Harassment In Workplace Research Articles

What Will People Think? How College Students Evaluate Bystander Intervention Behavior.

Many colleges utilize bystander intervention programs to address gender-based violence. The goal of these programs is to help students overcome barriers to intervention, including evaluation inhibition, which occurs when bystanders expect to be viewed negatively for intervening. We have limited information, though, on how college students evaluate bystanders who intervene. Specifically, we do not know whether evaluations of bystanders who engage in different levels of intervention vary across situations or how men and women who intervene similarly are evaluated. Without this information, it is difficult to design prevention programs that help bystanders overcome evaluation inhibition. To gather this information, we conducted a vignette experiment with college student participants (n = 82). We specifically examined how students evaluated the reasonableness of male and female bystanders who engaged in different behaviors (direct intervention and threatening to tell an authority, direct intervention only, indirect intervention, doing nothing) across four situations (assault at a party, workplace harassment, harassment by a teaching assistant, and intimate partner violence). Analyses of variance found that there was situational variability in how the bystander is evaluated for different intervention tactics, though bystanders who did nothing were always evaluated the most negatively. Bystander's gender, however, did not affect evaluations, suggesting that intervention expectations for men and women are similar. These results indicate that while there is an underlying norm supportive of intervention behavior, situational characteristics influence whether college students think it is reasonable to call authorities, confront the perpetrator, or engage in indirect intervention. The central implication of this study is that bystander intervention training should provide opportunities for students to practice intervention behaviors across a wide variety of situations of gender-based violence in order build up their store of intervention tactics, thus increasing their ability to overcome evaluation inhibition.

Perceived Workplace Harassment of Informal Public Transport Operators in Two African Cities

Perceived Workplace Harassment of Informal Public Transport Operators in Two African Cities

Employee prevails in case alleging workplace harassment

Employee prevails in case alleging workplace harassment

Effect of Workplace Harassment on Organizational Cynicism with the Mediation of Perceived Incivility and the Moderating Role of Perceived Organizational Obstruction

Workplace harassment is the most disliked behavior; it is about entering others' private space. It has dangerous consequences if the organizations do not control it. Perceived Incivility is a low-intensity deviant behavior that tends to apply damaging behavior; it may cause a wide range of mistreatment. This study investigates the effect of workplace harassment on organizational Cynicism in Pakistan, with the mediation of perceived Incivility and the moderating role of perceived organizational obstruction. Based on a sample of research students from various fields and institution types, the analysis supports the hypothesis that workplace harassment is positively related to perceived Incivility and organizational Cynicism.Furthermore, perceived Incivility is positively related to organizational cynicism and may mediate the relationship between workplace harassment and organizational cynicism. However, contrary to expectations, perceived organizational obstruction appears to weaken rather than strengthen the relationship between perceived Incivility and organizational cynicism. The findings have important implications for understanding the complex interplay between workplace harassment, Incivility, organizational obstruction, and Cynicism and for developing interventions to mitigate the negative impact of harassment on employees and organizations.

A scoping review of mental health status in Australian medical students and doctors-in-training (DiT).

The study and practice of medicine are known to contribute to burnout in medical students and junior doctors. There is limited data on the degree of mental health burden for Australian medical students and doctors-in-training (DiT). This scoping review aims to explore the impact of medical training on the mental health of Australian medical students and DiT. Exploring the mental health landscape across different stages of training will help to establish putative factors underlying psychiatric comorbidities in this demographic. The Joanna Brigs Institute (JBI) framework for scoping review was utilized, involving the Population/Concept/Context (PCC) criteria to identify the target population and develop the search strategy. Peer-reviewed articles, published in English from 2012 to 2022 focusing on Australian medical students' and doctors-in-training mental health were considered. Of the 177 articles identified, 24 studies were included in the review. The majority of the studies focused on DiT (n = 19) of which interns and residents were most well represented (n = 12) followed by surgical training (n = 5), with general practice (GP) (n = 2) and physician specialties (nil) being poorly represented. Most studies were quantitative (n = 18), with qualitative studies(n = 6) under represented. Common mental health themes identified were overall psychological distress, burnout, and depression/suicidal ideation with workplace harassment and discrimination being less well represented. Australian DiT are not equally represented in the literature with how different specialty training pathways impact their mental health. Most studies were cross-sectional, preventing a detailed longitudinal assessment of burnout and work-associated psychological distress.

