Sexual Harassment in Kitchens

ABSTRACT

In summarising the main findings of this study it appears that many hospitality properties in France and Sweden do not have policies regarding sexual harassment nor have the majority of respondents received any information about sexual harassment during their training. Perceptions of what constitutes sexual harassment and the likelihood of reporting possible incidents differ between nationalities and a large percentage of both male and female respondents have experienced serious acts of sexual harassment while at work.     

Relationships Between Moral Disengagement,Work Characteristics and Workplace Harassment

This study was undertaken to investigate whether work variables identified in theory and research as being related to employee experiences/behaviours add to the understanding and explain employees’ experiences of workplace harassment. The extent to which social cognitive theory (SCT), specifically moral disengagement, explains the processes by which work characteristics are related to harassment was also examined. The purpose of the study was to identify the presence of relationships among work characteristics, satisfaction, moral disengagement and workplace harassment. According to the results, employees with negative opinions of their work tended to experience negative affect and to believe that it is acceptable to harm others. The results of this study provide evidence of (1) relationships between harassment and several workplace characteristics and (2) the applicability of SCT to the explanation of how work characteristics relate to harassment.     

Workplace Harassment Intensity and Revenge: Mediation and Moderation Effects

This study examines the mediating role of rumination, state anger, and blame attribution, and the moderating role of trait forgiveness in the relationship between workplace harassment intensity and revenge among employed students at a medium-sized Midwestern U.S. university (N = 310) and full-time employees from various industries in Shanghai, China (N = 251). We tested the proposed model using techniques described by Hayes (Introduction to mediation, moderation, and conditional process analysis, The Guilford Press, New York, 2013). Results within both samples suggested that workplace harassment intensity is positively associated with both major and minor revenge. Results of multiple mediation tests showed that state anger and blame attribution mediated the relationships between workplace harassment intensity and both types of revenge behavior. Furthermore, trait forgiveness moderated the relationship between blame attribution and major revenge.     

Workplace Romance 2.0: Developing a Communication Ethics Model to Address Potential Sexual Harassment from Inappropriate Social Media Contacts Between Coworkers

This article examines ethical implications from workplace romances that may subsequently turn into sexual harassment through the use of social media technologies, such as YouTube, Facebook, LinkedIn, Twitter, text messaging, IMing, and other forms of digital communication between office colleagues. We examine common ethical models such as Jones (Acad Manag Rev 16:366–395, 1991) issue-contingent decision-making model, Rest’s (Moral development: Advances in research and theory, 1986) Stages of Ethical Decision-Making model, and Pierce and Aguinis’s (J Org Behav 26(6):727–732,2005) review of workplace romance versus sexual harassment issues. The article makes a contribution by developing a new communication ethics model that includes response positive and response negative contingencies to guide decision-making about inappropriate social media contacts that spillover into the workplace. In addition, we recommend that human resource personnel take a more active role in communicating appropriate ethical rules of conduct concerning the use of social media technologies inside and outside the office.     

NAFTA Students’ Whistle-Blowing Perceptions: A Case of Sexual Harassment

Business students from the three NAFTA countries were shown a possible Sexual Harassment scenario from Arthur Andersen’s Business Ethics Program. They were asked to respond to a pre-questionnaire concerning the three characters’ behaviors and possible actions and a post-questionnaire after writing a report from the points of view of the three characters in the scenario. The students were asked to consider whether the characters should report the possible harasser to their supervisor, and thus engage in whistle-blowing behavior, as well as directly confront the harasser. Hypotheses are formulated for the three NAFTA countries based on Hofstede’s cultural dimensions. There were significant differences, but in some cases not in the direction expected. Gender differences are also explored, but there were few significant differences.     

The Moderating Effect of Equal Opportunity Support and Confidence in Grievance Procedures on Sexual Harassment from Different Perpetrators

This study drew on three theoretical perspectives – attribution theory, power, and role identity theory – to compare the job-related outcomes of sexual harassment from organizational insiders (i.e., supervisors and co-workers) and organizational outsiders (i.e., offend- ers and members of the public) in a sample (n = 482) of UK police officers and police support staff. Results showed that sexual harassment from insiders was related to higher intentions to quit, over-performance demands, and lower job satisfaction, whereas sexual harassment from outsiders was not significantly related to any of the outcome variables investigated. We also examined two moderator variables: equal opportunity support and confidence in grievance procedures. Consistent with our hypotheses, equal oppor- tunity support mitigated the effects of sexual harassment from supervisors on intent to quit and over-performance demands. Confidence in grievance procedures moderated the relationship between sexual harassment from supervisors and all outcome variables. Implications for theory and practice are discussed.     

Sexual Harassment: A Matter of Individual Ethics, Legal Definitions, or Organizational Policy?

Although interest in business ethics has rapidly increased, little attention has been drawn to the relationship between ethics and sexual harassment. While most companies have addressed the problem of sexual harassment at the organizational level with corporate codes of ethics or sexual harassment policies, no research has examined the ethical ideology of individual employees. This study investigates the relationship between the ethical ideology of individual employees and their ability to identify social-sexual behaviors in superior-subordinate interactions. The results indicate that ethical ideology does have an effect on employees' ability to identify verbal sexually harassing behaviors. This effect, however, is not demonstrated on nonverbal sexually harassing behaviors.     

论男性在反性骚扰立法中的保护

性骚扰的受害者以女性居多,人们的关注及立法的保护更多地倾向于女性.但不容忽视的是,在性骚扰的侵害对象上,男性受害者越来越多.反性骚扰立法保护的天平不能只向女性的一侧倾斜,可以借鉴国外性骚扰立法模式,探讨、补充对我国男性合法权益的保护.     

