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Darmour CA, Luk JW, LaCroix JM, Perera KU, Goldston DB, Soumoff AA, Weaver JJ, Ghahramanlou-Holloway M. Social Support and Social Stress Among Suicidal Inpatients at Military Treatment Facilities: A Multidimensional Investigation. J Nerv Ment Dis 2024; 212:261-269. [PMID: 38416406 DOI: 10.1097/nmd.0000000000001761] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 02/29/2024]
Abstract
ABSTRACT The associations between social support and stress with internalizing symptoms (depressive symptoms and hopelessness) and hazardous drinking were tested in an inpatient sample of suicidal military personnel. Baseline data from a randomized clinical trial were analyzed. Different sources of support and stressors in the social context of military personnel were differentially linked to internalizing symptoms and hazardous drinking. In the full sample ( n = 192), family and nonfamily support were both inversely associated with internalizing symptoms but not hazardous drinking. Family stress was positively associated with internalizing symptoms. In a subsample of service members who had a history of deployment ( n = 98), postdeployment social support was protective against internalizing symptoms, whereas deployment harassment was associated with increased odds of hazardous drinking. Results underscore the need for assessment of various dimensions of social support and stress to guide case formulation and optimize strategies to support patients' mental well-being and adaptive coping.
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Affiliation(s)
- Charles A Darmour
- Department of Medical and Clinical Psychology, Uniformed Services University of the Health Sciences, Bethesda, Maryland
| | - Jeremy W Luk
- Department of Medical and Clinical Psychology, Uniformed Services University of the Health Sciences, Bethesda, Maryland
| | - Jessica M LaCroix
- Department of Medical and Clinical Psychology, Uniformed Services University of the Health Sciences, Bethesda, Maryland
| | - Kanchana U Perera
- Department of Medical and Clinical Psychology, Uniformed Services University of the Health Sciences, Bethesda, Maryland
| | | | - Alyssa A Soumoff
- Walter Reed National Military Medical Center, Bethesda, Maryland
| | | | - Marjan Ghahramanlou-Holloway
- Department of Medical and Clinical Psychology, Uniformed Services University of the Health Sciences, Bethesda, Maryland
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Bunce A, Hashemi L, Clark C, Stansfeld S, Myers CA, McManus S. Prevalence and nature of workplace bullying and harassment and associations with mental health conditions in England: a cross-sectional probability sample survey. BMC Public Health 2024; 24:1147. [PMID: 38658961 PMCID: PMC11044501 DOI: 10.1186/s12889-024-18614-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/11/2024] [Accepted: 04/16/2024] [Indexed: 04/26/2024] Open
Abstract
BACKGROUND Evidence on workplace bullying and harassment (WBH) in the UK has not used probability-sample surveys with robust mental health assessments. This study aimed to profile the prevalence and nature of WBH in England, identify inequalities in exposure, and quantify adjusted associations with mental health. METHODS Data were from the 2014 Adult Psychiatric Morbidity Survey, a cross-sectional probability-sample survey of the household population in England. Criteria for inclusion in the secondary analysis were being aged 16-70 years and in paid work in the past month (n = 3838). Common mental disorders (CMDs) were assessed using the Clinical Interview Schedule-Revised and mental wellbeing using the Warwick-Edinburgh Mental Wellbeing Scale. Analyses were weighted. We examined associations between past-year WBH and current CMD using multivariable regression modelling, adjusting for sociodemographic factors. Interaction terms tested for gender differences in associations. The study received ethical approval (ETH21220-299). RESULTS One in ten employees (10.6%, n = 444/3838) reported past-year experience of WBH, with rates higher in women (12.2%, n = 284/2189), those of mixed, multiple, and other ethnicity (21.0%, n = 15/92), and people in debt (15.2%, n = 50/281) or living in cold homes (14.6%, n = 42/234). Most commonly identified perpetrators of WBH were line managers (53.6%, n = 244/444) or colleagues (42.8%, n = 194/444). Excessive criticism (49.3%, n = 212/444), verbal abuse (42.6%, n = 187/444), and humiliation (31.4%, n = 142/444) were the most common types. WBH was associated with all indicators of poor mental health, including CMD (adjusted odds ratio [aOR] 2.65, 95% CI 2.02-3.49), and 11 of 14 mental wellbeing indicators, including lower levels of confidence (aOR 0.57, 0.46-0.72) and closeness to others (aOR 0.57, 0.46-0.72). Patterns of association between WBH and mental health were similar in men and women. CONCLUSIONS These findings reinforce a need for more cohesive UK legislation against WBH; guidance on recognition of bullying behaviours for employees, managers, and human resources, focusing on prevention and early intervention, and increased awareness of the impact of WBH on mental health among health service practitioners. Limitations include reliance on cross-sectional data collected before pandemic-related and other changes in workplace practices. Longitudinal data are needed to improve evidence on causality and the longevity of mental health impacts.
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Affiliation(s)
- Annie Bunce
- Violence and Society Centre, City, University of London, Rhind Building, Northampton Square, London, EC1V 0HB, UK.
| | - Ladan Hashemi
- Violence and Society Centre, City, University of London, Rhind Building, Northampton Square, London, EC1V 0HB, UK
| | - Charlotte Clark
- Population Health Research Institute, St George's, University of London, Cranmer Terrace, London, UK
| | - Stephen Stansfeld
- Centre for Psychiatry and Mental Health, Barts & the London School of Medicine, Queen Mary University of London, London, UK
| | - Carrie-Anne Myers
- Department of Sociology and Criminology, School of Policy and Global Affairs, City, University of London, London, EC1V 0HB, UK
| | - Sally McManus
- Violence and Society Centre, City, University of London, Rhind Building, Northampton Square, London, EC1V 0HB, UK
- National Centre for Social Research, 35 Northampton Square, London, EC1V 0AX, UK
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Ludwig S, Jenner S, Berger R, Tappert S, Kurmeyer C, Oertelt-Prigione S, Petzold M. Perceptions of lecturers and students regarding discriminatory experiences and sexual harassment in academic medicine - results from a faculty-wide quantitative study. BMC MEDICAL EDUCATION 2024; 24:447. [PMID: 38658938 PMCID: PMC11044556 DOI: 10.1186/s12909-024-05094-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 03/20/2023] [Accepted: 01/24/2024] [Indexed: 04/26/2024]
Abstract
BACKGROUND Discrimination and sexual harassment are prevalent in higher education institutions and can affect students, faculty members and employees. Herein the aim was to assess the extent of discriminatory experiences and sexual harassment of students and lecturers at one of the largest teaching hospitals in Europe. We analyze whether there are differences between lecturers and students, different study programs as well as sex/gender differences. METHODS In an interdisciplinary, iterative process, a semi-standardized questionnaire was developed and sent to N = 7095 students (S) of all study programs and N = 2528 lecturers (L) at Charité-Universitätsmedizin Berlin, Germany. The study was conducted from November 2018 to February 2019. Besides a broad range of questions on sociodemographic background allowing for diversity sensitive data analysis, they were asked if they had witnessed and/or experienced any form of discrimination or sexual harassment at the medical faculty, if yes, how often, the perceived reasons, situational factors and perpetrators. RESULTS The response rate was 14% (n = 964) for students and 11% (n = 275) for lecturers. A proportion of 49.6% of students (L: 31%) reported that they have witnessed and/or experienced discriminatory behavior. Sexual harassment was witnessed and/or experienced by 23.6% of students (L: 19.2%). Lecturers (85.9%) were identified as the main source of discriminatory behavior by students. Directors/supervisors (47.4%) were stated as the main source of discriminatory behavior by lecturers. As the most frequent perceived reason for discriminatory experiences sex/gender (S: 71%; L: 60.3%) was reported. Women and dental students experienced more discriminatory behavior and sexual harassment. CONCLUSIONS Discriminatory behavior is experienced by a significant number of students and lecturers, with power structures having a relevant impact. Dental students and women appear to be particularly exposed. Specific institutional measures, such as training programs for lecturers and students are necessary to raise awareness and provide resources. Furthermore, national preventive strategies should be thoroughly implemented to fight discrimination and harassment at the workplace.
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Affiliation(s)
- Sabine Ludwig
- Institute of Social Medicine, Epidemiology and Health Economics, Charité - Universitätsmedizin Berlin, Luisenstrasse 57, 10117, Berlin, Germany.
- Institute of Diversity in Medicine, Medical University Innsbruck, Innsbruck, Austria.
| | - Sabine Jenner
- Equal Opportunities Office, Charité - Universitätsmedizin Berlin, Berlin, Germany
| | - Ralph Berger
- Department for Teaching and Learning, Quality Assurance Section, Charité- Universitätsmedizin Berlin, Berlin, Germany
| | - Sylvie Tappert
- Department for Teaching and Learning, MediCoach, Charité - Universitätsmedizin Berlin, Berlin, Germany
| | - Christine Kurmeyer
- Equal Opportunities Office, Charité - Universitätsmedizin Berlin, Berlin, Germany
| | - Sabine Oertelt-Prigione
- Department of Primary and Community Care, Radboud University Medical Center, Nijmegen, The Netherlands
- Bielefeld University, Bielefeld, Germany
| | - Mandy Petzold
- Department for Teaching and Learning, Quality Assurance Section, Charité- Universitätsmedizin Berlin, Berlin, Germany
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Pryor JB, Stutterheim SE, Lemmens LHJM. The relationships of sexually harassing behaviors to organizational context factors and working men's dark personality traits. Aggress Behav 2024; 50:e22142. [PMID: 38450835 DOI: 10.1002/ab.22142] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/14/2023] [Revised: 02/15/2024] [Accepted: 02/21/2024] [Indexed: 03/08/2024]
Abstract
This research examined the roles of organization contexts factors and dark personality traits in men's (N = 600) self-reports of sexually harassing behaviors toward women in the workplace. Four organization context factors (a permissive climate, a masculinized job/gender context, male/female contact, and Masculinity Contest Culture [MCC] Norms) and four dark personality traits (psychopathy, narcissism, Machiavellianism, and sadism) were examined. While only one organizational context factor, MCC Norms correlated with men's admissions of sexually harassing behaviors at work, all four dark personality traits evidenced significant correlations. In a multiple regression analysis, MCC Norms emerged again as the single organizational context predictor and psychopathy as the single personality predictor of men's admissions of sexually harassing behaviors at work. Moderation analyses showed that a masculinized job/gender context interacted with psychopathy to produce more admissions of sexually harassing behaviors. Mediation analyses showed that psychopathy, narcissism, and Machiavellianism had indirect relationships with admissions of sexually harassing behaviors through MCC Norms. Higher levels on these traits were related to higher levels of these workplace norms which, in turn, predicted more admissions of sexually harassing behavior. This research sheds new light on how both organizational contexts and enduring personal characteristics of men are related to sexual harassment in the workplace.
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Affiliation(s)
- John B Pryor
- Department of Psychology, Illinois State University, Normal, Illinois, USA
| | - Sarah E Stutterheim
- Department of Health Promotion & Care and Public Health Research Institute, Faculty of Health, Medicine, and Life Sciences, Maastricht University, Maastricht, The Netherlands
| | - Lotte H J M Lemmens
- Department of Clinical Psychological Science, Faculty of Psychology and Neuroscience, Maastricht University, Maastricht, The Netherlands
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Palmieri J, Östergren PO, Larsson M, Agardh A. Psychosocial study environment characteristics associated with exposure to sexual harassment at a large public university in southern Sweden: a cross-sectional study. Glob Health Action 2023; 16:2264627. [PMID: 37823382 PMCID: PMC10572035 DOI: 10.1080/16549716.2023.2264627] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/02/2023] [Accepted: 09/25/2023] [Indexed: 10/13/2023] Open
Abstract
BACKGROUND Universities can be understood as work-like environments for students, with similar risks and expectations regarding psychosocial environment. Limited research has examined this study environment from a Demand-Control-Support perspective with regard to sexual harassment. Understanding this environment is key to designing protective measures. This study aimed to examine the association between individual and psychosocial study environment characteristics and exposure to sexual harassment among students at Lund University, Sweden. METHODS This cross-sectional study utilised data from an online survey conducted among students. Questions on background characteristics, exposure to sexual harassment while at university and psychosocial study environment as measured by a Demand-Control-Support-instrument were used. Bivariate, and multivariable logistic regressions were used, together with Population Attributable Fractions (PAF), and synergy indexes (SI). RESULTS High demands and low control were independently associated with higher odds of being exposed to sexual harassment among both females and males (OR 1.41, OR 1.26 and OR 1.55, OR1.34, respectively). When adjusting for background characteristics, high study strain (combination of high demands and low control) was associated with exposure to sexual harassment among both female and male respondents (aOR 1.67 and 1.98 respectively) and could account for PAF of 14% and 15% of study environment sexual harassment for females and males, respectively. Low lecturer support was associated with higher odds for sexual harassment among females (aOR 1.19) but not males. Little evidence was found for a buffering effect of student support on high strain and sexual harassment (SI 0.7). CONCLUSION Working to reduce situations of high strain study environments could be an effective strategy for reducing sexual harassment in university settings. Improving support from lecturers could also modify this relationship, but more research is required to identify causal pathways underlying this result.
