Ice Goddess: A Goddess for Our Time

Women's studies work on sexuality generally focuses on sexual harassment or workplace romance to the exclusion of strategic forms of erotic capital. I consider women’s strategic sexual performances as a form of social influence and address the positive and negative consequences that may follow. This thesis highlights the occurrence and complexities of erotic capital in Ice Goddess (@Icegoddess15 & @IceGoddess66) video performances nor discusses the important implications of use Her erotic capital (i.e. breast and ass) to influence others or gain desired ends. In so doing, the findings highlight a need for rethinking traditional conceptualizations of empowerment whereby resistance equals empowering and reproduction equals disempowering, and initiates a new direction for feminist scholarship in this regard. This thesis dedicating to Ice Goddess, as my intellectual tribute for the adorably cute dangerously manipulative female. Ice Goddess is God. She’s crazy bodacious and has the nose job of an angel. I don’t know if She’s omniscient, but no one can deny she’s not omnipresent. She floats above us all, even the deniers and the haters.

The Inevitability of Workplace Romance

The existence of workplace relationships poses many consequences for professional organizations. There are many factors such as motive, age, gender, and workplace culture that impact how these complex relationships are perceived by other employees of the organization. These perceptions can have a major influence on employee engagement, workplace productivity, and general cohesiveness of the organization that can be essential to its success. A proper response from management in terms of policy development is crucial in dealing with this form of intimate relationship. The existence of relationships in the workplace is inevitable as they have become very popular locations to discover a significant other.

Workplace romance and sexual favoritism in the #MeToo workplace: legal and practical considerations for management

PurposeThe advent of the #MeToo movement has brought forth increased national and global attention to sexual assault, abuse, misconduct, discrimination and harassment in the workplace, especially by prominent executives against subordinate female employees. Accordingly, in this article, we are thoroughly analyzing one aspect of office romance and sexual conduct in the workplace, mainly sexual favoritism in the era of the #MeToo movement.Design/methodology/approachThis is a legal and case-based human resource policies paper. It reviews actual workplace romance cases, policies and court-based decisions to create practical recommendations that can be used by managers, entrepreneurs and corporations for their organizations. One delimitation of this paper is the fact that it focuses on the US context. Another is that, while organizational behavior researchers have empirically studied various workplace romance policies and practices, the paper is a case-by-case analysis of sexual favoritism. “Specifically, the legal research for this article was conducted on the law database, Nexis Uni Legal, in the Cases (both federal and state) and Law Reviews and Journals sub-databases, using the direct key words in quotations “workplace romance,” “office romance,” “sexual favoritism,” and/or “paramour preference,” as well as the indirect key words “appearance discrimination, “preferring the pretty,” and/or “lookism.” As the authors' intent was to examine the legal and practical consequences emanating from the #MeToo Movement, the authors concentrated their search on cases and law reviews from 2012 to February 2021.FindingsResearch shows that about 35–42% of women have experienced some form of sexual harassment or sex discrimination at work. Many of the high-profile sexual cases that generated the #MeToo movement involved powerful executives asserting that their romantic relationships with subordinates in the workplace were “merely” consensual office romance or sexual favoritism. As a result of the #MeToo movement, employers have been compelled to reconsider how they should respond to sexual discrimination, sexual harassment, office romance and sexual favoritism in the workplace. This article offers best practices for policymakers and human resources professionals.Research limitations/implicationsThis article's recommendations are limited to workplaces in the US and may not be relevant in other countries as the local laws might vary.Practical implicationsThere are policy and behavioral implications for companies, managers and employees regarding workplace romance and sexual favoritism. As such, we provide policy recommendations to human resources department and management on how to provide a healthy work environment for all employees and avoid liability for sexual harassment cases pursuant to Title VII of the Civil Rights Act.Social implicationsThe awareness of policies and laws regulating office romance can help educate managers and employees in local communities as to their rights regarding relationships with coworkers and those who report to them. When people are able to date whomever they desire outside of the workplace, employers can regulate some aspects of sexual relationships in the workplace.Originality/valueThis is an original paper by the authors.

