This research used a deductive post-hoc statistical design and Statistics Canada’s 2009 General Social Survey on victimization to explore the social control function of cyber victimization and determine whether this is gendered. Social control was operationalized as a composite measure of self-responsibilization. A multiple regression analysis identified predictors of social control and additional multiple regression models were used for a gender specific examination of social control. A total of 14 predictor variables were entered into three blocks: cyber victimization; sociodemographic characteristics; and violent victimization in physical space. The results reveal that cyber victimization remains a significant predictor of social control in addition to gender, a number of other sociodemographic characteristics of respondents, and physical space victimization types. The findings suggest that the theory of social control, which has been applied to violence against women in physical space, can also be applied to cyber space victimizations. This study also provides insights into the compound effects of physical space and cyber space victimizations on women and identifies implications for policy, methods, and theories for addressing and examining violence against women in cyberspace.

O presente trabalho tem como objetivo identificar as práticas de assédio moral mais recorrentes no mundo corporativo. Verificou-se a forma que o judiciário, os sindicatos patronais e os de trabalhadores entendem sobre essa prática, em especial no que se refere às diferenças de tratamento entre homens e mulheres e às diferenças de entendimento entre o primeiro e segundo grau de jurisdição, com relação a procedências e improcedências das respectivas demandas judiciais. Trata-se de pesquisa qualitativa exploratória, realizada com a análise de 85 (oitenta e cinco) processos judiciais, através da qual se averiguaram as decisões tanto de 1º (primeiro), quanto de 2º (segundo) grau, o que totalizou 170 (cento e setenta) decisões prolatadas desde o ano de 2005 até o ano de 2012. Fez-se, igualmente, coleta de dados por meio de oito entrevistas semiestruturadas, cujos sujeitos são membros do judiciário e também líderes sindicais, tanto dos sindicatos dos empregados, como dos patronais. A posterior análise dos dados coletados foi feita baseada na literatura tida como referencial teórico. Os conceitos de Freitas, Hirigoyen, Barreto e Soboll são utilizados no fundamento do assédio moral. A análise da pesquisa demonstra divergências não apenas entre o entendimento do judiciário e dos administradores e líderes sindicais, mas também entre estes, dentro de suas próprias categorias. Considerando-se, ainda, os resultados encontrados, observa-se a evolução em espiral das práticas de assédio, onde se mantêm basicamente as mesmas práticas, porém com evolução na forma de aplicá-las. Evidenciou-se a dificuldade não somente na identificação e demonstração do assédio moral, como também na parametrização do valor de seu ressarcimento, de modo a compensar o lesado e, ao mesmo tempo, inibir a repetição da conduta. / The objective of the work here presented is to identify the most frequent ways in which moral harassment occurs in a work place, verifying and comparing the different understandings, regarding this practice, of the judiciary (both in the first and in the second degree of jurisdiction), the labor union and the employers associations, especially regarding how different men and women are treated in the working place. It is a exploratory qualitative research, more precisely, the analysis of 85 lawsuits, examining their decisions both at first (1st) as well as at the second (2nd) degree, totalizing 170 judicial decisions handed out from 2005 to 2012. Data was also collected by performing eight semi-structured interviews, whose respondents were members of the three classes whose understanding about moral harassment I was comparing, i.e., members of the judiciary, union leaders, and employers association. Posterior data analysis was made based on the theoretical framework given by leading dominant literature on the subject. The concepts of Freitas, Hirigoyen, Barreto e Soboll are used to characterize moral harassment. The analysis shows divergences on the understating and how the subject is dealt not only between the classes analyzed, but also among members of the same class. The results also show that occurred a spiral evolution of the moral harassment practices, i.e., the same harassments still happens, only the way they are inflicted changed/evolved. From our research, it became evident the difficulty not only in identifying and demonstrating moral harassment, but also in stipulating the amount of the compensatory damages to be paid, so that this kind of practice in inhibited.

