Perceptions Of Harassment Research Articles

When “Good People” Sexually Harass: The Role of Power and Moral Licensing on Sexual Harassment Perceptions and Intentions

History has shown that people who embody responsibility-focused power have been credibly accused of sexual harassment. Drawing from power-approach and moral licensing theories, we present two complementary studies examining how responsibility-focused power triggers moral licensing, which, in turn, decreases perceptions of sexual harassment (Study 1) and increases intentions to engage in sexual harassment (Study 2). In Study 1, 365 participants read a scenario of a man embodying responsibility-focused power, self-focused power, or low power (control) and then read a case about the man’s alleged sexual harassment against a subordinate. Findings illustrated that moral crediting mediated the effect of power construal on false accusation judgments. In Study 2, 250 participants were primed to experience responsibility-focused power or low power. Responsibility-focused power increased sexual harassment intentions through effects on communal feelings and moral crediting. Based on these findings, we develop a new theoretical perspective on why sexual harassment occurs and why people deny perceiving it. We provide practical recommendations to organizational leaders for developing interventions, such as training, that may disrupt effects of power and moral licensing on sexual harassment intentions. We also encourage public discourse on the harms of harassment that supposed “good people” commit.

Reforming the police through procedural justice training: A multicity randomized trial at crime hot spots

SignificanceOur study is a randomized trial in policing confirming that intensive training in procedural justice (PJ) can lead to more procedurally just behavior and less disrespectful treatment of people at high-crime places. The fact that the PJ intervention reduced arrests by police officers, positively influenced residents' perceptions of police harassment and violence, and also reduced crime provides important guidance for police reform in a period of strong criticism of policing. This randomized trial points to the potential for PJ training not simply to encourage fair and respectful policing but also to improve evaluations of the police and crime prevention effectiveness.

Social perception of sexual harassment in informal relations.

Perception of sexual harassment in informal relations is a largely uninvestigated topic. This study aimed to bridge this gap by examining the effect of the type of relationship between the perpetrator and the victim on the perception of harassment. Furthermore, we considered potential factors moderating the tested relationships: acceptance of gender stereotypes and sex. In total, 369 participants were assigned to one of three conditions including a female victim and a male perpetrator who was either her neighbor, coworker, or supervisor. The participants assessed the harasser to be responsible. The supervisor's behavior was considered more punishable than that of the colleague or neighbor. The male participants reported that the perpetrator was less deserving of punishment than female participants. The findings suggest that social norms regarding sexual harassment in formal and informal relationships are similar, excluding harassment by supervisors, which was rated as most punishable.

Development and validation of contextual measures of sexual harassment perceptions, experiences, and coping for women employees in Ethiopian hospitality workplaces

BackgroundSexual harassment among female employees in the hospitality industry is a complex phenomenon, and it has ramifications for employment, psychological, physical, and reproductive health. Nevertheless, our interpretation is constrained by a lack of agreement on its definition and measurement. As a result, hospitality workplaces require accurate tools that provide a detailed understanding of sexual harassment and inputs for action to limit adverse outcomes. Thus, this study aimed to develop a reliable and valid measure of female hospitality employees’ perceptions, experiences, and coping features concerning sexual harassment.MethodsItem development, scale development, and scale evaluation were all parts of the design process. Following a round of feedback from the expert group, qualitative results, and a comprehensive literature review on related themes, item pools were created for the first version of the questionnaire. Pre-testing, survey administration, item reduction, and transformation of extracted latent factors of individual items into a unified and measurable construct were also performed. Field testing included five cognitive interviews with women who had experienced sexual harassment, a pre-test study of 30 women, and a survey of 345 women who worked in hospitality workplaces. Finally, tests for dimensionality, reliability, and validity were conducted.ResultsIn Bahir Dar, Ethiopia, 345 women working in the hospitality workplaces, with a mean age of 24.31 ± 4.30 years, took part in this study. The robust maximum likelihood estimation approach was used to do confirmatory factor analysis. The model’s stability was determined by calculating the goodness of fit and the factorial invariance. Subsequently, the validity was confirmed. The findings supported the validity and reliability of the questionnaires designed for the target group. Therefore, the questionnaires can be used as research instruments.ConclusionsThe sexual harassment perceptions, experiences and coping scales provide a locally verified method for assessing sexual harassment in Ethiopia by government authorities and local and international non-governmental organisations, which aid in providing necessary services and the evaluation of efforts aimed at improving workplace safety, workplace health, and psychosocial well-being.

