Dissertations / Theses: 'Sexual harassment'

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Pickrell, Juliana Evan Holway. "Academic sexual harassment : sexual harassment of students /." Thesis, Connect to this title online; UW restricted, 1986. http://hdl.handle.net/1773/7873.

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Carlucci, Mariana E. "Same sex sexual harassment : perceptions of female-female sexual harassment." FIU Digital Commons, 2008. http://digitalcommons.fiu.edu/etd/2020.

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This study investigated how mock jurors perceive female-female sexual harassment. Participants read a case vignette depicting female-female sexual harassment where the sexual orientation of the harasser (lesbian vs. straight) and type of sexual harassment (approach vs. reject vs. generalized) were counterbalanced across participants. Participants were asked to make a liability determination for the case. They were also asked to rate the unwanted conduct on several legally relevant dimensions (e.g., severity, pervasiveness, unwelcomeness). Results show that sexual orientation of the harasser is the most important factor used to determine liability, with participants finding more liability when the harasser was lesbian than when the harasser was straight. Participants similarly found the same conduct to be more severe, pervasive, unwelcome, and threatening when the harasser was lesbian than when she was straight. As expected, female participants found more evidence of discrimination than male participants. These findings illustrate biases mock jurors may hold when making legal decisions in female-female sexual harassment cases.

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Ristow, Liezel. "Sexual harassment in employment." Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/341.

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Africa as no exception. It is generally accepted that women constitute the vast majority of sexual harassment victims. Sexual harassment is therefore one of the major barriers to women’s equality as it is a significant obstacle to women’s entrance into many sectors of the labour market. The Constitution now provides that no person may unfairly discriminate against anyone on grounds of, inter alia, sex and gender. The Employment Equity Act now provides that harassment is a form of unfair discrimination. It has been said that harassment is discriminatory because it raises an arbitrary barrier to the full and equal enjoyment of a person’s rights in the workplace. Much can be learned from the law of the United States and that country’s struggle to fit harassment under its discrimination laws. The Code of Good Practice on the Handling of Sexual Harassment Cases attempts to eliminate sexual harassment in the workplace by providing procedures that will enable employers to deal with occurrences of sexual harassment and to implement preventative measures. The Code also encourages employers to develop and implement policies on sexual harassment that will serve as a guideline for the conduct of all employees. Although the Code has been subject to some criticism, particularly regarding the test for sexual harassment, it remains a valuable guide to both employers and employees alike. The appropriate test for sexual harassment as a form of unfair discrimination has given rise to debate. Both the subjective test and the objective test for sexual harassment present problems. Some authors recommend a compromise between these two tests in the form of the “reasonable victim” test. The Employment Equity Act makes the employer liable for the prohibited acts of the employee in certain circumstances. The Act, however, places certain responsibilities on the employer and the employee-victim before the employer will be held liable for sexual harassment committed by an employee. Sexual harassment committed by an employee constitutes misconduct and can be a dismissible offence. An employer may also be held to have constructively dismissed an employee, if the employer was aware of the sexual harassment and failed to control such behaviour, and the employee is forced to resign. The test for determining the appropriateness of the sanction of dismissal for sexual harassment is whether or not the employee’s misconduct is serious and of such gravity that it makes a continued employment relationship intolerable. However, for such a dismissal to be fair it must be both substantively fair and procedurally fair.

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Bowers, Adrian H. "False allegations of sexual harassment /." abstract and full text PDF (free order & download UNR users only), 2006. http://0-gateway.proquest.com.innopac.library.unr.edu/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3250681.

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Thesis (Ph. D.)--University of Nevada, Reno, 2006.
"December 2006." Includes bibliographical references (leaves 66-73). Online version available on the World Wide Web. Library also has microfilm. Ann Arbor, Mich. : ProQuest Information and Learning Company, [2006]. 1 microfilm reel ; 35 mm.

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Lee, Sung-Eun. "Sexual harassment in Korean organisations." Thesis, University of York, 2002. http://etheses.whiterose.ac.uk/10820/.

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Smart, Melissa M. "Understanding Contrapower in Sexual Harassment." Ohio University / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1193077338.

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Swoboda, Erin K. "Sexual harassment training an analysis /." Menomonie, WI : University of Wisconsin--Stout, 2004. http://www.uwstout.edu/lib/thesis/2004/2004swobodae.pdf.

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Williams, Rhonda. "An empirical investigation of student sexual harassment attitudes in relation to implementation of sexual harassment policy /." Search for this dissertation online, 2003. http://wwwlib.umi.com/cr/ksu/main.

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Abel, Kimberly. "Where Sexual Harassment, Sexual Violence and Title IX Intersect." Thesis, Point Park University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10286107.