Metoo-rörelsen har skapat ett större behov av transparens och en djupare förståelse försexuella trakasserier. Ett tabubelagt ämne som i århundrade har varit del av tystnadskultur harträtt in i ljuset och synliggjorts. Slagkraften i rörelsen är att igenkänningsfaktorn äromfattande. Metoo-rörelsen är folkstyrd och berör samtliga samhällsnivåer och kommerframskrida så länge problematiken kvarstår.Syftet med forskningen är att belysa hur fenomenet metoo har påverkat det förebyggandearbetet mot sexuella trakasserier i organisationer i Sverige. Men även hur dessa förändringarhar etablerats. Med anledning att bidra till större förståelse av det förebyggande arbetet motsexuella trakasserier på arbetsplatserna.Denna kvalitativa studie baseras på tolv kvalitativa semistrukturerade intervjuer, från treorganisationer inom Skåneregionen. Intervjuerna har riktats till fyra rollinnehavare irespektive organisation. Dessa är i oberoende ordning: Ledare, medarbetare, HR-representantoch fackligt-ombud. Vi vill tro att metoo har bidragit till förändring. I vissa fall harförändringen varit ringa märkbar, i andra fall har rörelsen lett till större förändringar. Dekonkreta förändringar vi har uppmärksammar är uppdaterade styrdokument, tydligareinformation om nolltolerans, årliga medarbetarundersökningar och genomgångar påarbetsplatsträffar. Vi uppfattar att det fortfarande finns ett stort mörkertal och attproblematiken fortfarande är högaktuellt på arbetsplatser. / The Metoo movement has created a greater need for transparency and a deeperunderstanding of sexual harassment. A taboo subject that for centuries has consisted of aculture of silence, has entered the light and made visible. The decisive factor in themovement is that the recognition factor is extensive. The Metoo movement is run by people,it had an impact on all levels of society and will continue as long as the problem persists.The purpose of the research is to elucidate how the phenomenon of metoo has had an impacton the preventive work against sexual harassment in organizations in Sweden, but also howthese changes have been established. The intention is also to contribute a greaterunderstanding of preventive work against sexual harassment in the workplaces.This qualitative study is based on twelve qualitative semi-structured interviews, from threeorganizations in the Skåne region. The interviews were directed to four role-holders in eachorganization. These are in independent order: Leaders, employees, HR representative andtrade union representative. We believe that Metoo has contributed to change, in some cases ithas been noticeable, in other cases the movement has led to major changes. The concretechanges we have noticed are updated governance documents, clearer information on zerotolerance, annual employee surveys and reviews of workplace meetings. We perceive thatthere is still a large unrecorded number and that the problem is still high on the workplaces.

Title: Cases regarding sexual harassment within the Swedish working life.Aim: The aim was to determine and analyze the applicable law, and cases, within the Swedish labor law regarding sexual harassment as a form of discrimination. Method: The jurisprudence method was applied, which consists of the traditional legal dogmatic method. Analysis: The findings derived from this thesis included ambiguities on the regulations of sexual harassment, albeit a clear understanding of how the burden of proof is applied was not one of them. The legal structure of sexual harassment does not appear to be satisfying theoretically. Among other things, two of its four prerequisites contradict one another; unwanted respective insight. According to the sources of law, the victim is the one who decides whether or not a perpetrator’s behavior towards her or him is unwanted. This, however, seem to contradict the obligation to demonstrate a reason to presume that the perpetrator has an insight that her or his behavior is unwanted – otherwise, the perpetrator’s behavior is not to be perceived as a form of discrimination from a legal perspective. Furthermore, the findings also revealed that cases prior to and after it became customary to telework exclusively from home, due to the ongoing pandemic, might be to the point of non-existence despite the era of the #metoo movement.

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The ambiguous nature of social interactions between coeds may lead to under reporting of sexual harassment. Sexual harassment has been studied using mostly cross-sectional methods for over 30 years. However, despite decades of research, prevalence rates of sexual harassment have been found to vary considerably across and within studies. This inconsistency in findings makes drawing conclusions about the prevalence of sexual harassment challenging. Thus, the focus of the field should shift to identifying what behaviors are perceived to be sexual harassment and how that perception may vary by context. To reduce the ambiguity surrounding the labeling of an interaction as sexual harassment, experiments are needed to isolate unique facets of an interaction. Developing a greater understanding of what occurs when someone is sexually harassed is warranted given that the occurrence of sexual harassment has numerous negative consequences for everyone involved. Cognitive appraisals and changes in negative emotional affect were examined in undergraduate women. Participants were randomly assigned to either a control (non-sexual harassment interaction) or experimental (sexual harassment) condition that utilized validated video stimuli developed by the researcher. Context was also manipulated as both behavioral interactions took place in a classroom setting and a party setting. Learning the internal processes that occur during the event-moment of sexual harassment can lead to the development and dissemination of guidelines for college students regarding what constitutes sexual harassment within and across contexts. Results from this line of research can inform prevention programming for college students.