Profiling Cyber-Slackers in the Workplace: Demographic,Cultural, and Workplace Factors

ABSTRACT

Internet abuse in the workplace (a.k.a. cyber-slacking) has become a pervasive problem for employers. When employees abuse the Internet through activities like online gaming, online shopping, personal investment managing, personal emailing, chatting, media watching and viewing pornography, they waste work time and reduce available bandwidth. Existing research has failed to build consensus about who is most likely to cyber-slack. This study examines individuals from the United States, Asia, and India and develops clusters of typical patterns of cyber-slacking and examines the impact of demographic and work related factors on predicting individual cluster membership. The results reveal that young executives are the most likely to cyber-slack and a further qualitative analysis reveals that the pressure of their jobs are compelling them to look for stress relievers and the Internet is an easy resource. In addition, young executive's high degree of autonomy also appears to perpetuate their propensity to cyber-slack.     

工作福利的“正能量”

无论对于雇员还是雇主来说,工作中的福利越来越重要。尽管欧盟对于工作福利有不同的定义,但其中一个定义认为,福利是一个描述工作生涯的总结性概念,包括职业健康与安全。另外,无论在个人、企业还是社会层面,工作福利应该是生产力的一个主要决定因素。随着移民(主要是从欠发达国家向发达国家移民)、全球化、新技术的发展、经济由大规模制造业向服务型经济转变、劳动力老龄化、职业妇女数量增加、工作模式的转型等因素对工作环境的影响越来越大,导致职场心理危     

Workplace learning in Malaysia: the learner's perspective

This paper offers a scenario of workplace learning as practiced in Malaysia. Based on survey research, the article describes learner profiles, learning provision and pattern. The analysis shows that Malaysians participate in formal workplace learning as part of their employment activities. Workplace learning in Malaysia is contextual, promoted by the political‐economic agenda of a nation aspiring towards fully developed status. Workplace learning is also affected by factors such as learners’ socio‐cultural, economic and psychological status, and employers’ role and support.     

Information Technology and the Virtual Workplace

Abstract

A holistic research project commenced in 1997 and was completed in 1999 investigating a new administrative scenario, the virtual office (VO). This exploratory and ex post facto project aimed to identify the characteristics of a virtual office environment that emerged in enterprises worldwide, due to the influence of information technology innovations. The VO is also closely related to telework: tele, meaning distance and implies that teleworkers perform their duties away from the traditional office while still maintaining their positions as corporate employees. This paper only focuses on two selected areas of the holistic project, visualizing telework supplemented by telecenters as possible VO's against the theoretical framework of the traditional office scenario as it has been known for ages. The aim was to market the concept in the Republic of South Africa where it is relatively unknown, according to the research findings that proved significantly beneficial to the socio economies of other countries-but more specifically the USA-where telework has been practiced for more than a decade. Recommendations are focused on how these two related concepts can also result in a paradigm shift for the corporate arena in the Republic of South Africa, in order to add to, maintain and develop its global competitiveness.     

Privacy, the Workplace and the Internet

This paper examines workplace surveillance and monitoring. It is argued that privacy is a moral right, and while such surveillance and monitoring can be justified in some circumstances, there is a presumption against the infringement of privacy. An account of privacy precedes consideration of various arguments frequently given for the surveillance and monitoring of employees, arguments which look at the benefits, or supposed benefits, to employees as well as to employers. The paper examines the general monitoring of work, and the monitoring of email, listservers and the World Wide Web. It is argued that many of the common justifications given for this surveillance and monitoring do not stand up to close scrutiny.     

Eliminating the Barriers to Employment Equity in the Canadian Workplace

Have employment equity programs achieved the goal of equity for women in the workplace? We argue that they have not because gender stereotypes still persist. In fact, they may have created resentment and antagonism towards successful women and employment equity initiatives. Arguments are developed for the Canadian government to create a self-regulating system, in which the government plays a role of educator as opposed to monitor.     

Ethics and Genetics: Susceptibility Testing in the Workplace

Genetic testing in the workplace is a technology both full of promise and fraught with ethical peril. Though not yet common, it is likely to become increasingly so. We survey the key arguments in favour of such testing, along with the most significant ethical worries. We further propose a set of pragmatic criteria, which, if met, would make it permissible for employers to offer (but not to require) workplace genetic testing.     

The Neglected Ethical and Spiritual Motivations in the Workplace

Journal of Business Ethics - Understanding what motivates employees is essential to the success of organizational objectives. Therefore, properly capturing and explaining the full range of such...     

中学教师的性知识与性道德观及其对中学性教育的影响－－以北京市城区为案例的分析

通过对北京市某城区的实际调查,对大城市中学教师的性知识水平、性道德价值取向、教师与学生在与性有关问题上的交流等等进行了较为深入、系统的分析.     

中学教师的性知识与性道德观及其对中学性教育的影响--以北京市城区为案例的分析

通过对北京市某城区的实际调查,对大城市中学教师的性知识水平、性道德价值取向、教师与学生在与性有关问题上的交流等等进行了较为深入、系统的分析.     

Genetic Screening in the Workplace: Legislative and Ethical Implications

This paper discusses legal and ethical issues related to genetic screening. It is argued that persons identified with actual or perceived deleterious genetic markers are protected by the American with Disabilities Act of 1990 and the Civil Rights Act of 1991, if members of a protected group, regardless of whether or not they are currently ill. However, legislation may not protect all employees in all scenarios, in which case, ethical principles should guide decision-making. In doing so a model of preventive ethics is proposed to better understand the multiple levels on which this issue resides.