Thesis (M.Soc.Sc.)--University of Hong Kong, 1996. / Includes bibliographical references (leaf 103-110) Also available in print.

Thesis (M.A.)--Colgate Rochester Divinity School/Bexley Hall/Crozer Theological Seminary, 1997. / Abstract. Includes bibliographical references (leaves 59-62).

Thesis (M.S.)--Naval Postgraduate School, 2005. / "June 2005." Title from title screen (viewed 05/10/2006). Includes bibliographical references.

Thesis (M.S.)--Texas State University-San Marcos, 2007. / Vita. Includes bibliographical references (leaves 64-67).

Este estudo buscou compreender os processos de assédio moral no ambiente de trabalho, bem como o modo como as pessoas assediadas vivenciam essa situação. Como base teórica, os principais temas abordados foram Assédio Moral, Assédio Organizacional e Violência Psicológica. Para atender o objetivo foi realizada uma pesquisa qualitativa exploratória. O método utilizado foi o de estudo de casos múltiplos, onde cada um dos seis entrevistados foi um caso. As entrevistas semiestruturadas foram realizadas com seis trabalhadores de locais e de áreas diferentes, escolhidos intencionalmente pela pesquisadora através de indicações. O conteúdo das entrevistas foi analisado através da técnica de analise de conteúdo. Com a análise dos seis casos pode-­‐se perceber que o assédio ocorre por uma combinação de fatores que se sobrepõem. Não é possível apontar uma única causa, são situações que vão se sobrepondo e é isso que dá a dimensão do assédio, a continuidade, a repetição no tempo. Portanto, a presença de assédio não necessariamente corresponde à repetição de um mesmo fato no tempo, pois conforme se pode observar o sofrimento, na verdade, se dá como o somatório de inúmeras humilhações. / This study aimed to gain knowledge about moral harassment at work and about how those people who experience this situation deal with it. The theoretical bases comprised the concepts and literature on moral harassment, workplace harassment and psychological violence. In order to meet the objectives of the study, an exploratory qualitative research was conducted. The method used was multiple cases study, where each one of the six respondents was a case. The semi-­‐structured interviews were conducted with six workers from distinct workplaces and labor sectors. Respondents were intentionally chosen by the researcher through indications. The content of the interviews was analyzed using content analysis technique. Findings suggest that harassment occurs as a result of a combination of overlapping factors – no single cause can be pointed to its occurrence. Situations build up and this is what amounts to harassment – the continuity, repetition of harsh practices over time. Therefore, harassment does not necessarily correspond to the repetition of a same fact in time, because, as the stdy has shown, the suffering actually occurs as the sum of countless humiliations.

Este estudo buscou compreender os processos de assédio moral no ambiente de trabalho, bem como o modo como as pessoas assediadas vivenciam essa situação. Como base teórica, os principais temas abordados foram Assédio Moral, Assédio Organizacional e Violência Psicológica. Para atender o objetivo foi realizada uma pesquisa qualitativa exploratória. O método utilizado foi o de estudo de casos múltiplos, onde cada um dos seis entrevistados foi um caso. As entrevistas semiestruturadas foram realizadas com seis trabalhadores de locais e de áreas diferentes, escolhidos intencionalmente pela pesquisadora através de indicações. O conteúdo das entrevistas foi analisado através da técnica de analise de conteúdo. Com a análise dos seis casos pode-­‐se perceber que o assédio ocorre por uma combinação de fatores que se sobrepõem. Não é possível apontar uma única causa, são situações que vão se sobrepondo e é isso que dá a dimensão do assédio, a continuidade, a repetição no tempo. Portanto, a presença de assédio não necessariamente corresponde à repetição de um mesmo fato no tempo, pois conforme se pode observar o sofrimento, na verdade, se dá como o somatório de inúmeras humilhações. / This study aimed to gain knowledge about moral harassment at work and about how those people who experience this situation deal with it. The theoretical bases comprised the concepts and literature on moral harassment, workplace harassment and psychological violence. In order to meet the objectives of the study, an exploratory qualitative research was conducted. The method used was multiple cases study, where each one of the six respondents was a case. The semi-­‐structured interviews were conducted with six workers from distinct workplaces and labor sectors. Respondents were intentionally chosen by the researcher through indications. The content of the interviews was analyzed using content analysis technique. Findings suggest that harassment occurs as a result of a combination of overlapping factors – no single cause can be pointed to its occurrence. Situations build up and this is what amounts to harassment – the continuity, repetition of harsh practices over time. Therefore, harassment does not necessarily correspond to the repetition of a same fact in time, because, as the stdy has shown, the suffering actually occurs as the sum of countless humiliations.

