Current Search:  workplace harassment (x)

View All Items

  • CSV Spreadsheet
(1 - 4 of 4)
From Tunnel Vision to Bird's-Eye View: The Development of a Broad Harassment Construct
Title
From Tunnel Vision to Bird's-Eye View: The Development of a Broad Harassment Construct.
Creator
Dhanani, Lindsay, Joseph, Dana, Fritzsche, Barbara, Beus, Jeremy, University of Central Florida
Abstract / Description
Research on workplace harassment has increased in recent years, resulting in a large body of evidence suggesting that perceiving harassment at work leads to a host of negative outcomes (Jones, Peddie, Gilrane, King, (&) Gray, 2016; Pascoe (&) Richman, 2009; Triana, Jayasinghe, (&) Pieper, 2015; Willness, Steel, (&) Lee, 2007). However, despite calls to broaden the conceptualization of workplace harassment, the dominant approach in the literature has been to study a single, discrete form of...
Show moreResearch on workplace harassment has increased in recent years, resulting in a large body of evidence suggesting that perceiving harassment at work leads to a host of negative outcomes (Jones, Peddie, Gilrane, King, (&) Gray, 2016; Pascoe (&) Richman, 2009; Triana, Jayasinghe, (&) Pieper, 2015; Willness, Steel, (&) Lee, 2007). However, despite calls to broaden the conceptualization of workplace harassment, the dominant approach in the literature has been to study a single, discrete form of harassment in isolation. The current paper addresses this limitation by simultaneously assessing multiple forms of harassment (i.e., ethnic harassment, sexual harassment, age harassment, heterosexist harassment, and religious harassment) to determine if these constructs reflect a single latent harassment variable. Additionally, the current paper proposed and tested antecedents and outcomes thought to be shared across multiple forms of workplace harassment. Lastly, the current work considers whether harassment is more strongly related to outcomes when both are conceptualized broadly in comparison to when they are conceptualized narrowly. Data from three samples demonstrated support for conceptualizing and modeling workplace harassment more broadly. Results also suggest that multiple forms of workplace harassment share a common set of predictors and outcomes. Harassment was also found to have a stronger relationship with task performance and employee health consequences when a broader conceptualization of harassment was utilized. The findings of the current paper contribute to the development of an integrated theory of workplace harassment and highlight the need for organizational and legal interventions aimed at curtailing workplace harassment.
Show less
Date Issued
2017
Identifier
CFE0006584, ucf:51319
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0006584
VICTIMS OF MORE THAN JUST BIAS: GENDER'S INFLUENCE ON JURY AWARDS AND OTHER MONETARY BENEFITS IN WORKPLACE SEXUAL HARASSMENT CLAIMS
Title
VICTIMS OF MORE THAN JUST BIAS: GENDER'S INFLUENCE ON JURY AWARDS AND OTHER MONETARY BENEFITS IN WORKPLACE SEXUAL HARASSMENT CLAIMS.
Creator
Ferraro, Anthony, Cronon, Christopher, University of Central Florida
Abstract / Description
The main objective in this research was to examine the extent to which gender and gender biases influence monetary benefits received, including jury award amounts, in workplace sexual harassment claims. Two methods were utilized to explore the discrepancies in monetary benefits received based on gender differences. The first method used was a survey to test various gender attitudes, attitudes on sexual harassment, and how influential a victim's gender was on determinations of damage award...
Show moreThe main objective in this research was to examine the extent to which gender and gender biases influence monetary benefits received, including jury award amounts, in workplace sexual harassment claims. Two methods were utilized to explore the discrepancies in monetary benefits received based on gender differences. The first method used was a survey to test various gender attitudes, attitudes on sexual harassment, and how influential a victim's gender was on determinations of damage award amounts in sexual harassment cases. 6 two-way factorial univariate between-subject analyses of variance (ANOVAs) were used to analyze the survey data. The second method in this project consisted of an examination of claims filed by victims of sexual harassment. Equal Employment Opportunity Commission statistics were broken down by gender with respect to resolution type. This provided a means to assess the actual monetary benefits received by both men and women across all possible forms of claim resolutions. In conjunction, these two methods provide a more balanced approach to the assessment of gender discrepancies in sexual harassment claims. Using a combination of actual claims of sexual harassment and survey data, rather than just one or the other, allows for direct comparison between perception and reality. The comparison of perception and reality allows for a more complete assessment of the state of sexual harassment claims as they relate to victim's gender. With a more complete assessment of sexual harassment claims and perceptions of sexual harassment it may be possible to bring to light potential injustices caused by gender or gender stereotyping, and correct any imbalances that may be present.