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Affiliation(s)
- Jack Palmieri
- Social Medicine and Global Health, Department of Clinical Sciences, Lund University, Malmö, Sweden
| | - Per-Olof Östergren
- Social Medicine and Global Health, Department of Clinical Sciences, Lund University, Malmö, Sweden
| | - Markus Larsson
- Social Medicine and Global Health, Department of Clinical Sciences, Lund University, Malmö, Sweden
| | - Anette Agardh
- Social Medicine and Global Health, Department of Clinical Sciences, Lund University, Malmö, Sweden
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Abdulla AM, Lin TW, Rospenda KM. Workplace Harassment and Health: A Long Term Follow up. J Occup Environ Med 2023; 65:899-904. [PMID: 37922333 PMCID: PMC10629840 DOI: 10.1097/jom.0000000000002915] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/05/2023]
Abstract
OBJECTIVE We examine relationships between workplace harassment (WH) and onset of health conditions over a 23-year period. METHODS Participants were surveyed at seven points between 1997-2006 and again in 2020. Regression analyses (n = 921) assessed effects of chronic WH exposure on onset or recent health conditions by 2020. RESULTS Growth mixture modeling revealed infrequent and chronic classes of generalized workplace harassment (GWH; 33.39% chronic) and sexual harassment (SH; 32.32% chronic). Prevalence of health conditions ranged from 3.71% for myocardial infarction to 43.06% for hypertension. Analysis via propensity score matching showed chronic WH class membership increased odds of coronary heart disease (GWH, odds ratio [OR] = 3.42, P < 0.05), arthritic/rheumatic conditions (SH, OR = 1.56, P < 0.05), and recent migraine (SH, OR = 1.68, P < 0.05). CONCLUSIONS Workplace harassment is associated with coronary heart disease, arthritic/rheumatic conditions, and migraine. Worker health can be protected through strengthening and enforcing organizational and social antiharassment policies and laws.
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Affiliation(s)
- Ahmad M. Abdulla
- College of Medicine, University of Illinois at Chicago, Chicago, Illinois
| | - Tracy W. Lin
- Department of Psychiatry, University of Illinois at Chicago, Chicago, Illinois
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Verschuren C, Tims M, De Lange AH. Beyond Bullying, Aggression, Discrimination, and Social Safety: Development of an Integrated Negative Work Behavior Questionnaire (INWBQ). INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:6564. [PMID: 37623150 PMCID: PMC10454399 DOI: 10.3390/ijerph20166564] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 05/22/2023] [Revised: 07/21/2023] [Accepted: 07/24/2023] [Indexed: 08/26/2023]
Abstract
Negative work behavior (NWB) threatens employee well-being. There are numerous constructs that reflect NWBs, such as bullying, aggression, and discrimination, and they are often examined in isolation from each other, limiting scientific integration of these studies. We aim to contribute to this research field by developing a diagnostic tool with content validity on the full spectrum of NWBs. First, we provide a full description of how we tapped and organized content from 44 existing NWB measurement instruments and 48 studies. Second, we discussed our results with three experts in this research field to check for missing studies and to discuss our integration results. This two-stage process yielded a questionnaire measuring physical, material, psychological, sociocultural, and digital NWB. Furthermore, the questions include a range of potential actors of NWB, namely, internal (employees, managers) and external actors (clients, customers, public, and family members) at work and their roles (i.e., target, perpetrator, perpetrator's assistant, target's defender, outsider, and witness of NWBs). Finally, the questionnaire measures what type of harm is experienced (i.e., bodily, material, mental, and social harm).
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Affiliation(s)
- Cokkie Verschuren
- Department of Management and Organization, School of Business and Economics, Vrije Universiteit Amsterdam, 1081 HV Amsterdam, The Netherlands
| | - Maria Tims
- Department of Management and Organization, School of Business and Economics, Vrije Universiteit Amsterdam, 1081 HV Amsterdam, The Netherlands
| | - Annet H. De Lange
- The Faculty of Psychology, Open University, 6419 AT Heerlen, The Netherlands
- The Department of Psychology, Universidade da Coruna, 15701 A Coruña, Spain
- The Faculty of Psychology, Norwegian University of Science and Technology (NTNU), 7491 Trondheim, Norway
- Norwegian School of Hotel Management, University of Stavanger, 4021 Stavanger, Norway
- Department of Human Resource Studies, Faculty of Social and Behavioral Sciences, Tilburg University, 5037 AB Tilburg, The Netherlands
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Rospenda KM, Richman JA, McGinley M, Moilanen KL, Lin T, Johnson TP, Cloninger L, Shannon CA, Hopkins T. Effects of chronic workplace harassment on mental health and alcohol misuse: a long-term follow-up. BMC Public Health 2023; 23:1430. [PMID: 37495970 PMCID: PMC10373226 DOI: 10.1186/s12889-023-16219-0] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/03/2023] [Accepted: 06/30/2023] [Indexed: 07/28/2023] Open
Abstract
BACKGROUND Research on the impacts of exposure to workplace harassment (WH) is largely cross-sectional, and existing prospective studies generally are between two and five years of follow-up, with the longest US study being 10 years. However, the effects of exposure to WH may persist longer, particularly if exposure has been chronic. This study fills this gap by examining effects of prior exposure to chronic sexual and generalized WH on psychological distress and alcohol misuse over an approximately 25 year study period. METHODS Individuals originally recruited from a university-employed sample in the United States were surveyed at 8 time points from 1996-2007 and again in 2020-2021. A series of hybrid path analyses were tested on a sample of 2352 individuals, regressing recent outcomes on latent classes of harassment derived from earlier survey waves, controlling baseline outcomes and demographics. Model fit was assessed using a variety of fit statistics, and standardized regression coefficients were used to assess significance of individual pathways. RESULTS Prior exposure to chronic sexual harassment had significant direct associations with psychological distress, alcohol misuse, and recent stressors at follow-up. Prior exposure to chronic generalized harassment had significant direct associations with lower income and alcohol misuse. Both forms of WH were significantly indirectly associated with psychological distress through recent stressors at follow-up. CONCLUSIONS Exposure to chronic WH is associated with long-term effects on psychological distress and alcohol misuse in a sample representing a wide variety of job types and racial/ethnic identities. Enforcement of anti-sexual harassment law and policies and enactment of policies and laws to prevent generalized harassment/workplace bullying are imperative for the protection of worker health.
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Affiliation(s)
- Kathleen M Rospenda
- Department of Psychiatry, University of Illinois at Chicago, Chicago, IL, USA.
| | - Judith A Richman
- Department of Psychiatry, University of Illinois at Chicago, Chicago, IL, USA
| | - Meredith McGinley
- Department of Psychology, Professional Counseling, and Neuroscience, University of WI - Parkside, Kenosha, WI, USA
| | - Kristin L Moilanen
- Department of Psychiatry, University of Illinois at Chicago, Chicago, IL, USA
| | - Tracy Lin
- Department of Psychiatry, University of Illinois at Chicago, Chicago, IL, USA
| | - Timothy P Johnson
- Department of Psychiatry, University of Illinois at Chicago, Chicago, IL, USA
- NORC at the University of Chicago, Chicago, IL, USA
| | - Lea Cloninger
- Department of Psychiatry, University of Illinois at Chicago, Chicago, IL, USA
| | - Candice A Shannon
- Department of Sociology, University of Maryland, College Park, MD, USA
| | - Thomas Hopkins
- Department of Psychiatry, University of Illinois at Chicago, Chicago, IL, USA
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Kayaalp A, Page KJ, Rospenda KM. Workplace harassment, psychological distress, and alcohol problems: A longitudinal study. JOURNAL OF AMERICAN COLLEGE HEALTH : J OF ACH 2023:1-8. [PMID: 37437206 PMCID: PMC10784419 DOI: 10.1080/07448481.2023.2228430] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 02/11/2022] [Revised: 02/02/2023] [Accepted: 06/11/2023] [Indexed: 07/14/2023]
Abstract
OBJECTIVES Addresses the role that psychological distress (ie depression and anxiety) plays in mediating the relationship between workplace harassment (ie sexual and generalized workplace harassment) and increased alcohol problems among employed college students. PARTICIPANTS Two waves of data were collected from 905 study participants sampled from eight colleges and universities in the Midwestern United States. METHODS A mediation analysis was conducted using Hayes's PROCESS macro with bootstrapping. RESULTS The findings indicated that that workplace harassment predicts increased alcohol problems, and that the association between harassment and alcohol problems is mediated by psychological distress. CONCLUSIONS Workplace harassment is a prevalent problem associated with increased alcohol problems and poor mental health for both genders in the U.S. collegiate workforce. Mental health practitioners and counselors at colleges can help students identify such issues and determine which steps a student might take to address them.
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Affiliation(s)
- Alper Kayaalp
- Assistant Professor of Industrial/Organizational Psychology, University of Houston - Clearlake
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Yang Y, Jimmy J, Jones EE, Kreutzer KA, Bryan CJ, Gorka SM. Neural reactivity to threat impacts the association between bullying victimization and suicide risk in youth. J Psychiatr Res 2023; 163:288-295. [PMID: 37244067 PMCID: PMC10400269 DOI: 10.1016/j.jpsychires.2023.05.064] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 01/27/2023] [Revised: 04/13/2023] [Accepted: 05/18/2023] [Indexed: 05/29/2023]
Abstract
Bullying victimization is a risk factor for suicidal ideation, suicide behaviors, and death by suicide in youth. However, not all victims of bullying report suicidal thoughts and behaviors, suggesting that there may be certain subgroups who are at high risk for suicide. Neuroimaging studies suggest that individual differences in neurobiological threat reactivity may contribute to increased vulnerability to suicide, particularly in the context of repeated exposure to bullying. The purpose of the present study was to examine the unique and interactive effects of past-year bullying victimization and neural reactivity to threat on suicide risk in youth. Ninety-one youth (ages 16-19) completed self-report measures of past-year bullying victimization and current suicide risk. Participants also completed a task designed to probe neural reactivity to threat. Specifically, participants passively viewed negative or neutral images during functional magnetic resonance imaging. Bilateral anterior insula (AIC) and amygdala (AMYG) reactivity to threat/negative images (>neutral images) was used to capture threat sensitivity. Greater bullying victimization was associated with increased suicide risk. There was also a bullying by AIC reactivity interaction such that among individuals with high AIC reactivity, greater bullying was associated with increased suicide risk. Among individuals with low AIC reactivity, there was no association between bullying and suicide risk. Results suggest that youth with increased AIC reactivity to threat may be particularly vulnerable to suicide in the context of bullying. These individuals may represent a high-risk group for subsequent suicide behavior and AIC function may be a promising objective prevention target.
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Affiliation(s)
- Yesol Yang
- Department of Internal Medicine, The Ohio State University Comprehensive Cancer Center-James, 406 W 10th Avenue, Columbus, OH, 43210, USA
| | - Jagan Jimmy
- Department of Psychiatry and Behavioral Health, The Ohio State University Wexner Medical Center, 370 W. 9th Avenue, Columbus, OH, 43210, USA
| | - Emily E Jones
- Department of Psychiatry and Behavioral Health, The Ohio State University Wexner Medical Center, 370 W. 9th Avenue, Columbus, OH, 43210, USA
| | - Kayla A Kreutzer
- Department of Psychiatry and Behavioral Health, The Ohio State University Wexner Medical Center, 370 W. 9th Avenue, Columbus, OH, 43210, USA
| | - Craig J Bryan
- Department of Psychiatry and Behavioral Health, The Ohio State University Wexner Medical Center, 370 W. 9th Avenue, Columbus, OH, 43210, USA
| | - Stephanie M Gorka
- Department of Psychiatry and Behavioral Health, The Ohio State University Wexner Medical Center, 370 W. 9th Avenue, Columbus, OH, 43210, USA; Institute for Behavioral Medicine Research, The Ohio State University, 460 Medical Center Drive, Columbus, OH, 43210, USA.
