• Culinary science and hospitality research
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• v.22 no.1
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• pp.117-125
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• 2016

This study investigated workplace harassment perceived by deluxe hotel employees, examined its effect on their turnover intent, and verified difference in workplace harassment perception according to demographics and job characteristics. Based on total 248 samples obtained from the empirical research, this study reviewed reliability and validity using SPSS program. The hypothesized relationships in the model were tested simultaneously by using regression analysis. The major findings are as follows. First, the disrespectful behavior(${\beta}=.362$), verbal aggression(${\beta}=.336$), and physical aggression(${\beta}=.135$) among workplace harassment have positive effect on turnover intent. Also, according to the result of examining differences in perception of workplace harassment in accordance with employees' demographics and job characteristics, the average values of those in their 20s and those whose working experience was five years or shorter were lowest and they were most exposed to workplace harassment. Limitations and future research directions are also discussed.

• Culinary science and hospitality research
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• v.23 no.1
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• pp.10-18
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• 2017

This study examined the positive impact of workplace harassment on the employees' counterproductive work behavior at deluxe hotel in Seoul and Tokyo. The study verified a differentiated influence based on the nationality of the employees. The hypothesized relationships in the model were tested simultaneously by using structural equation modelling. First, isolation/exclusion (${\beta}=.403$), disrespectful behavior (${\beta}=.312$), physical aggression (${\beta}=.245$), and verbal aggression (${\beta}=.133$) had a positive impact on counterproductive work behavior. However, threats/bribes (${\beta}=.091$) did not show a significant impact. Second, no significant moderating effect based on employees' nationality (Korean versus Japanese) was observed in the relationship between the five workplace harassment factors and CWB. This study will investigate workplace harassment perceived by deluxe hotel employees in Korea and Japan, and the obtained data can also be used to help identify realistic plans to reduce workplace harassment between bosses and subordinates at an organizational level.

• Research in Community and Public Health Nursing
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• v.12 no.1
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• pp.247-260
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• 2001

The objectives of this study are first, to investigate the significant differences in the perception and attitude for sexual role of workers, second, to identify the degree of the perception of women manpower in workplace, third, to identify the perception for sexual harassment in workplace and fourth to analyze the relative important factors that effect on conception for sexual harassment. The survey data were collected by questionnaires on May 2000, and the number of subjects was 300 workers. The SAS-PC program was used for the statistical analysis such as t-test, ANOVA and regression analysis. Major results were follow as: 1. The performance rates of health education for sexual harassment was 66%, and 58.9% of the lecturer of sexual harassment education was occupational health nurse. The 45.2% of workers acquired the information for sexual harassment through massive education in workplace. 2. The perception and attitude of sexual role was relatively positive as 2.3(SD=0.69) of mean values. and the difference by sex, age, marital status. and working period was significant. 3. The perception of the women manpower in workplace was generally positive as 7.9(SD= 3.25) of mean values, and the working experience group of less 10 years and more 10 years old age group showed the significant difference in comparative to other group. 4. The perception of sexual harassment of workplace composed of legal basis, range of victim, place of sexual harassment, type of sexual harassment. misconception of sexual harassment, and coping methods of sexual harassment. Among of these perception. type and coping methods of sexual harassment were shown high perception level. The difference by sex between group for perception of sexual harassment was highly significant. 5. Factors that effect on the perception of sexual harassment was not high for the explanation power of regression, but the age, the type of task, the. perception for women manpower were important variables. Based on this results of study, we recommend that the education of sexual harassment in workplace should be strengthened and specified according to age, working period, type of working task. It also should provide various education and information to workplace. Finally and there should be continuous education opportunity systematically to occupational health nurses who are major lecturers for sexual harassment, therefore they can educate workers more effectively.

