctant to report incidents due to a lack of trust in the state's protection system for its citizens. In this article, the author will discuss factors that contribute to victims' reluctance to report such harassment, such as gender inequality and power imbalances in work relationships. As a solution, an active role is needed from the government and companies to ensure the safety and protection of employee rights, especially for women. In addition, there is a need for increased awareness and education about workers' rights and self-protection against sexual harassment in the workplace.

Gender Inequality and Harassment at Workplace

The myth of workplace harassment and gender inequality is widely accepted. Since ancient times, it has also been common practice for people, particularly women, to be treated differently from males even when they both perform the same task. Women have experienced prejudice in a variety of contexts, and the workplace is only one of them. The inequality may manifest as a lower-paying position due to sex, frequent unfair treatment, being passed over for promotion, and physical and mental harassment of employees, particularly women. Insulting them, calling them names or using insults that are offensive, sexually harassing them, etc. Even if the world has changed, there are still many little traditions and customs that remain unchanged. This essay discusses discrimination and harassment in both rural and urban populations in general. Through a questionnaire, this publication also includes reader opinions and viewpoints. Understanding the history and present of gender discrimination and harassment in the workplace is the key goal. The world has struggled with these problems over time and is currently working to find solutions. In this nation, it is forbidden to discriminate against women. It is forbidden to discriminate against someone on the grounds of their race, colour, religion, national origin, or sex, according to Title Vll of the Civil Rights Act of 1964. Employees who file a claim of workplace discrimination are likewise protected by this law. Laws like the Equal Pay Act of 1963 forbid paying women less than their male peers in the workplace. This law also safeguards against sexual harassment, encourages gender equality at work, and guarantees a healthy working environment. Urban areas are more developed than rural ones. Therefore, an effort is made to explain the prevalence of gender discrimination and harassment at work as well as the laws and legal requirements that apply to such behavior. This essay contains an introduction to the idea, justifications, and instances of workplace discrimination and harassment. Although it is unknown where these customs came from, estimates are still made to provide a general understanding of their history. This essay also includes the author's own investigation into the topic of gender discrimination among workers, which was conducted using questionnaires in the rural Karnataka communities of Belthangady, Laila, and Mangaluru. The author's opinions, recommendations, and conclusion are included in this document.

Sexual Harassment of Women in Higher Academia: A Study with Special Reference to Teacher–Student Relation

Sexual harassment is one of the major challenges in academia in India and abroad. It has been manifested in various forms such as physical, verbal and non-verbal harassment. At times the issue of sexual harassment goes unreported and where it is reported, to what extent it is addressed and how effectively it is handled by the authorities responsible to prevent the same is an issue of concern. The paper explores through case studies, the nature and magnitude of sexual harassment in institutions imparting higher education. It attempts to understand the nature of sexual harassment of women in such institutions and to find the legal and procedural mechanism to prevent and control sexual harassment of students and employees in academia. The paper argues that the law on prevention of sexual harassment of women in the workplace has various gaps which need to be addressed for doing justice to the complainant and accused of sexual harassment. The paper attempts to provide suggestions for dealing with the deficiencies of the Act of 2013 and the rules made under it. The research methodology applied in this research is primarily doctrinal and is based on secondary sources such as research papers, case studies, case comments, reports, commentaries, media reporting, books, human rights instruments and judicial decisions. The researchers have made a case study of 30 cases, and 15 representative cases have been incorporated into the present study.

Suffering doubly: Effect of cyberbullying on interpersonal deviance and dual mediating effects of emotional exhaustion and anger.

Research on employee harassment, in the form of workplace bullying, has increased over the past decade. However, there is little research on the prevalence and impact of cyberbullying, a type of cyber-related violence in the workplace. Thus, it would be interesting to examine the impact of cyberbullying on interpersonal deviance through the serial mediating effect of emotional exhaustion and anger. Drawing from the conservation of the resource theory and the affective event theory, this proposed study clarifies the mediating effects of emotional exhaustion and anger. The time lag approach was used to collect the data from the sample of 385 employees in the telecommunication sector of Pakistan. By employing SPSS and PLS, bootstrapping was performed to conduct the mediation analysis. Findings indicated that workplace cyberbullying increased interpersonal deviance by enhancing emotional exhaustion and anger. The current research contributes to the literature by considering the behavioral outcomes of workplace cyberbullying with the practical implications for human resource practitioners.

