An Analysis of Sexual Harassment in Korean Hotels from the Perspective of Female Employees

Abstract

Female employees in Confucian and collective societies are particularly susceptible to sexual harassment. Occupational norms can also influence sexual harassment. First, this paper introduces the legal development of the sexual harassment law in Korea. Second, it examines the prevalence of sexual harassment in Korean luxury hotels. The results of the first survey in the Korean hotel industry detail female employees' experiences, the characteristics of harassers, the reaction to harassment, effects of harassment and effective methods of prevention. The results of this paper will aid hotel practitioners, especially in Asian countries where sexual harassment laws have not been well developed, to monitor activities in workplaces where sexual harassment might occur.

Perception and experiences of sexual harassment among women working in hospitality workplaces of Bahir Dar city, Northwest Ethiopia: a qualitative study

“…In China, studies have revealed that tradition [ 44 ] and abusive supervision are linked to service performance [ 45 ] and WSH. Employees’ socio-economic status [ 46 ], workplace culture [ 31 ], unmet expectations of employees, inefficient organisational management, inappropriate professional communication, factors related to employees [ 47 ], and customers, supervisors, and co-workers [ 48 ] have all been established as predisposing factors for WSH. A recent review also summarised the causes as structural (e.g., causes related to the tourism sector structure and the nature of its employment), managerial, and widespread beliefs and norms in hospitality workplaces [ 17 ].…”

Workplace sexual harassment: exploring the experience of tour leaders in an Asian context

“…These figures help to explain the high percentage of tour leaders who experience sexual harassment at work. Previous studies have suggested that continuous training and education can prevent the occurrence of sexual harassment (Cho, 2002;Gilbert et al, 1998). Therefore, the tourism industry in Taiwan needs to take the results of the current sexual harassment research seriously and seek solutions to stop possible harm.…”

“…Rutter (1996, as cited in Theocharous & Philaretou, 2009 suggest that employees should be taught to control their sexual boundaries and learn to respect the boundaries of others as a strategy for preventing sexual harassment. Previous studies have also suggested that continuous training and education can help prevent sexual harassment (Cho, 2002;Gilbert et al, 1998). In addition, the routine documentation of possible harassment cases within the organisation is an efficient way of updating sexual harassment policies and procedures (Titus & Dry, 1992;Eller, 1990b).…”

Perception and Experiences of Sexual Harassment among Women Working in Hospitality Workplaces of Bahir Dar city, Northwest Ethiopia: A qualitative study

“…Studies conducted in China revealed that tradition [19] and abusive supervision affected service performance [20] and workplace sexual harassment. Additionally, employees' socio-economic status [21], workplace culture [22], unmet expectations of employees, ine cient organizational management, inappropriate professional communication, factors related to employees, factors related to customers, supervisors, and coworkers [23] were identi ed as predisposing factors for WSH. Another recent review also summarized the causes as structural (e.g., causes related to the tourism sector structure and the nature of its employment), managerial, and widespread beliefs and norms in the hospitality workplaces [17].…”