• Journal of the Korean Home Economics Association
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• v.39 no.2
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• pp.41-56
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• 2001

The purpose of this study is to find the general trends of sexual harassment at workplace and to investigate the differences of related variables. The data were obtained through 880 employee living in Chonbuk-Province. The major findings were as follows-1) 70.3% of respondent reported that they had experienced the victimization of sexual harassment at workplace at least once. But most respondents reacted passively to the sexual harassment. 2) Most respondents perceived broadly the definition of sexual harassment and attributed sexual harassment to the social structure. The level of perception about the existence of the institution and the law for the sexual harassment problem was low. 3) The most important variable in the experience of sexual harassment was the ideology of sex-role division. 4) The more respondents experienced sexual harassment, the more they demanded the preventive education of sexual harassment .

• Culinary science and hospitality research
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• v.23 no.3
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• pp.89-99
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• 2017

The purpose of this study is to examine the effects of foodservice employees' workplace harassment on their coping styles and intention to leave. Based on total 374 foodservice employees obtained from the empirical research, this study reviewed reliability and fitness of research model and verified total 3 hypotheses. SEM was conducted to test the validity of the proposed model and the hypotheses. The structural model provided an adequate fit to the data, $x^2=1,344.862$ (p<.001), df=420, GFI=.839, IFI=.900, CFI=.900, RMSEA=.076. To examine how employees' workplace harassment affects coping with harassment; workplace harassment had a significant effect on self-doubt (${\beta}=.401$, p<.001), ignored bully doubt (${\beta}=.621$, p<.001), and indirect or passive doubt (${\beta}=.527$, p<.001); whereas problem solving (${\beta}=-.094$, p>.05) did not. Furthermore, employees' workplace harassment (${\beta}=.126$, p<.05) had no significant effect on intention to leave. Employees' coping with harassment had a significant effect on intention to leave; especifically, among employees' coping with harassment elements, problem solving(${\beta}=-.572$; p<.001), self-doubt (${\beta}=.369$, p<.001), indirect or passive (${\beta}=.239$, p<.001), and ignored bully (${\beta}=-.161$, p<.01) had a significant effect on intention to leave. Limitations and future research directions are also discussed.

• The Journal of Korean Physical Therapy
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• v.34 no.2
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• pp.73-79
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• 2022

Purpose: This descriptive study aimed at physical therapists to determine the actual conditions of sexual harassment occurring in the workplace, their coping strategies, and effective coping methods. Methods: In total, 186 responses were collected through Google from June 28 to August 21, 2021. The questionnaire consisted of 102 questions about the subject's general characteristics, sexual harassment, psychological stress, physical stress, and sexual harassment prevention education. Statistical Package For The Social Sciences (SPSS) was used for analysis, frequency analysis, percentage, standard deviation, and corresponding sample t-test, and the significance level was set to 0.05. Results: The perception of sexual harassment was 7.1, which was lower than that of other occupations. The perpetrators of visual, verbal, and physical sexual harassment appeared in the order of patients, coworkers, and guardians. Psychological and physical stresses were higher than the average due to damage caused by sexual harassment, requiring some attention. Work stress showed an average level. With the higher perception, a negative correlation was observed in the face of mitigation (p<0.001). Conclusion: The number of victims of sexual harassment is increasing every year. To cope with sexual harassment, there should be a department capable of counseling and processing in the workplace, and what occurs should be analyzed. In addition, educational programs are needed to prevent sexual harassment in consideration of the characteristics of hospitals.

• Journal of Korean society of Dental Hygiene
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• v.17 no.3
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• pp.419-429
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• 2017

Objectives: The purpose of this study was to examine dental hygienists' recognition and experiences about sexual harassment in the workplace and to provide the basic data for their perception improvement, prevention and coping plan about sexual harassment. Methods: A self-reported questionnaire was completed by 307 dental hygienists who work at dental hospitals and clinics in Jeollabuk-do area, a questionnaire survey was conducted from December 1 to 31, 2016. Results: The 40.7% of study subjects had the experience of sexual harassment. They were identified to have the experiences of verbal sexual harassment (29.6%), physical sexual harassment (27.0%) and visual sexual harassment (22.5%) in order. The factors affecting the experiences of sexual harassment were experience of sexual-harassment education and concept of sexual harassment. Conclusions: A customized sexual prevention education program for dental hygienists will need to be produced, not the universalized sexual prevention education. In addition, it is considered to be necessary to prepare for a program available for being sympathized and understood by all members in the workplace.