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Sexual harassment and sexual violence are complex social issues and a prevalent problem on college and university campuses. College students are an “at risk” population because of their age, developmental stage, proximity to one another, and their access to social activities influenced by peer pressure, alcohol, and other drugs. In this study, the researcher examined the phenomenon of sexual harassment and sexual violence on college and university campuses in relation to Title IX legislation and guidance through the U. S. Department of Education, Office for Civil Rights finding letters and the college and university voluntary resolution agreements from 21 cases. Title IX of the Education Amendments of 1972 prohibits the discrimination by gender to any educational program or activity. Sexual harassment and sexual violence are considered to be forms of sex discrimination. Applying a pragmatic worldview and interpretive lens, the researcher completed a qualitative document analysis of the case documents, using a framework modeled after Coffey’s (2014) work. The researcher completed an inductive coding analysis of the documents to identify patterns related to the nature of sexual harassment and sexual violence, Title IX legislation and OCR guidance, and the complaints, finding of violations, and the resolution strategies outlined in the voluntary agreements. As one of the first qualitative studies of the OCR investigation and resolution documents, the results provide a broad introduction to the existence of sexual harassment and sexual violence in the studied cases, the role of Title IX and its influence and impact on college campuses, and the strategies identified to respond to the identified violations and initiatives put in place to prevent and respond to future occurrences.

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O'Connell, Colleen E. "Sexual harassment in a university workplace." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape15/PQDD_0019/MQ27533.pdf.

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Poirier, Shannon M. "Perceptions of sexual and nonsexual harassment." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ40355.pdf.

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Bateman, Brenda E. "Gender/sexual harassment in elementary schools." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape7/PQDD_0019/MQ56799.pdf.

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Carpenter, Cathy L. "Sexual harassment in the ivory tower." Thesis, This resource online, 1994. http://scholar.lib.vt.edu/theses/available/etd-09052009-040704/.

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Rainey, Shawn. "Influences on Juror's Perceptions of Sexual Harassment." TopSCHOLAR®, 2003. http://digitalcommons.wku.edu/theses/563.

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Participants role-played jurors evaluating the facts of a potential sexual harassment incident, including information on victim and perpetrator intoxication levels. They first made an individual determination of sexual harassment, followed by a group determination. Generally, sober perpetrators were more likely to be perceived as guilty of sexual harassment than either intoxicated perpetrators or when no information on perpetrator intoxication was available. However, victim intoxication interacted with gender to impact decisions of sexual harassment. Men were less likely than women to find the perpetrator guilty when the victim was sober. Women were less likely than men to find the perpetrator guilty when the victim was intoxicated. These data suggest that women provided more support for the "Just World Hypothesis" then did men. Women tended to blame the perpetrator when the victim was sober, but not when the victim was intoxicated. When there was no information about either the victim's or the perpetrator's intoxication status women were more likely than men to perceive sexual harassment. Information regarding intoxication level appeared to interfere with juror perceptions and their confidence in decisions of sexual harassment. When participants were placed in a group setting, they were more likely to change their decision from a finding of sexual harassment to one of no sexual harassment.

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Muzuva, Arthurnatious. "Vicarious libality for sexual harassment at work." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/d1011386.

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Sexual harassment has been in existence for a long time in the workplace without any attempt to understand, define and effectively combat this rather undesirable and serious form of misconduct. Until fairly recently, the growing problem of sexual harassment and its damaging effect have been given much attention by legal authorities and society at large. The effect of sexual harassment is that it embarrasses or humiliates the victim. The victim may also suffer from trauma which, in turn, affects his/her performance at work. Numerous definitions have been provided on what constitutes sexual harassment. Sexual harassment takes place when a women‟s sexual role overshadows her work role in the eyes of the male, whether it be a supervisor, co-worker, client or customer. In other words, her gender receives more attention than her work. Sexual harassment is also seen as unwanted conduct of a sexual nature that violates the rights of an employee and constitutes a barrier to equity in the workplace.1 The Bill of Rights in the Constitution2 entrenches the rights of everyone. Worth mentioning are the “right to equality”, “the right to dignity”, “the right to privacy” and “the right to fair labour practices”. Furthermore, section 6(3) of the Employment Equity Act3 states that “harassment is a form of unfair discrimination” which is prohibited in terms of section 6(1) of the same Act. Section 60 of the Employment Equity Act deals with statutory vicarious liability where the employer is held liable for his acts and/or omission to take measures to against sexual harassment or a failure to put a grievance procedure in place. Where such an employer has done what is reasonably necessary to prevent and to address sexual harassment, he/she will escape liability for the misconduct of the employee. This section also provides for mechanisms that an employer may employ to minimise liability where harassment has taken place. In addition to statutory vicarious liability is the common law vicarious liability, where the employer is vicariously liable for the delict of the employee. This form of liability is also referred to as “no-fault liability”. The employer will be held liable where the following requirements for vicarious liability in common law are met: firstly, there must be an “employer-employee relationship”, secondly, a “delict must be committed” and thirdly, the “employee must have been acting in the scope or course of employment when the delict was committed”. Liability can also be directly imputed on the employer. In this instance, it has to be proven that “the employer committed an act or omission; the act or omission was unlawful; the act or omission was culpable, intentional or negligent, and a third party suffered harm; either patrimonial damage or injury to personality; and the act or omission caused that harm”.

