an article by Dilusha Madushanka Liyanage and Arosha Adikaram (University of Colombo, Sri Lanka) published in Gender in Management Volume 34 Issue 8 (2019)
Abstract
Purpose
The purpose of this paper is to understand how gay employees, as labeled deviants, cope with heterosexist harassment at work in an Asian culture of hegemonic heterosexual masculinity, using the modified labeling theory.
Design/methodology/approach
Using qualitative research approach, in-depth interviews were carried out with 16 self-identified gay employees.
Findings
Results revealed how the coping strategies of gay employees, in the face of harassment, are entwined with the labeling and stigma leading to diverse and complex coping strategies. Several broader coping strategies were thus identified based on whether the participants accepted the label of deviance and stigma and whether they were open about their sexuality. These broader coping strategies are support seeking, confrontation, inaction, quitting and, stigma and labeling avoidance strategies. Under these broader strategies, there were also sub strategies such as seeking social support, organizational support, legal support the support of the wise, as well as secrecy and social withdrawal.
Originality/value
These findings will advance the knowledge in coping strategies of heterosexist harassments at work as well as knowledge in harassment of gay employees, in hegemonic heterosexual cultures.
Showing posts with label harassment. Show all posts
Showing posts with label harassment. Show all posts
Wednesday, 4 December 2019
Thursday, 4 January 2018
How Terminology Impacts the Emotions Surrounding Sexual Abuse
a post by Rebecca Lee for the World of Psychology blog
The terms surrounding sexual assault are hazy. With more people publicly sharing their stories of sexual assault, the details and technicalities have snagged. Everyone knows sexual abuse is horrific, but the vagueness of intention meeting action can create doubt. The description of assault is difficult enough to understand, but what about the other terminology?
Since the #MeToo movement, disclosure of sexual abuse has become far more common in the media. As a society, we have recognized the abuse of celebrities and politicians. Our responses have varied, not just because of the status of those accused/accusers, but because the issue is rampant. Some choose to ignore, others choose to protest.
No matter the level of abuse, words like ‘victim’ or ‘perpetrator’ can shape the way we feel toward the event, the one who caused the sexual assault, and the assaulted. Since language is a powerful tool in shaping mental health and awareness, each definition needs to be articulated clearly.
Sexual harassment and sexual assault are both used to understand various meanings of unwanted sexual attention. Is the emotional response different if a woman says she was assaulted vs. harassed? If she’s ‘underage’ or 18, does that warrant more or less comforting? Should the stress and magnitude of the abuse match the stress and magnitude of someone who displays concern from an equally murky word in a similar category? Since sexual abuse is very rarely portrayed as the complicated (knowing the abuser) and questioning (was the abused dancing suggestively?) type of trauma that it is, ‘assault’, ‘rape’, and ‘harassment’, might not accurately represent the way someone is expected to feel.
Continue reading
The terms surrounding sexual assault are hazy. With more people publicly sharing their stories of sexual assault, the details and technicalities have snagged. Everyone knows sexual abuse is horrific, but the vagueness of intention meeting action can create doubt. The description of assault is difficult enough to understand, but what about the other terminology?
Since the #MeToo movement, disclosure of sexual abuse has become far more common in the media. As a society, we have recognized the abuse of celebrities and politicians. Our responses have varied, not just because of the status of those accused/accusers, but because the issue is rampant. Some choose to ignore, others choose to protest.
No matter the level of abuse, words like ‘victim’ or ‘perpetrator’ can shape the way we feel toward the event, the one who caused the sexual assault, and the assaulted. Since language is a powerful tool in shaping mental health and awareness, each definition needs to be articulated clearly.
Sexual harassment and sexual assault are both used to understand various meanings of unwanted sexual attention. Is the emotional response different if a woman says she was assaulted vs. harassed? If she’s ‘underage’ or 18, does that warrant more or less comforting? Should the stress and magnitude of the abuse match the stress and magnitude of someone who displays concern from an equally murky word in a similar category? Since sexual abuse is very rarely portrayed as the complicated (knowing the abuser) and questioning (was the abused dancing suggestively?) type of trauma that it is, ‘assault’, ‘rape’, and ‘harassment’, might not accurately represent the way someone is expected to feel.