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Martin JT, Asimakopoulos D, Hornung AL, Toro SJ, Le Maitre CL, Chahine NO, Fields AJ, Gawri R, Giers MB, Smith LJ, Tang SY, Zehra U, Haglund L, Samartzis D. Bullying, harassment, and discrimination of musculoskeletal researchers and the impact of the COVID-19 pandemic: an international study. EUROPEAN SPINE JOURNAL : OFFICIAL PUBLICATION OF THE EUROPEAN SPINE SOCIETY, THE EUROPEAN SPINAL DEFORMITY SOCIETY, AND THE EUROPEAN SECTION OF THE CERVICAL SPINE RESEARCH SOCIETY 2023; 32:1861-1875. [PMID: 37014436 PMCID: PMC10071222 DOI: 10.1007/s00586-023-07684-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 10/12/2022] [Revised: 03/11/2023] [Accepted: 03/23/2023] [Indexed: 04/05/2023]
Abstract
PURPOSE Bullying, harassment, and discrimination (BHD) are prevalent in academic, scientific, and clinical departments, particularly orthopedic surgery, and can have lasting effects on victims. As it is unclear how BHD affects musculoskeletal (MSK) researchers, the following study assessed BHD in the MSK research community and whether the COVID-19 pandemic, which caused hardships in other industries, had an impact. METHODS A web-based anonymous survey was developed in English by ORS Spine Section members to assess the impact of COVID-19 on MSK researchers in North America, Europe, and Asia, which included questions to evaluate the personal experience of researchers regarding BHD. RESULTS 116 MSK researchers completed the survey. Of respondents, 34.5% (n = 40) focused on spine, 30.2% (n = 35) had multiple areas of interest, and 35.3% (n = 41) represented other areas of MSK research. BHD was observed by 26.7% (n = 31) of respondents and personally experienced by 11.2% (n = 13), with mid-career faculty both observing and experiencing the most BHD. Most who experienced BHD (53.8%, n = 7) experienced multiple forms. 32.8% (n = 38) of respondents were not able to speak out about BHD without fear of repercussions, with 13.8% (n = 16) being unsure about this. Of those who observed BHD, 54.8% (n = 17) noted that the COVID-19 pandemic had no impact on their observations. CONCLUSIONS To our knowledge, this is the first study to address the prevalence and determinants of BHD among MSK researchers. MSK researchers experienced and observed BHD, while many were not comfortable reporting and discussing violations to their institution. The COVID-19 pandemic had mixed-effects on BHD. Awareness and proactive policy changes may be warranted to reduce/eliminate the occurrence of BHD in this community.
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Affiliation(s)
- John T Martin
- Department of Orthopedic Surgery, Orthopedic Building, Rush University Medical Center, 1611 W. Harrison Street, Chicago, IL, 60612, USA
- International Spine Research and Innovation Initiative, Rush University Medical Center, Chicago, USA
| | | | - Alexander L Hornung
- Department of Orthopedic Surgery, Orthopedic Building, Rush University Medical Center, 1611 W. Harrison Street, Chicago, IL, 60612, USA
- International Spine Research and Innovation Initiative, Rush University Medical Center, Chicago, USA
| | - Sheila J Toro
- Department of Orthopedic Surgery, Orthopedic Building, Rush University Medical Center, 1611 W. Harrison Street, Chicago, IL, 60612, USA
- International Spine Research and Innovation Initiative, Rush University Medical Center, Chicago, USA
| | | | - Nadeen O Chahine
- Department of Orthopedic Surgery, Columbia University, New York, USA
| | - Aaron J Fields
- Department of Orthopaedic Surgery, University of California in San Francisco, San Francisco, USA
| | - Rahul Gawri
- Department of Surgery, The Orthopaedic Research Laboratory Montreal General Hospital, McGill University, 1650 Cedar Avenue, Room C10.148.2, Montreal, QC, H3G 1A4, Canada
| | - Morgan B Giers
- School of Chemical, Biological & Environmental Engineering, Oregon State University, Corvallis, USA
| | - Lachlan J Smith
- Departments of Orthopaedic Surgery and Neurosurgery, University of Pennsylvania, Philadelphia, USA
| | - Simon Y Tang
- Department of Orthopaedic Surgery, Washington University, St. Louis, USA
| | - Uruj Zehra
- Department of Anatomy, University of Health Sciences, Lahore, Pakistan
| | - Lisbet Haglund
- Department of Surgery, The Orthopaedic Research Laboratory Montreal General Hospital, McGill University, 1650 Cedar Avenue, Room C10.148.2, Montreal, QC, H3G 1A4, Canada.
| | - Dino Samartzis
- Department of Orthopedic Surgery, Orthopedic Building, Rush University Medical Center, 1611 W. Harrison Street, Chicago, IL, 60612, USA.
- International Spine Research and Innovation Initiative, Rush University Medical Center, Chicago, USA.
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Asuzu K, Ijeli C, Cardona L, Calhoun A, Reiss D, Benoit L, Martin A. Perceptions of racism in a children's psychiatric inpatient unit: A qualitative study of entrenching and uprooting factors. J Psychiatr Ment Health Nurs 2023; 30:501-514. [PMID: 36416719 PMCID: PMC10175086 DOI: 10.1111/jpm.12885] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 04/26/2022] [Revised: 08/26/2022] [Accepted: 11/09/2022] [Indexed: 11/24/2022]
Abstract
WHAT IS KNOWN ON THE SUBJECT?: The impacts of racism on health are well documented and are greater for mental than for general health. Mental health professionals are well positioned to help dismantle racism and structural barriers compromising optimal patient care. WHAT THE PAPER ADDS TO EXISTING KNOWLEDGE We describe a systematic and orderly way to identify factors that contribute to entrenching racism as the status quo or that help to uproot it. By incorporating a racial equity lens, we can better understand daily racism and inform the optimal antiracist actions most relevant to an inpatient psychiatric setting. WHAT ARE THE IMPLICATIONS FOR PRACTICE?: Our two-domain/six-theme model may serve as a rubric for individuals to engage in structured self-reflection, for organizations in auditing or programmatic evaluation, or as scaffolding for difficult but frequently elided conversations. The unique strengths of a mental health environment can be harnessed toward the elimination of racism and racist practices in clinical care and in the workplace ABSTRACT: INTRODUCTION: It is well documented that racism plays a role in health care access and outcomes. However, discussions about racism in the inpatient psychiatric workplace are generally avoided. To address this gap, we incorporated a racial equity perspective into a qualitative study to better understand daily racism, its impact on patients and staff, and to inform optimal antiracist actions most relevant to inpatient psychiatric settings. AIM/QUESTION We sought to identify factors that may contribute to or deter from racism to inform interventions to sustain a psychologically supportive environment for patients and staff. METHODS We conducted semistructured interviews using a purposive sample of 22 individuals in an acute child psychiatric inpatient service. We analysed transcripts using thematic analysis guided by a constructivist grounded theory conceptual framework. RESULTS We identified two countervailing processes: (1) Entrenching-factors that sustain or increase racism: Predisposing, Precipitating, and Perpetuating and (2) Uprooting-factors that rectify or reduce racism: Preventing, Punctuating, and Prohibiting. We organized each of the elements into a '6P' model along a temporal sequence around sentinel racist events. For each of the six components we describe: Contributing Factors, Emotional Reactions, and Behavioural Responses as reported by participants. IMPLICATIONS FOR PRACTICE Identifying factors that entrench or uproot racism can inform specific steps to improve the care of all children and families on an inpatient child psychiatry unit. The two-domain/six-theme model we developed can serve as a rubric for individuals or milieu-based inpatient settings serving patients of any age to engage in structured self-reflection, auditing, program evaluation, or as scaffolding for difficult but frequently elided conversations.
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Affiliation(s)
- Kammarauche Asuzu
- Child Study Center, Yale School of Medicine, New Haven, Connecticut, USA
| | - Chinye Ijeli
- Child Study Center, Yale School of Medicine, New Haven, Connecticut, USA
| | - Laurie Cardona
- Child Study Center, Yale School of Medicine, New Haven, Connecticut, USA
| | - Amanda Calhoun
- Child Study Center, Yale School of Medicine, New Haven, Connecticut, USA
| | - David Reiss
- Child Study Center, Yale School of Medicine, New Haven, Connecticut, USA
| | - Laelia Benoit
- Child Study Center, Yale School of Medicine, New Haven, Connecticut, USA
| | - Andrés Martin
- Child Study Center, Yale School of Medicine, New Haven, Connecticut, USA
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Worke MD, Koricha ZB, Debelew GT. Consequences of exposure to sexual harassment among women working in hospitality workplaces in Bahir Dar City, Ethiopia: a structural equation model. Arch Public Health 2023; 81:7. [PMID: 36653869 PMCID: PMC9847057 DOI: 10.1186/s13690-023-01024-3] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/28/2022] [Accepted: 01/04/2023] [Indexed: 01/19/2023] Open
Abstract
INTRODUCTION Sexual harassment is undoubtedly widespread, and many countries have enacted laws to punish and prevent it as insulting behavior. However, its impacts on the job, psyche, and physical health, especially reproductive health, are still severe and noticeable. Thus, this study aimed to examine the impacts of sexual harassment on the job, psychology, physical health, and reproductive health of women in the hospitality industry. METHODS Institution-based cross-sectional survey was conducted between October 1 and November 30, 2021. Data were collected among 689 women who experienced sexual harassment in the hospitality industry. In selecting the participants, two-stage cluster sampling techniques were used. The data collection was carried out in two complementary ways. The model of structural equations examines the relationship between the experience of sexual harassment and coping with consequences. The associations were confirmed via AMOS 23. RESULTS Sexual harassment positively predicted job outcomes and negatively predicted physical health. In contrast, coping with sexual harassment positively predicts health at work and in the body and is negatively associated with health in reproduction. Physical health fully mediated the link between sexual harassment (β = 0.017, t = 0.85, p = 0.022) and reproductive health outcomes and partially mediated (β = -0.021, t = -1.235, p = 0.017) between sexual harassment coping and physical health. The interaction between sexual harassment experiences and work experiences also strengthens the negative relationship between sexual harassment experiences and physical health. CONCLUSIONS The impact of sexual harassment on women's reproductive health was investigated in this study. It expands awareness of the effects of sexual harassment exposure, how to survive it, and how to establish effective preventative strategies, particularly in the hospitality industry. Effective prevention depends on preventing psychological and physical health, ultimately improving reproductive health. Thus, safe workplace initiatives and reproductive health care services are needed. Hospitality organizations should also devise a strategy for providing a supportive environment that can significantly improve women's health.
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Affiliation(s)
- Mulugeta Dile Worke
- grid.510430.3College of Medicine and Health Sciences, Debre Tabor University, Debre Tabor, Ethiopia ,grid.411903.e0000 0001 2034 9160Department of Population and Family Health, Faculty of Public Health, Jimma University, Jimma, Ethiopia
| | - Zewdie Birhanu Koricha
- grid.411903.e0000 0001 2034 9160Department of Health Behavior and Society, Faculty of Public Health, Jimma University, Jimma, Ethiopia
| | - Gurmesa Tura Debelew
- grid.411903.e0000 0001 2034 9160Department of Population and Family Health, Faculty of Public Health, Jimma University, Jimma, Ethiopia
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Institutional courage buffers against institutional betrayal, protects employee health, and fosters organizational commitment following workplace sexual harassment. PLoS One 2023; 18:e0278830. [PMID: 36696396 PMCID: PMC9876350 DOI: 10.1371/journal.pone.0278830] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/07/2021] [Accepted: 11/24/2022] [Indexed: 01/26/2023] Open
Abstract
Workplace sexual harassment is associated with negative psychological and physical outcomes. Recent research suggests that harmful institutional responses to reports of wrongdoing-called institutional betrayal-are associated with additional psychological and physical harm. It has been theorized that supportive responses and an institutional climate characterized by transparency and proactiveness-called institutional courage-may buffer against these negative effects. The current study examined the association of institutional betrayal and institutional courage with workplace outcomes and psychological and physical health among employees reporting exposure to workplace sexual harassment. Adults who were employed full-time for at least six months were recruited through Amazon's Mechanical Turk platform and completed an online survey (N = 805). Of the full sample, 317 participants reported experiences with workplace sexual harassment, and only this subset of participants were included in analyses. We used existing survey instruments and developed the Institutional Courage Questionnaire-Specific to assess individual experiences of institutional courage within the context of workplace sexual harassment. Of participants who experienced workplace sexual harassment, nearly 55% also experienced institutional betrayal, and 76% experienced institutional courage. Results of correlational analyses indicated that institutional betrayal was associated with decreased job satisfaction, organizational commitment, and increased somatic symptoms. Institutional courage was associated with the reverse. Furthermore, results of multiple regression analyses indicated that institutional courage appeared to attenuate negative outcomes. Overall, our results suggest that institutional courage is important in the context of workplace sexual harassment. These results are in line with previous research on institutional betrayal, may inform policies and procedures related to workplace sexual harassment, and provide a starting point for research on institutional courage.
