The aim of the thesis was to focus on sexual harassment in sport in Turkey and the role of ambivalent sexism on attitudes toward sexual harassment. 170 female university students, playing in team sports participated to the study. Demographic Information Form, Coach Behaviors List (CBL), Responses to Sexual Harassment in Sport (RSHS) Scale, Attitudes toward Sexual Harassment (ASH) Scale, and Ambivalent Sexism Inventory (ASI) were used in the study. Mean and standard deviations of coach behaviors and responses to sexual harassment were calculated in order to have descriptive information about the acceptance levels and frequency levels of them. Hierarchical multiple regression analysis showed unique predictions of age, political view, hostile sexism (HS), and benevolent sexism (BS) in female athletes&rsquo / attitudes toward viewing sexual harassment as the result of provocative behaviors of women (ASHPBW), but not in attitudes toward accepting sexual harassment as a trivial matter (ASHTM). ASHPBW, ASHTM, and HS were found as predictors of ASBC, but not for ANPTBC. In predicting the three dimensions of RSHS, years of sport experience, ASHPBW, ASHTM, and BS were found to be significant. This thesis mainly contributed to the literature by (1) development of RSHS scale, and adaptation of CBL for Turkey, (2) supporting the relationship between ASH and ambivalent sexist attitudes in sport environment, (3) investigating the predicting powers of ASHPBW, ASHTM, HS, and BS on acceptability of coach&rsquo / s negative behaviors, and (4) investigating the predictive powers of HS and BS on RSHS.

Tyrimo tikslas: įvertinti sociodemografinių charakteristikų bei organizacinių veiksnių sąsajas su darbuotojų seksualinio priekabiavimo supratimu. Tyrime dalyvavo 195 tirimieji: 136 moterys ir 59 vyrai, nuo 17 iki 75 metų amžiaus (amžiaus vidurkis (28,98). Seksualinio priekabiavimo vertinimui buvo naudojama Mccabe, Hardman, (2005) adaptuota, Mazer, Percival (1989) kurta požiurio į seksualinį priekabiavimą skalė (Sexual Harassment Attitude Scale, SHAS), kuri Mccabe, Hardman, (2005) buvo pritaikyta darbuotojams, bei pervadinta darbuotojų požiūrio į seksualinį priekabiavimą skale (Sexual Harassment Attitude Scale for Workers SHASW). Seksualinio priekabiavimo supratimas buvo matuojamas seksualinio priekabiavimo apibrėžimų klausimynu (Sexual Harassment Definitions Questionnaire SHDQ; Foulis, McCabe, 1997). Seksualinio priekabiavimo patirtis buvo vertinama seksualinės patirties klausimynu (Sexual Experience Questionnaire), sukurtu Fitzgerald et al. (1988). Tyrimo rezultatai parodė, jog su seksualinio priekabiavimo supratimu susiję skirtingos aukos – priekabiautojo situacijos: moterysdažniau nei vyrai visas situacijas įvardina kaip seksualinį priekabiavimą. Taip pat dažniau seksualinį priekabiavimą įvardina: su aukštuoju išsilavinimu, išsilavinimu; patyrę seksualinį priekabiavimą; vyresni, dirbantys organizacijose, kuriose dskirtingas lyčių santykis. Su geresniu seksualinio priekabiavimo supratimu nėra susiję darbuotojų: vedybinis statusas, darbo stažas; darbovietės tipas... [toliau žr. visą tekstą] / The aim of the study was to assess how socio-demographic characteristics and organizational factors are related to employees perception of sexual harassment. 195 subjects participated in the study: 136 of them were women and 59 – men. They age raged from 17 to 75 years (mean age (28.98). Sexual harassment attitude were messured by Mazeros, Percival (1989) created sexual harassment attitude scale, which McCabe, Hardman (2005) was adapted to workers, and renamed Sexual Harassment Attitude Scale for Workers (SHASW). Perception of sexual harassment was measured by Sexual Harassment Definitions Questionnaire (SHDQ, Foula, McCabe, 1997). Sexual harassment experiences were measured by sexual experiences questionnaire (Sexual Experience Questionnaire), which was created by Fitzgerald et al. (1988). The results showed that the perception of sexual harassment related to different victims - harasser situations: women more often than men tend to identifyas sexual harassment in all situations. Sexual harassment are percieved more often when worker was with the higher education, experienced sexual harassment, older workers, working in organizations with diferent gender ratio. Perceptions of sexual harassment are not related workers: marital status, work experience, job type, gender ratio indepartment.