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Browne, Janet. "Sexual harassment in two Alberta high schools." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp02/NQ34741.pdf.

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Yorganci, Ilkay. "Gender, power and sexual harassment in sport." Thesis, University of Brighton, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.239851.

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Schmidt, Theresa. "Doing sexual harassment within gendered workplace structures." The Ohio State University, 2005. http://rave.ohiolink.edu/etdc/view?acc_num=osu1400148150.

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Studzińska, Anna. "Gender differences in perception of sexual harassment." Thesis, Toulouse 2, 2015. http://www.theses.fr/2015TOU20052/document.

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Cette thèse présente une série de 6 études qui s’articule autour de la perception du harcèlement sexuel (HS), de la perception de la souffrance des victimes du HS et de la perception des auteurs du HS. De nombreuses études démontrent que les hommes peuvent devenir les victimes de HS (ex. Kearney et Rochlen, 2011 ; Waldo, Berdahl, et Fitzgerald, 1998). Cependant, la perception du HS par des personnes qui ne l’ont pas subis, semble être loin de la réalité. Je fais l’hypothèse que 1. La perception sociale de la souffrance des hommes victimes de HS est perçue comme moindre en comparaison de celle des femmes victimes HS. 2A. Par rapport aux auteurs de HS avec une victime féminine, les auteurs de HS dont la victime est masculine, sont mieux évalués. Suite aux résultats obtenus dans l’étude 4, j’ai proposé une alternative à l’hypothèse 2A (2B), que les auteures de HS féminins sont mieux évaluées. Les résultats soutiennent les hypothèses que la perception des individus impliqués dans le HS dépend de leur sexe. Les victimes féminines sont perçues comme ayant plus de souffrance que les victimes masculines. Les auteurs masculins sont perçus comme moins agentiques et moins respectables que les auteurs féminines et méritent une punition plus sévère. Quand la colère des participants détermine la relation entre le sexe de la victime et la perception de l’auteur, l’auteur de HS sur une femme est perçu comme étant plus coupable, méritant une punition plus sévère et étant moins un agent moral
This thesis presents a series of six studies which concentrate on the perception of sexual harassment (SH) and the perception of victims and perpetrators of SH. Numerous studies show that men can become victims of SH and suffer from SH (ex. Kearney et Rochlen, 2011; Waldo, Berdahl, et Fitzgerald, 1998), however the lay perceptions of SH seem to be far from the reality. I hypothesized that:1o. In social perception the suffering of male victims of SH is less severe than that of female victims 2A. The perpetrators whose victims are female are evaluated worse than those whose victims are male Due to the results obtained in Study 4, I suggested an alternative to hypothesis 2A (2B) namely, that the female perpetrators of SH are evaluated better. The results support the hypothesis that the perception of the victims and perpetrators of SH depends on their sex. Female victims are perceived as suffering more than the male victims. Male perpetrators are seen as less agentic and less respectable than female perpetrators and deserving a higher punishment. When participant's anger mediates the relationship between the victim’s sex and the perception of the perpetrator, the perpetrator of SH on a woman is perceived as guiltier, deserving a higher punishment and as being less of a moral agent
Załączona rozprawa przedstawia serię badań dotyczących społecznej percepcji molestowania seksualnego (MS), percepcji cierpienia ofiar molestowania oraz percepcji sprawców molestowania. MS to każde niepożądane zachowanie werbalne lub niewerbalne odnoszące się do seksualności lub płci adresata, które skutkuje naruszeniem jej godności, poprzez tworzenie „onieśmielającej, wrogiej, poniżającej, upokarzającej lub agresywnej atmosfery” (Śledzińska-Simon, 2011). W przedstawionych badaniach odwołuję się do typologii MS zaproponowanej przez Fitzgerald, Gelfand i Drasgow (1995), a następnie poszerzonej przez Waldo, Berdahl i Fitzgerald (1998). W typologii tej wyróżniono trzy rodzajów MS są to: 1. przymus seksualny (sexual coercion) – grożenie ofierze lub zapewnianie ofiary, że jeśli zgodzi się na kontakt seksualny, otrzyma pewne przywileje (np. awans, lepszą ocenę na egzaminie) lub uniknie negatywnych konsekwencji (np. zwolnienie z pracy, ocena niedostateczna) 2. niepożądane zainteresowanie seksualne (unwanted sexual attention) – częste dotykanie ofiary lub napastliwe próby stworzenia intymnego lub seksualnego związku z ofiarą 3. molestowanie z uwagi na przynależność do danej płci (gender harassment): 3a. obsceniczne komentarze (lewd comments) – na przykład: żarty odnoszące się do seksualności; obraźliwe komentarze na temat wyglądu lub życia seksualnego; pokazywanie pornograficznych zdjęć 3b. wymuszanie zachowań zgodnych ze stereotypową rolą płciową (enforcement of gender role) – na przykład: żarty z mężczyzny, który bierze zwolnienie w celu zajmowania się dzieckiem; komentarze skierowane do kobiety, że powinna robić sobie makijaż, żeby wyglądała bardziej kobieco 3c. negatywne komentarze dotyczące danej płci (negative gender related remarks) - na przykład: powiedzenie, że wszyscy mężczyźni myślą tylko o jednym; stwierdzenie, że kobiety nie nadają się do zarządzania

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Broskowski, Patricia L. "Sexual harassment training in a manufacturing environment." Online version, 2003. http://www.uwstout.edu/lib/thesis/2003/2003broskowskip.pdf.

