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PubMed1995

Gender influence on perceptions of hostile environment sexual harassment.

Perceptions of sexual harassment were investigated as a function of perpetrators' and recipients' gender. Undergraduate students (100 women, 98 men) were presented 34 scenarios of men and women interacting at work. Participants were asked to read carefully each scenario and indicate on a scale anchored by 1 (strongly disagree) and 7 (strongly agree) their opinions as to whether the scenario represented an incident of sexual harassment. Analysis indicated that women rated "hostile environment" scenarios as more harassing than men, and male perpetrators were rated as more harassing than female perpetrators. Even though some scenarios were rated as more harassing than others, the full range of the 7-point scale was used on every scenario, indicating a lack of agreement on what constitutes harassment. This lack of agreement highlights the debate within the legal community about whether the "reasonable person" or the "reasonable woman" standard should be used to judge sexual harassment in the workplace.

Adolescent↗

PubMed2006

Nurses confronting sexual harassment in the medical environment.

Sexual harassment is an important and widespread public health problem, particularly for nurses who work in the medical environment. Some studies note that nursing is the profession with the highest rates of sexual harassment; however, few studies of sexual harassment of nurses in the medical workplace were found in Taiwan. Methodologically, a cross-sectional survey with a self-administered structured questionnaire was implemented for this study. Subjects of this survey were recruited from the nurses of six teaching hospitals by a purposive sampling method. A total of 307 subjects were selected. The results show: (1) there are 175 subjects who experienced sexual harassment in medical practice, which is 57% of 307 sampled nurses; (2) the frequency of verbal sexual harassment (55.7%) is higher than non-verbal sexual harassment (40.1%) and physical sexual harassment (39.1%). The results of this study can provide information for the teaching hospitals and clinical instructors to help understand the prevalence and management strategies for nurses suffering from sexual harassment in the medical workplace.

Adult↗

PubMed2000

An evaluation of stress symptoms associated with academic sexual harassment.

It is clear that sexual assault can precipitate posttraumatic stress disorder. Some theorists have suggested that less severe sexually harassing behaviors may also have trauma-like sequelae. In a study evaluating this hypothesis, 69 female participants completed self-report measures of instances of sexual harassment, basic beliefs, psychological distress/symptoms, and PTSD symptoms. Participants watched videotapes depicting sexual harassment, emotional arousal (not sexual in nature), and a neutral interaction while their heart rate was monitored, and they were interviewed using the SCID for PTSD. Results revealed that those who had been sexually harassed reported more negative basic beliefs, more general distress, and more negative state mood after watching the sexual harassment video, relative to those who had not been harassed. The severity of sexual harassing behaviors experienced was positively correlated with PTSD symptoms. Heart rate reactivity to the videotapes did not differ across groups defined by sexual harassment status.

Adult↗

PubMed1993

Sexual harassment in medical training.

BACKGROUND: Sexual harassment has become a national concern and one that is increasingly recognized in the field of medicine. Although there are reports of the sexual harassment of medical trainees, there is little information on the prevalence of this problem and whether it is adequately addressed by training institutions. METHODS: Surveys with descriptions and examples of sexual harassment were mailed to 133 internal medicine residents in a university training program. The residents were asked to report anonymously whether they had encountered sexual harassment during medical school or residency, the frequency and type of harassment, its effect on them, whether they chose to report it to a person in authority, and the factors that influenced this decision. RESULTS: Surveys were returned by 82 residents (response rate, 62 percent), 33 women and 49 men. Twenty-four women (73 percent) and 11 men (22 percent) reported that they had been sexually harassed at least once during their training. The women were more likely than the men to have been physically harassed, and the women's harassers were of higher professional status. Among those harassed, 19 of the women (79 percent) and 5 of the men (45 percent) thought that the experience created a hostile environment or interfered with their performance at work, but only 2 women and no men reported their experiences to an authority. The women cited a lack of confidence that they would be helped as the main reason for not reporting the experience, whereas men most commonly said that they had dealt with the problem without the need for outside assistance. CONCLUSIONS: Many medical trainees encounter what they believe to be sexual harassment during medical school or residency, and this often creates a hostile learning and work environment. Training institutions need to address the adverse effects this may have on medical education and patient care.

Female↗

PubMed2005

Sexual harassment--abuse or flirtation.

Sexual harassment is a continuum of expression of human behavior ranging from attraction and flirtation at one extreme through to violence at the other. Four main models have been proposed to account for the phenomenon. These include the biological, organizational, sociocultural and the spill-over models. In this article, the term spill-over is used to explain the appearance and characteristics of harassment in the health care environment of the hospital. With the introduction of two new laws in Israel, the Law of Equal Opportunity and the Law for Prevention of Sexual Harassment, greater awareness of the rights of victims of harassment and their remedies are now on the Statute Book. Some of the salient features of the two laws are emphasized. Changes in the attitude of the courts based on this legislation are now occurring and greater prominence given to violent behavior is a feature of the change in public awareness of sexual harassment.