Continue reading
Monday, 6 February 2017
Long-term consequences of workplace bullying on sickness absence
an article by Tine L. Mundbjerg Eriksen (Aarhus University, Denmark), Annie Hogh (University of Copenhagen, Denmark) and Åse Marie Hansen (University of Copenhagen, Denmark and The National Research Centre for the Working Environment, Copenhagen, Denmark) published in Labour Economics
Volume 43 (December 2016)
Highlights
Abstract
Bullying in workplaces is a problem thought to harm individual productivity. This paper investigates whether being exposed to bullying in the workplace increases long-term sickness absence. We analyze employees from a selection of workplaces from The Bullying Cohort Study conducted in Denmark in 2006.
The Negative Acts Questionnaire-Revised was used to avoid bias related to self-labeling as being bullied. We account for important confounders, such as historical information on sickness absence and mental health, obtained through rich registry data. Our results show that gender does not significantly explain exposure to bullying and that exposure to bullying is associated with negative immediate self-reported health for both genders.
We also find, however, that only bullied females have higher, persistent increases in long-term sickness absence and adverse long-term health. This suggests that men and women have different coping strategies. We investigate plausible explanations for this and find that the differences cannot be explained by, for example, turnover or lack of employment.
Although insignificant, our results nonetheless indicate that men are twice as likely to leave the labor force immediately after exposure to bullying.
JEL classification: J15, J24, J81
Highlights
- Gender does not explain exposure to bullying once we include workplace fixed effects.
- We find that, bullying only increases women's long-term sickness absence.
- The findings are robust to personality and work environment characteristics.
- We analyze explanations such as health, turnover, and labor force participation.
- Results indicate that women's health deteriorates, while men leave the labor force.
Abstract
Bullying in workplaces is a problem thought to harm individual productivity. This paper investigates whether being exposed to bullying in the workplace increases long-term sickness absence. We analyze employees from a selection of workplaces from The Bullying Cohort Study conducted in Denmark in 2006.
The Negative Acts Questionnaire-Revised was used to avoid bias related to self-labeling as being bullied. We account for important confounders, such as historical information on sickness absence and mental health, obtained through rich registry data. Our results show that gender does not significantly explain exposure to bullying and that exposure to bullying is associated with negative immediate self-reported health for both genders.
We also find, however, that only bullied females have higher, persistent increases in long-term sickness absence and adverse long-term health. This suggests that men and women have different coping strategies. We investigate plausible explanations for this and find that the differences cannot be explained by, for example, turnover or lack of employment.
Although insignificant, our results nonetheless indicate that men are twice as likely to leave the labor force immediately after exposure to bullying.
JEL classification: J15, J24, J81
Friday, 16 August 2013
Empirical Study of Cyber Harassment among Social Networks
an article by Joanne Kuzma (Worcester Business School, University of Worcester, Worcester, UK) published in International Journal of Technology and Human Interaction Volume 9 Issue 2 (2013)
Abstract
The growth of Online Social Networking sites has brought new services and communication methods to consumers. However, along with benefits, serious problems such as online cyber harassment have recently come to the forefront of the electronic media. This behaviour can have significant negative effect on individuals, businesses and the social networks.
Some sites have begun to provide some levels of protection and create specific anti-harassment policies in their terms of service along with implementing protection technologies. However, these protective measures are not consistent among social media, leaving some consumers at greater risk.
This study analysed 60 worldwide social sites and determined the level of cyber-harassment protection. It reviewed statistical differences among geographical-based social networks. The results showed significant gaps among various social networks, but suggests methods for improving consumer safeguards to provide consistent levels of protection.
Abstract
The growth of Online Social Networking sites has brought new services and communication methods to consumers. However, along with benefits, serious problems such as online cyber harassment have recently come to the forefront of the electronic media. This behaviour can have significant negative effect on individuals, businesses and the social networks.
Some sites have begun to provide some levels of protection and create specific anti-harassment policies in their terms of service along with implementing protection technologies. However, these protective measures are not consistent among social media, leaving some consumers at greater risk.
This study analysed 60 worldwide social sites and determined the level of cyber-harassment protection. It reviewed statistical differences among geographical-based social networks. The results showed significant gaps among various social networks, but suggests methods for improving consumer safeguards to provide consistent levels of protection.
Tuesday, 30 April 2013
The ill-treatment of employees with disabilities in British workplaces
an article by Ralph Fevre, Amanda Robinson and Trevor Jones (Cardiff University, UK) and Duncan Lewis (Plymouth University, UK) published in Work Employment & Society Volume 27 Number 2 (April 2013)
Abstract
There are few quantitative studies that show the workplace is experienced in a different way by employees with disabilities.
This article fills this gap using data from the British Workplace Behaviour Survey, which found that employees with disabilities and long-term illnesses were more likely to suffer ill-treatment in the workplace and experienced a broader range of ill-treatment. Different types of disability were associated with different types of ill-treatment.
