(Non)existent Laws of Workplace Cyberbullying

This chapter chronicles the legislative and jurisprudential history of workplace bullying and analyzes new frameworks for applying employee harassment laws to the digital era. Part I considers the sociolegal underpinnings of workplace harassment found in Title VII of the 1964 Civil Rights Act. The authors discuss how Title VII and its legal progeny gave way to “hostile work environment” claims. Part II discusses leading U.S. Supreme Court precedent, the creation of an affirmative defense for employers, and the limitations of that defense, including those developing in state and local jurisdictions. Part III discusses prevailing solutions and raises questions not yet addressed in the legal literature. Findings reveal that American jurisprudence is ill-set to protect or compensate workers injured by bullying—either cyber or physical.

Gender Inequality and Societal Oppression of Women in Pakistan

Gender inequality and oppression are common in most patriarchal societies. Pakistan, a developing country of the Global South, has been wrangling with gender discrimination and violence against women since its inception in 1947. Globally, Pakistan is ranked third from the bottom (151 out of 153) on the Gender Equality Index. While patriarchal norms can have severe consequences for women's rights, it is important to look at the different ways in which patriarchy can manifest across socioeconomic levels. This chapter discusses the experiences of women in the lower, middle, and upper classes of Pakistani society. Thematic analysis of interview data reveals an overlap of forms of oppression and abuse, including the pervasiveness of masculine hegemony, workplace harassment, and in-law interference after marriage, as well as other challenges unique to each social class. The importance of education for women and girls is highlighted, while acknowledging that education alone, without family and societal suppor, may not be enough to break the shackles of the patriarchy for Pakistani women.

Awareness about Workplace Harassment among Female Nursing Students and Nursing Staff of a Teaching Hospital in Lahore

Background: Harassment of working women is a common social and human rights problem and healthcare settings are no exception. This unacceptable situation has many avoidable determinants that need preventive measures to ensure, safe and secure working environment for nurses. Objectives: To assess the knowledge and understanding among female nursing students and nursing staff about workplace harassment in a tertiary healthcare facility. Methods: It was a cross-sectional study conducted at Tertiary care hospital Lahore from July to September 2018. Convenient sampling technique was used to collect data. Verbal informed consent of voluntary participants was taken. Anonymity and confidentiality was assured. SPSS version 21 was used for data analysis. The participants (n=80) comprised of senior female nurses students (62.5%) and senior nursing staff (37.5%), aged 18 to 46 years. Results: Awareness about common harassment forms was adequate (81.3%). Adverse effects included mental health problems (83.8%) and low self-esteem (72.5%). A large percentage of nurses (62.5%) intended to report such personal incident to institutional head and 72.5% were willing to accompany victims for such reporting. 77.5% desired arranging informative sessions and holding counseling for victims (78.8%) at workplace. Only 22.5% had vague idea about official protective legal frameworks. Conclusions: Workplace harassment of female workers is quite prevalent but under-reported phenomena in Pakistan. All organizations and institutions must have a harassment policy to protect the females.

Employee Conflicts Leading Towards Hostile Work Environment: A Case of Health Center

The communication style of an organization plays a significant role in achieving the goal. In the healthcare industry aspects of communication among co-workers and management play a very sensitive role. Nicobar health private limited (NHPL) (imaginary) is a large organization. This case study present issues on versions of the communication gap between higher authorities and subordinate employees that lead to traumatized lifetime experience of an employee within the organization while rendering her duties. The differences between two individuals (senior and subordinate) turned into workplace harassment. Communication barriers promoted harassment at workplace, therefore this case study tries to touch these issues and it will also provide suggestions for further improvement in employee communication with reference to a safe workplace.

The Effect of Hostile Environment and Harassment on Employees' Turnover Intentions, Absenteeism and Employees' Performance: A Case Study of Tertiary Hospitals of Khyber Pakhtunkhwa, Pakistan

The hostile environment and harassment in the workplace are a major problem in hospitals and have enormous negative consequences. The motive for this study is to look at the impacts of the hostile environment and, particularly, workplace harassment on performance, absenteeism and employee turnover intentions. The target population of the study was employees who worked in different KPK hospitals. The non-random snowball techniqueused to gather information from 255 respondents utilizing the questionnaire. The findings of this study show a clear picture about the relationships between study variables that the hostile environment and harassment in the workplace has a positive impact on employee turnover, absenteeism and negative impact on the performance of employees. Employees who work in hospitals need a safe and healthy environment for their commitment to duties and responsibilities. The numbers, facts and findings of this study prove that if hospitals do not provide a safe and healthy environment for employees, there must be negative consequences on the attitude or level of performance. As employees’ working in hospitals directly related to patients, if they are harassed and tense and environment is not supporting them that would leads to the general failure of hospitals.Hospital management must take serious action on such a hostile environment and whatever the circumstances, they must provide the safe and healthy environment for their employees as their basic requirement to work more positively and effectively.

