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This study aimed to examine the relationships among discriminary culture against women, hierarchical culture, sexual harassment and work–family conflict in the workplace.
Abstract
Purpose
This study aimed to examine the relationships among discriminary culture against women, hierarchical culture, sexual harassment and work–family conflict in the workplace.
Design/methodology/approach
Data were collected from female employees in South Korea. Structural equation modeling was employed to analyze 202 responses obtained through a self-report survey.
Findings
The findings indicate that (a) discriminatory culture against women and a hierarchical culture were positively related to sexual harassment, and (b) sexual harassment positively affected work–family conflict. Additionally, both a discriminatory culture against women and a hierarchical culture had indirect effects on work–family conflict, which were mediated by sexual harassment.
Originality/value
This study can help researchers better understand the relationship between organizational culture and the work experience of female employees by examining the mechanisms that influence their work–family conflict.
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Akanksha Jumde and Nishant Kumar
This paper aims to focus on compliance of workplace sexual harassment-related provisions under Indian companies and securities law, based on an empirical analysis of companies’…
Abstract
Purpose
This paper aims to focus on compliance of workplace sexual harassment-related provisions under Indian companies and securities law, based on an empirical analysis of companies’ sexual harassment-related disclosures contained within their directors’ annual reports (ARs). Specifically, sections devoted to sexual harassment-related disclosures, inbuilt within directors’ ARs for the financial year 2019–2020 for a selected sample of companies listed under the National Stock Exchange, have been analysed.
Design/methodology/approach
To examine the nature of companies’ disclosures to demonstrate their compliance with statutory requirements under the POSH law, aligned with the Companies (Accounts) Rules, 2014 and Securities and Exchange Board of India’s regulations, an empirical-based, descriptive content analysis of ARs of 200 listed companies were used.
Findings
This study primarily finds that the majority of companies from the sample have disclosed to have prepared a corporate-level policy, as required under the POSH law. As also required under the POSH law, companies, reportedly, have constituted an Internal Complaints Committee to adjudicate and dispose of incidents related to sexual misconduct reported at their workplaces. However, companies lack in disclosing qualitative information, with sufficient detail, on many important aspects related to prevention and resolution of reported cases of workplace sexual harassment.
Originality/value
This paper adds to the broader narrative of the lacunae within the disclosure and reporting requirements on enhancing the liabilities of the companies to prevent and address sexual harassment under India’s corporate and securities regulations.
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Imad-Addin Almasri, Nafiza Martini, Sedra Al Kadamani, Ensaf Abdullah Maasarani and Munir Abas
Sexual harassment is a pervasive and damaging issue that affects the physical and mental health and well-being of employees in the workplace. It is a serious public health concern…
Abstract
Purpose
Sexual harassment is a pervasive and damaging issue that affects the physical and mental health and well-being of employees in the workplace. It is a serious public health concern that requires urgent attention and action and very dangerous problem in management. Our studies have shown that women are more likely to be the victims of sexual harassment and are more dissatisfied with the situation, organizations have a moral and legal obligation to take proactive measures to prevent and address sexual harassment, including implementing effective policies, providing employee training and fostering a culture of respect and accountability. By doing so, we can create safer, healthier and more productive work environments for all the employees.
Design/methodology/approach
This study consisted of 344 individuals from the Syrian community who completed a questionnaire, that contained statements about harassment to gauge each gender’s perception and sensitivity toward it. The questionnaire was carefully designed to include 30 questions, including daily situations in the work environment that may occur and how they are classified by males and females. Is it harassment or not, and about the HR department have personal safety and security standards such as the code of conduct and the rules regulating these behaviors or not and our research project was a collaboration between the two nongovernmental organizations (NGOs): Stemosis and Institute of Human Resources Management (IHRM).
Findings
Our research reveals a distinction between the thinking patterns and coping mechanisms of females and males when it comes to dealing with this phenomenon. We presented various scenarios to our respondents, depicting situations that an individual might face in their everyday life and asked them questions related to the definition of harassment, its root causes and strategies for addressing it. Research has shown that women are at a higher risk of experiencing feelings of fear and dissatisfaction when subjected to sexual harassment. This unfortunate reality highlights the need for greater awareness and action to combat such reprehensible behaviors. Save Women!
Research limitations/implications
The study faced several limitations in collecting data due to the sensitive and shameful nature of the topic for both men and women in the Syrian Arab Republic. This caused embarrassment for some participants, leading to their unwillingness to participate in the research. Additionally, the study encountered difficulties in dealing with companies, as they did not accept exposure to such situations and failed to show any codes of conduct under the name of their company, and the participants did not consider certain factors as reasons for harassment. Specifically, 71.2% of participants did not consider inappropriate outfits as a reason for harassment. However, there was a significant difference between the opinions of men and women on this matter (p-value < 0.05). Additionally, political, social and psychological reactions were not considered a reason for harassment by 64.8% of participants.