Assessment of Workplace Difficulties Faced by Nurses Working in Public Sector Hospitals of Lahore

Nursing is recognized as a stressful profession, with adverse effects on both personal health and professional performance. However, there is a scarcity of data on stress prevalence among nurses in developing countries like Pakistan. Objective: To assess stress prevalence and contributing factors among nurses in government hospitals, informing interventions to improve their work environment and well-being. Methods: This descriptive cross-sectional survey collected data from Mayo Hospital, Lady Atchison Hospital, and Said Mitha Hospital in Lahore. A structured questionnaire assessed demographic information and perceptions across four domains: Occupational Stress, Job Satisfaction, Workplace Violence, and Workplace Harassment. Likert scale items were analyzed using SPSS version 26.0, with logistic regression examining factors associated with job satisfaction. Results: Findings reveal significant concerns regarding occupational stress, job satisfaction, workplace violence, and harassment among nurses. While nurses express satisfaction with certain aspects of their job, including opportunities to utilize their abilities and relations between management and staff, concerns arise regarding workload, recognition, pay rates, and workplace violence and harassment. Logistic regression analysis indicates that age, educational qualifications, marital status, experience duration, and department insignificantly influence job satisfaction among nurses in public sector hospitals. Conclusions: These findings emphasize the urgent need to address the challenges faced by nurses to enhance their well-being and maintain a positive work environment conducive to high-quality patient care.

Managing workplace bullying and harassment in the Canadian work context: same old, same old

Purpose Canadian organizations started addressing workplace bullying and harassment in the 1990s. Proactive organizations have written policies, trained managers and employees, created a complaint process and conducted surveys. The objective of this study is to examine how effective these efforts by Canadian organizations have been.Design/methodology/approach Data for this research were collected through a survey administered to employees in Canadian workplaces (n = 1,000), including managers (n = 461). A stratified sample was used to facilitate a good representation of region, age, gender, sector and occupational level of working Canadians.Findings The survey indicated that some Canadian organizations continue to be negligent in addressing workplace bullying and harassment and that the problem is particular to large organizations, young employees and the private sector.Research limitations/implications The survey identifies that some Canadian organizations are still negligent in addressing workplace bullying and harassment. The problem is particular to large organizations, young employees and the public sector.Practical implications Senior and middle-level managers need to be aware that workplace bullying and harassment continue to occur in their work environment. Further, given that managers at times defer excessively to authority, the human resource (HR) department has a vital role in addressing workplace bullying and harassment. HR needs to establish a reputation among employees that their complaints will be taken seriously, and corrective actions will be taken.Originality/value This study examined the nature of workplace bullying and harassment in the Canadian context. The study found that organizations are still neglecting issues of workplace bullying and harassment and that there is a disconnect between what employees are experiencing and what senior management is professing is the situation. This disconnect is a continued liability for organizations.

An MRT workforce shortage is no laughing matter

The Canadian Association of Medical Radiation Technologists (CAMRT) has collected profession-specific health human resource (HHR) and impact data to understand medical radiation technologist (MRT) workforce models. The cumulation of these efforts provides longstanding HHR trends that can inform medical imaging and radiation therapy departments. The data demonstrates the healthcare system is neglecting workplace safety across Canada and is causing negative physical and psychological impacts on MRTs as a direct result. Vacancy rates have exponentially increased, and in some cases tripled across time within medical imaging and radiation therapy. Over 1485 instances of workplace violence, aggression and/or harassment were directly experienced by MRTs within the six-month period preceding a survey. Other research indicates that healthcare professionals work through injuries based on cultural pressures to hide or minimize their physical and mental well-being, ultimately hiding the true impact HHR shortages have on the individuals working. This article provides call-to-action language and highlights evidence required to support national change for MRTs.

