Levels Of Harassment Research Articles

PROTOCOL: The effects of road infrastructure, and transport and logistics services interventions on women's participation in informal and formal labour markets in low- and middle-income countries: a systematic review.

PROTOCOL: The effects of road infrastructure, and transport and logistics services interventions on women's participation in informal and formal labour markets in low- and middle-income countries: a systematic review.

Sexual harassment experienced by police staff serving in England, Wales and Scotland: A descriptive exploration of incidence, antecedents and harm

An online survey (N = 1,776) was conducted with support staff to explore the type and incidence of sexual harassment within the police working environment and the explanatory value of known antecedent factors. Univariate results indicated that the highest levels of sexual harassment were associated with sexual banter, reported by three quarters of those surveyed, and diminishing levels of exposure to more serious types of harassment. Multivariate analyses showed statistically significant associations between levels of exposure and organisational variables but few demographic factors. Having established a better understanding of salient risk factors, the discussion identifies implications for organisational preventative interventions.

Divine Discrimination: Gender Harassment and Christian Justification

The present study investigated the relationship between gender harassment, or acts which convey demeaning attitudes about women, and college adjustment. Additionally, we explored whether Christian attribution, or the perception that the perpetrator was motivated by their Christian/Catholic beliefs to harass, moderated the relationship. Two hundred and twenty-three female-identified students attending a Catholic university in a large city completed the Gender Experiences Questionnaire (Leskinen & Cortina, 2014) and a separate measure of the specific dimension of sexuality policing, indicated whether they made a Christian attribution for experienced harassment, and completed the Student Adaptation to College Questionnaire (Baker & Siryk, 1989). Christian attribution was not found to moderate the relationship between gender harassment and college adjustment. However, it was found to moderate the relationship between sexuality policing and college adjustment by potentiating its negative effects at lower levels of harassment. Implications and future directions are discussed.

Wages, performance and harassment

Higher wages reduce workplace harassment directly by raising the cost for harassers, indirectly by attracting agent types who file complaint if harassed. I show that low wage-high harassment combinations are neither compatible with effort objectives nor collusion-proof. Better internal compliance structures (lower cost of filing complaint, accurate and speedy investigations) reduce the wage bill and/or the frequency of harassment but also narrow the range of feasible anti-harassment targets. Wages and harassment risks should be negatively correlated across organizations with similar and effective compliance structures, whereas organizations with less effective compliance structures must pay higher wages to induce the same harassment level.

Attractants for wild pigs: current use, availability, needs, and future potential

Populations of wild pigs (Sus scrofa) are burgeoning around the globe, and they are currently the target of extensive research and management efforts. Wild pigs are a highly successful invasive species that cause extensive damage to agriculture and native plant and animal communities. Lethal control is the most common management strategy used to reduce wild pig populations and their damage, and many lethal strategies rely on luring wild pigs to a specific location. Most commonly, a food commodity such as corn or maize (Zea mays) is used for attracting wild pigs to a site, but baiting with food is sometimes prohibited under wildlife laws, and visitation can be variable due to availability of alternative foods, level of harassment by humans, and acceptance of novel food source, devices, and activity. Wild pigs are highly adaptable with refined senses that enable them to interact with their environment and conspecifics in a complex manner. Wild and domestic pigs share keen senses, though differences exist due to suppressed stimuli, evolutionary gains and losses, or other factors related to needs for survival and fitness. Wild pigs routinely rely on acute olfaction to locate food, detect predators, and communicate with conspecifics. A pig’s sense of taste is also considered to be refined and more acute than that of humans. An abundance of evaluations regarding various attractants for wild pigs has been conducted over the last several decades; yet, a scarcity of conclusive results on which attractants to use when and where still exists. As such, we undertook a comprehensive review of available information on potential attractants that could be used to aid management strategies of wild pigs such as hunting/shooting, trapping, pharmaceutical delivery, or density estimation. To complete this review, we assimilated and synthesized the most relevant literature, provide recommendations, and identify attractant evaluation needs for the enhancement of the global management of wild pigs.