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Maddox A, Mackenzie L. Occupational Violence Experienced by Care Workers in the Australian Home Care Sector When Assisting People with Dementia. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 20:438. [PMID: 36612758 PMCID: PMC9819805 DOI: 10.3390/ijerph20010438] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 10/18/2022] [Revised: 12/13/2022] [Accepted: 12/24/2022] [Indexed: 06/17/2023]
Abstract
BACKGROUND People with advancing dementia may be dependent on community services from home care workers and nurses to be supported at home. However, these care workers face difficulty undertaking their roles due to challenging behaviours or occupational violence. This study aimed to explore the challenges faced by home care workers and nurses working with people diagnosed with dementia in the community, to identify job demands contributing to their vulnerability to occupational violence, and to determine ways to help manage occupational violence. METHODS A qualitative descriptive study was conducted by interviewing 10 homecare workers and six registered nurses from agencies in South Australia and New South Wales, Australia. Interviews were audiotaped, transcribed and inductive thematic data analysis was conducted. RESULTS The following themes were identified: (i) sources of threats; (ii) categories of violent, threatening or challenging behaviour; (iii) aggravating factors; (iv) early warning signs; (v) education and training; (vi) managing occupational violence, (vii) resources, (viii) outcomes associated with exposure to occupational violence. CONCLUSION Serious issues were identified by participants, yet very little is known about occupational violence for these community care workers. Findings can inform what aspects of work design can be improved to moderate the effects of occupational violence exposure or mitigate rates of exposure, to enable long-term services for people with dementia.
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Pilgaard F, Agardh A, Östergren PO, Priebe G. Association between Experiences of Different Types of Harassment or Derogatory Treatment and Sexual Harassment among Employees at a Large Swedish University. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 20:11. [PMID: 36612332 PMCID: PMC9819109 DOI: 10.3390/ijerph20010011] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 11/29/2022] [Revised: 12/14/2022] [Accepted: 12/15/2022] [Indexed: 06/17/2023]
Abstract
Sexual harassment (SH) and other forms of mistreatment continue to be a significant problem at workplaces, leading to negative health and work-related outcomes. Previous studies have mainly examined SH and other types of workplace harassment separately. In this study we investigated whether harassment related to any of the seven Swedish legal grounds for discrimination (sex, transgender identity or expression, ethnicity, religion or other belief, disability, sexual orientation, or age) and derogatory treatment were associated with SH at a large Swedish university. Using cross-sectional survey data obtained from 33% of all staff, multivariable logistic regression analysis was performed to investigate associations between harassment, derogatory treatment, and SH. We found a sixfold increased risk of SH among women with experience of other forms of harassment and a three-times-higher risk among women with experience of derogatory treatment, indicating that SH co-occurs with other forms of mistreatment. This pattern was similar among men, although men reported lower prevalence of mistreatment. Our findings have implications for preventive strategies at academic workplaces indicating that issues related to the defence of power and various types of abusive behaviours, including SH, both need to be addressed to create more equal opportunities for all employees.
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17
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Clarke HM. #Metoo or #Hertoo? A Moderated Mediation Model of Gender Differences in Perceptions of Sexual Harassment. ARCHIVES OF SEXUAL BEHAVIOR 2022; 51:3105-3120. [PMID: 35857250 PMCID: PMC9363338 DOI: 10.1007/s10508-022-02344-1] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 07/04/2021] [Revised: 04/08/2022] [Accepted: 04/09/2022] [Indexed: 06/15/2023]
Abstract
Sexual harassment continues to pervade workplaces due, at least in part, to gender differences in the perception of sociosexual behaviors. Some scholars have argued that such differences are minimal and inconsistent. This study examined and demonstrated several reasons why this conclusion is fallacious. Approximately equal numbers of gay men (n = 191), heterosexual men (n = 193), lesbians (n = 190), and heterosexual women (n = 196) reported their perceptions of scenarios describing an interaction between a target and their manager. The target was either a fictional female, a fictional male, or the participant. As predicted, only heterosexual men's perceptions of sociosexual behaviors varied by the target of the behaviors. Heterosexual men viewed the behaviors as harassment only when the target was female. Further, women and gay men, but not heterosexual men, viewed the sociosexual behaviors as discrimination. The results also supported a moderated mediation model where, following exposure to sociosexual behaviors, the effect of participant group on perceived sexual harassment was mediated by fear and perceived discrimination and moderated by target. This study contributes to research on workplace sexual harassment by explaining alleged inconsistent results of studies of gender differences in perceptions of sexual harassment and by proposing and testing a novel process following exposure to sociosexual behaviors in the workplace.
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Affiliation(s)
- Heather M Clarke
- Austin E. Cofrin School of Business, University of Wisconsin-Green Bay, WH 460, 2420 Nicolet Drive, Green Bay, WI, 54311-7001, USA.
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18
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Lin TW, Rospenda KM, Richman JA. Relationships between school harassment and problematic drinking in a college sample: Is need for approval a moderator? JOURNAL OF AMERICAN COLLEGE HEALTH : J OF ACH 2022:1-9. [PMID: 35737976 DOI: 10.1080/07448481.2022.2082846] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 09/21/2021] [Revised: 05/05/2022] [Accepted: 05/23/2022] [Indexed: 06/15/2023]
Abstract
Objectives: Examines whether a personality characteristic, need for approval, moderates the relationship between harassment exposure and alcohol misuse over time in a college sample, and compare the results between genders. Participants: Six waves of data (fall 2011 to fall 2015) were collected from 1,240 study participants sampled from eight colleges and universities in the Midwestern United States. Methods: Two-level mixed modeling was conducted separately for exposure to sexual and generalized harassment and modeled separately for women and men. Results: In men only, need for approval significantly moderated the relationship between generalized harassment and binge drinking over time, where a higher need for approval put male students at increased risk. Conclusions: Harassment is a risk factor contributing to high levels of drinking among college students. School counseling centers and mental health professionals should take this factor into consideration, as well as individual personality characteristics when addressing student health and wellness.
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Affiliation(s)
- Tracy W Lin
- Department of Psychiatry, University of Illinois at Chicago, Chicago, Illinois, USA
| | - Kathleen M Rospenda
- Department of Psychiatry, University of Illinois at Chicago, Chicago, Illinois, USA
| | - Judith A Richman
- Department of Psychiatry, University of Illinois at Chicago, Chicago, Illinois, USA
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Taylor BG, Maitra P, Mumford E, Liu W. Sexual Harassment of Law Enforcement Officers: Findings From a Nationally Representative Survey. JOURNAL OF INTERPERSONAL VIOLENCE 2022; 37:NP8454-NP8478. [PMID: 33283599 DOI: 10.1177/0886260520978180] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/12/2023]
Abstract
Sexual harassment continues to be a consistent destructive feature of American life and workplaces, especially in fields for which women are under-represented, such as law enforcement. We use one of the first nationally representative cross-sectional surveys (n = 2,867) of female and male law enforcement officers (LEOs) to assess the prevalence of workplace sexual harassment victimization. Next, we assess how risk factors are related to this harassment through multivariable modeling. We observed large differences between rates of sexual harassment for female compared to male officers on both our measures of non-physical and physical workplace sexual harassment (sexual assault). Our combined measure of non-physical sexual harassment and sexual assault of female officers (71%) was in the range found in prior research and our 41% rate for male officers is also not trivial and requires attention from law enforcement leaders. We tested two competing hypotheses on whether female officers (and possibly some male officers not meeting certain definitions of masculinity) viewed as the most threatening by virtue of their job role in the male-dominated hierarchy will have the highest probability of being a victim of workplace sexual harassment (power-threat model) or whether those viewed as the most vulnerable officers will have the highest probability of sexual harassment victimization (vulnerable-victim model). We found greater support for the vulnerable-victim model. We discuss the implications of these results for guiding training and prevention strategies to address sexual harassment in the law enforcement workplace.
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Affiliation(s)
| | | | | | - Weiwei Liu
- NORC at the University of Chicago, Bethesda, MD, USA
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20
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Jenner SC, Djermester P, Oertelt-Prigione S. Prevention Strategies for Sexual Harassment in Academic Medicine: A Qualitative Study. JOURNAL OF INTERPERSONAL VIOLENCE 2022; 37:NP2490-NP2515. [PMID: 31999215 PMCID: PMC8921881 DOI: 10.1177/0886260520903130] [Citation(s) in RCA: 11] [Impact Index Per Article: 5.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Indexed: 06/10/2023]
Abstract
Sexual harassment and gendered discrimination in the workplace are global issues that can affect anyone regardless of their age, gender, job title, or field of employment. The medical field is also relevantly concerned, yet effective prevention measures are scarce. The purpose of this study was to explore preventive options for sexual harassment in an academic medical context from the employees' perspective and to develop transferable strategies. We conducted semi-structured interviews with 15 female physicians and 15 female nurses working at a tertiary referral center in Berlin, Germany, in the months of April to November 2015. The one-on-one interviews addressed the perception of sexual harassment and available and desirable preventive measures. Data were analyzed by qualitative content analysis. The participants outlined preventive measures at two levels: individual and institutional. Individual options included personal safety measures and individual protection strategies against patients, peers, and superiors. Institutional strategies included guidelines and workplace policies, structured complaint and reporting procedures, formal training options, and organizational development and leadership strategies. The current study highlights how the prevention of sexual harassment hinges on a combination of individualized and system-wide measures to capture the personal as well as the organizational dimension of sexual harassment. Only a concerted effort addressing both aspects will sensitize the workforce, support the victims, and prevent sexual harassment in medical institutions.
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Affiliation(s)
| | | | - Sabine Oertelt-Prigione
- Charité–Universitätsmedizin Berlin, Germany
- Radboud University Medical Center, Nijmegen, The Netherlands
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21
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Hyseni F, Myderrizi A, Blanck P. Diversity and inclusion in the legal profession: disclosure of cancer and other health conditions by lawyers with disabilities and lawyers who identify as LGBTQ + . J Cancer Surviv 2022; 16:165-182. [PMID: 35107800 PMCID: PMC8809243 DOI: 10.1007/s11764-021-01143-2] [Citation(s) in RCA: 7] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/08/2021] [Accepted: 11/15/2021] [Indexed: 11/06/2022]
Abstract
PURPOSE Given the training and experience of lawyers, we assumed that a study of lawyers' willingness to disclose disability in the workplace would provide an example of the actions of a group knowledgeable about disability law. The current study accounts for the effect of visibility of disability, onset and type of disability, and whether the lawyer has made an accommodation request. We also investigate the role of other individual characteristics, such as sexual orientation, gender identity, race/ethnicity, age, and job-related characteristics, in willingness to disclose. METHODS We use data from the first phase of a longitudinal national survey of lawyers in the USA to estimate the odds of disclosing disability to co-workers, management, and clients using proportional odds models. RESULTS Lawyers with less visible disabilities, those with mental health disabilities, and those who work for smaller organizations have lower odds of disclosing to co-workers, management, and clients as compared to their counterparts. Attorneys who have requested accommodations are more willing to disclose as compared to those who have not, but only to co-workers and management. Women are less likely than men to disclose to management and clients. However, gender is not a significant determinant of disclosure to co-workers. Older attorneys are more likely to disclose to clients, whereas attorneys with children are less likely to disclose to co-workers. Lastly, lower perceived prejudice and the presence of co-workers with disabilities are associated with higher disclosure scores, but not for all groups. CONCLUSIONS Individuals who acquired a disability at a relatively early point in life and those with more visible disabilities are more likely to disclose. However, such willingness is affected by the intersection of disability with other individual and firm-level characteristics. IMPLICATIONS FOR CANCER SURVIVORS The findings imply that those with less visible disabilities and with health conditions acquired later in life are less likely to disclose. The relevance of the findings is heightened by the altered work conditions and demands imposed by the COVID-19 pandemic for cancer survivors.