• Journal of Korean Academy of Dental Administration
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• v.11 no.1
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• pp.8-18
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• 2023

The purpose of this study is to examine the organizational culture of dental hospitals and clinics, as well as to assess members' perceptions and actual conditions related to sexual harassment. The research method involved conducting a cross-sectional survey of 149 dental hygienists using random sampling. The analysis utilized frequency analysis and descriptive statistical analysis. Regarding awareness of organizational culture within the workplace, 39.6% responded, "It is difficult to freely use maternity and childcare leave at our workplace". When asked about sexual harassment, 51.7% of respondents said they had received training on sexual harassment prevention. The highest level of sexual harassment experienced was "sexual analogy or evaluation of appearance", at 45.8%. The most common perpetrators of sexual harassment were agency heads and directors, at 37.5%. The most common behavior of the victim at the time was "changing the subject or avoiding the scene" (41.7%). 50.0% of victims of sexual harassment responded to the harm by "just putting up with it". The most common response to the direct and indirect impact of sexual harassment was "there was no specific impact". The most common response from the agency was "there were no suitable measures". Regarding the most necessary policy to prevent sexual harassment, "strict punishment for perpetrators (37.5%)" was the highest. There is a need for organizational and cultural changes to reduce sexual harassment in the workplace. Additionally, it is crucial for the country and society as a whole to actively participate in and improve the system.

• The Journal of Korean Academic Society of Nursing Education
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• v.29 no.3
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• pp.319-334
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• 2023

Purpose: This study investigated the prevalence and perceptions of workplace violence against registered nurses (RNs) in hospitals. Methods: One thousand RNs replied to a nationwide survey from November 14 to December 22, 2022. They reported their general characteristics, prevalence of and their responses to different types of workplace violence from patients, family caregivers, physicians, and nurse peers, as well as their perceptions of workplace violence management systems. Results: A total of 71.1% of the RNs reported that they had experienced workplace violence in the last six months. The violence and sexual harassment experienced from patients and family caregivers were 57.3% and 19.1%, respectively. Furthermore, violence, sexual harassment, and workplace harassment from physicians were experienced by 24.6%, 4.0%, and 7.4%, respectively, of the RNs, and those from nurse peers by 21.4%, 3.1%, and 11.3%, respectively. The RNs stated that they often responded to workplace violence with passive and inactive behaviors, which were more serious toward physicians' workplace violence or sexual harassment from different perpetrators. Only 69.5% were aware of their hospital's workplace violence management systems, while only 14.7%~27.4%, according to the type of hospital (p=.471), perceived the systems as effective. Multiple important strategies were identified to prevent workplace violence. Conclusion: Critical suggestions are discussed for the prevention of workplace violence, including protecting the human rights of healthcare professionals, inter-organizational collaboration, and a culture of person-centered healthcare, and training nurse managers' competency in managing workplace violence.

• Culinary science and hospitality research
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• v.23 no.3
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• pp.15-28
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• 2017

The purpose of this study is to examine the influence of workplace harassment in foodservice industry culinary staff's on organizational silence, counterproductive work behavior and turnover intent. Based on total 234 samples obtained from empirical research, this study tested the reliability and fitness of the research model and verified a total of 5 hypotheses using the AMOS program. Using a structural equation model (SEM), hypothesized relationships in the model were tested simultaneously. The proposed model provided an adequate fit the data, $x^2=75.936$ (p<.001), df=41, CMIN/DF=1.852, GFI=.946, AGFI=.913, NFI=.914, TLI=.944, CFI=.958, RMSEA=.060. The model's fit, as indicated by these indexes, was deemed satisfactory, thus providing a good basis for testing the hypothesized paths. The SEM showed that the relational workplace harassment (${\beta}=.957$) had a positive significant influence on organizational silence, organizational silence (${\beta}=.934$) had a positive significant influence on counterproductive work behavior. Also, counterproductive work behavior (${\beta}=.815$) had a positive significant influence on turnover intention. The moderating effects on gender and job status did not show significant effect. Limitations and future research directions are also discussed.