Sexual Harassment of Female Employees in The Workplace: Imperative For Stringent Legal And Policy Frameworks In Nigeria

The central objective of the article was to investigate the challenges posed by work-associated sexual intimidation of female workers and whether there were binding legislative and policy frameworks to address the problem in Nigeria. To achieve the aim, the study adopted both doctrinal and comparative approaches by evaluating some available literature in the area and comparing Nigeria’s position with some selected foreign jurisdictions with legislative provisions barring harassment. The article also adopted some theoretical models to explain the possible reasons for sexual harassment. It was discovered that the menace of sexual harassment at workplace has received a robust attention domestically and globally from researchers and organizations with available data showing that the despicable practice occur both in public and private establishments and that it has considerable negative effects on employers as well as on the health and psychological welfare of employees. The work revealed that unlike some other countries, Nigeria lacked precise anti-sexual harassment legislation and that the extant national legislative frameworks on sexual-related offences are inadequate to effectively curb the problem. Thus, the article recommended that there is need for stringent legal and policy frameworks to be put in place in Nigeria in order to tackle the hydra-headed problem of job-related sexual harassment as are obtainable in the three foreign jurisdictions examined in the paper.

Sexual Harassment against Female Nurses at Hospitals in Jakarta, Indonesia

Sexual harassment of female employees in the workplace is a pervasive problem, especially in hospitals that rely on nurses to deliver medical care through physical contact with several patients, therefore increasing their risk of sexual harassment. The purpose of this study is to examine the circumstances and experiences of sexual harassment against female hospital nurses in Jakarta, Indonesia. The research employed a qualitative, phenomenological approach, with eight informants participating in In-Depth Interviews and coding analysis. According to the subjects of the study, sexual harassment happened during work hours, making them victims. Sexual harassment can range from subtle to overt, from gestures to physical assault. The majority of perpetrators are male. While female nurses are providing medical treatment, visiting patients, or engaging in training, sexual harassment may occur. The findings point to preventative strategies such as policy development, training, and increasing public awareness of sexual harassment, as well as a coping strategy that involves assisting victims in reporting their experiences through an established grievance procedure system to reach a fair resolution.

Corporate Governance in the # MeToo Era: A Compact, In‐Class Case*

With the rise of the #MeToo movement, workplace harassment has become an important board issue. Despite this, little has been written on the role that boards, and governance in general, should play in reducing the potential for employee harassment in the workplace. This compact, in-class teaching case, which is based on an actual employee lawsuit in Canada, fills this gap by reviewing the role of the board in addressing employee workplace harassment. The case takeaways focus on the steps boards should take once they receive an employee harassment complaint, the policies and procedures boards must ensure are in place to protect their employees from workplace harassment, and the options available for students if they encounter workplace harassment in their future careers. The case concludes by reviewing best practices for recruiting board members as well as deciding on the future of the organization's president.

Review of Varied Perceptions of Sexual Harassment and Its Implication in the Workplace

This paper reviewed the perception of sexual harassment of employees in the work environment. It examined the nature of sexual harassment, its causes and its implication on the Nigerian worker. A review of related works of literature on the topic under study was done and the paper shows that workplace sexual harassment is a social problem that depends on gender, context and perceived ideology. It also buttressed that apart from the social and political factors that make women more vulnerable to sexual harassment than men, cultural factors play a prominent role. The researchers recommend among other things that psychological dynamics underlying the perception of sexual harassment should be examined critically by researchers, in order to be able to identify harassment that is just a figment of the perceiver’s imagination and actual sexual harassment. Also, victims of sexual harassment should be protected by stringent legislation to deter any harasser in the workplace, and there should be a forum for victims to report and voice out their grievances.

Uganda\u2019s response to sexual harassment in the public health sector: from \u201cDying Silently\u201d to gender-transformational HRH policy

IntroductionSexual harassment is a ubiquitous problem that prevents women’s integration and retention in the workforce. Its prevalence had been documented in previous health sector studies in Uganda, indicating that it affected staffing shortages and absenteeism but was largely unreported. To respond, the Ministry of Health needed in-depth information on its employees’ experiences of sexual harassment and non-reporting.MethodsOriginal descriptive research was conducted in 2017 to identify the nature, contributors, dynamics and consequences of sexual harassment in public health sector workplaces and assess these in relation to available theories. Multiple qualitative techniques were employed to describe experiences of workplace sexual harassment in health employees’ own voices. Initial data collection involved document reviews to understand the policy environment, same-sex focus group discussions, key informant interviews and baseline documentation. A second phase included mixed-sex focus group discussions, in-depth interviews and follow up key informant interviews to deepen and confirm understandings.ResultsA pattern emerged of men in higher-status positions abusing power to coerce sex from female employees throughout the employment cycle. Rewards and sanctions were levied through informal management/ supervision practices requiring compliance with sexual demands or work-related reprisals for refusal. Abuse of organizational power reinforced vertical segregation, impeded women’s productive work and abridged their professional opportunities. Unwanted sexual attention including non-consensual touching, bullying and objectification added to distress. Gender harassment which included verbal abuse, insults and intimidation, with real or threatened retaliation, victim-blaming and gaslighting in the absence of organizational regulatory mechanisms all suppressed reporting. Sexual harassment and abuse of patients by employees emerged inadvertently.Discussion/conclusionsSex-based harassment was pervasive in Ugandan public health workplaces, corrupted management practices, silenced reporting and undermined the achievement of human resources goals, possibilities overlooked in technical discussions of support supervision and performance management. Harassment of both health system patients and employees appeared normative and similar to “sextortion.” The mutually reinforcing intersections of sex-based harassment and vertical occupational segregation are related obstacles experienced by women seeking leadership positions. Health systems leaders should seek organizational and sectoral solutions to end sex-based harassment and make gender equality a human resource for health policy priority.