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Affiliation(s)
- Fitore Hyseni
- Maxwell School of Citizenship and Public Affairs, Syracuse University, Syracuse, USA
| | - Arzana Myderrizi
- Rockefeller College of Public Affairs and Policy, State University of New York at Albany, Albany, USA
| | - Peter Blanck
- Burton Blatt Institute, Syracuse University, 950 Irving Avenue, Suite 446, Syracuse, NY 13244 USA
- Peter Blanck, University Professor & Chairman Burton Blatt Institute, Syracuse University, 950 Irving Avenue, Suite 446, Syracuse, NY 13244 USA
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22
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Becker CC. Migrants' Social Integration and Its Relevance for National Identification: An Empirical Comparison Across Three Social Spheres. FRONTIERS IN SOCIOLOGY 2022; 6:700580. [PMID: 35047586 PMCID: PMC8762104 DOI: 10.3389/fsoc.2021.700580] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 04/26/2021] [Accepted: 09/28/2021] [Indexed: 06/14/2023]
Abstract
A key element of migrants' well-being is their emotional integration, that is, the extent to which they perceive themselves as members of society and their identification with the country they are living in. To foster this sense of belonging, many integration programs aim to increase the migrants' social integration, for example, by organizing events for migrants to meet natives in various settings. The validity of this strategy is supported by decades of international research. It remains unclear, however, which aspects of social integration are most relevant for national identification. Multiple theories concerned with contact and group identification support the assumption that contact to natives should foster a sense of belonging and national identification. However, for a contact situation to bear this potential, a certain set of criteria, including aspects like direct personal contact, a similar social status, and the presence of egalitarian norms, needs to be fulfilled. It is expected that these characteristics are more likely to be fulfilled within family and friendship settings than in contact situations within the employment context. Hence, I expect contact to natives within the network of friends and family to be more greatly associated with migrants' national identification. I analyzed data from a 2013 cooperation between the Institute for Employment Research (IAB) and the German Socio-Economic Panel (SOEP), that is, the IAB-SOEP Migration Sample, as well as the 2014 wave of the SOEP. The subsample used included 2,780 first- and second-generation migrants living in Germany. The results indicate that not all kinds of contact are equally linked to national identification. In contrast to expectations, in neither the cross-sectional models nor the lagged models was living together with native family members significantly linked to national identification. Similarly, the association between having predominantly native co-workers and national identification was insignificant when controlling for migrant-specific characteristics. Only the relation with having predominantly native friends was significant and positive across all models. This as well as a comparison of the associations lead to the conclusion that when it comes to migrants' national identification native friends might be the most relevant form of contact to natives.
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Verschuren CM, Tims M, de Lange AH. A Systematic Review of Negative Work Behavior: Toward an Integrated Definition. Front Psychol 2021; 12:726973. [PMID: 34777108 PMCID: PMC8578924 DOI: 10.3389/fpsyg.2021.726973] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/17/2021] [Accepted: 08/25/2021] [Indexed: 12/02/2022] Open
Abstract
The objective of this systematic review was to identify the overlapping and unique aspects of the operationalizations of negative work behaviors (NWBs) to specify a new integrative definition of NWB. More specifically, we examined (1) how many operationalizations and conceptualizations of NWB can be identified, (2) whether these operationalizations can be categorized into facets, i. e., the nature of NWB, harm, actor types, and roles, with subcategories, (3) what the meaningful overlap in these operationalizations was, (4) whether the operationalizations tapped unique and meaningful elements, i.e., positive labels and dynamic processes, and (5) how the overlapping and unique elements of the operationalizations could be integrated into a new theory-based research model for NWB for future research. In the literature search based on the Prisma framework, Pubmed, PsycINFO, and Google Scholar, we identified k = 489 studies that met the inclusion criteria of our review. The results of these studies revealed 16 frequently studied NWB labels, e.g., bullying and aggression. Many of these could be categorized in the same way, namely, in terms of the type of behavior, type of harm, and type of actor involved in the NWB. In our new definition of NWB, we integrated the content of the overlapping and meaningful unique elements of the 16 labels.
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Affiliation(s)
- Cokkie M. Verschuren
- Department of Management and Organization, School of Business and Economics, VU Amsterdam, Amsterdam, Netherlands
| | - Maria Tims
- Department of Management and Organization, School of Business and Economics, VU Amsterdam, Amsterdam, Netherlands
| | - Annet H. de Lange
- Department of Human Resource Management, HAN University of Applied Sciences, Nijmegen, Netherlands
- Department of Psychology, Universidade da Coruna, A Coruña, Spain
- Faculty of Psychology, Open University Heerlen, Heerlen, Netherlands
- Faculty of Social Sciences, University of Stavanger, Stavanger, Norway
- Faculty of Psychology, Norwegian University of Science and Technology (NTNU), Trondheim, Norway
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The “Princess Syndrome”: An Examination of Gender Harassment on a Male-Majority University Campus. SEX ROLES 2021. [DOI: 10.1007/s11199-021-01243-4] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
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Drydakis N. Adverse working conditions and immigrants' physical health and depression outcomes: a longitudinal study in Greece. Int Arch Occup Environ Health 2021; 95:539-556. [PMID: 34490499 DOI: 10.1007/s00420-021-01757-0] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/31/2021] [Accepted: 07/26/2021] [Indexed: 11/27/2022]
Abstract
PURPOSE Τhe study examines whether adverse working conditions for immigrants in Greece bear an association with deteriorated physical health and increased levels of depression during 2018 and 2019. METHODS A panel dataset resulted from the collaboration with centers providing free Greek language courses to immigrant population groups. Random Effects models assess the determinants of physical health and depression. RESULTS Findings indicate that workers with no written contract of employment, receiving hourly wages lower than the national hourly minimum wages, and experiencing insults and/or threats in their present job experience worse physical health and increased levels of depression. Moreover, the study found that the inexistence of workplace contracts, underpayment, and verbal abuse in the workplace may coexist. An increased risk of underpayment and verbal abuse reveals itself when workers do not have a contract of employment and vice versa. CONCLUSION Immigrant workers without a job contract might experience a high degree of workplace precariousness and exclusion from health benefits and insurance. Immigrant workers receiving a wage lower than the corresponding minimum potentially do not secure a living income, resulting in unmet needs and low investments in health. Workplace abuse might correspond with vulnerability related to humiliating treatment. These conditions can negatively impact workers' physical health and foster depression. Policies should promote written employment contracts and ensure a mechanism for workers to register violations of fair practices.
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Affiliation(s)
- Nick Drydakis
- Faculty of Business and Law, School of Economics, Finance and Law, Centre for Pluralist Economics, Anglia Ruskin University, East Road, Cambridge, CB1 1PT, UK.
- Pembroke College, University of Cambridge, Cambridge, UK.
- Centre for Science and Policy, University of Cambridge, Cambridge, UK.
- Institute for the Study of Labor, Bonn, Germany.
- Global Labor Organization, Essen, Germany.
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Jose R, Fowler JH, Raj A. Political Differences in American Reports of Sexual Harassment and Assault. JOURNAL OF INTERPERSONAL VIOLENCE 2021; 36:7695-7721. [PMID: 30898004 DOI: 10.1177/0886260519835003] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/09/2023]
Abstract
Political ideology has been linked to beliefs regarding sexual harassment and assault (SH&A). Using data from the January 2018 Stop Street Sexual Harassment online poll (N = 2,009), this study examined associations of political identity and political ideology with self-reported experiences of being the victim of SH&A. SH&A experiences were coded into four mutually exclusive groups: none, non-physically aggressive harassment, physically aggressive harassment, or sexual assault. Sex-stratified logistic regression models assessed associations of interest, adjusting for participant demographics. Among women, more conservative political ideology was negatively associated with reports of sexual assault, odds ratio (OR) = 0.85, 95% confidence interval (CI) = [0.74, 0.98]. Among males, more conservative political ideology was negatively associated with reports of physically aggressive sexual harassment (OR = 0.85, 95% CI = [0.73, 0.98]), and greater Republican affiliation was negatively associated with reports of sexual assault (OR = 0.82, 95% CI = [0.68, 0.99]). Conservative and Republican women and men are thus less likely to report more severe forms of SH&A, which may explain differences in beliefs on these issues. Research is needed to determine if political differences are due to reporting biases or differential vulnerabilities.
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Affiliation(s)
- Rupa Jose
- University of California, San Diego, La Jolla, USA
| | | | - Anita Raj
- University of California, San Diego, La Jolla, USA
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Tasnim R, Sujan MSH, Islam MS, Ritu AH, Siddique MAB, Toma TY, Nowshin R, Hasan A, Hossain S, Nahar S, Islam S, Islam MS, Potenza MN, van Os J. Prevalence and correlates of anxiety and depression in frontline healthcare workers treating people with COVID-19 in Bangladesh. BMC Psychiatry 2021; 21:271. [PMID: 34034679 PMCID: PMC8146174 DOI: 10.1186/s12888-021-03243-w] [Citation(s) in RCA: 45] [Impact Index Per Article: 15.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 09/23/2020] [Accepted: 04/26/2021] [Indexed: 12/20/2022] Open
Abstract
BACKGROUND Healthcare workers (HCWs) who are in the frontline during the COVID-19 pandemic are often under significant pressures that may predispose them to symptoms of poor mental health. This study aimed to investigate the prevalence of anxiety and depression among HCWs and factors correlated with mental health concerns during the COVID-19 pandemic in Bangladesh. And, it also aimed to evaluate the psychometric properties of the Bangla version of the Hospital Anxiety and Depression Scale (HADS). METHODS A cross-sectional survey was conducted between July and August, 2020. A self-reported online questionnaire was utilized to collect data. The survey included questions concerning socio-demographic, lifestyle, and work setting, as well as the HADS. A confirmatory factor analysis (CFA) and multiple linear regression analysis were performed. RESULTS Data from 803 HCWs (50.7% male; mean age: 27.3 [SD = 6.9]; age range: 18-58 years) were included in the final analysis. The Bangla HADS was psychometrically sound, and demonstrated good internal consistency and reliability (α = 0.83), and excellent construct validity. Prevalence estimates of anxiety and depression were 69.5%, and 39.5%, respectively, for less severe symptomology (at least borderline abnormal), and 41.2% and 15.7% for more severe (at least abnormal) symptomology. Regression analyses with the total HADS score as a dependent variable revealed significant (p < 0.05) associations with female gender, moderate and poor health status, infrequent physical exercising, smoking, having had regrets about one's profession because of the pandemic and associated experiences, not updating on the latest COVID-19-related research, experiencing discrimination in the workplace, and facing social problems due to working in a lab or hospital during the COVID-19 pandemic. CONCLUSIONS Symptoms of anxiety and depression are prevalent among HCWs during the COVID-19 pandemic in Bangladesh. The findings suggest a need for screening for mental health concerns, and employing early intervention to help these individuals.
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Affiliation(s)
- Rafia Tasnim
- Department of Public Health and Informatics, Jahangirnagar University, Savar, Dhaka, 1342 Bangladesh
- Centre for Advanced Research Excellence in Public Health, Savar, Dhaka, 1342 Bangladesh
| | - Md. Safaet Hossain Sujan
- Department of Public Health and Informatics, Jahangirnagar University, Savar, Dhaka, 1342 Bangladesh
- Centre for Advanced Research Excellence in Public Health, Savar, Dhaka, 1342 Bangladesh
| | - Md. Saiful Islam
- Department of Public Health and Informatics, Jahangirnagar University, Savar, Dhaka, 1342 Bangladesh
- Centre for Advanced Research Excellence in Public Health, Savar, Dhaka, 1342 Bangladesh
| | - Asmaul Husna Ritu
- Department of Public Health and Informatics, Jahangirnagar University, Savar, Dhaka, 1342 Bangladesh
| | - Md. Abid Bin Siddique
- Department of Public Health and Informatics, Jahangirnagar University, Savar, Dhaka, 1342 Bangladesh
| | - Tanziha Yeasmin Toma
- Department of Public Health and Informatics, Jahangirnagar University, Savar, Dhaka, 1342 Bangladesh
| | - Rifat Nowshin
- Department of Public Health and Informatics, Jahangirnagar University, Savar, Dhaka, 1342 Bangladesh
| | - Abid Hasan
- Department of Population Science and Human Resource Development, Rajshahi University, Rajshahi Sadar, Rajshahi, 6205 Bangladesh
| | - Sahadat Hossain
- Department of Public Health and Informatics, Jahangirnagar University, Savar, Dhaka, 1342 Bangladesh
| | - Shamsun Nahar
- Department of Microbiology, Jahangirnagar University, Savar, Dhaka, 1342 Bangladesh
| | - Salequl Islam
- Department of Microbiology, Jahangirnagar University, Savar, Dhaka, 1342 Bangladesh
| | | | - Marc N. Potenza
- Department of Psychiatry and Child Study Center, Yale School of Medicine, New Haven, Connecticut USA
- Connecticut Mental Health Center, New Haven, Connecticut USA
- Connecticut Council on Problem Gambling, Wethersfield, Connecticut USA
- Department of Neuroscience, Yale University, New Haven, Connecticut USA
| | - Jim van Os
- Department of Psychiatry, UMC Utrecht Brain Center, University Medical Center Utrecht, Utrecht University, Utrecht, The Netherlands
- Department of Psychosis Studies, Institute of Psychiatry, Psychology & Neuroscience, King’s College London, London, United Kingdom
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Promoting respect as a solution to workplace harassment. EQUALITY, DIVERSITY AND INCLUSION: AN INTERNATIONAL JOURNAL 2021. [DOI: 10.1108/edi-04-2019-0137] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeDespite organizational policies aimed at harassment prevention, harassment based on gender and ethnicity remains pervasive in places of work. Although previous research has identified other antecedents such as harassment climate, the purpose of this paper is to consider whether a climate of respect leads to reductions in identity-based harassment.Design/methodology/approachIn a military sample of active duty men and women (Study 1) and a sample of working adults (Study 2), the authors use survey methods to test whether a climate of respect predicts the occurrence of two forms of identity-based abuse: sexual harassment (Study 1) and ethnic harassment (Study 2).FindingsThe authors find that a climate of respect uniquely predicts harassment based on sex and ethnicity, above and beyond effects of climate for harassment.Originality/valueThese results suggest that, while traditional harassment prevention efforts remain important for deterring identity-based harassment, promotion of a respectful work environment is also an effective tool.