The Prevalence of Sexual Harassment and Bullying Among Norwegian Afghanistan Veterans: Does Workplace Harassment Disproportionately Impact the Mental Health and Life Satisfaction of Female Soldiers?

Experiencing sexual harassment and bullying during military service can lead to negative consequences for a soldier's mental health and life satisfaction, including increased risk of depression, anxiety, and posttraumatic stress. No studies have to date investigated the prevalence and correlates of sexual harassment and bullying among Norwegian Afghanistan veterans, despite the increased global focus on these topics. In 2020, 6,205 Norwegian Afghanistan veterans (8.3% women) completed an online post-deployment survey, including questions about experiences of sexual harassment, bullying, mental health, and life satisfaction. Compared to their male counterparts, female veterans experienced significantly more sexual harassment and bullying during Afghanistan deployment (3.2% vs. 0.04% for experiencing sexual harassment, and 4.0% vs. 1.0% for bullying) and during other military services (14.3% vs. 0.4% for sexual harassment, and 15.9% vs. 3.7% for bullying). Sexual harassment was associated with younger age and experiencing childhood sexual harassment for both women and men, with men also having longer deployments. Bullying was associated with longer deployments and childhood sexual harassment for women, while men who reported bullying more often had longer deployments, held an officer rank, were less inclined to have a spouse/intimate partner, and reported childhood sexual harassment and bullying. Both sexual harassment and bullying were associated with increased risk of mental health problems and reduced life satisfaction for women, but this was only true for bullying among men. Despite lower reported rates of workplace harassment compared to studies from other cultures, this study demonstrates that sexual harassment and bullying in the military can negatively impact soldiers' mental health and life satisfaction. Notably, female veterans' mental health and life satisfaction appear to be particularly affected by sexual harassment during military service, an association not seen in males. This underscores the need for gender-specific, cultural, and context-sensitive prevention and support for workplace harassment experiences.

Prevalence and nature of workplace bullying and harassment and associations with mental health conditions in England: a cross-sectional probability sample survey

BackgroundEvidence on workplace bullying and harassment (WBH) in the UK has not used probability-sample surveys with robust mental health assessments. This study aimed to profile the prevalence and nature of WBH in England, identify inequalities in exposure, and quantify adjusted associations with mental health.MethodsData were from the 2014 Adult Psychiatric Morbidity Survey, a cross-sectional probability-sample survey of the household population in England. Criteria for inclusion in the secondary analysis were being aged 16–70 years and in paid work in the past month (n = 3838). Common mental disorders (CMDs) were assessed using the Clinical Interview Schedule-Revised and mental wellbeing using the Warwick-Edinburgh Mental Wellbeing Scale. Analyses were weighted. We examined associations between past-year WBH and current CMD using multivariable regression modelling, adjusting for sociodemographic factors. Interaction terms tested for gender differences in associations. The study received ethical approval (ETH21220–299).ResultsOne in ten employees (10.6%, n = 444/3838) reported past-year experience of WBH, with rates higher in women (12.2%, n = 284/2189), those of mixed, multiple, and other ethnicity (21.0%, n = 15/92), and people in debt (15.2%, n = 50/281) or living in cold homes (14.6%, n = 42/234). Most commonly identified perpetrators of WBH were line managers (53.6%, n = 244/444) or colleagues (42.8%, n = 194/444). Excessive criticism (49.3%, n = 212/444), verbal abuse (42.6%, n = 187/444), and humiliation (31.4%, n = 142/444) were the most common types. WBH was associated with all indicators of poor mental health, including CMD (adjusted odds ratio [aOR] 2.65, 95% CI 2.02–3.49), and 11 of 14 mental wellbeing indicators, including lower levels of confidence (aOR 0.57, 0.46–0.72) and closeness to others (aOR 0.57, 0.46–0.72). Patterns of association between WBH and mental health were similar in men and women.ConclusionsThese findings reinforce a need for more cohesive UK legislation against WBH; guidance on recognition of bullying behaviours for employees, managers, and human resources, focusing on prevention and early intervention, and increased awareness of the impact of WBH on mental health among health service practitioners. Limitations include reliance on cross-sectional data collected before pandemic-related and other changes in workplace practices. Longitudinal data are needed to improve evidence on causality and the longevity of mental health impacts.

