Higher prevalence of gender harassment has previously been identified in male dominated workforces, but not in academia. Factors such as implicit bias, male dominance, perceived gender threat, and heightened masculinity may increase the likelihood of gender harassment occurring in an academic setting. Two studies investigated this. In Study 1, one hundred seventy-one (92 male, 79 female) participants from male dominated and gender equivalent majors completed an online survey in which their explicit attitudes regarding gender and authority (GAM; see Rudman & Kilianski, 2000), and implicit associations regarding gender and careers (IAT; see Greenwald, McGhee, & Schwartz, 1998) were measured. Additionally, female participants completed a sexual experiences questionnaire (SEQ; see Fitzgerald et al., 1988). Men from male dominated majors did not exhibit more explicit attitudes favoring men in authority than men from gender equivalent majors (p = .220, d = .26), but did exhibit more implicit bias stereotyping men as associated with careers and women with the family (p = .017, d = .51). Females from male dominated majors experienced more gender harassment than females from gender equivalent majors (p = .017, d = .55). In Study 2, one hundred fifty-four male participants self-reported their masculinity, completed a group task with a female confederate leader serving as a gender threat in half the conditions, and then had their subsequent affect, perceptions of leadership effectiveness, and behavioral aggression measured. Men from male dominated majors and men who had received a gender threat did not differ from men from gender equivalent majors and men who had not received a gender threat on affect, perceptions of leadership effectiveness, or behavioral aggression (ps > .201, ηp2s ≤ .007). However, additional analyses revealed that as masculinity increased among men from male dominated majors under gender threat, they became more behaviorally aggressive (b = 5.92, p = .003) and perceived their female's leader's leadership as being less effective (b = -0.83, p = .076). Based on these findings, it is recommended that future research on gender harassment focus on men from male dominated majors who are high on masculinity.

Heinz Leymann betraktades som en pionjär i forskning om fenomenet vuxenmobb-ning redan på sjuttiotalet. Syftet var att undersöka vilka beteenden som ansågs vara mest kränkande med fokus på sexuella trakasserier och könstrakasserier bland an-ställda på ett mansdominerat näringslivsföretag. Dessutom att ta reda på om det finns ett samband mellan företeelser och scenarier. Faktorer som studerades utöver samband var kön, ålder utbildning och yrkeskategorier. Respondenterna var an-ställda på ett mansdominerat näringslivsföretag ( N = 396; 54 kvinnor och 236 män) med följande yrkeskategorier: 187 tjänstemän, 54 kollektivanställda, 44 konsulter. Alla var mellan 20 och 65 år. Enkäten innehöll två huvudfrågor, åtta företeelser och fem scenarier. Vissa av dem var relaterade till sexuella trakasserier och andra till könstrakasserier. Resultatet visade att företeelserna ignorerande och beröring, samt scenario beröring från chefen upplevdes som mest kränkande. Den äldre gruppen ansåg att scenarier som var relaterade till könstrakasserier upplevdes som kränkande, medan den yngre gruppen ansåg att företeelsen som var relaterad till sexuella trakasserier som kränkande. Män upplevde företeelser som var relaterade till könstrakasserier mer kränkande än vad kvinnorna gjorde. Resultaten visade att tjänstemän ansåg företeelser och scenarier som var relaterade till könstrakasserier och sexuella trakasserier kunde upplevas som kränkande mer än konsulter och kol-lektivanställda. Utifrån resultaten kan slutsatsen dras att flera företeelser ansågs vara kränkande när de förekom enskilt än i ett sammanhang. / Heinz Leymann is regarded a pioneer in research on adult bullying. The aim of this study was to examine which behaviors are considered to be the most insulting, with a focus on sexual harassment and gender harassment among employees in a male-dominated work sector. In addition to finding out if there is a connection between the phenomena and scenarios. The factors that were studied in addition to the con-text were gender, age, education and profession type. The respondents were em-ployees ( N = 396; 54 women and 236 men) with the following professions; 187 of-ficials, 54 public employees, and 44 consultants. All were between 20 and 65 years. The questionnaire consisted of two main questions, eight phenomena and five scenarios. Some of them were related to sexual harassment and others to gen-der harassment. The results showed that ignoring and touching, as well as scenario touch from the boss was regarded as the most insulting. The older group experi-enced scenarios that was related to gender harassment more insulting, while the younger group experienced phenomenon that was related to sexual harassment as more insulting. Men experienced phenomena which were related to gender harass-ment more insulting than women did. The results showed that officials were more offended by the phenomena and scenarios that were related to gender harassment than consultants and public employees. Based on the results, the conclusion is that several phenomena were considered to be offensive when they were alone but not when put in context.