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Moore, Keirsten Stewart. "Perceptions of sexual harassment in organizational settings : the case of subordinate-initiated harassment." The Ohio State University, 1995. http://rave.ohiolink.edu/etdc/view?acc_num=osu1260557566.

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Tsik, Chung-hong Joseph, and 植頌匡. "An exploratory study of the sexual harassment experience in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B31978216.

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Hardimon, Bobbi Jo. "Sexual harassment : male dominance or positions of power in the workplace? /." Full text available online, 2009. http://www.lib.rowan.edu/find/theses.

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Tsik, Chung-hong Joseph. "An exploratory study of the sexual harassment experience in Hong Kong." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18649531.

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Nemec, Therese. "Workplace sexual harassment training an online curriculum model /." Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005nemect.pdf.

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Toker, Yonca. "Individual Differences Factors Affecting Workplace Sexual Harassment Perceptions." Master's thesis, METU, 2003. http://etd.lib.metu.edu.tr/upload/3/1081181/index.pdf.

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The main purpose of the present study was to investigate the effects of individual differences on Sexual Harassment (SH) perceptions at the workplace. Specifically, the effects of attitudes toward women&
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s gender roles and personality attributes (i.e., self-esteem and emotional affectivity) on SH perceptions were examined. Another purpose of the study was to explore the stereotype domains of sexual harassers and to compare it with those of managers. A preliminary study was conducted by interviewing 56 Turkish working women. Based on the content analyses of the responses, a measure of social-sexual behavior manifestations relevant to the Turkish culture and a measure of harasser stereotypes were developed. In the main study, the social-sexual behavior measure was used to assess harassment perceptions and experiences of women, the stereotype measure was used to explore the nature of harasser and manager stereotypes. A total of 353 women employed in various organizations participated in the main study. Social-sexual behavior items based on sexual harassment perceptions yielded six factors (i.e., unwanted personal attention, verbal sexual attention, sexist hostility, physical sexual assault, insinuation of interest, and sexual bribery and sexual coercion). Each factor was regressed on the individual differences variables. Negative affectivity predicted perceptions of unwanted personal attention, verbal sexual attention, and sexist hostility type of behaviors. Attitudes toward women&
#8217
s gender roles predicted physical sexual assault and sexual bribery-sexual coercion type of behaviors. Self-esteem was found to predict all sexual harassment factors, except sexist hostility. Women&
#8217
s stereotypes towards harassers were found to be significantly different from their stereotypes towards managers, except one domain, which was dominancy. Cluster analysis suggested three different profiles of stereotypes towards harassers, and three different profiles of stereotypes towards managers. Women having stereotypes of negative or negative and powerful harassers perceived significantly more sexual harassment than those with ambivalent stereotypes towards harassers.

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Hardman, Lisa, and mikewood@deakin edu au. "Attitudes and perceptions of workers to sexual harassment." Deakin University. School of Psychology, 2000. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20051202.090143.

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This thesis highlights the importance of workers perceptions of and attitudes to sexual harassment. Past researchers have found that a variety of individual factors (age, gender, gender role, and past experiences of sexual harassment), and organisational factors (gender ratio, sexual harassment policies and the role of employers), correlate with the incidence of sexually harassing behaviours. Two studies presented in this thesis extend this research and were designed to investigate how these factors relate to workers attitudes towards and perceptions of sexual harassment. Study one investigated 176 workers from a large, white-collar organisation. Study two sampled 75 workers from a smaller, blue-collar organisation. By comparing two different workplaces the effect of the organisational climate was investigated. Individuals from Study two experienced more sexual harassment, were more tolerant of sexual harassment and perceived less behaviour as sexual harassment compared with individuals from Study one. The organisational context was found to affect the way in which organisational and individual factors related to workers' attitudes to and their experiences of sexual harassment. However, the factors that influenced workers perceptions of sexual harassment were stable across both studies. Although workers attitudes to and their perceptions of sexual harassment were significantly correlated, they were influenced by different factors. Overall, workers perceptions of sexual harassment were influenced by their attitudes, the behavioural context, and the gender of the victim and perpetrator. In contrast, attitudes to sexual harassment appeared to be more strongly influenced by individual factors, such as age, gender, gender role, past experiences of sexual harassment, and perceptions of managements tolerance of sexual harassment. The broader implications of these findings are discussed and recommendations for future research are suggested.

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Soonthornpasuch, Pongprad School of Politics UNSW. "Sexual harassment: Perceptions, measures and laws in Thailand." Awarded by:University of New South Wales. School of Politics, 2007. http://handle.unsw.edu.au/1959.4/30544.

