Does Work Place Sexual Harassment Matter?

Universal Journal of Public Health, 2024

Sexual harassment remains a prevalent type of mistreatment of employees that frequently transpires within the confines of the workplace. The present study endeavors to address the lacuna in prior research and examine the effects of sexual harassment on employee depression, employee satisfaction, and turnover intention. The research employs a quantitative methodology utilizing structural equation modeling (SEM) to scrutinize the gathered data. The study's sample comprises 406 employees who have encountered incidents of sexual harassment in Indonesia. The SmartPLS 3 program was utilized to analyze questionnaires that were distributed to 406 employees via Google Forms. The results show that sexual harassment affects depression (p = 0.000), sexual harassment does not affect job satisfaction (p = 0.209), depression affects job satisfaction (p = 0.001), depression affects turnover intention (p = 0.000), and job satisfaction affects turnover intention (p = 0.001). The implication of this research is that organizations must take action to prevent sexual harassment in the work environment and reduce its negative effects by making sexual harassment prevention training and rules related to sexual harassment.

Zenodo (CERN European Organization for Nuclear Research), 2022

Sexual harassment is a pandemic, not so much an epidemic, as it occurs every day and in every setting. Despite the criminal aspect, the problem persists in the workplace. Women have been socially conditioned to be submissive to males from an early age since they have been regarded as inferior to men for generations. Sexual harassment may take many different forms. Ignoring the fact that sexual harassment has occurred since the start of civilization, it has only lately been regarded as a significant and pervasive issue, particularly at work. Researchers examined the impact of workplace sexual harassment on both male and female employees' mental health and productivity throughout this article. The study will also look at the various forms of workplace sexual harassment, as well as the reasons that may contribute to its increased incidence and prevention measures. It was accomplished by a review of the literature. The goal of the phone interviews was to find out how common sexual harassment is at work and how companies and management respond to complaints with rules, training, and action. The purpose of this research is to assist in the gathering of data that may be utilized to develop workplace sexual harassment prevention measures. Higher understanding in this sector is likely to result in increased awareness and the implementation of measures to assist avoids sexual harassment at work.

Researches have shown workplace Sexual Harassment (SH) as indeed a source of stress at workplaces. If he or she is a victim of SH, he or she is not the only one. Everyone has the rights to voice out, as we have our human rights. The purpose of this paper is to create an awareness of SH in workplaces due to its impact on each victim’s health, psychologically and physically. Most of the victims keep it as secret in order to avoid embarrassment. Yet, these embarrassments then lead to a higher percentage of workplace sexual harassment. This paper has reviewed a total of 25 journal articles, regarding the percentage of workplace SH victims, the society’s stance on it, the characteristics of victims, the criterion to judge Sexual Harassment, the influences of SH perceptions, the influences for the intention of SH intervention, the consequences of SH on victims and the effects of implementing training and policies. In some employers’ point of view, the contribution of training and policies to prevent workplace Sexual Harassment incidents are small. Yet, these small contributions on the other hand create a domino effect in long term view and are better than no action taken. Therefore, companies should implement training and policies as one of the strategies to protect employees from experiencing SH incidents as well as to uphold the company’s reputation.

1990

2002) 'The (un) reasonableness of reporting: Antecedents and consequences of reporting sexual harassmenl', lournal of Applied P sych ol o gy, 8l (2): 230-242.

Sexual harassment represents one of the most prevalent forms of dysfunctional behavior observed in the workplace today. More studies need to be done not only for understanding the issues, predictors and consequences of sexual harassment but also to identify related theories in understanding the sexual discrimination at the workplaces. More local empirical evidences are needed to understand employees’ level of awareness towards sexual harassment and their experience of sexual harassment incidences at the workplace locally. It should also be noted that all companies should have their sexual harassment policy at the workplace. The sexual harassment policy should be distributed to all organizational members as to ensure the organizational members will aware that there is a zero tolerance towards harassing behavior. However, the tolerance towards sexual harassment also depends to the individual understanding. As such, this study will discuss in details the definition, predictors and consequences of sexual harassment in the workplace in order to equip women the knowledge on the nature of sexual harassment.

Sexual harassment of women in organizational settings has recently become a topic of interest to researchers and the general public alike. Although numerous studies document its frequency, the development of conceptual models identifying antecedents and consequences of harassment has proceeded at a slower pace. In this article, an empirical test of a recently proposed conceptual model is described. According to the model, organizational climate for sexual harassment and job gender context are critical antecedents of sexual harassment; harassment, in turn, influences work-related variables (e.g., job satisfaction); psychological states (e.g., anxiety and depression); and physical health. On the basis of a sample of women employed at a large, regulated utility company, the model's predictions were generally supported.