The aim of this study is to further the theoretical understanding of gender harassment. I suggest an approach and a theoretical model that answers the question of how to understand and describe gender harassment both in terms of specific actions taken against an individual because of gender and the combined actions that constitute a gender harassment process. Due to the fact that gender harassment takes place in a structure and that the perpetrator needs structural support to be able to harass, the model considers existing power relationships at the workplace, i.e. how gender harassment reflects the distribution of power and structural behaviour of men and women. As my empirical material indicate aggressive behaviour and fear it is crucial to raise the issue of violence and to consider to what extent gender harassment is expressed av violence in the workplace. The empirical material contains broad-based and in-depth narratives about a kind of situation that is not well defined in the extant literature or elsewhere. It is essentially unknown whether gender harassment takes place to the same extent as sexual harassment. Even though quite a few narratives about daily working life bear witness of such situations they have remained largely undefined and little understood. In the present study, a combination of feministic organization theory about powerstructures at the workplace and violence theory is used to broaden the picture and to develop an instrument for understanding narratives about gender harassment. The results from the analysis, drawing upon material from practical gender equality work at a university and four in-depth interviews with victims of gender harassment, suggest that a combination of feministic organization theory and violence theory is fruitful for understanding the phenomenon of gender harassment. It is suggested that the proposed theoretical model offers a first but important step towards identifying and preventing gender harassment at the workplace.

The dissertation focuses on the exploration of the phenomenon of sexual harassment in Czech higher education environment, particularly on harassment of students by teachers. The sexual harassment is defined as unwelcome, inappropriate and offensive behavior that constitutes an abuse of power based on gender and formal structure. It comprises both less explicit forms of gender harassment (known as the "hostile environment") and more explicit forms of sexual (referred in the legislation as "quid pro quo"). The dissertation is based on a study of selected faculty of Prague university conducted in the turn of 2008 and 2009. It took a mixed research design combining quantitative questionnaire survey and in-depth interviews with students. The dissertation focuses on three main realms: i) students experience of sexual harassment, ii) the definition and perception of sexual harassment, and iii) coping strategies and solutions of sexual harassment. Quantitative survey showed that 67 % of respondents on the selected faculty have encountered some form of harassment during their studies. Students have mostly experienced the less explicit forms, i.e. gender harassment, however the more explicit forms of harassment, e.g. unwelcome sexual attention or unwanted physical contact, were no exception. Despite the high...

1 ABSTRACT The aim of this thesis is to introduce the issue of sexual harassment from the perspective of students of Czech universities. I present a brief history of the phenomenon of sexual harassment and its definitions in the theoretical section. I deal with power aspects of harassing behavior and I present its impacts on harassed persons. I also put sexual harassment into research and legislative context and I devote to the specifics of the school and the Czech setting. The empirical part is dedicated to my research. On the basis of qualitative research I find out how students define sexual harassment, what personal and mediated experience they have with it, what strategies they choose, if they are to cope with this behavior, and how they evaluate it. I focus on the question, with whom they solve sexual harassment, and I present their suggestions of solving and prevention of sexual harassment. I also discuss how they evaluate relationships with teachers.