The survey also showed who employees with disabilities blamed for their ill-treatment and why they believed the ill-treatment had occurred.
Drawing on the existing literature, four possible explanations for ill-treatment are considered:
Abstract
There are few quantitative studies that show the workplace is experienced in a different way by employees with disabilities.
This article fills this gap using data from the British Workplace Behaviour Survey, which found that employees with disabilities and long-term illnesses were more likely to suffer ill-treatment in the workplace and experienced a broader range of ill-treatment. Different types of disability were associated with different types of ill-treatment.
The survey also showed who employees with disabilities blamed for their ill-treatment and why they believed the ill-treatment had occurred.
Drawing on the existing literature, four possible explanations for ill-treatment are considered:
- negative affect raises perceptions of ill-treatment;
- ill-treatment leads to health effects;
- ill-treatment results from stigma or discrimination;
- ill-treatment is a consequence of workplace social relations.
Thursday, 7 February 2013
Factors associated with young people’s successful resolution of distressing electronic harassment
an article by John Fenaughty (University of Auckland, NetSafe, Auckland, and CORE Education, Christchurch, New Zealand) and Niki Harré (University of Auckland, New Zealand) published in Computers & Education Volume 61 (February 2013)
Abstract
Electronic harassment is a pervasive phenomenon among young people, however, relatively little is known about actions that targets of harassment may undertake to manage such abuse, and whether particular actions and personal characteristics are associated with successful resolution of such harassment.
This mixed methods research identified whether particular actions or characteristics are associated with the resolution of distressing electronic harassment situations.
Study one used focus groups interviews with 36 New Zealand (NZ) students (aged 13–15) to explore strategies used to manage electronic harassment.
Study two drew on these findings, in conjunction with literature reviews, to construct a questionnaire delivered to 1673 students (aged 12–19).
Over half of participants used more than one strategy to try and resolve the abuse. Ignoring abuse was the most popular strategy, followed by confronting and fighting strategies.
However, multivariate logistic regression showed ignoring did not predict resolution, and nor did received adult or family support. However, a sense of efficacy in approaching adults did predict resolution.
The quality of intervention, rather than the type of intervention per se, seems to be critical in the successful resolution harassment.
Reflecting on both studies we suggest the need to increase young people’s confidence in actively dealing with harassment as well as supporting adults and peers to provide effective support.
Highlights
► We explored how young people resolved distressing electronic harassment situations.
► Ignoring was the most popular strategy, followed by confrontation and seeking social support.
► Ignoring, confrontation, and received social support did not predict successful resolution.
► Instead, high scores on adult help-seeking self efficacy did predict successful resolution.
► Intervention quality is critical – adults and peers must be empowered to provide effective support.
Abstract
Electronic harassment is a pervasive phenomenon among young people, however, relatively little is known about actions that targets of harassment may undertake to manage such abuse, and whether particular actions and personal characteristics are associated with successful resolution of such harassment.
This mixed methods research identified whether particular actions or characteristics are associated with the resolution of distressing electronic harassment situations.
Study one used focus groups interviews with 36 New Zealand (NZ) students (aged 13–15) to explore strategies used to manage electronic harassment.
Study two drew on these findings, in conjunction with literature reviews, to construct a questionnaire delivered to 1673 students (aged 12–19).
Over half of participants used more than one strategy to try and resolve the abuse. Ignoring abuse was the most popular strategy, followed by confronting and fighting strategies.
However, multivariate logistic regression showed ignoring did not predict resolution, and nor did received adult or family support. However, a sense of efficacy in approaching adults did predict resolution.
The quality of intervention, rather than the type of intervention per se, seems to be critical in the successful resolution harassment.
Reflecting on both studies we suggest the need to increase young people’s confidence in actively dealing with harassment as well as supporting adults and peers to provide effective support.
Highlights
► We explored how young people resolved distressing electronic harassment situations.
► Ignoring was the most popular strategy, followed by confrontation and seeking social support.
► Ignoring, confrontation, and received social support did not predict successful resolution.
► Instead, high scores on adult help-seeking self efficacy did predict successful resolution.
► Intervention quality is critical – adults and peers must be empowered to provide effective support.
Tuesday, 23 October 2012
The impact of role stressors on workplace bullying in both victims and perpetrators, controlling for personal vulnerability factors: A longitudinal analysis
an article by Cristian Balducci (University of Bologna, Italy), Monica Cecchin (ULSS Asolo, Asolo, Italy) and Franco Fraccaroli (University of Trento, Italy) published in Work & Stress Volume 26 Issue 3 (July 2012)
Abstract
Although it has been suggested that a poor work environment can be related to the incidence of bullying, little work with robust research designs has been conducted on the matter.