Qualitative Research on Sexual Harassment Experiences of Beauty Service Workers

The purpose of this study was to analysis sexual harassment perceived by beauty service workers through qualitative research on in-depth interviews. The participants of this research were beauty service workers with 20 years of experience and a snowball sampling method was used. The data collection adopted and unstructured interview method to in-depth interview the subjects’s job characteristics and sexual harassment experienced by the study subjects and the beauty service process. In the data analysis, an inductive analysis of the interview content was conducted and the results were obtained through expert group meetings to secure the validity of this qualitative research. Also, the truthfulness strategy of this study was the review between participations and the triangulation verification method. The results of this series of qualitative research methods are as follows. Sexual harassment perceived and experienced by beauty service workers are: First, gender harassment; second, sexual harassment as job recognition; third, physical contact (sexual molestation); fourth, unwanted sexual interest and coercion; fifth, sexual harassment of employees.

Management perceptions of sexual harassment of hotel room attendants

ABSTRACT This research addresses calls for organizational perspectives of guest-initiated sexual harassment of employees; in this case, hotel room attendants. Workers, such as room attendants, working in jobs with high customer interaction, are particularly liable to sexual harassment. This exploratory study investigates the perspectives of personnel from hotel executive management as to how they understand and manage guest-initiated sexual harassment. To ascertain the level of management awareness of this issue, in-depth interviews were conducted with nine Directors of Human Resources (DHR) and two Executive Housekeeper Managers (ExHk) from nine five-star hotels in Brisbane, Australia. The outcome of our grounded theory analysis identified distinct areas within the praxis of DHRs’ and ExHks’ hotel operations given the results revealed hotel management had little knowledge of any sexual harassment by guests and therefore implemented few preventative strategies. From an epistemological perspective of socialist feminism, this research expands the field of knowledge related to room attendant employment, with implications for employer strategy and employee welfare in hotels.

Accepting or rejecting the label: how gay employees cope with harassment at work

PurposeThe purpose of this paper is to understand how gay employees, as labeled deviants, cope with heterosexist harassment at work in an Asian culture of hegemonic heterosexual masculinity, using the modified labeling theory.Design/methodology/approachUsing qualitative research approach, in-depth interviews were carried out with 16 self-identified gay employees.FindingsResults revealed how the coping strategies of gay employees, in the face of harassment, are entwined with the labeling and stigma leading to diverse and complex coping strategies. Several broader coping strategies were thus identified based on whether the participants accepted the label of deviance and stigma and whether they were open about their sexuality. These broader coping strategies are support seeking, confrontation, inaction, quitting and, stigma and labeling avoidance strategies. Under these broader strategies, there were also sub strategies such as seeking social support, organizational support, legal support the support of the wise, as well as secrecy and social withdrawal.Originality/valueThese findings will advance the knowledge in coping strategies of heterosexist harassments at work as well as knowledge in harassment of gay employees, in hegemonic heterosexual cultures.

Debate: Bullying and harassment of lesbians, gay men and bisexual employees: findings from a representative British national study

Our knowledge about bullying and discrimination in the workplace has grown exponentially over the last decade (Nielsen and Einarsen, 2010). It has been established beyond doubt that a substantial p...