Transcultural Validation of the Nordic Age Discrimination Scale for the Spanish-Speaking Working Populations.

Negative stereotypes about older workers can result in different types of age discrimination. The aim of this study was to run a transcultural adaptation and validation of the Nordic Age Discrimination Scale (NADS) into Spanish. Three independent samples of Chilean (N = 301), Colombian (N = 150), and Spanish (N = 209) workers over the age of 45, from different sectors and professional categories, answered a questionnaire including the NADS scale, measures of perceptions of inequality, workplace harassment and several scales related to outcome variables to test criterion and construct validity. The reliability index for the NADS was .85, a similar value for both Cronbach's alpha (α) and McDonald's omega (ω). CFA by country suggest good fit of this single-dimension structure in a final version of 5 items, and it presents scalar invariance; using the modification indices, partial invariance is achieved at the level of the variance of the errors. Both criterion and construct validity were verified, with strong evidence for criterion validity, and moderate results for construct validity. Therefore, the Spanish version of NADS had a single-dimension structure and adequate psychometric properties being a useful tool in measuring perceptions of age discrimination in different countries.

Men as victims of post-relationship stalking in Poland

The problem of the crime of stalking around the world is still relevant. The rapid development of new communication tools and the Internet has made it easier than ever before to commit a crime of persistent harassment. Although most of the literature focuses on women as victims due to constantly changing social roles, it is essential to look at the male perspective in that area. The article presents the outline picture of stalking in Poland, emphasizing men as victims of this phenomenon. The paper presents an analysis of the four court cases in which men were victims of post-relationship stalking. It focuses on the female stalker and male victim characteristics, motives of the perpetrator, and modus operandi. The value of the case study shows that the course of persistent harassment of men by women can be just as severe as in female stalking. The paper is enriched with references to international researches and recommendations for adjusting the criminalization of stalking to the male perception of persistent harassment.

(2021) Volume 2, Issue 4 Cultural Implications of China Pakistan Economic Corridor (CPEC Authors: Dr. Unsa Jamshed Amar Jahangir Anbrin Khawaja Abstract: This study is an attempt to highlight the cultural implication of CPEC on Pak-China relations, how it will align two nations culturally, and what steps were taken by the governments of two states to bring the people closer.

(2021) Volume 2, Issue 4 Cultural Implications of China Pakistan Economic Corridor (CPEC Authors: Dr. Unsa Jamshed Amar Jahangir Anbrin Khawaja Abstract: This study is an attempt to highlight the cultural implication of CPEC on Pak-China relations, how it will align two nations culturally, and what steps were taken by the governments of two states to bring the people closer.

The effects of sex and outcome expectancies on perceptions of sexual harassment.

Using an outcome expectancy framework, this research sought to understand sex differences in the underlying beliefs that influence harassment perception. One hundred and ninety-six participants (52% women) read a series of vignettes depicting common examples of digital male-on-female sexual harassment. They were asked to what extent they thought each scenario constituted sexual harassment, and how likely the perpetrator would experience positive and negative outcomes. Consistent with predictions, women were more likely to consider the behaviours as harassment than men were. Both sexes harassment perceptions had significant relationships with their outcome expectancies, but we also found evidence of a sex specific moderation; the link between men's negative outcome expectancies was moderated by their positive ones. The results suggest that perceptions of harassment may have sexually asymmetrical underpinnings. Measuring the interplay between positive and negative outcome expectancies in relation to sexual harassment perception is a novel approach, that may have implications for the development of anti-sexual harassment interventions. Implications for theory and future research directions are discussed.