Female↗

PubMed1996

Sexual harassment of Chinese college students.

Sexual harassment of Chinese college students with a focus on their awareness, experiences, responses, and expectations of institutional intervention to the problem was examined. 358 male and 491 female Chinese college students in Hong Kong participated. There were no gender differences in students' awareness of the phenomenon. Students' own experiences were less frequent than what they had heard about sexual harassment. Peer harassment occurred twice as frequently as faculty harassment. Compared to men, twice as many women said they had been sexually harassed. About one in four women students experienced various forms of sexual harassment and 1% were coerced into sexual activities during their college years by either teachers or peers. Students typically avoided and ignored the harassers and felt that the university should take up active roles in combating the problem. Comparisons with U.S. studies suggested that Chinese college students had a lower awareness and experience level in sexual harassment than U.S. students.

Adult↗

PubMed2006

International sexual harassment.

This paper on international sexual harassment begins with a presentation of the definitions, models, and consequences of sexual harassment. Following this discussion, a description is given of a nine-country research program that examined reactions to academic sexual harassment. A brief review of incidence studies and international laws related to sexual harassment are also included.

Canada↗

PubMed1999

When sexual harassment hits home.

Sexual harassment cases illustrate the problems facing employees, including nurses' abusive experiences with both physicians and patients. Learn how to give employees the support they need and lower your liability.

Employee Grievances↗

PubMedDate not supplied

Sexual harassment: guidelines for laboratory managers.

Sexual harassment can poison a work environment, create legal problems, and cause productivity to suffer. Excellent clinical laboratories recognize its potentially disruptive effects and develop proactive strategies to deal with sexual harassment while enacting policies that prevent its occurrence. This article outlines steps to be taken when sexual harassment is alleged. A sample organizational policy on sexual harassment is also included.

Canada↗

PubMed2002

Sexual harassment between same-sex peers: intersection of mental health, homophobia, and sexual violence in schools.

This article provides a historical and legal framework for defining peer sexual harassment from three different perspectives: sex discrimination, mental health, and sexual violence. Major court decisions that define sexual harassment in both education and the workplace are highlighted, and arguments regarding sexual harassment between peers of the same sex are profiled. This research also identifies sexism and heterosexism as a major social violence problem in U.S. education and argues that peer sexual harassment is sexual violence with considerable mental health implications for both boys and girls. Recommendations for social work practice regarding peer sexual harassment in schools are discussed.

Adolescent↗

PubMed1998

Sexual harassment: a concern for the athletic trainer.

OBJECTIVE: Sexual harassment is a vital social issue that affects the business community, educational institutions, and personnel in the U.S. military. Addressing sexual harassment in the athletic training clinical setting is an important issue for the athletic training professional. Athletic trainers need to understand the complex definitions of sexual harassment and how to identify and handle claims of sexual harassment in order to prevent sexual harassment from occurring and to prevent civil lawsuits of alleged sexual harassment. BACKGROUND: Professional journals, legal textbooks, policy handbooks, unpublished findings from the NATA Women in Athletic Training Committee report, and current news media sources were used to gain a greater understanding of this social problem. DESCRIPTION: To make the athletic trainer aware of this important social issue and to offer suggestions for the athletic training staff to aid in preventing problems of sexual harassment. CLINICAL ADVANTAGES: This article provides definitions and examples of sexual harassment, discussion of policy development, and suggestions for ways to eliminate sexual harassment in the athletic training environment.

Journal Article↗

PubMed1994

Sexual harassment of female registered nurses in hospitals.

Sexual harassment of nurses seriously affects nursing performance and productivity. In this survey, sexual harassment by male patients and coworkers was reported by greater than 70% of the female staff nurses surveyed. The most common manifestations of harassment were sexual remarks; however, behaviors involving touch were frequent. Nurses noted that they often confronted patients when these behaviors occurred, but were less likely to confront male co-workers. Findings suggest that nursing managers and executives must discover and eliminate sexual harassment in hospital work settings and create work cultures that discourage manifestation of sexually harassing behaviors.

Adult↗

PubMed1998

Seven spoonfuls of preventive medicine for sexual harassment in health care.

Sexual harassment claims have increased substantially since 1990 and continue to be prominent in the Equal Employment Opportunity Commission's discrimination caseload. The authors surveyed high-level training and human resource practitioners in small, medium, and large health care organizations for suggestions to counter this trend. Three fourths of these professionals suggested that behavior modeling of strong policies combined with effective training helped. The survey results suggest seven preventive medicine strategies for reducing work-related sexual harassment incidents in health care organizations.

Adult↗

PubMed1993

Sexual harassment of female doctors by patients.