Examining the Limitations of the POSH Act in Addressing Workplace Harassment

Examining the Limitations of the POSH Act in Addressing Workplace Harassment

Does recall bias explain the association of mood disorders with workplace harassment?

PurposeTo determine the contribution of recall bias to the observed excess in mental ill-health in those reporting harassment at work. MethodsA prospective cohort of 1885 workers in welding and electrical trades was contacted every six months for up to 5 years, asking whether they were currently anxious or depressed and whether this was made worse by work. Only at the end of the study did we ask about any workplace harassment they had experienced at work. We elicited sensitivity and specificity of self-reported bullying from published reliability studies and formulated priors that reflect the possibility of over-reporting of workplace harassment (exposure) by those whose anxiety or depression was reported to be made worse by work (cases). We applied the resulting misclassification models to probabilistic bias analysis (PBA) of relative risks. ResultsWe observe that PBA implies that it is unlikely that biased misclassification due to the study subjects' states of mind could have caused the entire observed association. Indeed, the results demonstrated that doubling of risk of anxiety or depression following workplace harassment is plausible, with the unadjusted relative risk attenuated with understated uncertainty. ConclusionsIt seems unlikely that risk of anxiety or depression following workplace harassment can be explained by the form of recall bias that we proposed.

Remedy system for workplace harassment

Remedy system for workplace harassment

Culture of Silence: Exploring the Workplace Harassment and Coping Strategies of Female Academics in Higher Education of Pakistan

The phrase "culture of silence" refers to "the culture that silences women by not consenting to a lifestyle that is not talked about or talked about", so this sentence means "by accepting a lifestyle compatible with women". Pakistani women also have such good relationships all over the world, especially in the workplace, regardless of sexual violence because there are many reasons for respect for the family that affects women's leadership in other ways, so women should not be harassed by their colleagues at work. , since it is aimed at students or students or professionals at the educational level, this study is not about teachers who are bullied in schools by their male colleagues, teachers who are bullied in schools or by their students. This study is qualitative in nature and its aim is to determine the scope and impact of bullying and the solutions offered by teachers.

WORKPLACE SEXUAL HARASSMENT AND WITHDRAWAL BEHAVIORS AMONG FEMALE WORKERS IN JORDANIAN HOTELS, THE MEDIATING ROLE OF EMOTIONAL EXHAUSTION

This study explores the connection between workplace sexual harassment and the tendency of female hotel workers in Jordan to withdraw from their jobs, with a specific focus on the role of emotional exhaustion. The study involved female employees from five-star hotels in Amman, Jordan, using a convenience sampling approach, and collected 203 valid responses, achieving an 87% response rate. Using Structural Equation Modeling (SEM), the research found that sexual harassment and emotional exhaustion directly and positively affected withdrawal behaviors. Notably, sexual harassment had a substantial positive impact on emotional exhaustion. However, the study found that emotional exhaustion did not mediate the relationship between sexual harassment and withdrawal behaviors. The coefficients of determination (R2) for emotional exhaustion and withdrawal behaviors were 0.780 and 0.841, respectively. This study underscores the prevalence of sexual harassment in Jordanian hotel workplaces, especially among female employees. It highlights that sexual harassment significantly contributes to emotional exhaustion among female workers, which, in turn, affects their inclination to leave their jobs. This emphasizes the importance of maintaining motivated and engaged female employees within the hospitality industry.