Customer Domination at Work: A New Paradigm for the Sexual Harassment of Employees by Customers

This Article introduces a novel legal paradigm—customer domination at work—to address the sexual harassment of employees by customers. This new approach challenges the prevailing paradigm, which focuses on the employer-employee binary relationship. I show how, under current Title VII law, the prevailing paradigm leads to a weaker form of employer liability than other instances where employers are liable for the sexual harassment of their employees. The protection for workers is also limited. The same is true of two other legal regimes discussed in the Article: Germany and Britain. More importantly, I argue that the prevailing paradigm precludes a true understanding of the problem of third-party harassment that recognizes the power of customers within an employer- employee-customer triangular relationship, seeing the customer as integral to the organization of work. Within the triangular relationship, customer domination at work is created, consisting of three aspects: masculinity, authority, and service market power. Customer domination is shaped and reinforced by employers, and is exploited by customers in these cases of harassment. This should lead, I claim, to placing stricter legal liability on employers, incentivizing them to change workplace practices that provide customers with such power, and to customers bearing legal responsibility that parallels employer liability.

The Relationship between Sexual Harassment and Job Satisfaction in the Context of Retailing Industry in China

The purpose of this study is to investigate the relationship between sexual harassment and job satisfaction in one of the China’s retailing company. A total of 103 respondents from one of the China’s retailing company are selected as respondents and thus data is analyzed based on the completed questionnaires. Sexual Experiences Questionnaire (SEQ) and Job Satisfaction Survey are employed as measurement tools to measure the sexual harassment and job satisfaction of employees separately. Descriptive analysis, correlations analysis and multiple regression analysis are utilized to analyze the collected data. The main findings revealed that sexual harassments, verbal conduct of sexual harassments and physical conduct of sexual harassments have a significant and negative relationship with job satisfaction and the non-verbal conduct of sexual harassment is not significantly related to the job satisfaction. The dominant element of sexual harassment is physical conduct of sexual harassment affecting on job satisfaction mostly among female employees in the organization. In addition, it is also found that the moderate level of sexual harassment creates a low level of job satisfaction in the organization. Furthermore, the dominant sexual harasser is often a colleague, followed by a superior, customer and others. Several recommendations are suggested for the company and for future researches.

Probing social media harassment

Purpose The purpose of this paper is to examine the process of investigation of employee harassment via social media to develop best practices to help organizations conduct such investigations more effectively. Design/methodology/approach It reviews the technical, managerial and legal literature to develop guidance for organizations conducting investigations of employee harassment via social media. Findings Organizations may not have effective procedures for the investigation of social media misuse, in general, and employee harassment via social media, in particular. This paper provides guidance for organizations to conduct investigation of employee harassment via social media more effectively. Originality/value The paper consolidates the fragmented discussion of investigation of social media misuse with regard to employee harassment via a literature review across technical, managerial and legal disciplines. The paper provides guidance to support organizations for conducting investigations of employee harassment via social media more effectively.

Employment Law

Sexual Harassment: Former employee's harassment suit allowed to continue Free Speech: Context of employee's speech dooms her suit Religious Freedom: Former employee's suit still alive

Work harassment and local government employees: Australia and USA

Purpose – The purpose of this paper is to compare the impact of management and colleagues on the perception of work harassment and outcomes of local government employees in Australia and the USA. Design/methodology/approach – Completed surveys from local government employees (265 from the USA and 250 from Australia) were analysed using structural equation modelling and an ANOVA. Findings – The results depict support for the overall measurement and structural models showing that workplace relationships impact on work harassment, and in turn employee outcomes (psychological wellbeing and Organisational Citizenship Behaviour-Individual (OCB-I)), although not all paths were accepted for each country. Statistically significant differences were found between the Australian and USA samples for both the measurement and structural models, with the sample from the USA showing much higher levels of satisfaction with workplace relationships, higher levels of psychological wellbeing, OCB-I, and lower perceptions of work harassment. Practical implications – The findings provide implications that Australian and US local government employees, positioned closest to the public, experience work harassment probably as a result of chronic under-resourcing both in terms of manpower and other resources, and coupled with unrealistically high-performance targets. The results depict that such work harassment is resulting in lower psychological wellbeing (USA only) and lower extra-role behaviour associated with OCB-I (Australia and USA). Originality/value – The value of this paper is that it benchmarks the impact of workplace relationships on work harassment for local government employees across two Anglo-American countries.

Investigating employee harassment via social media

Purpose– The purpose of this paper is to examine the process of investigation of employee harassment via social media to develop best practices to help organisations conduct such investigations more effectively.Design/methodology/approach– It reviews the technical, managerial and legal literature to develop guidance for organisations conducting investigations of employee harassment via social media.Findings– Organisations may not have effective procedures for the investigation of social media misuse, in general, and employee harassment via social media, in particular. This paper provides guidance for organisations to conduct investigation of employee harassment via social media more effectively.Originality/value– The paper consolidates the fragmented discussion of investigation of social media misuse with regard to employee harassment via a literature review across technical, managerial and legal disciplines. The paper provides guidance to support organisations for conducting investigations of employee harassment via social media more effectively.