Practical implications
In our study, there was a situation that one of the respondents (male) was exposed to by the HR manager (female) who was pretending to be a professional, after he confronted her, she threatened him with expulsion from work and despite his annoyance, he ignored her because it was pointless to talk with her and during the study, (44.7%) of the participants had experienced sexual harassment.
Social implications
Victims of sexual harassment experience a similar condition to post-traumatic stress disorder, which can lead to many mental and psychological issues. The overall organizational environment plays a critical role in the well-being of employees. It is widely accepted that victims of violence suffer from a lack of well-being. Employee well-being is based on feelings of happiness and satisfaction that come from a sense of security. According to the Maslow’s theory of needs, security is fundamental to people and a toxic workplace environment can destroy an individual’s sense of security, negatively impacting their well-being In Syria.
Originality/value
In Syria, society is considered closed about sexual issues and considers it a sensitive issue despite its presence and spread in work environments, as the results showed, and this is one of the challenges we face. Therefore, our study is the first in Syria and the largest that sheds light on this phenomenon clearly, strongly, deeply and directly.
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Iain Alexander Smith and Amanda Griffiths
Employers are increasingly attempting to mitigate subtle but harmful forms of employee rudeness and slights. These include “microaggressions”, “everyday discrimination” and…
Abstract
Purpose
Employers are increasingly attempting to mitigate subtle but harmful forms of employee rudeness and slights. These include “microaggressions”, “everyday discrimination” and “workplace incivility”, among others. It is unclear which of these various terms is most acceptable for introducing the topic in the workplace. This paper explores human resources (HR) leaders' considerations about the terms and the organisational context that allow for successful implementation.
Design/methodology/approach
16 expert interviews were conducted with HR leaders from large organisations in the United Kingdom. Reflexive Thematic Analysis was used to explore interview transcripts.
Findings
HR leaders reflected on various terms for subtle slights, largely according to how understandable (coherent) and emotionally resonant (provocative) they appeared. They did not converge on any universally accepted term. Less abstract terms were regarded as most acceptable for a broad audience. There was a view that leaders, often representing dominant groups, would find provocative terms such as microaggressions less acceptable than under-represented groups; the latter would find their experiences of subtle slights validated by terms such as microaggressions. Participants suggested that understanding the need for change was a necessary precursor to participation in training. Compliance-based approaches were considered less helpful. Implications for the design of training initiatives are presented whereby several terms could be used and explained.
Originality/value
This is the first study to gather HR leaders' views on the acceptable terminology for subtle slights. Findings suggest employers may find value in adopting an implementation science approach to introducing diversity initiatives.
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Mohamed Mousa, Hala Abdelgaffar, Islam Elbayoumi Salem, Walid Chaouali and Ahmed Mohamed Elbaz
This study examines how far female tour guides in Egypt experience sexual harassment and how they cope with it.
Abstract
Purpose
This study examines how far female tour guides in Egypt experience sexual harassment and how they cope with it.
Design/methodology/approach
A qualitative research method is employed, and semi-structured interviews were conducted with 32 full-time female tour guides working for several travel agencies in Egypt. Thematic analysis was used to extract the main ideas from the transcripts.
Findings
The findings show that female tour guides in Egypt would encounter annoying gender harassment mostly from tourists they serve, and they might suffer from irresponsible behavior – gender harassment, unwanted sexual harassment, and sexual coercion – from their local managers. When facing sexual harassment, female tour guides usually tend to adopt one of the following three coping strategies: (a) indifference to sexual harassment they encounter, (b) heroism by taking legal action when exposed to sexual harassment or (c) fatalism by taking inconsequential action such as complaining the harasser to his direct manager or filling in an official complaint inside their workplace. The selection of the coping strategy is usually based on the female victim's personality and the organizational and social context she adapts to.
Originality/value
This paper contributes by filling a gap in tourism, human resources management and gender studies in which empirical studies on the sexual harassment that female tour guides encounter, particularly in non-Western contexts, have been limited so far.
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Andréanne Angehrn, Colette Jourdan-Ionescu and Dominick Gamache
Police officers face a unique and challenging occupational experience and report elevated mental disorder symptoms relative to the general population. While gender differences…
Abstract
Purpose
Police officers face a unique and challenging occupational experience and report elevated mental disorder symptoms relative to the general population. While gender differences appear to be present in police mental health, this study aims to find which factors foster and promote resilience in these workers and how gender may relate to police resilience.