MA (Youth Development) / Institute for Gender and Youth Studies / Sexual harassment is identified as a widespread form of aggressive behavior with severe consequences for victims, organizations and institutions. The objectives of this study were to explore the perceptions of students on sexual harassment, to discover the common type of sexual harassment among students, to find out locations where sexual harassment occurs in the university, to explore contributory factors influencing sexual harassment among students, and to explore the effects of sexual harassment on students. The methodology that was applied in this study is was qualitative in nature. The researcher used open ended questions in interview to assess sexual harassment among students in the university. Non-probability sampling was used to select 16 respondents made up of 8 males and 8 females. Data was analyzed thematically by identifying and expanding significant themes that emerged from the informants’ responses. Ethical measures and trustworthiness were ensured. It appears common for sexual harassment victims to experience negative physiological effects and treatment for the victims and harassers is hindered because victims abscond reporting the incident. Sexual harassment occurs in and outside university buildings as shown in the study. Perpetrators of sexual harassment have evolved from males harassing females to female lesbians harassing other lesbians and male gays harassing other gays however, men are the harassers of others to a greater extent. Alcohol and drug use, dress code and age and level of study were major contributory factors of sexual harassment. It seemed common that verbal, physical and visual sexual harassment occur among students verbal sexual harassment being the most prevalent.

Thesis (MA (Psychology))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: Due to the extensive prevalence of sexual violence permeating the present day South African society, the social relevance of a study of the extent and nature of sexual harassment among university students, cannot be overestimated. This is particularly evident if one takes into account the growing number of research studies undertaken in South Africa and elsewhere on the African continent indicating the presence of this social evil on campuses of higher education. The purpose of this study was to determine the prevalence, effects, correlates and perceptions of different types of sexual harassment among a student sample at Stellenbosch University. The methodology applied in this study can be viewed as quantitative in nature as it entailed the use of a survey design. The researcher developed a new questionnaire to investigate the pervasiveness of students’ experience of, reaction to, and beliefs about sexual harassment. This questionnaire consisted of sub-scales, of which some were newly developed by the researcher, and others, based on existing scales, were adapted for the purposes of this study. The design took the form of a questionnaire that covered the time period during which the students were enrolled at Stellenbosch University. Both undergraduate and post-graduate students from the four campuses of Stellenbosch University (i.e., Bellville, Saldanha, Stellenbosch and Tygerberg) were invited to participate in the study. The total sample consisted of 1679 students. The electronic questionnaire consisted of a total of 27 separate questions with some of the questions having various sub-sections. Data were obtained on the socio-demographic profile of students. The questionnaire explored student perceptions of which behavioural types constituted sexual harassment, the number of times a participant had been a victim of a particular type of sexual harassment, whether alcohol or drugs played a contributory role in the victimisation, whether the participant sought help from available support services following the victimisation, the location of the incidents of sexual harassment and whether the offender was known to the victim or not. Gender role attitudes of students, indicating the extent to which sexual harassment is tolerated by the student community, were also investigated. The questionnaire furthermore explored issues of same-sex sexual harassment, the occurrence of group harassment and the possible effects, be it social, emotional or academic, that the victim might have suffered. The relationships between certain measurement scales were also investigated. With the utilisation of statistical packages, frequencies and statistical differences amongst various sub-groups were determined. Significant findings of the study included gender, racial and sexual orientation subgroup differences in terms of the perception of, rate of prevalence and tolerance of sexual harassment. Significant statistical differences between gender, racial and sexual orientation subgroups were also established for certain variables related to the familiarity of the perpetrator, the locations of sexual harassment, help-resource utilisation following incidents of sexual harassment and the effects of sexual harassment. / AFRIKAANSE OPSOMMING: Vanweë die uitgebreide voorkomssyfer van seksuele geweld tans in die Suid-Afrikaanse samelewing, kan die sosiale relevantheid van 'n studie oor die omvang en aard van seksuele teistering nie oorbeklemtoon word nie. Hierdie veronderstelling word duidelik ondersteun deur die groeiende aantal studies in Suid-Afrika en elders in Afrika wat hierdie sosiale euwel op tersiêre kampusse ondersoek. Die doel van hierdie studie was om die voorkomssyfer, gevolge, korrelate en persepsies van verskillende tipes seksuele teistering by 'n studentesteekproef van die Universiteit van Stellenbosch te bepaal. Die metodologie van hierdie studie kan beskryf word as kwantitatief van aard aangesien daar van ‘n opnameontwerp gebruik gemaak is. Die navorser het 'n nuwe vraelys ontwikkel om die omvang van studente se ervaring van, reaksie op, en opvattings oor seksuele teistering te ondersoek. Hierdie vraelys het bestaan uit subskale, waarvan sommige nuut geskep was deur die navorser en ander wat vanuit bestaande bronne aangepas is vir die doel van hierdie studie. Die ontwerp is in die vorm van 'n vraelys wat die tydsperiode dek waarin die studente ingeskryf was by die Universiteit van Stellenbosch. Beide voorgraadse en nagraadse studente van die vier kampusse van die Universiteit van Stellenbosch (i.e., Bellville, Saldanha, Stellenbosch en Tygerberg) is genooi om deel te neem aan die navorsing. Die totale steekproef het uit 1679 studente bestaan. Die elektroniese vraelys het 27 aparte vrae gehad waarvan sommiges verskeie onderafdelings bevat het. Data is verkry oor die sosio-demografiese profiel van studente. Die vraelys het studente se opvattings bepaal oor watter gedragstipes seksuele teistering behels, asook die aantal kere wat ‘n deelnemer 'n slagoffer van 'n spesifieke soort seksuele teistering was. Verdere vrae het ondersoek of alkohol en dwelms bygedra het tot die teistering, of die deelnemer bystand gesoek het by beskikbare ondersteuningshulpbronne na die teistering, die plekke waar die seksuele teistering voorgekom het, en of die oortreder bekend was aan die slagoffer of nie. Studente se houdings oor geslagsrolle, wat aanduidend was van die mate waarin seksuele teistering verdra word in die studentegemeenskap, is ook nagevors. Die vraelys het verder kwessies verken soos selfde-geslag seksuele teistering, die voorkoms van groepsteistering en die moontlike nadelige gevolge daarvan vir die slagoffer, hetsy sosiaal, emosioneel of akademies. Die verbande tussen sekere metingskale is ook ondersoek. Met behulp van statistiese pakkette is die frekwensie en statistiese verskille tussen verskeie subgroepe op die kampus bepaal. Beduidende bevindings van die studie sluit in: geslag-, ras- en seksuele oriëntasiesubgroepverskille in terme van die persepsie van, voorkomssyfer van en verdraagsaamheid teenoor seksuele teistering. Beduidende statistiese verskille tussen die geslag-, ras- en seksuele oriëntasie-subgroepe is ook bevind met betrekking tot sekere veranderlikes wat verband hou met die bekendheid van die oortreder, die plekke van teistering, die benutting van ondersteuningshulpbronne na teistering en die gevolge van seksuele teistering.

