Scope and nature of sexual harassment in nursing

Grieco, Alan

doi:10.1080/00224498709551362

Cited by 51 publications

(42 citation statements)

References 1 publication

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“…This underscores the seriousness of these stressors with regard to psychological health. These findings are consistent with those of previous studies both in health care (Dan et al, 1995;Grieco, 1987) and in non-traditional white collar occupations (LaFontaine & Tredeau, 1986;Rosenberg et al, 1993). Previous research has indicated that harassment, specifically sexual harassment, is more prevalent in workplaces with large numbers of male workers and performing traditional male-oriented tasks .…”

Section: Work Stressorssupporting

confidence: 95%

Psychosocial work stress in female funeral service practitioners

Goldenhar

Gershon²,

Mueller

et al. 2001

Equal Opportunities International

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If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractFuneral service practitioners (FSPs), a subset of health care workers, have been virtually ignored with respect to work stress research. Female FSPs, in particular, may be exposed to a combination of classic health-care stressors (e.g., shift-work, workfamily balance), unique funeral-industry stressors (e.g., working with remains, counseling bereaved families, social isolation), and stressors associated with working in non-traditional occupations (e.g., harassment and discrimination). This study explores the relationships between these stressors, perceived stress and two mental health outcomes: anxiety and depression in a sample of female FSPs. Results suggest that there may be both direct and indirect (through perceived stress) relationships between these stressors and depression and anxiety. These findings expand our knowledge regarding the types of work and non-work stressors that can effect mental health outcomes among women working in non-traditional occupations, such as the funeral industry. This information should be particularly useful as women increasingly enter historically male-dominated fields.

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Section: Work Stressorssupporting

confidence: 95%

Psychosocial work stress in female funeral service practitioners

Goldenhar

Gershon²,

Mueller

et al. 2001

Equal Opportunities International

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“…Contrary to this power differentials approach, still dominant in the harassment literature, the occupational results suggested instead that harassment-among both American women and men-may be driven at least as much by such ''routine activities'' mechanisms as more opportunity and lower cost for perpetrators. At least with regard to women's harassment, it should also be noted that previous studies asserting a power differentials pattern have often been speculative or synthetic essays (Cleveland & Kerst, 1993;Robbins, Bender, & Finnis, 1997;Wilson & Thompson, 2001), while others have been based on small local samples such as nurses in a hospital (Cholewinski & Burge, 1990;Finnis & Robbins, 1994;Grieco, 1987) or samples of special populations such as military personnel (Harned, Ormerod, Palmieri, Collinsworth, & Reed, 2002;Martindale, 1991), as opposed to nationally representative data such as the NHSLS. A notable exception is Uggen and Blackstone (2004), based partly on the 1996 round of the U.S. General Social Survey (GSS), which found lack of power to be positively associated with workplace sexual harassment in a combined analysis of women and men.…”

Section: Models and Mechanismsmentioning

confidence: 96%

Sexual Harassment at Work in the United States

Das

2008

Arch Sex Behav

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Using nationally representative data from the 1992 U.S. National Health and Social Life Survey, this study queried the prevalence and risk factors of lifetime workplace sexual harassment among both women and men. Among those aged 18-60 reporting ever having worked, 41% of women (CI, 37-44) reported any workplace harassment over their lifetime, with men's harassment prevalence significantly lower, at 32% (CI, 29-35). In the youngest age groups (those in their 20s or younger), there was no statistically significant difference between women's and men's harassment prevalence. Multivariate analysis of risk factors suggested that, in contrast to much of the harassment literature, among both genders workplace harassment seemed to have at least as much to do with a system of "routine activities" mechanisms-a victim's conscious or unconscious sexual signaling, more exposure to potential harassers, and a perpetrator's lower cost of harassment-as with unobserved differences in power between victim and perpetrator. Strikingly, both women's and men's harassment was strongly linked to markers of sexualization, whether early developmental factors or behavioral patterns in adulthood-a mechanism insufficiently emphasized in the harassment literature.

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“…A survey conducted by the US Merit Systems Protection Board 59 suggested that health care settings are more prone to sexual harassment claims compared with other work settings. 60 Furthermore, it seems that most sexually harassing behaviors that occur in health care environments are directed at nurses. In a survey, more than 70% of nurses reported that they were sexually harassed on the job.…”

Section: Sexual Harassmentmentioning

confidence: 99%

Sexuality in the Workplace

Perez

Liberman²

2010

The Health Care Manager

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Increasingly, organizational leaders must face the perplexing problem of dealing with sexual relationships in the workplace. Given recent changes in the composition of our workforce, there is a critical need for leaders to manage sexual workplace relationships and to do so in a way that acknowledges both individual and organizational needs. As a result, organizations must distinguish between appropriate and inappropriate sexual behaviors. For organizations to set effective and realistic behavioral guidelines, it is imperative that leaders gain a clearer understanding of the issues that surround sexuality in the workplace. In response to this need, this article discusses the characteristics of sexual workplace relationships, explain the individual and organizational factors that encourage these relationships to form, and outline the individual and organizational consequences that are likely to ensue. Lastly, this article evaluates some contemporary approaches to managing sexual workplace behaviors so that organizational leaders can gain some insight on how to manage interpersonal attractions among employees in a positive, productive, and nonthreatening manner.

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Scope and nature of sexual harassment in nursing

Cited by 51 publications

References 1 publication

Psychosocial work stress in female funeral service practitioners

Psychosocial work stress in female funeral service practitioners

Sexual Harassment at Work in the United States

Sexuality in the Workplace

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