Gendering and Spatializing the New Urban Space: A Study on Working Women in the City of Dhaka, Bangladesh

This paper will explain the gendering and spatializing of Dhaka city that unearths the interaction between the new urban public space and women’s spatial practices. These women are working in different shopping malls, fashion houses and beauty parlours of the city which was impossible for them few decades ago. This study has replicated the theoretical position of Lefebvre (1991) on production of space and Harvey (1989) on spatial practices. Tonkiss’s (2005) ‘Geography of gender’ has been used to describe the gendering and spatializing the new urban space of Dhaka. In short, the study has collected data using survey method and supplemented the quantitative findings with qualitative data by some unique and informative case studies. It reveals that the new urban space of Dhaka has been produced by increasing consumerism and the rise of private service sectors where huge numbers of women are working nowadays. It further exposes that the empowerment of women and simultaneously the unemployment of men is contributing to unleashing traditional patriarchy from being confined to domestic spheres. Men are now harassing women in public place more than ever before to hold up their masculinity symbolically. Consequently, women’s free movement in the public space is being restricted by their perception and experience of harassment by certain male population of the city and by women’s protective negotiation of the space. The paper thus argues that harassment against women in the public space in Dhaka has recently been connected to increasing participation of women in private service sectors during the recent neoliberal transformations.
 Social Science Review, Vol. 37(2), Dec 2020 Page 125-144

SafeSport: Perceptions of Harassment and Abuse From Elite Youth Athletes at the Winter Youth Olympic Games, Lausanne 2020.

To analyze the Winter Youth Olympic Games (YOG) 2020 athletes' understanding and perceptions of harassment and abuse in sport and their knowledge of reporting mechanisms. A cohort study. The Winter YOG2020 in Lausanne, Switzerland. Accredited athletes at the YOG2020. An athlete safeguarding educational program was delivered at the YOG2020. Participating athletes were encouraged to answer a survey embedded in the safeguarding educational materials during the YOG. Perception of occurrence of harassment and abuse as well as knowledge of the term "safe sport" and reporting mechanisms. The survey response rate of athletes attending the Safe Sport Booth was 69%. When asked to define Safe Sport, 10% of athletes at the YOG2020 correctly identified a sport environment free from harassment and abuse, 20% identified fair play/antidoping, and 19% safety. When presented with the definition of harassment and abuse, 30.4% expressed surprise, in contrast to 46% in the summer YOG2018. A third (32%) reported that harassment and abuse was either "likely" or "very likely" present in their sport, which was similar to the YOG2018 (34%). The group of athletes not knowing where to go to report harassment and abuse was greater than in the YOG2018 (26% vs 11%). There were no differences in responses between competitive sex (boys' vs girls' events) or type of sport (team vs individual). Outcomes of this study, such as the development of youth-friendly terminology and emphasizing mechanisms for reporting of harassment and abuse, should inform the development of safeguarding educational materials for youth athletes.

Perception of Harrasment or Discrimination during Urology Residency in Colombia

Abstract Purpose Workplace bullying (harassment, abuse, or discrimination), practiced persistently against an individual, can generate a hostile workplace environment, consequently leading to exhaustion, with poor psychological outcomes, and the onset of symptoms such as loss of confidence, fatigue, depressive thoughts, desertion, and suicidal thoughts. There are no publications regarding this issue in Colombia.Our objective is to describe the residents' perception of gender and workplace discrimination and verbal/sexual harassment during their urological training. Methods Observational, descriptive, cross-sectional study with anonymous surveys. We evaluated the demographic characteristics and the residents' perception of harassment, the type of harassment, how it affected their performance during residency, and from whom it was perceived. Results We were able to obtain answers from 82/115 residents (71.3%), most of them men (45 [56%]). In total, 66% (54) reported workplace harassment; and 35.4% (29) felt gender discrimination, most of them women (17; 58.6%). Verbal abuse was reported by 64.6% (53), and it affected the work of 92.5%. The parception of workplace harassment was similar among both men and women (32 [69.5%] men and 21 [61.1%] women). A total of 7(19%) women reported sexual abuse. Regarding the source of the abuse, 39 (65.8%) was by professors, 26 (45%), by other residents, and 17 (35.4%), by patients. Conclusion The perception of harassment during urology residency in Colombia is real, and it affects the work of residents. This abuse is greater on the part of men, and is mainly perpetrated by professors. We consider our work the starting point to continue researching a topic of national and international importance.

사회복지시설 종사자의 직장 내 괴롭힘 경험과 인식 연구

This study aims to seek ways to eradicate workplace harassment at social welfare organizations by examining the experiences and perception of workplace harassment by social welfare organization employees through in-depth interviews of 13 research participants. Results of this research showed that there were various types of workplace harassments that negatively affected the physical and mental health of employees and work efficiency. As an official authority at organizations where harassment occurred does not play a sufficient role and the administrative authorities are not trustful enough, employees chose to tolerate such practices. Interview participants said that the undemocratic operation of organizations with practices of with coworkers, and the concentration of power make it difficult for them to report harassment cases. Based on these findings, this paper suggested establishing a democratic system in operating social welfare organizations, a mechanism of relief for those in trouble, and mandatory preventive education programs and public campaign activities as alternatives to eliminate workplace harassment.