Design/methodology/approach
The present study was designed to explore how protective factors, sexual harassment and personality dysfunction impacted resilience among police officers (n = 380; 44% women). Furthermore, gender differences were also examined on these factors as well as on resilience rate.
Findings
Men and women police officers did not differ significantly in terms of resilience, protective factors and overall experiences of sexual harassment behaviors; yet, policewomen subjectively reported having experienced more sexual harassment in the past 12 months than policemen. Men reported greater personality difficulties than women, according to the alternative Diagnostic and Statistical Manual of Mental Disorders, Fifth Edition (DSM-5) model for personality disorders. Personality dysfunction was the most robust predictor of poor resilience (ß = −0.465; p < 0.001).
Originality/value
Personality fragilities appear to have an important negative impact on the resilience of police officers, over and above protective factors and gendered experiences. Interventions targeting emotion regulation, self-appraisal and self-reflection could help promote resilience and foster well-being in this population.
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Arosha S. Adikaram and Pavithra Kailasapathy
The authors aim to explore how perspective-taking and attribution of blame lead to side-taking by human resource professionals (HRPs) when making judgements and handling…
Abstract
Purpose
The authors aim to explore how perspective-taking and attribution of blame lead to side-taking by human resource professionals (HRPs) when making judgements and handling complaints of sexual harassment.
Design/methodology/approach
Employing qualitative methodology, the authors used semi-structured in-depth interviews with 35 HRPs from 30 companies in Sri Lanka. Attribution theory and perspective-taking were used as theoretical lenses.
Findings
In handling complaints of sexual harassment incidents, HRPs take the perspectives of the alleged perpetrator, complainant, or the company and attribute the blame to the alleged perpetrator or the complainant. Irrespective of the gender of the HRPs and the perspective they take, they would most often blame the female complainants due to sexual harassment myths and misperceptions and traditional sex-role beliefs. Thus, they either take the side of the alleged perpetrator or the company, explicitly/implicitly or intentionally/unintentionally.
Originality/value
The central originality of this research is the finding that HRPs take sides in resolving complaints of sexual harassment and perspective-taking and attribution of blame by HRPs lead to this side-taking in organisational settings.
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Susan Kinnear and Tess Lhermitte-Russell
The communications industry faces a recruitment crisis. Despite the pivot to hybrid working and the ever-increasing number of young people opting to study the discipline, over…
Abstract
The communications industry faces a recruitment crisis. Despite the pivot to hybrid working and the ever-increasing number of young people opting to study the discipline, over half of recruiters in the public sector and three quarters of those recruiting for agencies struggle to fill vacancies. This chapter examines these trends from a radical feminist perspective, arguing the communications industry is squandering young, female talent by failing both new entrants and mothers returning to work after childbirth. This analysis is based on a series of surveys undertaken between 2020 and 2022 to examine the expectations and lived experience of women, and in particular communications students and mothers, working in or aspiring to work in the sector. Over 73% of the women surveyed had experienced gender-based discrimination and harassment, and 66% had been forced to choose between their careers and having a child. Of the young entrants to the profession surveyed, 88% believed becoming a mother would negatively impact their career, while 32% had experienced discrimination while undertaking their student placement. Analysis of these data indicates the sector faces a crisis of its own making by failing to provide a workplace culture worth working in. The chapter concludes only a direct challenge to male hegemony can redress the gender imbalance, free up talent to meet skills shortages and provide lasting change for women working in communications. It offers a series of recommendations for how professional bodies can address these issues and empower young women to achieve the career outcomes they deserve.
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Isaac Nyarko Adu, Angela Duoduaa Nyarko-Tetteh and Michael Kyei-Frimpong
This study aims to examine students' experiences of sexual harassment (SH) in higher education institutions (HEIs) in Ghana as well as their coping strategies.
Abstract
Purpose
This study aims to examine students' experiences of sexual harassment (SH) in higher education institutions (HEIs) in Ghana as well as their coping strategies.
Design/methodology/approach
The study adopted the cross-sectional descriptive survey research design and used the convenience sampling technique to sample 926 students from four public Universities in Ghana. The data collected were analyzed using an independent-sample t-test with the aid of IBM SPSS Statistics version 23.0.
Findings
The study found no significant difference in male and female students' experience of gender harassment and unwanted SH. Additionally, female students were sexually coerced considerably more than males. In the case of coping strategies, the study found no significant differences among male and female students use of passive coping strategies. Finally, the study found significant differences among male and female students use of active, self-blame and benign coping strategies.
Practical implications
This implies that specific attention is required when students experience SH since they may be exposed to more aggressive sexual behavior.
Originality/value
The originality of this present study rest on its unique contribution by exploring the prevalent SH and coping strategies among tertiary students in HEIs in Ghana.
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