This study investigated the risk factors for workplace sexual harassment in South Korea using cross-sectional data of the 2014 and 2017 Korean Working Conditions Survey (KWCS). A generalized linear model specified with a Poisson distribution and log link function was performed. Females, younger adults, jobs in services or sales, tasks that involve visiting places where clients reside, and significant work time contribution to customers were associated with increased gender harassment and unwanted sexual attention. Evidence suggests that third parties and male-oriented culture may pose a serious threat to healthy working conditions.

In Tennessee, a majority of students who identify as Lesbian, Gay, Bisexual, or Transgender (LGBT) do not feel safe due to bullying and harassment that is targeted toward them by their peers. Schools, such as MTS school (a pseudonym), are not required to specify protection for LGBT students, causing the LGBT bullying to continue without being reported and resulting in higher absences, lower achievement, greater mental health issues, and in some cases, suicidal ideation among LGBT students. Through confidential personal interviews that were transcribed and coded, this case study's purpose was to better understand how MTS adult stakeholders perceive (a) the issue of LGBT based violence, (b) the effectiveness of the school's current bullying policy in protecting LGBT students, and (c) the possibility of implementing a change in the school policy to protect LGBT students. Exploring the barriers to protecting LGBT students was based on the theoretical framework of antibias education in which students gain self-awareness, develop acceptance of human diversity, recognize unfairness in society, and are empowered to act against discrimination. The following four themes emerged: (a) accepting culture, (b) protection of students, (c) need for change, and (d) process for change. These findings have led to the development of a policy recommendation and plan of action that, through antibias education, will specifically protect the LGBT students and include acceptance and tolerance of the LGBT community in the counseling curriculum. The results of this study may create a positive social change by opening up dialogue concerning the effects of LGBT-based bullying on students and exploring opportunities to create a safe school environment for all children.

Workplace sexual harassment in Cote d'Ivoire has been documented as extensive and commonplace, yet in West African nations, sexual harassment is not well studied or understood. Specifically, little is known about whether intervention programs instituted by the Ivorian law under Act No.98-756 forbid sexual harassment are viewed by female workers as effective. Using Hendricks and Valasek's theory on gender mainstreaming as the foundation, the purpose of this study was to evaluate the perceptions of female workers in Cote d'Ivoire related the effectiveness of sexual harassment training programs. Data for this study were collected from 15 women who worked in public or nonprofit organizations in Cote d'Ivoire. Data were inductively coded and then subjected to a thematic analysis procedure. Key findings indicated that interviewees believed that exposure to sexual harassment in the workplace results in a loss of trust in the work environment and reductions in work productivity. Further, participants generally agreed that intervention programs are promising in terms of ameliorating the effects of sexual harassment and gender discrimination in the workplace. The positive social change implications stemming from this study include recommendations to local governments in Cote d'Ivoire to develop municipal ordinances that support the investigation and prosecution of workplace sexual harassment and individual organizations should design workplace policies to efficiently and effectively handle complaints of sexual harassment.

Indiana University-Purdue University Indianapolis (IUPUI) / In this thesis, feminist semiotic narrative methodology is applied to James Toback’s films Love & Money, Exposed, Tyson, and Seduced and Abandoned, in order to illuminate his construction of womanhood and women’s sexuality. In each film, Toback served as writer, director, and producer, giving him total creative and business control. Due to this lack of outside oversight, these four specific films are most likely to directly reflect Toback’s perspective as a filmmaker. This study employs narrative-based semiotic criticism, expanding the work of Walter Fisher and Teresa de Lauretis, to identify how Toback’s creation of world, gaze, object/subject, and desire, construct womanhood and women’s sexuality. Toback’s creation of illusory worlds emphasizes that while superficial beauty qualifies a woman as a sexual commodity for men, sex will ultimately be women’s downfall.