The Sexual Harassment-Suicide Connection in the U.S. Military: Contextual Effects of Hostile Work Environment and Trusted Unit Leaders.

Sexual harassment has been associated with suicidal behaviors, and with the rise in suicides in the U.S. military, sexual harassment's role in suicide has been of growing interest. Lacking are studies that examine group- or unit-level variables in the relationship of sexual harassment to suicidal behaviors (thoughts, plans, and attempts). In this study, survey data from soldiers (12,567 soldiers in 180 company-sized units) who completed the Unit Risk Inventory administered during calendar year 2010 were analyzed using hierarchical linear modeling. At the individual level, sexual harassment was associated with a fivefold increase for risk of suicide. Reporting that leaders could be trusted was associated with a decreased suicide risk by about one-third. There was no statistically significant interaction between sexual harassment and trusted leaders in predicting the suicidal behaviors. At the group level, units or companies having higher levels of sexual harassment also had soldiers three times more at risk for suicide. A cross-leveling effect was also observed: Among units having higher levels of sexual harassment, the negative correlation (buffering effect of unit leaders on suicidal behaviors) was diminished. Implications of findings for preventing sexual harassment and suicide risk are discussed.

Coparenting relationship trajectories: Marital violence linked to change and variability after separation.

Associations between marital intimate partner violence (IPV) and postseparation coparenting relationship trajectories were examined among 135 mothers who participated in 5 interviews at 3-month intervals in the year following their divorce filing. Growth curve analysis was conducted to assess change and variability in coparenting dimensions (i.e., conflict, support, communication about child rearing, and harassment) in the overall sample and by type of IPV. In the overall sample, coparenting conflict, communication about child rearing, and harassment decreased across the year following separation. However, coparenting relationships differed considerably based on marital IPV experiences. At Time 1, mothers in relationships with coercive controlling violence (CCV) reported higher levels of harassment and conflict, and lower levels of support and communication about coparenting, than mothers with situational couple violence (SCV) or no violence (NV). Furthermore, coparenting relationship trajectories differed significantly by IPV group, with mothers who experienced CCV showing more variability in conflict and harassment, and more marked changes in conflict, support, and harassment. Despite many similarities, mothers with SCV showed higher initial levels of harassment compared to mothers with NV. Findings can support family court and social service professionals' efforts to individualize interventions with divorcing parents based on IPV experiences. In cases of CCV, for example, attention to heightened control dynamics in the immediate separation period remain critical but the persistent volatility across the first year suggests the potential for chronic stress. With SCV, practitioners may be able to capitalize on parents' reasonable levels of communication and steady coparenting support. (PsycINFO Database Record

The unprofessional professional: do lawyers need rules?

ABSTRACTA lawyer's behaviour derives from their own principles and values, the norms of professionalism, the professional conduct rules and the common law. In the past, much emphasis has been placed upon the first two sources as they formed the basis of self-regulation and influenced the development of legal ethics. Recently, the Australian codes of ethics explicitly detail an increasing range of duties which might reasonably have been thought to be implicit characteristics of sound ethical values and professionalism, for example, a duty to be civil, and an explicit prohibition against harassment, intimidation and bullying. Such additions have been deemed necessary as a response to increasing concerns about lawyer incivility and empirical reports detailing high levels of harassment, intimidation and bullying within law firms. We suggest that the expansion of duties in the codes raises intriguing and troubling questions: Does the expansion of duties in the codes suggest that lawyers, as a group, need rules to act virtuously and professionally? And if so, has this always been the case, or have external factors such as an increasingly complex environment, the rise of commercialism and an increasingly diverse profession, changed the way lawyers see themselves both as moral agents and as professionals?