Dark Tetrad at Work: Perceived Severity of Bullying, Harassment, and Workplace Deviance.

Although the Dark Tetrad has been linked to deviant behaviors, more research is needed about its expression in workplaces and continuity outside of work. The current study investigated the role of the antagonistic traits on perception of workplace harassment and bullying. Men were found to score higher on antagonistic traits and have a more lenient perception of harassment and bullying. Personality traits at work and outside were highly correlated. Regression analyses revealed that sadism predicted a more lenient perception of bullying, while a more lenient perception of harassment was predicted by sadism and industry type, and partially by psychopathy and gender. In summary, personality traits enduring across environments, but sadism was the most important predictor of a more lenient perception of harassment and bullying at work. The current study suggests a disparity between personality traits and expressed behaviors. Findings can be used to prevent workplace deviance and aid recruitment processes.

Influence of Gender Discrimination on Work Performance of Female Graduates in Rural Areas of Hyderabad District

This study looks at the multifaceted problems faced by the graduate females who are working in the public or private sectors in rural areas of Hyderabad District. It was a descriptive research, using the random sampling method, 150 females who were working in different public or private sectors were selected as sample. Likert scale 5.0 was used and to ensure the construct validity of the questionnaire, factor analysis technique was applied. After ensuring all the assumptions of parametric tests, regression analysis was used to see the influence of the factors of gender discrimination on work performance of graduate females. The Null Hypothesis (Ho) was not supported with the value of R=.378 R2 = .143, F=5.454, Sig=0.002). The data analysis result revealed that the job performance of female graduates is highly influenced by the socio-cultural factors which consisted of family support, gender-based discrimination and workplace harassment. The study is significant for public and private sectors for framing the policies regarding safety and security of their female employees. The study is also significant for the communities to promote gender-inclusive settings, hence promoting the empowerment and achievement of female graduates in rural areas of Hyderabad District.

Prevalence and correlates of workplace violence: descriptive results from the National Transgender Discrimination Survey

ObjectiveTo describe the lifetime prevalence of workplace harassment, physical violence and sexual assault against transgender and non-binary workers targeted due to their gender identity and to identify correlates of this...

Prototypes of Victims of Workplace Harassment.

What do people think of when they think of workplace harassment? In 13 pre-registered studies with French, British, and U.S. American adult participants (N = 3,892), we conducted a multi-method investigation into people's social prototypes of victims of workplace harassment. We found people imagined such victims in physically, socially, psychologically, and economically different ways compared with non-victims: for example, as less attractive, more introverted, and paid less. In addition, we found ambiguous harassment leveled against a prototypical (vs. non-prototypical) victim was more likely to be classified as harassment, and perceived to cause the victim more psychological pain. As such, both lay-people and professionals wanted to punish harassers of victims who "fit the prototype" more. Notably, providing people with instructions to ignore a victim's personal description and instead assess the harassment behavior did not reduce the prototype effect.

Equality of weapons in disciplinary law, within the framework of the general disciplinary code and workplace harassment Colombia 2022 - 2023

In the public sphere, Law 1010 of 2006, defined and established as punishable behaviors by way of very serious misdemeanor, any insult to human dignity attributable to public servants involved in labor relations, considering the need to protect, among others, the harmony and a good work environment, which depend on the actions or omissions of workers or employees of state organizations.Now, with the entry into force of the General Process Code, the intervention of a subject within the additional sanctioning process was allowed to the parties that are already recognized in the current procedural law, such as the recognition of the victims in line with what provided in article 109 of Law 1562 of 2019, thus imposing an inequality of subjects and a violation of due process for those investigated, so there should be no more participants in the disciplinary process other than the operator and the subject subject to discipline, under penalty to distort disciplinary law