BACKGROUND: Sexual harassment within the doctor-patient relationship is typically discussed in terms of male doctors harassing female patients. We investigated the sexual harassment of female doctors by patients. METHODS: Surveys were mailed to a random sample of 599 of the 1064 licensed female family physicians in Ontario, Canada. Respondents were asked about their experiences of sexual harassment by either male or female patients and about the nature and frequency of harassing behavior. Suggestions for prevention were requested. RESULTS: Seventy percent (422) of the questionnaires were completed and returned. More than 75 percent of the respondents reported some sexual harassment by patient at some time during their careers. Physicians had been harassed most often in their own offices and by their own patients. However, in settings such as emergency rooms and clinics, unknown patients presented a proportionately higher risk. The physicians' perceptions of the seriousness of the problem varied with the frequency and severity of the incidents. CONCLUSIONS: Sexual harassment of female doctors appears to occur frequently, and it is therefore an important topic to address in medical school and professional development.

Adult↗

PubMed1994

Sexual harassment of critical care nurses: a costly workplace issue.

BACKGROUND: Sexual harassment in the workplace is a prevalent form of impermissible sex discrimination in employment. The high profile of this issue in the media, together with laws prohibiting sexual harassment, have not prevented this problem for working nurses. OBJECTIVES: To describe and determine the extent of sexual harassment incidents experienced by nurses working in critical care areas, and to determine attitudes about, and presence of policies regarding, sexual harassment in hospitals. METHODS: For this descriptive study the federal government's definition of sexual harassment and a list of sexually harassing behaviors was mailed with a survey to 188 critical care nurses. RESULTS: Findings indicated that 46% of the respondents had been harassed. Offensive sexual remarks (56%), unwanted physical contact (53%), unwanted nonverbal attention (27%), requests for dates (16%), and sexual propositions (9%) were types of sexual harassment experienced. Sexual assault was experienced by one woman. Harassers were physicians (82%), coworkers (20%), or immediate supervisors (7%). A majority of the incidents (69%) were not reported. Most nurses (80%) had not received training, nor were there policies and procedures to follow in most cases for reporting harassment. CONCLUSIONS: These results suggest that many critical care nurses are harassed and that relatively few hospitals have sexual harassment policies known to employees. They also indicate that sexual harassment training, policies, and procedures are needed to provide a safe, healthy work environment for critical care nurses.

Adult↗

PubMed2005

Attitudes and perceptions of workers to sexual harassment.

The authors investigated how individual factors (age, gender, gender role, past experiences of sexual harassment) and organizational factors (gender ratio, sexual harassment policies, the role of employers) related to workers' attitudes toward and perceptions of sexual harassment. In Study 1, participants were 176 workers from a large, white-collar organization. In Study 2, participants were 75 workers from a smaller, blue-collar organization. Individuals from Study 2 experienced more sexual harassment, were more tolerant of sexual harassment, and perceived less behavior as sexual harassment than did individuals from Study 1. For both samples, organizational and individual factors predicted workers' attitudes toward and experiences of sexual harassment. Individual factors-such as age, gender, gender role, past experiences of sexual harassment, and perceptions of management's tolerance of sexual harassment-predicted attitudes toward sexual harassment. Workers' attitudes, the behavioral context, and the gender of the victim and perpetrator predicted perceptions of sexual harassment. The authors discussed the broader implications of these findings and suggested recommendations for future research.

Adult↗

PubMed2000

Sexual harassment.

We review the current state of sexual harassment theory, research, treatment, and prevention. Definitional problems and implications are discussed. An examination of the epidemiology of sexual harassment is presented, highlighting correlates that include characteristics of the organizational environment, the perpetrator, and the recipient of unwanted sexual behavior. Normative responses to sexual harassment and consequences are discussed. Descriptions of the most prevalent models of sexual harassment are offered and the empirical evidence for them is briefly reviewed. From there, the effect of model development and evaluation on the prevention and treatment of sexual harassment is considered. We comment on the steps that would need to be taken to develop viable prevention and treatment programs. Suggestions for fruitful avenues of research and theory development are offered.

Female↗

PubMed1984

Sexual harassment: how should management handle it?

Sexual harassment is against the law and can place health care facilities at substantial risk in lawsuits as well as disrupt their caring and professional atmosphere. In some cases, health care facilities are held responsible for nonemployees' harassment of employees, as well as for harassment by employees. In addition, if an employee receives benefits such as a promotion in exchange for sexual favors, the organization may be liable for discrimination against persons who did not receive such benefits. The Equal Employment Opportunity Commission has established guidelines for identifying and redressing instances of sexual harassment. They instruct health care facilities to issue a policy statement explaining to employees the institution's opposition to sexual harassment and outlining procedures for lodging a complaint. It is strongly recommended that health care facilities: Investigate complaints thoroughly, tactfully, and evenhandedly. Establish a progressive discipline schedule and administer it consistently to all employees. Document the investigatory and decision making process.

Female↗