Thesis (Ph. D.)--University of Washington, 1986. / Vita. Includes bibliographies.

Thesis (Ph. D.)--Oregon State University, 1991. / Typescript (photocopy). Includes bibliographical references (leaves 72-77). Also available on the World Wide Web.

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

Thesis (Ph. D.)--Rutgers University, 2008. / "Graduate Program in Political Science." Includes bibliographical references (p. 186-194).

Thesis (Ph. D.)--University of California, Los Angeles, 1982. / Typescript. Vita. Includes bibliographical references (leaves 131-138).

No description available.

M.A. / Sexual harassment has become a human resource issue in the workplace within South African companies. More cases of sexual harassment are coming before the courts as civil actions, as employees litigate against employers who fail to deal with cases where they have reported being sexually harassed and the employer has not taken action or failed to take appropriate action. Arising from the above it would appear that there is a need to develop a clearer understanding of what is meant by sexual harassment. Coupled to this is a need to develop appropriate policies and training programmes to ensure that the negative impact of sexual harassment is limited. These policies should be in line with other company policies and South African Labour Law (66 of 1995) as set out in the Code of Good Practice (1998) on handling sexual harassment. The aim of this research was to look at the perceptions of employees in a business unit of a Public Utility, and to determine their view of sexual harassment in the workplace. This research would then assist to determine what the best practices would be to deal with cases of sexual harassment as well as to ensure that as far as is practical cases of sexual harassment could be limited, based on these perceptions. The research indicated that any form of inappropriate sexual behaviour in the workplace as it related to physical, verbal and non-verbal contact was not acceptable to most employees. It showed that whilst sexually inappropriate behaviour was limited it did take place, but in doing so it raised additional questions that could be the subject of further research. The questionnaire that was developed was found to be a reliable measurement instrument for the most part. The findings showed that there were differences between the perceptions of English-and Afrikaans-speaking employees as well as male and female employees. These differences would have to be taken into consideration when policies and training programmes are developed. It was clear from the research that a policy was necessary and the employees needed greater clarity on how cases of sexual harassment should be reported. The research has formed a base from which further research could be conducted, at other South African companies, regarding the impact of sexual harassment in the workplace. / Dr.W. Roestenburg

Thesis (M.A.)--York University, 1998. Graduate Programme in Psychology. / Typescript. Includes bibliographical references (leaves 85-92). Also available on the Internet. MODE OF ACCESS via web browser by entering the following URL:http://wwwlib.umi.com/cr/yorku/fullcit?pMQ27386.

The purpose of this study was two-fold: 1) To measure the relationship between female graduate students' perceptions of dependence upon faculty members and the types of sexual harassment experienced and the types of management strategies employed to deal with the harassment, and 2) to collect descriptive data on sexual harassment of females in graduate school.The population consisted of 1400 female graduate students selected at random from four Indiana universities. A 15 item questionnaire containing questions pertaining to sexual harassment experiences, power-dependence relationships, management strategies, and attitudes toward sexual harassment was utilized. Two null hypotheses were tested using the computer program MULTIQUAL: Log Linear Analysis of Nominal or Ordinal Data by the Method of Maximum Likelihood.A total of 729 participants (52%) returned the questionnaire. Of those questionnaires returned, 1.14 (15.6%) reported some form of sexual harassment. Based on questionnaire items designed to measure the dependence of students upon faculty, respondents were assigned to one of two levels of dependence, considerable or slight.No significant differences were found in the interaction between the levels of dependence and the types of sexual harassment experienced by respondents. Also, the interaction between the levels of dependence and the management strategies used to deal with the harassment was not found to be significant.An examination of the differences in percentage response (or main effects) indicated that significant differences existed between the levels of dependence, and among the frequencies of occurrence of the types of sexual harassment and the types of management strategies reported. These findings suggested that:1. Female graduate students in relationships of considerable dependence experienced sexual harassment in significantly greater numbers than students in relationships of slight dependence (78.5% versus 21.5%).2. The types of sexual harassment most frequently experienced were: Anti-female remarks, leering and ogling (56.1%); requests for sexual activity (23.4%); and touching (20.6%).3. The management strategies most frequently reported were: Ignoring (43%); withdrawal or avoidance (37.4%); and refusing requests with or without explanation (19.6%).

Thesis (Ph. D.)--University of Florida, 1980. / Description based on print version record. Typescript. Vita. Includes bibliographical references (leaves 168-175).