Sexual Harassment of Women at workplace is a critical human resource and overall managerial issue which is widely discussed in many organizations due to the overwhelming liabilities that they hold. The research paper is based on review of the literature and of policies and procedures from various organizations. Five dimensions of harassment were studied to explore the current status of sexual harassment at the workplace. The paper was accomplished by examining various secondary sources like journals, articles which will provide an in depth view into sexual harassment, and its role in today's work environment. This paper will succour the various workplace(s) to address the issue of sexual harassment explicitly and ensure that they have policies, procedures, and practices in place for both deterring sexual harassment and dealing with it in an equitable and confidential manner when it arises.

2017

Sexual harassment in the workplace continues to be experienced by many women around the world. Men may also be sexually harassed in the workplace by women or by other men. Given the pronounced attention accorded over the last few months to high ranking individuals within South Africa and the USA who have allegedly been involved in incidences of sexual harassment, the study is timely. The focus of sexual harassment studies within the workplace is furthermore important as it affects the employees, employers and the workplace as a whole. The purpose of the present study was to investigate the experiences and perceptions of sexual harassment of employees of an information technology company. Information technology has typically been a male dominated occupation, and prevailing traditional, paternalistic attitudes may adversely impact on women's choice and pursuit of a career in this field. However, South African legislation, promulgated to enhance the intake of women and marginalised groups, has sought to strengthen gender equality and, concomitantly, the participation of women in information technology. The current research was conducted by administering the Sexual Harassment Experience Questionnaire and Perception of Sexual Harassment Questionnaire to a sample of 131 employees. These questionnaires were distributed via email within one organisation and four regional branches of the same organisation. The results indicate that there are statistically significant differences between males' and females' experiences of sexual harassment in the workplace. Furthermore, there were statistically significant differences between divorced employees and single and married employees in terms of their experiences and perceptions of sexual harassment. Lastly, the perception of sexual harassment was found to differ according to respondents' educational levels. However, there was no statistically significant difference in perceptions and experiences of sexual harassment on the basis of age, level of education and tenure within the current organisation. http://etd.uwc.ac.za iv | P a g e Notwithstanding some of the methodological limitations, most notably the small sample size and the fact that a non-probability sample was utilised, some interesting findings emerged. While the results are of a somewhat tenuous nature and may need to be interpreted with caution, there are nevertheless important implications for organisations. Recommendations with respect to how to address sexual harassment are proposed.

Work and Occupations, 2008

This study sheds light on the organizational foundations of sexual harassment. The authors evaluated a theoretical model underscoring the influence of worker power, workplace culture, and gender composition using unique data derived from the population of English-language, book-length workplace ethnographies. The authors used ordered and multinomial logistic regression to test whether organizational explanations vary in their capacity to predict three distinct forms of sexual harassment: patronizing, taunting, and predatory conduct. The findings reveal that organizational attributes influence not only the presence of workplace sexual harassment but also the specific form in which it manifests. The result is a more conceptually refined model of sexual harassment in organizational context. The authors conclude with a discussion of the contribution of this study to sociological explanations of sexual harassment, including linkages to more recent qualitative work underscoring its complexity, and with implications for policy in light of current workplace trends.

Journal of Vocational Behavior, 2000

This research examined the relationships between the antecedents and outcomes of sexual harassment as well as the influence of different types of perpetrators and different types of harassment via a survey of 214 women university employees. Gender harassment was the most frequent type of harassment reported. A canonical analysis indicated that it was not related to age in a linear fashion-both the youngest women and those who were middle aged were particularly vulnerable. Male-dominated environments were associated with gender harassment by higher, equal-, and lower level men. In the case of gender harassment perpetrated by lower and equal-level men, opportunity to interact with them was an important contributor, whereas it was negative perceptions of the organization's sanctions against harassment that were important in the case of gender harassment perpetrated by higher level men. In general, the more formal power that the harassers held over their targets, the more likely the targets were to report experiencing negative outcomes. For example, there were no significant negative outcomes reported in the case of gender harassment by lower level men. Gender harassment and unwanted sexual attention by peers was associated with higher perceived stress and turnover intentions. By contrast, gender harassment of professional women by higher level men was associated with a wide variety of negative outcomes including increased stress, turnover intentions, and negative mood and decreased satisfaction with their supervisor. The exception to this pattern was that gender harassment of clerical staff by higher level men was associated only with decreased work satisfaction. Sexual harassment has emerged as an issue of great concern in contemporary workplaces and institutes of higher learning. Recent well-known cases like those alleging harassment by Clarence Thomas and President William Clinton have certainly accentuated the issue. Most sexual harassment, however, occurs outside the media spotlight, with survey data suggesting that about half of all working women will be subject to sexual harassment in one form or another . Surveys show that men report being the targets of sexual harassment far This study was based on research conducted for a master's thesis by the first author under the supervision of the second author. We thank E. Kevin Kelloway for his help and suggestions.