Sexual harassment: The hostile work environment

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

“…Although the U.S. Congress never specifically prohibited sexual ha-rassment, the Equal Employment Opportunity Commission (EEOC), a federal agency in charge of enforcing sexual harassment guidelines in the United States, provides a threefold guideline on sexual harassment, interpreted from Title VII of the Civil Rights Act of 1964. 11 The first two guidelines are commonly known as quid pro quo sexual harassment, which consists of unwelcome sexual advances or requests for sexual favors in return for job benefits. The third type of conduct is verbal or physical conduct of a sexual nature that creates an intimidating, hostile, or offensive work environment and is known as hostile environment sexual harassment.…”

Sexual harassment issues in the hospitality industry

“…Service employees tend to be young and have little formal education. Their position in the workplace is often weak: young women are less confident when dealing with people in authority, and feel less important than any other group of employees in the work place (Aaron and Dry, 1992;Hamilton and Veglahn, 1992;Laudadio, 1988). Due to the lack of legitimate, coercive, reward, or expert power, the service worker may have to rely on referent power; that is, to be socially attractive and friendly with the customer.…”