The restaurant industry is often described as a hard and tough working environment. The restaurant industry is the industry that are most subjected to sexual harassment witch can affect the occupational health both physically and psychologically. The aim of this study was to explore the experience of sexual harassment among staff in the restaurant industry. To get a view and understanding of earlier research a systematic literature review was conducted. To get an understanding of restaurant staffs experience of sexual harassment a qualitative interview study with a phenomenology approach was performed. The main results showed that the informants experienced sexual harassment as a process of acclimatization. It starts with a sexual jargon that is customary and the informant describes a fear of reporting. The jargon and fear becomes a part of everyday life and informants describes that they don’t define it to be sexual harassment anymore. The informants describe it as the borders have moved or become blurred when it comes to sexual harassment witch can defines like a normalization of sexual harassment. / Restaurangbranschen beskrivs ofta som en bransch med hårt och otrivsamt klimat. Av alla branscher är restaurangbranschen den bransch där minst är nöjda med sitt arbete samt utsätts de för flest sexuella trakasserier. Sexuella trakasserier inom arbetslivet är ett uppträdande av sexuell natur som kränker en annan arbetstagare. Sexuella trakasserier kan påverka arbetshälsan både fysiskt och psykiskt och kan yttra sig genom ångest, rädsla, trötthet, huvudvärk och depression. Tidigare forskning kring sexuella trakasserier mellan arbetstagare och chefer var begränsat vilket tyder på att det behövs ökad kunskap och forskning kring det. Tidigare forsknings resultat påvisar att sexuella trakasserier inom restaurangbranschen beror på makt, att det är en form av maktutövande. För att få förståelse om problematiken och restaurangpersonalen upplevelse om sexuella trakasserier genomfördes en kvalitativ intervjustudie med en fenomenologisk ansats. Syftet var att undersöka upplevelsen av sexuella trakasserier bland anställda i restaurangbranschen. Resultatets essens kan beskrivas som en acklimatiseringsprocess där sexuella trakasserier upplevs som en skämtsam jargong med sexuella kommentarer, essensen utrycks samt genom en rädsla när det kommer till att anmäla sexuella trakasserier. Rädslan kring att anmäla utrycks som att informanterna är rädda för ryktesspridning, att mista gemenskapen eller att bli utfryst från kollegor/restaurangbranschen. Jargongen och rädslan blir tillslut en del av vardagen och informanterna beskriver sig att inte tänka på det längre, sexuella trakasserier blir efter en tid normalt. En normalisering sker utav sexuella trakasserier där informanterna beskriver att de inte uppmärksammar sexuella trakasserier på samma sätt längre. Informanterna beskriver det som att gränserna har flyttats eller suddats ut när det kommer till sexuella trakasserier, det har blivit en självklar del av arbetsmiljön och restaurangbranschen. Jargongen, rädslan och normaliseringen av sexuella trakasserier kan beskrivas som en acklimatiseringsprocess. Informanterna har acklimatiserat sig till en arbetsmiljö som inkluderar sexuella trakasserier.