Perception and experiences of sexual harassment among women working in hospitality workplaces of Bahir Dar city, Northwest Ethiopia: a qualitative study

BackgroundWorkplace sexual harassment is a public health problem that depends on gender, context, and perceived ideology. Although studies have documented the prevalence and consequences of workplace sexual harassment worldwide, victims’ perceptions and experiences are still poorly understood in low and middle-income countries, particularly Ethiopia. Female workers in the hospitality industry, including hotels, bars, restaurants, fast-food restaurants, and cafeterias, are particularly affected. Hence, this study aimed to explore sexual harassment perceptions and experiences among women working in these workplaces.MethodsAn exploratory qualitative study was conducted from 1 January to 30 August 2019. Data were collected from female employees and key informants from several hospitality workplaces in Bahir Dar City. Data were collected through focus group discussions, in-depth interviews, and key-informant interviews. Women who experienced sexual harassment were selected using the snowball method, and key informants were recruited purposefully. Six focus group discussions, ten in-depth interviews, and thirteen key informant interviews were conducted. Data were analysed using the ATLAS ti version 8.4.24.ResultsIn this study, most participants perceived that sexual harassment is pressuring, threatening, touching, abducting sexual advances, and experiencing verbal, physical, and non-verbal types. Similarly, the perceived risk factors were related to the organisations, the customers, and the victims, with the consequences being work-related, health-related, financial-related, and family-related.ConclusionsWorkplace sexual harassment in hospitality workplaces is poorly understood, but many women experience it. A variety of factors also caused it, and it influenced both organisations and people. Public awareness programs, pre-service preparation, in-service training, prevention, and psychosocial support are needed. Similarly, policies and strategies for the organisations should be developed and implemented.

Gender differences in perceived workplace harassment and gender egalitarianism: A comparative cross‐national analysis

AbstractUsing 2015 International Social Survey Program (ISSP) data on 38,179 individuals from 36 countries in 9 relatively homogeneous global regions, we analyze the gender differences and the gender gap in perceived workplace harassment (PWH) with particular attention to gender equality's and gender egalitarianism's roles in molding these differences. We find that despite large regional differences, women in most countries are more likely than men to perceive workplace harassment, although this likelihood is higher in countries that score favorably on our gender equality measures. Hence, political empowerment and better economic opportunities alter women's perceptions of workplace harassment, increasing the probability of their experiencing it. Our results also underscore the important roles of values and gender egalitarian practices. Whereas enhanced gender egalitarianism values increase women's perceptions of workplace harassment, concrete practices tend to reduce them. Especially for management, this result highlights the importance of actually implementing gender equality policies at a corporate level, because a discrepancy between corporate values and practices on this issue will only accentuate the perception of harassment.

Sexual Harassment Experiences of Undergraduate Students of Kathmandu: A Qualitative Study

Despite the extensiveness of sexual harassment in Nepal, the studies addressing the subjective experiences of the victims are relatively less. This paper reports the qualitative data from a study of sexual harassment of 100 undergraduate students (80 female) from ages 18 to 24 (M=19.5, SD=1.40)of different colleges of Kathmandu collected through convenience sampling. Data was collected through the use of semi structured interview schedule. Thematic analysis was employed to generate the themes from the responses rendered by participants to the open-ended questions. Three overarching themes emerged from the analysis: experience of the incident, effects of harassment on mental health and education, and dealing with the consequence of harassment. Three sub-themes were subsumed within the first theme, namely: i) characteristics of harassment, ii) perception of harassment and immediate reactions, and iii) contextual factors surrounding harassment. In addition, the second theme revealed the consequences of sexual harassment on the psychological well-being and academic performance of the students. Finally, participants reported employing several coping mechanisms to deal with the consequences of sexual harassment, which are broadly categorized into interpersonal and intrapersonal coping strategies and subsumed within the third theme. These findings are discussed in the light of the existing relevant literature, and their practical implications are discussed in the paper.