Managers' sexually-oriented behavior and firm performance: linking media reports to stock market reactions and legal risk

PurposeThe goal of this study is to examine the association between managers' sexually-oriented behavior in publicly traded firms and subsequent stock market reactions. Both sexual harassment and nonharassing sexually-oriented behavior (i.e. workplace romance) are associated with negative shareholder reactions. The authors also examine factors that may alter the stock market reaction and those that may reduce the risk of lawsuit in sexual harassment cases.Design/methodology/approachInformation about incidents of sexually-oriented behavior was collected from media reports and content coded. An event study with a stock market reaction was used to measure the impact of disclosed sexually-oriented behaviors. Logistic regression was used to assess the relationship between incident characteristics and sexual harassment lawsuits.FindingsDisclosure of managers' sexually-oriented behavior is associated with a negative stock market reaction. Interestingly, the reaction was not more severe for sexual harassment disclosures compared to nonharassing behavior (i.e. workplace romance). Results also suggest that terminating a manager prior to disclosure of an event is negatively related to a harassment lawsuit.Originality/valueThe authors report this as the first study to focus on the stock market reaction of sexually-oriented harassing and nonharassing behavior of managers. This work complements research that documents the negative impact of sexual harassment on individuals by demonstrating these behaviors are associated with loss and risk at an organizational level.

Past Behaviour, Conscientiousness Personality, and Attitude Toward Engagement in Workplace Affair

The phenomenon of workplace romance is an integral part of organizational dynamics. Workplace romance might result in both positive and negative effect. The negative side of workplace romance bears the phenomenon of workplace affair, in which workers engage in extra-marital relations with each other. This research aims to test whether past behaviour, conscientiousness personality, which a part of big five model personality traits and attitude have an impact on the likelihood of employee’s engagement in the workplace affair. As many as 250 workers in Greater Jakarta participated in the survey with minimum tenure six months as criteria of sampling. The analysis of data is performed using structural equation modelling (SEM) process. The result indicates that workers who have workplace romance engagement in their past behaviour would affect the attitude of perceiving workplace romance. The attitude itself plays as a mediator between past behaviour and the engagement of workplace affair. At the same time, personality determinant does not give any significant effect on attitude and engagement in workplace affair. To mitigate the issue of workplace affair, the organization needs to perform background checking prior accepting the employees since the past behaviour of engagement in workplace romance is the reliable indicator of future likelihood in workplace affair engagement. While the previous research studies about the effect of workplace romance, this study emphasize deeper into the findings from the workplace affair perspectives, which is the negative effect of workplace romance.

WORKPLACE ROMANCE DAN PERANANNYA TERHADAP KEPUASAN PERNIKAHAN KARYAWAN

Penelitian ini bertujuan untuk mengetahui apakah terdapat pengaruh workplace romance terhadap kepuasan pernikahan karyawan. Lokasi yang digunakan untuk penelitian adalah Yayasan X. Populasi penelitian adalah seluruh karyawan di Yayasan X yang memiliki pasangan satu tempat kerja yang berjumlah 254 orang. Sampel dalam penelitian ini sebanyak 72 orang. Teknik sampling yang digunakan adalah sampling acak sederhana. Skala yang digunakan dalam penelitian ini yaitu skala workplace romance yang disusun oleh Khan, Jianguo, Usman, & Ahmad (2017) dan Skala Kepuasan Pernikahan berdasarkan aspek-aspek kepuasan pernikahan dari Fowers & Olson (1993). Teknik analisis data yang digunakan adalah analisis regresi sederhana. Hasil analisis data menunjukkan bahwa terdapat pengaruh workplace romance terhadap kepuasan pernikahan. Besar pengaruh workplace romance terhadap kepuasan pernikahan sebanyak 24.6%, sisanya dipengaruhi oleh faktor lain.