A gap in the sport management curriculum: An analysis of sexual harassment and sexual assault education in the United States

Sport is a space possessing a permissive rape culture due to its masculine culture, and male-dominated professions have higher levels of sexual harassment and incivility compared to those industries that are gender equal or female-dominated. This research examined sport management students’ education and training on sexual harassment and sexual assault. Findings demonstrate that less than 50% of students are exposed to education on sexual harassment (46.1%) or sexual assault (35.9%) in the classroom, and less than 40% are exposed to training on sexual harassment (39.6%) or sexual assault (28.4%) in the internship setting. Students may be entering the professional workforce without the proper knowledge and training in regards to these issues.

‘Talk about a Cunt with too Much Idle Time’: Trolling Feminist Research

Given the growing popularity of online methods for researchers and the increasing awareness of the levels of harassment and abuse directed at women online—especially women expressing feminist views—it is critical that we address the implications of online abuse for feminist researchers. Focussing on an often hidden yet significant part of our methodological decisions and recruitment, this paper details the online abuse levelled by men's rights activists against a research project on women's experiences of men's stranger intrusions in public space. It argues for the need to locate such experiences within a violence-against-women frame, extending the concept of a continuum of sexual violence. Such an extension renders visible the added labour of ‘safety work’, which forms an invisible backdrop to the methodological decisions of many feminist researchers.

The association between male-biased sex ratio and indicators of stress in red-spotted newts

In populations with a male-biased operational sex ratio, coercive mating by males can have fitness consequences for females. One component of reduced fitness for females in populations with a male-biased OSR may be greater activation of the stress response, resulting in higher corticosterone release rates (CORT; a glucocorticoid stress hormone in amphibians). We test the hypothesis that a male-biased sex ratio affects female activity and release rates of CORT and testosterone (T) in male and female red-spotted newts (Notophthalmus viridescens). First, we evaluated if chemical cues from a male-biased sex ratio affect activity and CORT release rates in females. We predicted that females exposed to chemical cues of three males would be less active and have higher CORT release rates than those exposed to chemical cues of one male. Second, we measured CORT release rates of red-spotted newts in field enclosures with either a male-biased or a female-biased sex ratio. We predicted that females in the male-biased treatment would have higher CORT and T release rates than those in a female-biased treatment, owing to higher levels of male harassment. We also predicted that males would have higher CORT and T release rates in male-biased treatments due to higher levels of male-male competition. Females were not less active in response to chemical cues from more males over fewer males, but there was a positive relationship between female activity and CORT when they were exposed to the cues of three males. We also found that females, but not males, in the male-biased sex ratio treatment had higher CORT and T release rates than those in the female-biased treatment. Our results support the hypothesis that a male-biased sex ratio leads to a higher stress response, which may underlie the observed decrease in immune function and body condition in previous work exposing female red-spotted newts to a male-biased sex ratio. This study furthers our understanding of the mechanistic basis for costs associated with a male-biased sex ratio in a pond-breeding amphibian.

Artificial selection on male genitalia length alters female brain size.

Male harassment is a classic example of how sexual conflict over mating leads to sex-specific behavioural adaptations. Females often suffer significant costs from males attempting forced copulations, and the sexes can be in an arms race over male coercion. Yet, despite recent recognition that divergent sex-specific interests in reproduction can affect brain evolution, sexual conflict has not been addressed in this context. Here, we investigate whether artificial selection on a correlate of male success at coercion, genital length, affects brain anatomy in males and females. We analysed the brains of eastern mosquitofish (Gambusia holbrooki), which had been artificially selected for long or short gonopodium, thereby mimicking selection arising from differing levels of male harassment. By analogy to how prey species often have relatively larger brains than their predators, we found that female, but not male, brain size was greater following selection for a longer gonopodium. Brain subregion volumes remained unchanged. These results suggest that there is a positive genetic correlation between male gonopodium length and female brain size, which is possibly linked to increased female cognitive ability to avoid male coercion. We propose that sexual conflict is an important factor in the evolution of brain anatomy and cognitive ability.