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Oksanen A, Savolainen I, Savela N, Oksa R. Psychological Stressors Predicting Increased Drinking During the COVID-19 Crisis: A Longitudinal National Survey Study of Workers in Finland. Alcohol Alcohol 2021; 56:299-306. [PMID: 33160284 PMCID: PMC7890675 DOI: 10.1093/alcalc/agaa124] [Citation(s) in RCA: 20] [Impact Index Per Article: 6.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/29/2020] [Revised: 10/10/2020] [Accepted: 10/17/2020] [Indexed: 01/11/2023] Open
Abstract
AIMS The global crisis caused by the outbreak of a novel coronavirus rapidly increased working remotely in many countries. The aim of this study was to analyze psychological stressors predicting increased drinking during the COVID-19 crisis. Also, individual and socio-demographic differences were analyzed. METHODS A nationally representative sample of Finnish workers (N = 1308) was collected before the crisis in September-October 2019 and 82.02% of them responded to a follow-up survey conducted in March-April 2020. Increased drinking was the outcome variable and it was measured with the AUDIT-C before and during the COVID-19 crisis. Predictors measured before the crisis included cyberbullying victimization at work, psychological distress, burnout and work climate. Additional measures included personality factors, socio-demographic factors and occupational information. RESULTS One-fourth of Finnish workers (25.37%) reported increased drinking during the COVID-19 crisis. Cyberbullying victimization at work and psychological distress before the crisis predicted increased drinking during the crisis. Conscientious workers and those working in educational and health and welfare sectors were less likely to increase drinking, while increased drinking was most common among workers under 30 years of age. CONCLUSIONS Psychological stressors are risk factors for increased drinking in unusual times such as the COVID-19 crisis. Cyberbullying victimization at work and psychological distress were found as major risk factors. The results suggest that preventive work should be done at workplaces. This is particularly important if alcohol consumption is used as a means of coping during a stressful time.
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Affiliation(s)
- Atte Oksanen
- Faculty of Social Sciences, Tampere University, Tampere, Finland
| | - Iina Savolainen
- Faculty of Social Sciences, Tampere University, Tampere, Finland
| | - Nina Savela
- Faculty of Social Sciences, Tampere University, Tampere, Finland
| | - Reetta Oksa
- Faculty of Social Sciences, Tampere University, Tampere, Finland
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Agbaje OS, Arua CK, Umeifekwem JE, Umoke PCI, Igbokwe CC, Iwuagwu TE, Iweama CN, Ozoemena EL, Obande-Ogbuinya EN. Workplace gender-based violence and associated factors among university women in Enugu, South-East Nigeria: an institutional-based cross-sectional study. BMC WOMENS HEALTH 2021; 21:124. [PMID: 33757498 PMCID: PMC7988966 DOI: 10.1186/s12905-021-01273-w] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 07/30/2020] [Accepted: 03/18/2021] [Indexed: 11/23/2022]
Abstract
Background Exposure to workplace gender-based violence (GBV) can affect women's mental and physical health and work productivity in higher educational settings. Therefore, this study aimed to examine the prevalence of GBV (workplace incivility, bullying, sexual harassment), and associated factors among Nigerian university women. Methods The study was an institutional-based cross-sectional survey. The multi-stage sampling technique was used to select 339 female staff from public and private universities in Enugu, south-east Nigeria. Data was collected using the Workplace Incivility Scale (WIS), Modified Workplace Incivility Scale (MWIS), Negative Acts Questionnaire-Revised (NAQ-R), and Sexual Experiences Questionnaire (SEQ). Descriptive statistics, independent samples t-test, Pearson’s Chi-square test, univariate ANOVA, bivariate, and multivariable logistic regression analyses were conducted at 0.05 level of significance. Results The prevalence of workplace incivility, bullying, and sexual harassment (SH) was 63.8%, 53.5%, and 40.5%. The 12-month experience of the supervisor, coworker, and instigated incivilities was 67.4%, 58.8%, and 52.8%, respectively. Also, 47.5% of the participants initiated personal bullying, 62.5% experienced work-related bullying, and 42.2% experienced physical bullying. The 12-month experience of gender harassment, unwanted sexual attention, and sexual coercion were 36.5%, 25.6%, and 26.6%, respectively. Being aged 35–49 years (AOR 0.15; 95% CI (0.06, 0.40), and ≥ 50 years (AOR 0.04; 95% CI (0.01, 0.14) were associated with workplace incivility among female staff. Having a temporary appointment (AOR 7.79, 95% CI (2.26, 26.91) and casual/contract employment status (AOR 29.93, 95% CI (4.57, 192.2) were reported to be associated with workplace bullying. Having a doctoral degree (AOR 3.57, 95% CI (1.24, 10.34), temporary appointment (AOR 91.26, 95% CI (14.27, 583.4) and casual/contract employment status (AOR 73.81, 95% CI (7.26, 750.78) were associated with workplace SH. Conclusions The prevalence of GBV was high. There is an urgent need for workplace interventions to eliminate different forms of GBV and address associated factors to reduce the adverse mental, physical, and social health outcomes among university women. Supplementary Information The online version contains supplementary material available at 10.1186/s12905-021-01273-w.
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Affiliation(s)
- Olaoluwa Samson Agbaje
- Department of Human Kinetics and Health Education, Faculty of Education, University of Nigeria, Nsukka, Nigeria
| | - Chinenye Kalu Arua
- Department of Human Kinetics and Health Education, Faculty of Education, University of Nigeria, Nsukka, Nigeria
| | - Joshua Emeka Umeifekwem
- Department of Human Kinetics and Health Education, Faculty of Education, University of Nigeria, Nsukka, Nigeria
| | | | - Chima Charles Igbokwe
- Department of Human Kinetics and Health Education, Faculty of Education, University of Nigeria, Nsukka, Nigeria
| | - Tochi Emmanuel Iwuagwu
- Department of Human Kinetics and Health Education, Faculty of Education, University of Nigeria, Nsukka, Nigeria
| | - Cylia Nkechi Iweama
- Department of Human Kinetics and Health Education, Faculty of Education, University of Nigeria, Nsukka, Nigeria
| | - Eyuche Lawretta Ozoemena
- Department of Human Kinetics and Health Education, Faculty of Education, University of Nigeria, Nsukka, Nigeria
| | - Edith N Obande-Ogbuinya
- Department of Physical and Health Education, Faculty of Education, Alex-Ekwueme Federal University, Ndufu-Alike, Ebonyi State, Nigeria
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Di Napoli A, Rossi A, Baralla F, Ventura M, Gatta R, Perez M, Sarchiapone M, Mirisola C, Petrelli A. Self-perceived workplace discrimination and mental health among immigrant workers in Italy: a cross-sectional study. BMC Psychiatry 2021; 21:85. [PMID: 33563258 PMCID: PMC7871130 DOI: 10.1186/s12888-021-03077-6] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 03/09/2020] [Accepted: 01/28/2021] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND The process of immigration is associated with poor mental and physical health. While the workplace represents an important context of social integration, previous studies evaluating the effect of discrimination experienced in the workplace found worse mental health status among immigrants. The aim of this study was to investigate whether self-perceived workplace discrimination has any role in the mental health status of immigrants living and working in Italy, evaluating the contribution of other personal experiences, such as loneliness and life satisfaction. METHODS A cross-sectional study was conducted on a sample of 12,408 immigrants (aged 15-64) living and working in Italy. Data were derived from the first national survey on immigrants carried out by the Italian National Institute of Statistics (Istat). Mental health status was measured through the Mental Component Summary (MCS) of the SF-12 questionnaire. A linear multivariate linear regression was carried out to evaluate the association between mental health status, self-perceived workplace discrimination, and sociodemographic factors; path analysis was used to quantify the mediation effect of self-perceived loneliness, level of life satisfaction, and the Physical Component Summary (PCS). RESULTS Mental health status was inversely associated (p < 0.001) with self-perceived workplace discrimination (β:-1.737), self-perceived loneliness (β:-2.653), and physical health status (β:-0.089); it was directly associated with level of life satisfaction (β:1.122). As confirmed by the path analysis, the effect of self-perceived workplace discrimination on MCS was mediated by the other factors considered: self-perceived loneliness (11.9%), level of life satisfaction (20.7%), and physical health status (3.9%). CONCLUSIONS Our study suggests that self-perceived workplace discrimination is associated with worse mental health status in immigrant workers through personal experiences in the workplace and explains the effect of the exposure to workplace discrimination on immigrants' psychological well-being. Our findings suggest that an overall public health response is needed to facilitate the social integration of immigrants and their access to health services, particularly those services that address mental health issues.
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Affiliation(s)
- Anteo Di Napoli
- National Institute for Health, Migration and Poverty (INMP), Epidemiology Unit, Via di San Gallicano 25/a, 00153, Rome, Italy.
| | - Alessandra Rossi
- grid.416651.10000 0000 9120 6856National Institute for Health, Migration and Poverty (INMP), Epidemiology Unit, Via di San Gallicano 25/a, 00153 Rome, Italy
| | - Francesca Baralla
- grid.10373.360000000122055422Department of Medicine and Health Sciences, University of Molise, 86100 Campobasso, Italy
| | - Martina Ventura
- grid.416651.10000 0000 9120 6856National Institute for Health, Migration and Poverty (INMP), Epidemiology Unit, Via di San Gallicano 25/a, 00153 Rome, Italy
| | - Rosaria Gatta
- Médecins Sans Frontières (MSF), Via Magenta 5, 00185 Rome, Italy
| | - Monica Perez
- grid.425381.90000 0001 2154 1445National Institute of Statistics (Istat), Viale Liegi 13, 00198 Rome, Italy
| | - Marco Sarchiapone
- grid.10373.360000000122055422Department of Medicine and Health Sciences, University of Molise, 86100 Campobasso, Italy
| | - Concetta Mirisola
- grid.416651.10000 0000 9120 6856National Institute for Health, Migration and Poverty (INMP), Epidemiology Unit, Via di San Gallicano 25/a, 00153 Rome, Italy
| | - Alessio Petrelli
- grid.416651.10000 0000 9120 6856National Institute for Health, Migration and Poverty (INMP), Epidemiology Unit, Via di San Gallicano 25/a, 00153 Rome, Italy
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Zhang H. Workplace Victimization and Discrimination in China: A Nationwide Survey. JOURNAL OF INTERPERSONAL VIOLENCE 2021; 36:957-975. [PMID: 29294919 DOI: 10.1177/0886260517729403] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/07/2023]
Abstract
Workplace victimization and discrimination have been intensively studied in the West, especially on the antecedents and consequences of this phenomenon. Surprisingly, little is known about the incidence and associated health problems of workplace victimization and discrimination in contemporary China. Using a representative nationwide sample of 1,138 Chinese employees conducted in 2015, this study attempted to estimate the prevalence, risk factors, and associated consequences of workplace victimization and discrimination in China. It is found that the prevalence rate of preceding 5-year workplace discrimination and victimization was 33% and 12.9%, respectively. Male employees who perceived higher work gains were less likely to experience workplace victimization and those who had higher career efficacy and unemployment anxiety were more likely to experience job discrimination or victimization. Female employees who received tertiary education were less likely to experience job discrimination and being married tended not to experience workplace victimization. Perceived job discrimination had negative impact on male employees' job satisfaction as well as on female employees' happiness. The implications of these findings are finally discussed in the Chinese context.