How Does Job Insecurity Affect Workplace Harassment? The Interaction Effect of Hypercompetitive Attitude, Coworker Impression Management, and Leader Narcissism

With concerns that artificial intelligence may replace existing jobs, job insecurity is becoming more prevalent. In-depth study of how job insecurity affects our society has become an important research topic. This study investigates the internal mechanisms through which such job insecurity influences workplace harassment. Based on the theories of psychological contract breach and the conservation of resources, this study proposes an indirect effect of job insecurity and a three-way moderation effect of hypercompetitive attitude, perceived coworker impression management, and leader narcissism on aggression intention. Using survey data from 286 employees in South Korea, bootstrapping analysis, hierarchical regression analysis, and a slope-difference test were performed to confirm the mediation and moderation effects. The results showed that hypercompetitive attitude mediates the association between job insecurity and aggression intention. The three-way interaction effect was also confirmed, such that the interaction effect of hypercompetitive attitude and coworker impression management is only effective when leader narcissism is high. This study contributes to the literature and business practices by offering significant suggestions to aid a more in-depth understanding of the workplace harassment occurrence process.

Refugees at Work: The Preventative Role of Psychosocial Safety Climate against Workplace Harassment, Discrimination and Psychological Distress

It is widely recognised that employment is vital in assisting young refugees’ integration into a new society. Drawing on psychosocial safety climate (PSC) theory, this research investigated the effect of organisational climate on young refugee workers’ mental health (psychological distress) through stressful social relational aspects of work (e.g., harassment, discrimination). Drawing on data from 635 young refugees aged between 15 and 26 in South Australia, 116 refugees with paid work were compared with 519 refugee students without work, and a sample of young workers from Australian Workplace Barometer (AWB) data (n = 290). The results indicated that refugees with paid work had significantly lower psychological distress compared with refugees with no paid work, but more distress than other young Australian workers. With respect to workplace harassment and abuse, young refugee workers reported significantly more harassment due to their ongoing interaction and engagement with mainstream Australian workers compared with unemployed refugees. Harassment played a vital role in affecting psychological health in refugees (particularly) and other young workers. While refugee youth experienced harassment at work, overall, their experiences suggest that their younger age upon arrival enabled them to seek and find positive employment outcomes. Although PSC did not differ significantly between the employed groups, we found that it likely negatively influenced psychological distress through the mediating effects of harassment and abuse. Hence, fostering pathways to successful employment and creating safe work based on high PSC and less harassment are strongly recommended to improve refugees’ mental health and adaptation.

NOT FAR ENOUGH: HOW WORKPLACE HARASSMENT POLICIES FAIL TO PROTECT SCHOLARS FROM ONLINE ABUSE

Over the last decade online spaces and digital tools have become a central part of scholarly work and research mobilization (Carrigan, 2016). However, the integration and reliance on these technologies into scholars’ work lives have heightened their online visibility, which has opened the door to new experiences of online abuse. Previous research shows that online abuse has negative impacts on scholars’ work, and that they are left to deal with the consequences of online abuse primarily on their own, with little support from their institution (Authors, 2018a; 2018b). Given the importance of online spaces/tools in scholars' lives and the detrimental impacts of harassment, colleges and universities must recognize the risks associated with online visibility and have policies in place that address those risks. In this paper we analyze 41 workplace policies that deal with harassment and discrimination from Canadian Universities and Colleges to understand what these institutions propose to do about online abuse. We use Bacchi’s (2012) ‘What’s the problem represented to be?’ (WPR) approach. This approach encourages examination of the assumptions and conceptual logics within the framing of a problem in order to understand implicit problem representations. Early analysis identified two problems common across the 41 policies that limit their ability to offer protection and/or support in many cases of online abuse: the first limitation focuses on who the policies apply to, and the second on where the policies apply.