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.

Abortion clinic staff 'run the gauntlet' of protests.

Nurses who work in abortion clinics in the UK are experiencing increasing levels of harassment from anti-abortion protesters, according to a charity that employs them.

Reliability and validity of the workplace harassment questionnaire for Korean finance and service workers.

BackgroundHarassment means systemic and repeated unethical acts. Research on workplace harassment have been conducted widely and the NAQ-R has been widely used for the researches. But this tool, however the limitations in revealing differended in sub-factors depending on the culture and in reflecting that unique characteristics of the Koren society. So, The workplace harassment questionnaire for Korean finace and service workers has been developed to assess the level of personal harassment at work. This study aims to develop a tool to assess the level of personal harassment at work and to test its validity and reliability while examining specific characteristics of workplace harassment against finance and service workers in Korea.MethodsThe framework of survey was established based on literature review, focused-group interview for the Korean finance and service workers. To verify its reliability, Cronbach’s alpha coefficient was calculated; and to verify its validity, items and factors of the tool were analyzed. The correlation matrix analysis was examined to verify the tool’s convergent validity and discriminant validity. Structural validity was verified by checking statistical significance in relation to the BDI-K.ResultsCronbach’s alpha coefficient of this survey was 0.93, which indicates a quite high level of reliability. To verify the appropriateness of this survey tool, its construct validity was examined through factor analysis. As a result of the factor analysis, 3 factors were extracted, explaining 56.5 % of the total variance. The loading values and communalities of the 20 items were 0.85 to 0.48 and 0.71 to 0.46. The convergent validity and discriminant validity were analyzed and rate of item discriminant validity was 100 %. Finally, for the concurrent validity, We examined the relationship between the WHI-KFSW and pschosocial stress by examining the correlation with the BDI-K. The results of chi-square test and multiple logistic analysis indicated that the correlation with the BDI-K was satatisctically significant.ConclusionWorkplace harassment in actual workplaces were investigated based on interviews, and the statistical analysis contributed to systematizing the types of actual workplace harassment. By statistical method, we developed the questionare, 20 items of 3 categories.

Analyzing Level Of Sexual Harassment And Exploitation Of Female Domestic Workers

This study aims to establish the understanding and producing realistic information about the level of sexual harassment and exploitation of female domestic workers. The study has also tried to analyze the issues which affect the life of women working as domestic workers and facing great challenges. In Pakistan number of female domestic workers is growing dut to poverty, lack of education and inflation. By using quantitative research method researcher has analyzed different factors and circumstances which these women are experiencing, different areas of Karachi are chosen as universe of population for this study. Whereas, convenience and purposive sampling techniques of non-probability sampling method are used in order to collect the data by hundred respondents from different areas of Karachi. In Pakistan now more women are connected to labour force due to increased employment opportunities, on the other hand women are doing work outside their homes to gain their economic independence and the rights and social standing like men in the family and society. But they face exploitation, sexual harassment and discrimination.

Behind the mask: women in television news

The characteristics and lived experiences of women who work in television news in Australia have largely been overlooked in the field of journalism studies. This article, drawing on data from a larger project undertaken in 2012, focuses on 93 female respondents who identified as working in television news. It aims to provide a baseline study for further research by noting the characteristics and experiences of women who work in television news compared and contrasted with those women working in other news media platforms (newspapers, radio, wire services and online). While there are similarities between the cohorts, women in television in Australia are typically younger, earn more money and perceive greater gender equity in their workplaces. They do, however, experience higher levels of sexual harassment in the newsroom, although many appear to be resilient to its personal and professional ramifications.