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This thesis is an exploration of perceptions of sexual harassment in Thailand, together with policies and measures against the practice. My main research questions are: How do Thai people perceive sexual harassment? And what can be done to combat and address sexual harassment in Thailand? My research also provides recommendations for measures against sexual harassment in Thailand. The Thai term " kan kukkam tang phet " is used to convey ???sexual harassment??? in this study. The participants in my study understand kan kukkam tang phet as a broad term covering sexual behaviors that range from verbal harassment to rape. In general, the participants consider that sexual harassment is a big problem in Thailand. However, my research found that there are some perceptions and attitudes of Thai people that need to be dealt with as obstructions of measures against sexual harassment, such as blaming women as a cause of sexual harassment, anti-women prejudices, and the use of the excuse of cultural differences in implementing anti-sexual harassment laws. In regard to the question of legislation addressing sexual harassment in Thailand and what can be done to help to counter it, my findings are that Thailand has no clear approach to sexual harassment; no clear legal definition of sexual harassment; no specific authority or organization at the national level to redress sexual harassment; and no statistics on sexual harassment by national surveys. The promotion of awareness of sexual harassment has not yet been the subject of formal campaigns. My thesis presents recommendations to address sexual harassment in Thailand, through both legal measures and social measures. The legal measures proposed are sexual harassment law, a code of practice, and revision of the Penal Code. I suggest that sexual harassment law should be based on an ???anti-discrimination??? approach, to be consistent with the obligations of Thailand to implement suitable measures to give effect to the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW). Social measures including education, campaigns and surveys on sexual harassment in the Thai community are also recommended in terms of raising the understanding of the concept and awareness of the issue.

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Spence, Renee A. "Sexual harassment, sociocultural aspects and organizational policy interventions." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp02/NQ31074.pdf.

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White, Aaron Lee. "Understanding peer sexual harassment among older male adolescents." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/NQ61198.pdf.

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Witkowska, Eva. "Sexual harassment in schools : prevalence, structure and perceptions /." Stockholm : Arbetslivsinstitutet, 2005. http://diss.kib.ki.se/2005/91-7045-759-x/.

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Lacasse, Anne S. "Peer sexual harassment among adolescents : a developmental perspective." Thesis, McGill University, 2004. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=85080.

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The main goal of this thesis was to enhance understanding of potentially offensive sexual behaviors that occur among adolescent peers. Sexual behaviors were divided into three categories: moderate---did not involve physical touching; severe non-coercive---involved physical touching without the use of coercion; and severe coercive---included physical touching that involved the use of coercion. The first manuscript examined the incidence and tolerance of potentially offensive sexual behaviors and results were comparable to those found in previous studies on peer sexual harassment among adolescents. Boys tended to perpetrate moderate behaviors to both boys and girls, whereas severe behaviors were perpetrated by other-sex peers. Most importantly, experiencing a greater incidence of moderate and severe sexual behaviors for girls, and severe sexual behaviors for boys, was associated with having more other-sex friends. The second manuscript focused on elements that influence the degree of upset over relatively ambiguous potentially offensive sexual behaviors (i.e., moderate and severe non-coercive behaviors). Targets with higher self-esteem tended to attribute more acceptable intents (e.g., thought I liked it) to the perpetrators of potentially offensive sexual behaviors. Furthermore, targets attributed more acceptable intents to close friends than other peers. However, targets were most upset when they attributed less acceptable intents (e.g., wanted to have power over me) to the perpetrator, regardless of self-esteem or relationship with the perpetrator. The final manuscript compared adolescent victims and perpetrators of peer sexual coercion and a control group. Sexist attitudes were highest in male perpetrators and in female victims. Furthermore, victims of sexual coercion tended to report relatively high amounts of drug and alcohol use, and both victims and perpetrators tended to be involved in more non-sexual deviance than controls. Overall

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Antonatos, Angela. "Extending a model of sexual harassment in organisations." Thesis, University of Surrey, 2003. http://epubs.surrey.ac.uk/818/.

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Sitter, Deanna-Lea Carleton University Dissertation Law. "Sexual harassment and communication; opening a closed discourse." Ottawa, 1996.

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Zimmerman, David Michael. "The effects of the reasonable woman standard on perspective taking and judgments of sexual harassment." View electronic thesis, 2008. http://dl.uncw.edu/etd/2008-2/rp/zimmermand/davidzimmerman.pdf.

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Raines, Joshua A. "Same-sex sexual harassment : factors affecting the perceptions of an evaluative third party." Virtual Press, 2002. http://liblink.bsu.edu/uhtbin/catkey/1236371.

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Johnson, Suzanne M. "Within the walls an analysis of sexual harassment and sexual coercion at Naval Consolidated Brig Miramar." Thesis, Monterey, California. Naval Postgraduate School, 2006. http://hdl.handle.net/10945/2347.

