Thesis (Ph. D.)--University of North Texas, Dec., 2007. / Title from title page display. Includes bibliographical references.

Thesis (Psy. D.)--Indiana University of Pennsylvania. / Includes bibliographical references.

Thesis (Ph.D.)--Bowling Green State University, 2008. / Document formatted into pages; contains x, 414 p. : ill. Includes bibliographical references.

Thesis (M. Soc. Sc.)--University of Hong Kong, 2000. / Includes bibliographical references (leaves 86-96).

Thesis (Ph. D.)--University of Missouri-Columbia, 1998. / Typescript. Vita. Includes bibliographical references (leaves 140-146). Also available on the Internet.

Thesis (Ph. D.)--University of Missouri-Columbia, 1998. / Typescript. Vita. Includes bibliographical references (leaves 140-146). Also available on the Internet.

Thesis (M.Soc.Sc.)--University of Hong Kong, 2000. / Includes bibliographical references (leaves 86-96) Also available in print.

Thesis (M.A.)--Georgia Southern University, 2006. / "A dissertation submitted to the Graduate Faculty of Georgia Southern University in partial fulfillment of the requirements for the degree Master of Arts" ETD. Includes bibliographical references (p. 49-52)

In the fall of 2017 women all over the world were united in a joint call on social media in the fight against sexual harassment. #metoo broke the silence about how women are being sexually harassed and undermined at home and in the workplace. The purpose of this study is to analyze and compare the stories published by women in the so-called #metoo-petitions on sexual harassment and undermining in the workplace. The study is limited to only examining the service- and the technology industry. Previous research shows the unequal working conditions and the vulnerability that women face daily in the service industry. In the technology industry, the hierarchies and stereotypes used to undermine women are brought to light. Based on a qualitative comparative text analysis, we have analyzed and compared these stories based on gender power theories and gender perspectives. The results show how women in the service industry are primarily exposed to sexual harassment while women in the technology industry are also subject to undermining in shape of vertical gender segregation and methods of exclusion. Common to both service- and the technology industry, based on our material, is that the women feel the lack of support from management when they report incidents of offensive treatments. / <p>2018-09-02.</p>

Sexual harassment in the workplace is both illegal discrimination under human rights law and a part of the everyday experiences of women working in the full-service restaurant industry in British Columbia (BC). This dissertation is a feminist, institutional ethnographic inquiry into how women’s unwanted or uncomfortable sexual experiences with managers, co-workers, and customers within the context of full-service restaurant work in BC are still happening more than three decades after sexual harassment was first named sex discrimination in Canada. I argue that restaurant work is organized in such a way that uncomfortable or unwanted sexual experiences at work are made normal. My dissertation tells the story of how law is implicated in the construction of such restaurant workplaces within which sexual harassment and unwanted sexual experiences are normalized. The complicated interaction between the social context of restaurant work, workplace practices in restaurants, and inadequate employment standards legislation constructs precarious work environments wherein workers have little economic or job security and rely on customers for tips. Tipping, a practice legally legitimized and reinforced with lower minimum wages for alcohol servers, means workers endure sexualized and discriminatory behaviour at work in exchange for tips. Moreover, gendered social relations, reflected in managerial hiring practices and restaurant dress codes, lead women workers to associate femininity and a sexualized presentation of their self with their employment. Sexual harassment law is implicated in the problem as well. Sexual harassment law in BC (re)produces the gendered social relations of work through an individualized human rights framework and a jurisprudential notion of “unwelcomness” that both place the burden for addressing discrimination on the shoulders of workers. / Graduate / 2019-05-06