By drawing on the concept of hindrance stressors and using a longitudinal research design, we investigated whether role conflict and role ambiguity predicted being a victim of bullying twelve months later, over and above personal vulnerability factors.
With a parallel analysis we also investigated whether the same role stressors predicted the enactment of bullying. The sample consisted of 234 employees of a National Health Service agency in Italy, including medical, nursing and administrative staff.
The results indicated that role conflict positively affected both being bullied and bullying enactment, with personal vulnerability (reporting a doctor’s diagnosis of depression at baseline) affecting only the first of the two outcomes. However, some evidence also emerged of reciprocal relationships between role stressors and bullying.
Directions for future research on the relations between working conditions and bullying are discussed.
Abstract
Although it has been suggested that a poor work environment can be related to the incidence of bullying, little work with robust research designs has been conducted on the matter.
By drawing on the concept of hindrance stressors and using a longitudinal research design, we investigated whether role conflict and role ambiguity predicted being a victim of bullying twelve months later, over and above personal vulnerability factors.
With a parallel analysis we also investigated whether the same role stressors predicted the enactment of bullying. The sample consisted of 234 employees of a National Health Service agency in Italy, including medical, nursing and administrative staff.
The results indicated that role conflict positively affected both being bullied and bullying enactment, with personal vulnerability (reporting a doctor’s diagnosis of depression at baseline) affecting only the first of the two outcomes. However, some evidence also emerged of reciprocal relationships between role stressors and bullying.
Directions for future research on the relations between working conditions and bullying are discussed.
Thursday, 23 August 2012
Acknowledging religious diversity: Opportunities and challenges
an article by Betsy D. Gelb and Teri Elkins Longacre (University of Houston, USA) published in Business Horizons Volume 55 Issue 5 (September–October 2012)
Abstract
Because federal law protects an employee’s right to religious accommodation, managers cannot ignore the issue of religious diversity. The matter is far broader than simple legal compliance, though.
Certainly, managers need to better understand the laws protecting employees’ rights for accommodation and prohibiting disparate treatment, religious harassment, and retaliation. However, they also need to understand the various opportunities and challenges associated with acknowledging religious diversity.
Concerning opportunities, research suggests that allowing employees to express aspects of their religion can enhance their work lives and, thus, the value they place on the organization.
Furthermore, respect for religious diversity can encourage a useful mindset for communicating with other stakeholders in areas from advertising to the sports interests of salespeople.
Since learning more about a range of faiths can lead to greater skills in working with diverse groups, we offer information on Prothero’s God Is Not One: The Eight Rival Religions That Run the World – and Why Their Differences Matter [£6.20 on Amazon.co.uk] and on different religions’ practices associated with death-related issues.
In conclusion, we provide insight regarding the benefits of acknowledging religious diversity while respecting those who identify with no religion, and we do so without opening the door to proselytizing.
Hazel’s comment:
Obviously where this article quotes law it is American Federal or State law to which it refers. However, readers of this blog should not dismiss the article for this reason. The equality and humanity issues are the same the world over.
Abstract
Because federal law protects an employee’s right to religious accommodation, managers cannot ignore the issue of religious diversity. The matter is far broader than simple legal compliance, though.
Certainly, managers need to better understand the laws protecting employees’ rights for accommodation and prohibiting disparate treatment, religious harassment, and retaliation. However, they also need to understand the various opportunities and challenges associated with acknowledging religious diversity.
Concerning opportunities, research suggests that allowing employees to express aspects of their religion can enhance their work lives and, thus, the value they place on the organization.
Furthermore, respect for religious diversity can encourage a useful mindset for communicating with other stakeholders in areas from advertising to the sports interests of salespeople.
Since learning more about a range of faiths can lead to greater skills in working with diverse groups, we offer information on Prothero’s God Is Not One: The Eight Rival Religions That Run the World – and Why Their Differences Matter [£6.20 on Amazon.co.uk] and on different religions’ practices associated with death-related issues.
In conclusion, we provide insight regarding the benefits of acknowledging religious diversity while respecting those who identify with no religion, and we do so without opening the door to proselytizing.
Hazel’s comment:
Obviously where this article quotes law it is American Federal or State law to which it refers. However, readers of this blog should not dismiss the article for this reason. The equality and humanity issues are the same the world over.
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