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This thesis explores sexual harassment and sexual coercion among prisoners and staff at Naval Consolidated Brig (NAVCONBRIG) Miramar. The data come from two surveys (one for staff and one for prisoners), which were administered in June and August 2006, respectively. This thesis begins with a review of relevant literature and discussion of reporting procedures, and an overview of the fear of reprisal associated with reporting incidents of sexual harassment coercion. We compare rates of sexual harassment and coercion experienced by the staff and prisoners, as well as reported perceptions of the percentage of prisoners who experience sexual harassment and coercion, as estimated by the staff and prisoners. Findings are compared with studies conducted in civilian prisons in 1996 and 2000. Write-in responses provide insight regarding what the staff and prisoners believe constitutes sexual harassment, ways to prevent sexual harassment at the facility, and actual incidents of sexual harassment and/or coercion experienced while in a prison. When compared with the civilian prisons, NAVCONBRIG Miramar prisoners experience lower rates of sexual harassment than all but one facility. The rate of sexual coercion reported by prisoners is approximately equal to what was reported by all military prison facilities. (U.S. DOJ, 2005b).

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Hayden, Dorothy L. "Female and Male Athletic Coaches and Female High School Athletes Perception of Sexual Harassment and the Incidence among Female High School Athletes." Diss., Counseling, Human and Organizational Studies, George Washington University, 2003. http://hdl.handle.net/1961/115.

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Degree awarded (2003): EdDC, Counseling, Human and Organizational Studies, George Washington University
This study was designed to examine the perception and incidence of sexual harassment and determine the incidence of sexual harassment in relation to girls participating in high school athletics. The similarities and differences of interpretation of various interactions between high school athletes with their male and female athletic coaches were examined. This study also investigated the actual incidence of sexual harassment by male and female high school athletic coaches as reported by female athletes.

The study population included male and female athletic coaches currently coaching a female high school athletic team and female college students who participated in high school athletics.

This researcher, in order to accommodate the study population and research questions, adapted the Sexual Harassment Survey (1995) by Margery J. Holman, Ph.D. Female student athletes and male and female coaches responded to survey questions on demographics and their perceptions and understanding of described behaviors. The student athletes completed an additional section of the survey pertaining to their experience of sexual harassment.

Descriptive statistics (including frequencies and percentages as well as means and standard deviations) and inferential statistics (One-Way Analysis of Variance with a Scheffe test of significance) were used to analyze the data.

A comparison of the responses of all three groups (female athletes, male coaches and female coaches) to questions pertaining to perceptions of sexual harassment indicated agreement among the groups in the identification of inappropriate behaviors. However, there was a significant difference in the level of agreement for seven described behaviors. In general, male and female coaches agreed with each other more often than with female athletes when identifying the behaviors associated with sexual harassment. The investigation of incidence indicated that female athletes experienced more behaviors associated with sexual harassment from male coaches than from female coaches. Understanding that the same behaviors were identified by female athletes, male coaches and female coaches, it can be concluded that inappropriate behavior was consistently identified, but the identification of sexual harassment does not necessarily diminish the incidence of sexual harassment.

Advisory Committee: Dr. Lori Lefcourt, Dr. Chris Erickson, Dr. Patricia Sullivan, Dr. Janet C. Heddesheimer, Dr. Donald C. Linkowski (Chair)

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Morilly, Cheryl J. "Adolescents’ lived experiences of sexual harassment in the school environment." Thesis, University of the Western Cape, 2012. http://hdl.handle.net/11394/4489.

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Magister Artium (Social Work) - MA(SW)
This study aimed to gain a deeper understanding of the lived experiences of adolescents with regard to sexual harassment within the school environment. It was considered in the light of actual cases reported on the Cape Flats in the Western Cape where adolescent girls sought counselling after being sexually harassed over a period of time, and were eventually sexually assaulted on their school grounds, by their peers. A qualitative methodological approach was utilised, and the sample was made up of nine adolescent females and one adolescent male between the ages of 15 and 17 years, who were asked to participate on a voluntary basis. Their selection followed purposive sampling at two selected high schools on the Cape Flats in the Western Cape. The research instrument used was an unstructured interview with an open-ended question to allow the participant to share openly and freely. Sound ethical considerations were taken into account throughout the study. Phenomenology was used as a theoretical framework and the data was analysed using Interpretative Phenomenological Analysis (IPA). The four key themes, or essence of the adolescents’ lived experiences, that emerged for the study were: (1) boys don’t respect girls’ sexuality, (2) boys demonstrate power over girls, (3) girls who are sexually harassed at school are publicly humiliated, (4) reporting procedures at schools are inadequate. From the themes I concluded that for the girls, key principles relating to human rights within the South African Constitution were being violated; namely, the right to non-discrimination, the right to human dignity and the right to a safe school environment. Recommendations were made that address the role of the national and regional education departments as well as that of social workers.

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Edelman, Loren Michell. "Evaluation of a workshop method for increasing awareness of sexual harassment on Rhodes University Campus." Thesis, Rhodes University, 2013. http://hdl.handle.net/10962/d1009450.