The primary purpose of this study was to observe the dynamics between sexual harassment (SH), social identity theory, and justice perceptions. Furthermore, participants’ past experience with SH may have created conspiracy mentalities to explain outgroup members (e.g., males) behavior towards women. From a social identity perspective, women who strongly identify with being female should be more prone to view lower justice perceptions when a male investigator denies an SH claim, but equally high levels of justice perceptions when male or female investigators confirm SH and when a female investigator denies SH. Four scenarios were created where female participants (N = 283) were randomly assigned to one of four scenarios: Scenario 1 involved a female investigator who confirmed an SH claim; Scenario 2 involved a female investigator who denied an SH claim; Scenario 3 involved a male investigator who confirmed an SH claim; and Scenario 4 involved a male investigator who denied an SH claim. Regression analyses revealed that social identity (i.e., gender identity) had no predictive value regarding justice perceptions, but that the decision of the investigators influenced justice perceptions. Furthermore, an ANOVA was utilized and discovered significant mean differences between the four scenarios, suggesting that there were differences when the investigator confirmed SH (both male and female) or denied SH (both male and female), but there was no significant interaction. Participants had low justice perceptions when SH was denied and higher justice perceptions when SH was confirmed. Practical and theoretical implications are discussed, as well as directions for future research.

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 management’s tolerance of sexual harassment. The broader implications of these findings are discussed and recommendations for future research are suggested.

Although feminists resist accounts that define women as having certain features that are essential to their being women, feminists are also guilty of giving essentialist definitions. Because women are extremely diverse in their experiences, the essentialist critics question whether a universal (non-essentialist) account of women can be given. I argue that it is possible to formulate a valuable category of woman, despite potential essentialist challenges. Even with diversity among women, women are oppressed as women by patriarchal structures such as rape, pornography, and sexual harassment that regulate women’s sexuality and construct women as beings whose main role is to service men’s sexual needs.

Sexual harassment is associated with negative consequences for victims and bystanders. Because 9 in 10 victims do not report harassment, understanding bystanders' reactions to sexual harassment is important. Thus, my dissertation?s purpose was to advance the literature by analyzing bystanders' responses to sexual harassment by means of three studies. In Study 1, I examined bystanders' preferred punishment as a function of the harassment type and organizational culture. Participants were undergraduates (N=107) enrolled in physical activity classes at a Southwestern United States university (males n=53, 50%, females n=53, 50%; largely Caucasian n=79, 74.5%; age M=21.61, SD=2.70). The results indicate that harassment type affected bystanders' punishment preferences (B=.55, p<0.01). While the workplace culture did not directly affect punishment preferences (B=-.06, p=0.49), it moderated the relationship between harassment type and preferred punishment (R2=.03, B=.31, p&lt;0.05) such that quid-proquo harassment in proactive organizations resulted in the harshest punishment recommendations. In Study 2, I analyzed bystanders' reactions to different punishment levels delivered to the harasser. Participants were undergraduates (N=122) enrolled in activity classes at a Southwestern United States university (males n=68, 56.2%, females n=53, 43.8%; largely Caucasian n=94, 77.7%; age M=20.00, SD=2.00). The results revealed that congruity, or lack thereof, between their preferred punishment and the actual punishment affected their negative emotions (R2=0.04, B=-0.30, p&lt;0.01), organizational justice perceptions (R2=0.11, B=0.47, p&lt;0.01), and cultural consistency beliefs (R2=0.02, B=0.19, p&lt;0.05). In Study 3, I investigated bystanders? responses to different harassment levels as influenced by the organizational culture. Participants were undergraduates (N=183) enrolled in activity classes at a Southwestern United States university (males n=113, 61.7%, females n=66, 36.1%; largely Caucasian n=132, 72.1%; age M=19.84, SD=1.37). The results indicated that the harassment severity was positively associated with bystanders' intentions to intervene (B=.32, p&lt;0.001). The type of organizational culture did not affect willingness to act (B=-.07, p=0.32), possibly given the personal investment required by taking action. Alternatively, personal characteristics (i.e., political views) may supersede environmental influences. Collectively, these findings reiterate literature documenting harassment types? differential severity. Also, they outline additional advantages to promoting a proactive organizational culture. Finally, the influence of individual and environmental factors in decision making is highlighted.

Thesis (M.A.)--West Virginia University, 1999. / Title from document title page. Document formatted into pages; contains iv, 114 p. Includes abstract. Includes bibliographical references (p. 109-114).