Este estudo buscou compreender os processos de assédio moral no ambiente de trabalho, bem como o modo como as pessoas assediadas vivenciam essa situação. Como base teórica, os principais temas abordados foram Assédio Moral, Assédio Organizacional e Violência Psicológica. Para atender o objetivo foi realizada uma pesquisa qualitativa exploratória. O método utilizado foi o de estudo de casos múltiplos, onde cada um dos seis entrevistados foi um caso. As entrevistas semiestruturadas foram realizadas com seis trabalhadores de locais e de áreas diferentes, escolhidos intencionalmente pela pesquisadora através de indicações. O conteúdo das entrevistas foi analisado através da técnica de analise de conteúdo. Com a análise dos seis casos pode-­‐se perceber que o assédio ocorre por uma combinação de fatores que se sobrepõem. Não é possível apontar uma única causa, são situações que vão se sobrepondo e é isso que dá a dimensão do assédio, a continuidade, a repetição no tempo. Portanto, a presença de assédio não necessariamente corresponde à repetição de um mesmo fato no tempo, pois conforme se pode observar o sofrimento, na verdade, se dá como o somatório de inúmeras humilhações. / This study aimed to gain knowledge about moral harassment at work and about how those people who experience this situation deal with it. The theoretical bases comprised the concepts and literature on moral harassment, workplace harassment and psychological violence. In order to meet the objectives of the study, an exploratory qualitative research was conducted. The method used was multiple cases study, where each one of the six respondents was a case. The semi-­‐structured interviews were conducted with six workers from distinct workplaces and labor sectors. Respondents were intentionally chosen by the researcher through indications. The content of the interviews was analyzed using content analysis technique. Findings suggest that harassment occurs as a result of a combination of overlapping factors – no single cause can be pointed to its occurrence. Situations build up and this is what amounts to harassment – the continuity, repetition of harsh practices over time. Therefore, harassment does not necessarily correspond to the repetition of a same fact in time, because, as the stdy has shown, the suffering actually occurs as the sum of countless humiliations.

M.A. / South African society is experiencing high levels of violence against women. Various research studies have been conducted in South Africa and at international universities: they all indicate the presence of violence on campus. The researcher used a quantitative approach to gather information on students‟ perceptions of sexual violence and focused on gender differences and similarities. Both undergraduate and postgraduate students living in residence were invited to participate in the study. Significant findings of the study are that sexual harassment was rampant on this campus. In addition, there are gender differences in the perception of sexual harassment. Both genders agreed that direct, physical violence and electronic harassment both constitute sexual harassment. However, men and women did not agree that non-violent behaviour constitutes sexual harassment. It is noteworthy that some men reported having experienced non-violent forms of sexual harassment. The study established that rape was not common on this campus. Moreover, different forms of non-violent sexual harassment were widespread and that more women than men experienced various forms of sexual harassment on campus. Both male and females perpetrate sexual harassment. However, perpetrators were predominantly male with a significant number being students, academic and non-academic staff members. The majority of students were not aware of the procedure to follow if sexually harassed on campus and were unaware of the universitiy's sexual harassment policy. Males and females preferred talking to a friend about their sexual harassment and seldom used university resources. Sexual harassment occurred all over campus and the researcher strongly recommend that university management commit themselves to dealing with sexual harassment by clearly stating that sexual harassment is not tolerated on campus and introducing measures to address this problem.

The research investigated the impact of sexual harassment on withdrawal behaviors and attitudes toward harassment by examining the gender composition of the harassment dyad and the organizational status of the perpetrator in relation to the victim. Archival data from the Inter-University Consortium for Political and Social Research at the University of Michigan was used to obtain surveys in which participants rated their attitudes and experiences related to sexual harassment. Only individuals who reported experiencing sexual harassment within the 24 months prior to data collection are included in the current research. A MANOVA was conducted to determine if withdrawal behaviors and attitudes of victims varied by the gender dyad and/or the organizational status of the perpetrator. Results indicated that individuals harassed by people with higher organizational status displayed more withdrawal behaviors in the form of decreased productivity and increased use of sick, annual, and unpaid leave. Individuals harassed by a member of the same gender also used more unpaid leave. Interestingly, individuals harassed by members of the opposite gender, tended to disagree more strongly with the attitude index measuring cautious awareness of sexual harassment.

No description available.