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The aim of this study was twofold: 1) to educate and inform the student population about sexual harassment, and 2) to evaluate which one of two different training programs would be more effective in increasing awareness of sexual harassment on campus. A pre-test post-test group design was implemented. A sample of students (N=132) living in 14 different Rhodes university residences participated in the study on a voluntary basis. Subjects were divided into two groups. Group 1, participated in a workshop based upon a video entitled One man's meat is another man's poison, produced by the University of Cape Town. Group 2, was subjected to a more passive educational method where the video was played from beginning to end without any interruption. Awareness of sexual harassment was operationalised in terms of the subjects' attitudes towards sexual harassment, their perceptions of sexual harassment, and their sexual harassment myths. Results suggested a significant relationship between participation in the training programs and a change in awareness of sexual harassment, as measured by the changes in the pre-test and post-test scores. Results also suggested that males benefit most by simply viewing the video, while females benefit most by workshopping the same video.
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Barnett, Michelle L. Marshall Linda L. "Sexual harassment do gender and organizational status of harasser really matter? /." [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-5201.

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Ernst, Robert W. Gilbeau Robert J. "Gender bias in the Navy." Monterey, California : Naval Postgraduate School, 1993. http://handle.dtic.mil/100.2/ADA268524.

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Thesis (M.S. in Management)--Naval Postgraduate School, March 2010.
Thesis Advisor(s): Barrett, Frank J. : Thomas Fann, Gail. "June 1993." Description based on title screen as viewed on May 20, 2010. DTIC Descriptor(s): Navy, Bias, Women, Sexual Harassment, Military Personnel, Warfare, Theses, Males, Discrimination, Integration, Marine Corps, Environments. DTIC Identifier(s): Gender. Author(s) subject terms: Gender Bias, Sexual Harassment Navy. Includes bibliographical references (p. 115-117). Also available in print.

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Hsueh, Ching-tsu. "Hospitality students' understanding of an attitudes toward sexual harassment in the workplace." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001hsuehc.pdf.

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Martin, Donna Marie. "Exploring the problem of defining sexual harassment a survey of undergraduate students /." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1995. http://www.kutztown.edu/library/services/remote_access.asp.

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Raubenheimer, Heidi Leasel. "Employer liability for sexual harassment in the workplace revisited." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1018607.

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Over the last two decades our courts have become inundated with cases relating to sexual harassment in the workplace. Sexual harassment has become a major problem in the workplace hence the decision by parliament and our courts to implement policies in the workplace to try and curb the problem. The effects of sexual harassment on a victims’ job and career can be profound. It has been proven that many employees simply decide to leave their jobs or to request a transfer than to endure the harassment until they are psychologically destroyed by the embarrassing situation.The Employment Equity Act explicitly in section 6 prohibits unfair discrimination in very specific terms. It states that no person may unfairly discriminate directly or indirectly against an employee in an employment policy or practice on one or more of the grounds listed in section 6. Section 6(3) further states that harassment of an employee is a form of discrimination where the harassment is based on any one or more of the grounds listed in section 6 (1) which includes sexual harassment. Section 60 deals with the liability of employees for the conduct of their employees committed whilst the employees are at work, where such conduct contravenes the provisions of the EEA. If the conduct is brought to the attention of the employer he or she is obliged to take the necessary steps to eliminate the alleged conduct and to comply with the provisions of the EEA. Section 60(3) renders an employee vicariously liable for the conduct of an employee who contravenes the provisions of the EEA. An employee who cannot prove that reasonable steps were taken to ensure that the provisions of the EEA are not contravened will be held liable for the actions or their employees. An employer who can prove that reasonable steps were taken will not be held liable for the actions of the employee.The provisions of the EEA were applied in the case of Ntsabo v Real Security wherein an employee had been sexually harassed over a period of six months by a fellow employee. The employee had reported the incidents of sexual harassment to the corporation she was employed with which failed to take action against the senior employee. Instead of taking action the corporation moved her to a different work station and placed her on night shift. This gave her the impression that she was being punished for the deed of the senior employee which resulted in her resigning from the corporation and instituting a claim for constructive dismissal and damages for sexual harassment. The court found that she had been constructively dismissed and that the senior employee had contravened section 6(3) of the EEA. The court further held that the employer (corporation) was also liable for the conduct of the senior employee in contravening the Act. In terms of the doctrine of vicarious liability on the other an employer may be held vicariously liable for the actions of its employees committed during the course and scope of their employment. The test for vicarious liability is therefore whether at the time of the alleged act of sexual harassment the employee was acting within the course and scope of his employment. The doctrine came before the court in the case of Grobler v Naspers. In this case Grobler who was employed at Naspers alleged that has had been sexually harassed by her immediate supervisor Mr Samuels. Samuels acted as trainee manager for seven months. Grobler suffered a mental breakdown as a result of the harassment and contented that she was no longer fit to work. She approached the High court for relief and alleged that Naspers (employer) was vicariously liable for the actions of Mr Samuels and the damages she suffered. In Naspers the court had to decide whether Samuels was indeed responsible for Grobler’s condition and if so whether Naspers were vicariously liable for his actions. In coming to its decision various cases were cited by the court as authority that recognised underlying policy considerations of vicarious liability. This included considerations that the employer is in a better position to pay compensation than the employee and to render the employer liable, serves as a deterrent against similar conduct in the future. The court also remarked that the common law courts acknowledge that the evolution of the doctrine continues to be guided by policy. The court ruled that policy considerations justified the finding that Naspers was vicariously liable for the sexual harassment of Grobler. It held further that both Naspers and Samuels were jointly and severally liable for the compensation to be paid. The Code of Good Practice on the Handling of Sexual Harassment Cases which was published as an annexure to the Labour Relations Act was implemented in an attempt to eliminate sexual harassment in the workplace, to provide appropriate procedures to deal with the problem and to prevent its occurrence and to promote and to encourage the development and implementation of policies and procedures which will assist in creating workplaces free from sexual harassment. The cases quoted above demonstrate the different approaches adopted by the courts in seeking to grant relief to victims of sexual harassment. It is clear that policies and procedures should be in place in the workplace that will ensure that employers are not held liable for the actions of their employees committed during the course and scope of employment. The same can however not be said when there are no policies and procedures in place in the workplace.