Show less
Date Issued
2012
Identifier
CFH0004247, ucf:44967
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFH0004247
Not Woman Enough Harassment: Scale Development and an Integrated Model from Antecedent to Outcome
Title
Not Woman Enough Harassment: Scale Development and an Integrated Model from Antecedent to Outcome.
Creator
Wolcott, Amanda, Jentsch, Kimberly, Jentsch, Florian, Shoss, Mindy, Lopez, Stephanie, University of Central Florida
Abstract / Description
The rise of research on workplace mistreatment in the past twenty years can be attributed to the realization that workplace mistreatment is associated with a host of deleterious outcomes for both the individual targets of the mistreatment and the organizations in which they work. However, the extant literature is failing to capture the full range of sex-based mistreatment that people may experience through a tendency to focus solely on sexual harassment and sex discrimination, which are very...
Show moreThe rise of research on workplace mistreatment in the past twenty years can be attributed to the realization that workplace mistreatment is associated with a host of deleterious outcomes for both the individual targets of the mistreatment and the organizations in which they work. However, the extant literature is failing to capture the full range of sex-based mistreatment that people may experience through a tendency to focus solely on sexual harassment and sex discrimination, which are very specific types of behavior based on one's sex and gender stereotypes. In this dissertation, I introduce the construct of Not Woman Enough Harassment, or the extent to which women perceive that they are treated unfavorably because they do not meet traditionally held stereotypes of femininity. A scale was developed and validated in order to measure this type of harassment, and a model from antecedent to outcome was proposed. Results demonstrated that not woman enough harassment was experienced by approximately 32.5% of the sample. The scale showed good psychometric properties, with two distinct factors of harassment based on physical and non-physical traits. Not woman enough harassment was demonstrated to be distinct from other forms of sexual and workplace harassment. Discomfort with gender norm conformity and masculine physical and non-physical expression were shown to be antecedents of not woman enough harassment, along with a moderating effect of job gender context. In addition, not woman enough harassment significantly predicted decreased job satisfaction, affective organizational commitment, and task performance and increased withdrawal and job stress. Similar patterns were found for males with not man enough harassment.
Show less
Date Issued
2017
Identifier
CFE0006962, ucf:51629
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0006962
BULLYING: OUT OF THE SCHOOL HALLS AND INTO THE WORKPLACE
Title
BULLYING: OUT OF THE SCHOOL HALLS AND INTO THE WORKPLACE.
Creator
Cooney, Lucretia, Huff-Corzine, Lin, University of Central Florida
Abstract / Description
The primary purpose of this study is to identify those people at most risk of being bullied at work. While much research is being conducted on school bullying, little has been conducted on workplace bullying. Using data gathered from a 2004 study conducted by the National Opinion Research Center for the General Social Survey, which included a Quality of Work Life (QWL) module for the National Institute for Occupational Safety and Health (NIOSH), linear regressions indicated significant...
Show moreThe primary purpose of this study is to identify those people at most risk of being bullied at work. While much research is being conducted on school bullying, little has been conducted on workplace bullying. Using data gathered from a 2004 study conducted by the National Opinion Research Center for the General Social Survey, which included a Quality of Work Life (QWL) module for the National Institute for Occupational Safety and Health (NIOSH), linear regressions indicated significant findings. As predicted, workers in lower level occupations, as ranked by prestige scoring developed at National Opinion Research, are more likely to be victimized. Data also suggest that being young, Black, and relatively uneducated may contribute to being bullied in certain situations. Future research is needed to examine influences of socio-economic, legal, and other demographic factors that may predict the chance of being bullied.
Show less
Date Issued
2010
Identifier
CFE0003235, ucf:48512
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0003235