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Rhead RD, Chui Z, Bakolis I, Gazard B, Harwood H, MacCrimmon S, Woodhead C, Hatch SL. Impact of workplace discrimination and harassment among National Health Service staff working in London trusts: results from the TIDES study. BJPsych Open 2020; 7:e10. [PMID: 33323151 PMCID: PMC7791556 DOI: 10.1192/bjo.2020.137] [Citation(s) in RCA: 26] [Impact Index Per Article: 6.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 12/05/2022] Open
Abstract
BACKGROUND Harassment and discrimination in the National Health Service (NHS) has steadily increased over the past 5 years with London being the worst performing region. There is a lack of data and research on the impact this is having on staff health and job satisfaction. Such data are necessary to inform the development of effective workplace interventions to mitigate the effects these experiences have on staff. AIMS Examine the impact of harassment and discrimination on NHS staff working in London trusts, utilising data from the 2019 TIDES cross-sectional survey. METHOD In total, 931 London-based healthcare practitioners participated in the TIDES survey. Regression analysis was used to examine associations between the sociodemographic characteristics of participants, exposure to discrimination and harassment, and how such exposures are associated with physical and mental health, job satisfaction and sickness absence. RESULTS Women, Black ethnic minority staff, migrants, nurses and healthcare assistants were most at risk of discrimination and/or harassment. Experiencing either of the main exposures was associated with probable anxiety or depression. Experiencing harassment was also associated with moderate-to-severe somatic symptoms. Finally, both witnessing and experiencing the main exposures were associated with low job satisfaction and long periods of sickness absence. CONCLUSIONS NHS staff, particularly those working in London trusts, are exposed to unprecedented levels of discrimination and harassment from their colleagues. Within the context of an already stretched and under-resourced NHS, in order to combat poor job satisfaction and high turnover rates, the value of all healthcare practitioners must be visibly and continuously reinforced by all management and senior leaders.
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Affiliation(s)
- Rebecca D Rhead
- Department of Psychological Medicine, King's College London, UK
| | - Zoe Chui
- Department of Psychological Medicine, King's College London, UK
| | - Ioannis Bakolis
- Centre for Implementation Science, Health Services and Population Research Department and Department of Biostatistics and Health Informatics, Institute of Psychiatry, Psychology and Neuroscience, King's College London, UK
| | - Billy Gazard
- Department of Psychological Medicine, King's College London, UK
| | - Hannah Harwood
- Department of Psychological Medicine, King's College London, UK
| | | | - Charlotte Woodhead
- Department of Psychological Medicine, King's College London; and ESRC Centre for Society and Mental Health, King's College London, UK
| | - Stephani L Hatch
- Department of Psychological Medicine, King's College London; and ESRC Centre for Society and Mental Health, King's College London, UK
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Cesario B. Attitudes about victims of workplace sexual harassment based on sex. CURRENT RESEARCH IN BEHAVIORAL SCIENCES 2020. [DOI: 10.1016/j.crbeha.2020.100006] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/22/2022] Open
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Bullying and Harassment in Downsized Workplaces: What Can We Learn from the 2008 Icelandic Economic Collapse? INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17197180. [PMID: 33008097 PMCID: PMC7579183 DOI: 10.3390/ijerph17197180] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 07/20/2020] [Revised: 09/28/2020] [Accepted: 09/28/2020] [Indexed: 11/16/2022]
Abstract
Research shows that bullying is a significant workplace issue. A previous study showed increased sickness-related absences among municipality employees during the Icelandic economic crisis in 2008. This led to the following research questions: has bullying and/or harassment increased between the time points of the study up to seven years after the crisis? Did bullying and/or harassment change depending on downsizing? Are quantitative job demands, role conflicts and social support connected to bullying and/or harassment at work and if so, how? The study is based on a four-wave longitudinal balanced panel dataset consisting of those who work within the education and care services operated by Icelandic municipalities. It was seen that bullying and harassment had increased between the time points of the study. Furthermore, employees in downsized workplaces, workplaces with higher quantitative job demands, more role conflicts and less support were more likely to experience bullying and/or harassment than employees in other workplaces. Since the effects may prevail for several years, the study demonstrates that the consequences of downsizing need to be carefully considered and that managers must be supported in that role. As economic crises tend to occur periodically, presently due to COVID-19, the knowledge is both of theoretical and practical importance.
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Foley M, Oxenbridge S, Cooper R, Baird M. “I’ll never be one of the boys”: Gender harassment of women working as pilots and automotive tradespeople. GENDER WORK AND ORGANIZATION 2020. [DOI: 10.1111/gwao.12443] [Citation(s) in RCA: 13] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Affiliation(s)
| | | | - Rae Cooper
- The University of Sydney Business School
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Gendered Race and Setting Matter: Sources of Complexity in the Relationships Between Reported Interpersonal Discrimination and Cardiovascular Health in the CARDIA Study. J Racial Ethn Health Disparities 2020; 7:687-697. [PMID: 31939080 PMCID: PMC10403804 DOI: 10.1007/s40615-020-00699-6] [Citation(s) in RCA: 9] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/11/2019] [Revised: 01/05/2020] [Accepted: 01/06/2020] [Indexed: 10/25/2022]
Abstract
OBJECTIVES Using data from black and white adults enrolled in a community-based, multi-city cohort assembled in the mid-1980s, we examined whether reported experiences of interpersonal racial and gender discrimination differentially impacted on future cardiovascular health (CVH) depending on gendered race and the setting in which the interactions were reported to have occurred. METHODS Discrimination in eight possible settings was assessed using the Experiences of Discrimination scale at year 7; CVH two decades later was examined using a modified Life's Simple 7 score, with higher scores indicating better health. Separate multivariable linear regressions evaluated the associations between reports of racial and gender discrimination and CVH score in each possible setting stratified by gendered race. RESULTS Mean (SD) CVH scores at year 30 were 7.8(1.9), 8.1(1.8), 8.9(2. 0), and 8.8(1.8) among black women, black men, white women, and white men, respectively. For black women, reporting both racial and gender discrimination while receiving medical care was associated with lower CVH score. Among black men, reporting both forms of discrimination while getting a job, at work, at school, and receiving medical care was associated with lower CVH score. Among whites, reported discrimination while obtaining housing and by the police or courts (women), and in public and at work (men), was associated with a lower CVH score. CONCLUSIONS The setting in which discrimination is reported may be an important indicator of whether discriminatory experiences are negatively associated with CVH, providing insight on distinct effect pathways among black and white women and men.
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Radoman M, Akinbo FD, Rospenda KM, Gorka SM. The impact of startle reactivity to unpredictable threat on the relation between bullying victimization and internalizing psychopathology. J Psychiatr Res 2019; 119:7-13. [PMID: 31520836 PMCID: PMC6876702 DOI: 10.1016/j.jpsychires.2019.09.004] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 05/20/2019] [Revised: 08/07/2019] [Accepted: 09/05/2019] [Indexed: 12/24/2022]
Abstract
BACKGROUND Being bullied has detrimental effects on mental health functioning. Individuals who are highly reactive to unpredictable threats (U-threat) may be particularly vulnerable to the negative consequences of being bullied. For them, persistent, unpredictable bullying likely elicits chronic anticipatory anxiety and depression. The aim of the present study was to examine the main and interactive effects of aversive reactivity to U-threat and past-year bullying victimization on current anxiety and depressive symptoms. METHODS Seventy-one young adults (ages 17-19) completed a well-validated threat-of-shock task used to probe reactivity to both U-threat and predictable threat (P-threat). Startle eyeblink potentiation was recorded to index aversive responding. RESULTS We found a main effect of bullying, such that individuals with more bullying experience exhibited greater anxiety and depressive symptoms than individuals with less bullying experience. There was also a bullying by U-threat reactivity interaction such that among individuals with high reactivity to U-threat, more bullying experience was associated with more anxiety and depressive symptoms. Among individuals with low U-threat reactivity, there was no association between bullying and internalizing symptoms. There were no main or interactive effects involving reactivity to P-threat. CONCLUSIONS Together, these results suggest that among individuals who are bullied, those who are sensitive to U-threat are particularly vulnerable to depression and anxiety in young adulthood. These individuals may represent a high-risk group for the development of internalizing psychopathology.
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Affiliation(s)
- Milena Radoman
- Department of Psychiatry, University of Illinois at Chicago, Chicago, IL,Department of Anatomy and Cell Biology, and the Graduate Program in Neuroscience, University of Illinois at Chicago, Chicago, IL
| | - Fikayo D. Akinbo
- Department of Psychiatry, University of Illinois at Chicago, Chicago, IL
| | | | - Stephanie M. Gorka
- Department of Psychiatry, University of Illinois at Chicago, Chicago, IL,Department of Psychology, University of Illinois at Chicago, Chicago, IL
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Keplinger K, Johnson SK, Kirk JF, Barnes LY. Women at work: Changes in sexual harassment between September 2016 and September 2018. PLoS One 2019; 14:e0218313. [PMID: 31314792 PMCID: PMC6636712 DOI: 10.1371/journal.pone.0218313] [Citation(s) in RCA: 14] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/06/2018] [Accepted: 05/24/2019] [Indexed: 11/19/2022] Open
Abstract
Over the last two years, awareness about the sexual mistreatment of women has stunned the world. According to analysis by the New York Times, the defeat of Hilary Clinton and election of Donald Trump spurred a women's movement in the US that began in November of 2016 and resulted in protests across the country, including the largest single-day protest in history on January 21, 2017. Later that year, the #MeToo movement (starting in October 2017) and subsequent #TimesUp movement (starting in January 2018) galvanized women to unite against sexual assault and sexual harassment, which has become the hallmark of the current women's movement. But has anything changed over this time period in regard to the sexual harassment of women? Using a repeat cross-sectional survey from over 500 women collected at two points in time (September 2016 and September 2018), we found reduced levels of the most egregious forms of sexual harassment (unwanted sexual attention and sexual coercion) but increased levels of gender harassment in 2018. More importantly, sexual harassment had a weaker relationship with women's negative self-views (lower self-esteem, higher self-doubt) in 2018 compared to 2016. Qualitative interviews collected from women in the fall of 2016 and in the fall of 2018 from the same women, support the quantitative data. They suggest that the changes in sexual harassment are due to the increased scrutiny on the topic. The interviewees also emphasize that they feel better supported and empowered and are not ashamed to speak up about sexual harassment.
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Affiliation(s)
- Ksenia Keplinger
- Leeds School of Business, University of Colorado, Boulder, Colorado, United States of America
| | - Stefanie K. Johnson
- Leeds School of Business, University of Colorado, Boulder, Colorado, United States of America
| | - Jessica F. Kirk
- Leeds School of Business, University of Colorado, Boulder, Colorado, United States of America
| | - Liza Y. Barnes
- Leeds School of Business, University of Colorado, Boulder, Colorado, United States of America
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Fekedulegn D, Alterman T, Charles LE, Kershaw KN, Safford MM, Howard VJ, MacDonald LA. Prevalence of workplace discrimination and mistreatment in a national sample of older U.S. workers: The REGARDS cohort study. SSM Popul Health 2019; 8:100444. [PMID: 31321281 PMCID: PMC6612926 DOI: 10.1016/j.ssmph.2019.100444] [Citation(s) in RCA: 15] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/11/2019] [Revised: 06/27/2019] [Accepted: 06/30/2019] [Indexed: 11/17/2022] Open
Abstract
Although workplace discrimination and mistreatment (WDM) has recently drawn widespread media attention, our understanding of the prevalence of these phenomena remains limited. In the current study, we generated national prevalence estimates of WDM from a community-based cohort of employed black and white men and women aged ≥48 years. Measures of WDM in the current job were obtained by computer-assisted telephone interview (2011-2013) involving dichotomous responses (yes or no) to five questions and deriving a composite measure of discrimination (yes to at least one). Prevalence estimates and age- and region-adjusted prevalence ratios were derived with use of SUDAAN software to account for the complex sample design. Analyses were stratified by race and sex subgroups. This sample represents over 40 million U.S. workers aged ≥48 years. The prevalence of workplace discrimination ranged from a high of 25% for black women to a low of 11% for white men. Blacks reported a 60% higher rate of discrimination compared to whites; women reported a 53% higher prevalence of discrimination, compared with men. The prevalence of workplace mistreatment ranged from 13% for black women to 8% for white men. Women reported a 52% higher prevalence of mistreatment compared to men, while differences by race were not significant. Mistreatment was 4-8 times more prevalent among those reporting discrimination than among those reporting none. Subgroup differences in mistreatment were confined to the wage-employed. Findings suggest that middle age and older wage-employed blacks and women experience the highest prevalence of WDM; moreover, discrimination is strongly associated with mistreatment. This study contributes to our understanding of at-risk segments of the U.S. labor market and the need for targeted interventions to reduce WDM.