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46

Donaghey, Bronwyn. "Policy and identity : the social construction of sexual harassment /." Title page, contents and abstract only, 1998. http://web4.library.adelaide.edu.au/theses/09AR/09ard6739.pdf.

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47

Clarke, Helen. "Sexual harassment in higher education : a feminist poststructuralist approach." Thesis, University of Derby, 2012. http://hdl.handle.net/10545/311445.

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This study focuses upon the relatively unexplored area of sexual harassment in British universities. In sum, the thesis suggests that although MacKinnon's (2004) aim is to enable women to feel more powerful and less stigmatised, the contribution of feminist harassment discourses may, in part, generate in some women an understanding of powerlessness and vulnerability. In particular, it suggests seemingly prevailing discourses surrounding sexual harassment in higher education and considers if and how the women interviewed define themselves through these discourses. Thus, by exploring the power effects of and resistances to these suggested prevailing discourses, it is possible to infer the degree to which these discourses may have constituted the participants' subjectivities. Further, the thesis argues that feminist harassment discourses may have generated specific effects of power with regard to my participants. That is to say, many of my participants seem to understand sexual harassment as exploitative behaviours rooted in the unequal distribution of ascribed power in higher education. Feminism's understanding of power as a static and gendered appears to have generated for the participants, at least in part, the understanding that sex at work is used to humiliate and degrade women, maintaining and reproducing ascribed notions of power. For this research, twenty-four unstructured interviews were carried out with women who had identified themselves as having experienced sexual harassment within higher education, either as a student or a member of staff, or who had witnessed events they had defined as sexual harassment. This was a passionately interested form of inquiry, recognising the partial nature of knowledge and identifying my political positionings (Gill 1995; Aranda 2006). The analysis is Foucauldian oriented, understanding power as fluid - rather than possessed - and as generating particular ways of being. In addition, although it notes that the participants did resists specific effects of power, this resistance always takes place from a new point of power and does not, therefore, carry us beyond power into a power free space. The prevailing discourses suggested from my data are: the 'grades for sex' discourse; the 'all boys together' discourse; the 'trustworthy lecturer' discourse; the 'knickers in a twist' discourse; and the 'sexual harassment as unwanted sexual behaviour' discourse. Supervisors: Dr. Kristin Aune and Dr. Gordon Riches

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Chan, Mei-yi, and 陳美儀. "Sexual harassment: prevalence and attitudes on a university campus." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B31978022.

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Nhlebeya, Bornito Luvuno. "A Critical Analysis of Sexual Harassment in the Workplace." Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/75053.

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The dissertation seeks to scrutinise the definition of sexual harassment in the workplace. It seeks to analyse the legislation and the 1998 Code of Good Practice on the Handling of Sexual Harassment Cases read together with the 2005 Code, in order to establish whether the definition of sexual harassment and its application in the workplace is clear and concise. The dissertation seeks to answer some important questions: Has the definition not been stretched too far in a way that leads to challenges in its application? Have the tribunals and courts decided on what is sexual harassment in the workplace, with certainty? Have the courts over the years interpreted the definition in such that employees and employers understand exactly what sexual harassment is? This is important because, out of a definition an act is defined, employees charged, found guilty and dismissed on sexual harassment charges. The tribunals and courts also, rely on the same definition to determine disputes. Court decisions set precedents and cements the law. Certainty is key in any society as it enables members to self-monitor their behaviour. The paper also investigates the USA and Canada jurisdictions for comparison. What can we learn from these jurisdictions, when coming to handling of sexual harassment cases, or is the South African position better?
Mini Dissertation (LLM)--University of Pretoria, 2020.
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Herbert, Caroline Mary Heaven. "A study of the sexual harassment of London schoolgirls." Thesis, University of Cambridge, 1990. https://www.repository.cam.ac.uk/handle/1810/272533.

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Dissertations / Theses on the topic 'Sexual harassment'

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