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 (Ed.D.)--Boston University / PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you. / Sexual victimization is a serious public health issue in the United States, particularly on its college campuses. Several attempts have been made to identify groups at high risks for exhibiting sexually aggressive behaviors. In the same vein, this study examines the relationship between athletic participation and sexual aggression with a focus on wrestlers. The author hypothesized that wrestling participation and athletic participation would be positively correlated with sexual aggression. However, it was also hypothesized that this relationship would be mediated by masculinity (gender role conflict) and masculinity related variables (sexual entitlement and competitiveness). A one-way Analysis of Variance (ANOVA) followed by post hoc tests found no significant difference between Wrestlers and Non-Athletes on levels of sexual aggression at the Q = .05 level. Similarly, no significant differences were found between Other Athletes and Non-Athletes at the same alpha level. However, a near significant difference (Q = .058) was found between Multisport Athletes and Other Athletes. A regression analysis was also conducted, which found sexual entitlement, wrestling participation, and drinking intensity as significant predictors of sexual aggression. However, a partial correlation analysis found no mediating effects between wrestling participation and sexual aggression when sexual entitlement and drinking intensity were held constant. Recommendations for rape prevention programs were made based on these findings. / 2031-01-01

Higher rates of sexual harassment in the military have been well documented in the existing literature. However, not much is known about how the deployment of women effects the odds of sexual harassment of females. This study used three public use datasets collected by the Defense Manpower Data Center (DMDC) in 2006, 2010, and 2012 from active duty soldiers in the Air Force, Army, Marines, and Navy to evaluate the effect of deployment on five different types of sexual harassment. Organizational factors such as sex-ratio, paygrade, masculinity, and organizational climate were also evaluated in relation to sexual harassment. Lastly, the interaction effects of organizational factors and deployment were evaluated in regards to sexual harassment. Females who had been deployed were more likely to experience all types of sexual harassment compared to non-deployed females. All organizational climate variables also had significant effects on odds of sexual harassment. The interactive effects of deployment and organizational factors on sexual harassment were less clear, with the only reliable interaction being paygrade with deployment. Future research should further evaluate the relationship between deployment and sexual harassment, especially for women serving in combat zones. The organizational factors that can mitigate sexual harassment in deployment situations need further investigation so that female soldiers can become more integrated into traditionally masculine combat roles without a corresponding increase in sexual harassment.

Workplace sexual harassment costs the government and companies millions of dollars a year. Women who experience sexual harassment in the workplace suffer from negative mental and physical health problems, lower career attainment, decreased productivity, and a higher rate of job turnover. Sexual harassment is both costly and unjust, however the exact cost to women who experience sexual harassment is unknown. This thesis will measure the impact of workplace sexual harassment on wages in different industries. Using data on claims filed with the Equal Employment Opportunity Commission, I calculate and analyze the impact of sexual harassment on wages, age, sex, and industry. I find that industries with high rates of women reporting sexual harassment have lower wages.

This thesis will look at the international political economy of violence against women. The drastic increase of the case women murder (femicide) in Mexico since 1993 has attracted worldwide attention. It will focus on the influence of international economic institutions (e.g. IMF, World Bank, TNCs) toward the increasing cases of violence against women in Ciudad Juárez, Mexico. This thesis will use case-study research strategy. Ciudad Juarez will be chosen as the case study because it is one of the largest border city in the Mexico and it can represent border cities in Mexico. The analysis will rely on the Galtung’s definition of violence against women and gender perspective of economic globalization. Violence against women will be consisted of wage exploitation, sexual harassment, pregnancy testing, poor safety standard, and domestic violence. The method for answering the research question is text analysis using secondary data sources. This thesis concludes that international economic institutions have significant roles in the gender-based violence in Ciudad Juárez.

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--PlanB (M.S.)--University of Wisconsin--Stout, 1998. / Includes bibliographical references.

Thesis (M. Sc.), Memorial University of Newfoundland, 1998. / Bibliography: leaves 56-59.

Thesis, PlanB (M.S.)--University of Wisconsin--Stout, 2005. / Includes bibliographical references.

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