On the evolutionary stability of male harassment in a coercive mating game

In many animals, males employ coercive mating strategies to help them maximize their expected number of offspring. In such systems, selection will favor behavioral adaptations in females that help them mitigate harassment costs and maximize their reproductive fitness. Previously, Bokides et al. [1] presented a model showing how male harassment strategies can co-evolve with female habitat preferences in a mating game. Their results indicated that if females dispersed freely between habitats where males were present and where males were excluded, selection could favor males who strategically harassed at high (or low) levels, depending on the proximity of their phenotype to a threshold level $h^*$. This article is a continuation of that work addressing the questions of stability at equilibria where males harass at the threshold level (i.e., $h^*$). We show these states are both locally and globally asymptotically stable. Further, we argue based on these results that $h^*$ is an evolutionary stable male harassment level at which females will be ideally distributed to match the resource quality and social environments of their alternative habitats.

Men's harassment behavior in online video games: Personality traits and game factors

Online video games afford co-play and social interaction, often anonymous, among players from around the world. As predicted by the social identity model of deindividuation effects, undesirable behavior is not uncommon in online gaming environments, and online harassment has become a pervasive issue in the gaming community. In this study, we sought to determine what personality traits and game-related variables predicted two types of online aggression in video games: general harassment (e.g., skill-based taunting, insulting others' intelligence) and sexual harassment (e.g., sexist comments, rape threats). Men who play online video games (N = 425) participated in an anonymous online survey. Social dominance orientation and hostile sexism predicted higher levels of both sexual harassment and general harassment in online games. Game involvement and hours of weekly gameplay were additional predictors of general harassment. We discuss implications of online social aggression and online sexual harassment for online gaming. We also apply our findings to the broader understanding of online harassment, cyberaggression, cyberbullying, and other forms of online hostility in computer-mediated communication contexts. Aggr. Behav. 42:513-521, 2016. © 2016 Wiley Periodicals, Inc.

ПІДГОТОВКА ДО ДИСТАНЦІЙНОГО НАВЧАННЯ МАЙБУТНІХ КЕРІВНИКІВ НАВЧАЛЬНИХ ЗАКЛАДІВ: ПСИХОЛОГО-УПРАВЛІНСЬКИЙ АСПЕКТ

The article is devoted to the preparing to distance learning of future school leaders, including the use of learning platform Moodle. As one of the basic tasks of higher education institutions that train specialists in administrative, managerial specialties, is training highly skilled and competitive specialist that is able to self-development and self-improvement according to the requirements European and global labor markets. That is why the need becomes actual for forming readiness to distance learning of students – future school leaders. This need defines the psychological readiness and ability to independent mastery for knowledge and skills to perform independent tasks learning in distance format.The formation of psychological readiness for distance education is one of the major tasks of professional training future managers in the education field, because it promotes independence, adequate self-esteem, the required level of harassment, internal motivation for independent learning and professional management activities. Psychological readiness of leaders to management is a complex of motives, knowledge and skills, personal qualities providing successful interaction the leader with the participants of the management process and management efficiency in general. In its structure, it is a complicated personal formation, which includes the following components: motivational, cognitive, operational, personal.The analysis of scientific sources allowed forming a model of psychological readiness of the future leaders of the educational field to distance learning. This model consists of motivational, professional and personal, cognitive, professionally and activity components. The motivational component expresses in need to achieve success in educational and professional managerial work. The professional and personal component provides the ability to self-awareness, self-esteem and self-regulation. The cognitive component detects the presence of a professional management knowledge and awareness of the essence of independent work. The professionally and activity component determines the self-improvement of the future manager’s personality.Distance learning is an activity that has a complex character. The subject of this training is the future manager of on the other educational institutions on one hand, provides training and manages this process on the other. Therefore, the readiness to distance learning should considered as a readiness for activities that in essence it is management. Any management activities bases on the project, which should develops according to the requirements of the result. In the case of distance learning, the main result is a master of future managers the new ways of actions for future management activity. They are derivatives from those professional tasks for which solution it is not enough already learned means. In other words, the project must be the project of a future leader’s changes. The assessment of readiness to distance learning is the expertise of this project.