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Affiliation(s)
- Desta Fekedulegn
- Biostatistics and Epidemiology Branch, Health Effects Laboratory Division, National Institute for Occupational Safety and Health, Centers for Disease Control and Prevention, Morgantown, WV, USA
| | - Toni Alterman
- Surveillance Branch, Division of Surveillance, Hazard Evaluations, and Field Studies, National Institute for Occupational Safety and Health, Centers for Disease Control and Prevention, Cincinnati, OH, USA
| | - Luenda E Charles
- Biostatistics and Epidemiology Branch, Health Effects Laboratory Division, National Institute for Occupational Safety and Health, Centers for Disease Control and Prevention, Morgantown, WV, USA
| | - Kiarri N Kershaw
- Department of Preventive Medicine, Northwestern University Feinberg School of Medicine, Chicago, IL, USA
| | - Monika M Safford
- Weill Cornell Medicine, Weill Cornell Medical College, New York, NY, USA
| | - Virginia J Howard
- Department of Epidemiology, School of Public Health, University of Alabama at Birmingham, Birmingham, AL, USA
| | - Leslie A MacDonald
- Industrywide Studies Branch, Division of Surveillance, Hazard Evaluations, and Field Studies, National Institute for Occupational Safety and Health, Centers for Disease Control and Prevention, Cincinnati, OH, USA
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Measuring Age Discrimination at Work: Spanish Adaptation and Preliminary Validation of the Nordic Age Discrimination Scale (NADS). INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2019; 16:ijerph16081431. [PMID: 31013640 PMCID: PMC6518088 DOI: 10.3390/ijerph16081431] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/07/2019] [Revised: 04/17/2019] [Accepted: 04/18/2019] [Indexed: 11/17/2022]
Abstract
Negative stereotypes about older workers can result in ageism and age discrimination in the workplace. The aim of this study is to carry out an adaptation to Spanish and a preliminary validation of the Nordic Age Discrimination Scale (NADS) in a sample of Spanish workers over 55 years of age. The study involved 209 employees aged between 55 and 67 years old (155 women (74.2%) and 54 men (25.8%)) working in the health sector with different professional categories (nurses, doctors, nursing assistants, ancillaries and health technicians). The reliability index of the six dimensions of the NADS (promotion, training, development, development appraisals, wage increase and change processes) measured by Cronbach’s alpha was α = 0.83. The exploratory and confirmatory factor analyses, with the goodness-of-fit indexes used, reflect an acceptable adjustment of the single-factor structure of the NADS. Regarding criterion and construct validity, the NADS correlated positively and negatively with the respective variables in the expected directions, except in one case. These results indicate that the Spanish version of the NADS shows adequate levels of internal consistency and criterion validity, and this instrument meets standard psychometric properties in its Spanish version.
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Honderich EM, Grunhaus CM, Martin CV. Counselors' Experiences of Workplace Aggression and Organizational Values: A Descriptive Analysis. COUNSELING AND VALUES 2019. [DOI: 10.1002/cvj.12097] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Affiliation(s)
- Eleni M. Honderich
- College of Social and Behavioral SciencesWalden University Minneapolis
- Now at The Family InstituteNorthwestern University
| | - Colleen M. Grunhaus
- Department of School Psychology and Counselor Education, William & Mary
- Now at Department of Prevention ServicesNorth Carolina State University
| | - Clayton V. Martin
- Department of School Psychology and Counselor Education, William & Mary
- Now at Department of Psychology and CounselingAlvernia University
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García Johnson CP, Otto K. Better Together: A Model for Women and LGBTQ Equality in the Workplace. Front Psychol 2019; 10:272. [PMID: 30842747 PMCID: PMC6391313 DOI: 10.3389/fpsyg.2019.00272] [Citation(s) in RCA: 19] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/21/2018] [Accepted: 01/28/2019] [Indexed: 11/29/2022] Open
Abstract
Much has been achieved in terms of human rights for women and people of the lesbian, gay, bisexual, transsexual, and queer (LGBTQ) community. However, human resources management (HRM) initiatives for gender equality in the workplace focus almost exclusively on white, heterosexual, cisgender women, leaving the problems of other gender, and social minorities out of the analysis. This article develops an integrative model of gender equality in the workplace for HRM academics and practitioners. First, it analyzes relevant antecedents and consequences of gender-based discrimination and harassment (GBDH) in the workplace. Second, it incorporates the feminist, queer, and intersectional perspectives in the analysis. Third, it integrates literature findings about women and the LGBTQ at work, making the case for an inclusive HRM. The authors underscore the importance of industry-university collaboration and offer a starters' toolkit that includes suggestions for diagnosis, intervention, and applied research on GBDH. Finally, avenues for future research are identified to explore gendered practices that hinder the career development of women and the LGBTQ in the workplace.
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Affiliation(s)
| | - Kathleen Otto
- Faculty of Psychology, Work and Organizational Psychology, Philipps University of Marburg, Marburg, Germany
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Zapata-Calvente AL, Moya M, Bohner G, Megías JL. Automatic Associations and Conscious Attitudes Predict Different Aspects of Men’s Intimate Partner Violence and Sexual Harassment Proclivities. SEX ROLES 2019. [DOI: 10.1007/s11199-019-1006-0] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
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Heron L, Coseano R, Bruk-Lee V. The Indirect Effect of Justice Perceptions on Job Satisfaction Among Hispanic Employees. HISPANIC JOURNAL OF BEHAVIORAL SCIENCES 2018. [DOI: 10.1177/0739986318789123] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
The notion that justice perceptions greatly influence behaviors and attitudes at work has been supported in the organizational behavior literature. Given the significant increase of Hispanic employees in the U.S. workforce in the last two decades, more research is needed to understand how justice relates to important outcomes in this population. The present study uses social exchange theory to examine conflict as a mediator of the relationship between justice and overall job satisfaction, and three individual facets of job satisfaction in a sample of 154 working Hispanic young adults in a variety of jobs. Findings indicate that conflict mediates the relationship between each dimension of justice and overall job satisfaction, and between two out of three examined facets of job satisfaction. The results provide evidence for the importance of justice perceptions in determining the attitudes and behaviors of Hispanic employees in the workplace.
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Affiliation(s)
- Laura Heron
- Florida International University, Miami, USA
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Jones AM, Finkelstein R, Koehoorn M. Disability and workplace harassment and discrimination among Canadian federal public service employees. Canadian Journal of Public Health 2018; 109:79-88. [PMID: 29981058 DOI: 10.17269/s41997-018-0022-0] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 08/17/2017] [Accepted: 11/18/2017] [Indexed: 11/17/2022]
Abstract
OBJECTIVES Policy and legislation that prohibits workplace harassment and discrimination, including that which is disability related, has been in place in Canada for many years. The study objective was to examine associations between disability and workplace harassment and discrimination in the current Canadian context, as well as the intersection of disability with age, gender, and ethnicity. METHODS Cross-sectional data from the 2014 Canadian Public Service Employee Survey was analyzed (n = 175,742) using logistic regression to investigate the relationship between self-reported disability and workplace harassment and discrimination in the last 2 years. Age, gender, and ethnicity were included as potential confounders and effect modifiers. Additive and multiplicative effect modifications were examined using linear binomial and logistic regression, respectively. RESULTS Overall, 18 and 8% of the sample of Canadian public service employees reported workplace harassment and discrimination, respectively. The prevalence was higher for workers with disability (37 and 26%). Disability was significantly associated with an increased odds of harassment (odds ratio (OR) = 2.80; 95% confidence interval (CI), 2.68-2.92) and discrimination (OR = 4.97; 95% CI, 4.72-5.23) in models adjusted for confounders. Significant positive additive effect modification was observed for (1) age in the harassment and discrimination models and (2) ethnicity in the discrimination model. CONCLUSION Findings from a 2014 census of the Canadian federal public service suggest that additional efforts are needed to address workplace harassment and discrimination beyond those already in place. Consideration should be given to workers with disability, as well as the intersectional impacts for older workers, visible minorities, and Aboriginal peoples.
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Affiliation(s)
- Andrea Marie Jones
- School of Population and Public Health, University of British Columbia, 2206 E Mall, Vancouver, BC, V6T 1Z9, Canada.
| | | | - Mieke Koehoorn
- School of Population and Public Health, University of British Columbia, 2206 E Mall, Vancouver, BC, V6T 1Z9, Canada
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Abstract
This cross-sectional study investigated the association between harassment, career suicidality, and psychiatric symptoms among women firefighters. Women firefighters (n = 290) completed self-report measures of experiences with harassment on the job, career suicidality, and various psychiatric symptoms. Logistic regression analyses and one-way analyses of variance were used to address study aims. Of the sample, 21.7% reported having experienced sexual harassment and 20.3% reported having been threatened or harassed in another way on their firefighting job. Sexual harassment and other threats/harassment on the job were both significantly associated with a greater likelihood of reporting career suicidal ideation, as well as reporting more severe psychiatric symptoms. Harassment and threats experienced on the job may be associated with increased suicide risk and more severe psychiatric symptoms among women firefighters. Efforts are needed to reduce the occurrence of harassment and threats within the fire service and provide support for women firefighters who have been harassed or threatened.
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Carter RT, Lau MY, Johnson V, Kirkinis K. Racial Discrimination and Health Outcomes Among Racial/Ethnic Minorities: A Meta-Analytic Review. JOURNAL OF MULTICULTURAL COUNSELING AND DEVELOPMENT 2017. [DOI: 10.1002/jmcd.12076] [Citation(s) in RCA: 107] [Impact Index Per Article: 15.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Affiliation(s)
- Robert T. Carter
- Department of Counseling and Clinical Psychology, Teachers College; Columbia University
| | - Michael Y. Lau
- Department of Counseling and Clinical Psychology, Teachers College; Columbia University
- Now at The Chicago School of Professional Psychology; Washington DC
| | - Veronica Johnson
- Department of Counseling and Clinical Psychology, Teachers College; Columbia University
- Now at the Department of Psychology, John Jay College of Criminal Justice; City University of New York
| | - Katherine Kirkinis
- Department of Counseling and Clinical Psychology, Teachers College; Columbia University
- Now at Department of Counseling Psychology; University at Albany-State University of New York
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Abstract
Despite being illegal for more than half a century, sexual harassment remains today the most pervasive form of violence against women, often encompassing other forms of violence in its ambit. This stubborn and pernicious persistence rests largely on (1) a pervasive system of attitudes and beliefs, accruing over centuries and embedded in a variety of cultural institutions, that denies and rationalizes systemic abuse of women; and (2), the organizational and institutional actors that serve to maintain this system, a phenomenon that has come to be known as institutional betrayal. These phenomena, the attitudinal aspects of "rape culture" combined with the iatrogenic features of organizations, institutions, make clear that sexual harassment and the cultural system in which it is embedded is best understood as "systemic trauma" requiring multilevel prevention and intervention systems that are yet to be fully identified or understood.
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Affiliation(s)
- Louise F Fitzgerald
- a Department of Psychology , University of Illinois at Urbana-Champaign , Champaign , Illinois , USA
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50
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Rospenda KM, Fujishiro K, McGinley M, Wolff JM, Richman JA. Effects of Workplace Generalized and Sexual Harassment on Abusive Drinking Among First Year Male and Female College Students: Does Prior Drinking Experience Matter? Subst Use Misuse 2017; 52:892-904. [PMID: 28426358 PMCID: PMC5515543 DOI: 10.1080/10826084.2016.1267218] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Abstract
BACKGROUND Workplace harassment, a known risk factor for adult drinking, is understudied in college samples, but may help explain observed gender differences in drinking patterns. OBJECTIVE We examine effects of sexual and generalized workplace harassment on changes in drinking behavior over the first semesters of college, and the extent to which these effects differ based on prematriculation drinking for men and women students. METHOD Data derive from two waves of a longitudinal study of eight Midwestern colleges and universities. Data were collected from 2080 employed students via a Web-based survey assessing sexual and generalized workplace harassment, stressful life events, drinking to intoxication, and binge drinking prior to freshman year (fall 2011) and approximately one year later (summer to fall 2012). At baseline, lifetime drinking status, frequency of alcohol consumption, and demographics were also assessed. RESULTS Linear-mixed modeling indicated that employed women students who were frequent drinkers prematriculation were at risk for high levels of drinking associated with workplace harassment, while men who were nondrinkers were most at risk of increasing problem drinking over time when exposed to workplace harassment. CONCLUSIONS Alcohol use prevention efforts directed towards employed students are needed both prior to and during college, to instruct students how to identify workplace harassment and cope in healthier ways with stressful workplace experiences. These efforts might be particularly useful in stemming problematic drinking among women who drink frequently prior to college, and preventing men who are nondrinkers upon college entry from initiating problematic drinking during subsequent enrollment years.
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Affiliation(s)
- Kathleen M Rospenda
- a Department of Psychiatry , University of Illinois at Chicago , Chicago , Illinois , USA
| | - Kaori Fujishiro
- b National Institute for Occupational Safety and Health, Centers for Disease Control and Prevention , Cincinnati , Ohio , USA
| | - Meredith McGinley
- c Department of Psychology , North Central College , Naperville , Illinois , USA
| | - Jennifer M Wolff
- d Department of Psychology , University of North Florida , Jacksonville , Florida , USA
| | - Judith A Richman
- a Department of Psychiatry , University of Illinois at Chicago , Chicago , Illinois , USA
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