The #MeToo movement in paradise: An assessment of the restaurant industry

ABSTRACT No industry has been immune to the #MeToo movement since its inception. The restaurant industry is especially susceptible to incidents of sexual harassing behaviors due to certain characteristics of the business itself. The purpose of this research paper is to evaluate restaurant employees’ perceptions of sexual harassment and the effects of the #MeToo movement has had on those perceptions. By analyzing the responses of restaurant employees in Hawaii, significant differences in sexual harassment perceptions were found among different groups depending on age, generation and job position. Through quantitative and qualitative examinations, the influence of the #MeToo movement on restaurant employees’ perceptions of sexual harassment is explored. This study will provide timely information when it comes to sexual harassment in the restaurant industry and suggest policies and implications for the field.

Barriers to sexual harassment bystander intervention in Ecuadorian universities

ABSTRACT Previous research, mainly in the United States, has identified several barriers to acting as a bystander in sexual harassment at university campuses. Despite the high frequency of harassment in Latin America, there is a dearth of studies investigating barriers to bystander behaviour in this context. In this pilot study, we report findings exploring harassment and bystander behaviour in university staff and students in Ecuador, a Latin American country characterised by masculine social norms and high levels of gender-based harassment. In an on-line survey, 129 staff and students from universities in different regions of Ecuador answered questions about perceptions of seriousness of harassment, rape myth acceptance, actual incidences of being a perpetrator, victim, or a bystander, and the likelihood and difficulties of bystander action. Women and those who scored higher in rape myth acceptance reported more intervention difficulties. In addition, women and those who had previously perpetrated harassment rated their likelihood of intervening lower. Finally, perceptions of harassment as a serious problem in campuses related to a higher likelihood of intervening as a bystander. We discuss the results in terms of practical applications in devising culturally appropriate bystander intervention workshops.

SUPORTE ORGANIZACIONAL E ASSÉDIO MORAL NO TRABALHO: correlatos e diferenças entre funcionários da área de saúde e educação de um munícipio do Estado da Paraíba, Brasil.

This article aims to verify the relationship between organizational support and bullying in employees in different areas of the municipal public sector. With the new economic and social perspectives, it has accompanied, through the reports of worker functional requirements that may cause serious psychological damage, one of them is moral harassment, which interferes in the development and productivity in the organization-work-individual- relationship Cheers. This is a descriptive, exploratory and correlational study, with a quantitative approach with professionals in the municipality of Conceição-PB / Brazil. 288 employees participated in the area of health and education, 58% were men and 35% women, with an average of 41.56 years, economic income between 1 and 2 salaries and the average service time, 10.77 years. They answered the Perception of Organizational Support scale, the scale of perception of moral harassment in the world of work, the scale of Affective Impact of Moral Harassment at Work and sociodemographic data. The results revealed that the constructs used were reliable for the type of sample evaluated; with regard to the organizational support-bullying dyad, they will probably contribute to the inhibition of the phenomenon of harassment in the workplace.

PERCEPTION OF HARASSMENT AMONG FEMALE SURGEONS.

the attraction of women by Surgery has always existed. Although Surgery has been considered a specialty for men, several women chose it, despite gender bias issues that have persisted over many years. Several obstacles have impacted the practice of women surgeons, leading them to abandon the profession, while others, perhaps bearers of a stronger spirit, managed to overcome them, and won. to assess the rates of perception of harassment against female surgeons as a cause of difficulty and negative feelings related to the specialty. we conducted a quantitative and qualitative (personal accounts) research through a questionnaire via Google Forms® sent to all women surgeons registered in the Brazilian College of Surgeons and in a WhatsApp women surgeons' groups. The qualitative analysis was made with the Wordle® app. from 821 questionnaires sent, we obtained 232 responses (28.2%). Harassment perception during training was 49.1% (n=114). From the women surgeons who perceived harassment, 56.1% reported having undergone different training than expected, with statistical significance (p<0.001). The question of having been treated differently due to being a woman also had an impact on harassment perception (77.2% harassed vs 47.5%; p<0.001). Physical (42.1% vs 6.8%) and emotional (92.1% vs 39.8%) threats were also different between groups. women surgeons still report great harassment perception, both moral and sexual, which impacts their feelings about the specialty.

The Differences in Harassment Behavior and Perception of Dating Violence According to Traits of University Students

The Differences in Harassment Behavior and Perception of Dating Violence According to Traits of University Students