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- International Journal of Management (IJM) Volume 8, Issue 4, July–August 2017, pp.82–87, Article ID: IJM_08_04_011 Available online at http://www.iaeme.com/ijm/issues.asp?JType=IJM&VType=8&IType=4 Journal Impact Factor (2016): 8.1920 (Calculated by GISI) www.jifactor.com ISSN Print: 0976-6502 and ISSN Online: 0976-6510 © IAEME Publication PSYCHOLOGICAL ASPECTS OF WORKPLACE HARASSMENT AND PREVENTIVE MEASURES: A REVIEW Kusha Pandit Chawla Assistant Professor, A P Goyal Shimla University, India ABSTRACT Harassment in any manner affects the outlook of the individual who faces it but when people at your workplace start treating you bad life turns into a nightmare. This research paper comes up with a review of some of the researches done in the field. Research says that not only women but men also become the victim of workplace harassment and that too to a great extent. In case of a man it may be the use of foul language or at times it turns into a physical encounter with colleagues. It is altogether a different thing that the sexual harassment in case of women crosses the limit at times. Life in itself becomes difficult when the organization you work for makes your life turns into distress and misery. In some cases the work life trouble grows into a threat to the life of the victim. The research paper is an attempt to highlight the emotional and psychological trauma that an individual goes through during the course of workplace harassment. It is an effort to help employees learn how to face the workplace harassment head on. It is also an attempt to find ways to make victim’s life a little less miserable as a far as the workplace harassment is concerned. Harassment in the workplaces is so pervasive that it creates an unpleasant work environment that is harmful for the employees as well as for the organization in the long run. Key words: Harassment, employee, workplace, victim, prevention. Cite this Article: Kusha Pandit Chawla, Psychological Aspects of Workplace Harassment and Preventive Measures: A Review. International Journal of Management, 8 (4), 2017, pp. 82–87. http://www.iaeme.com/IJM/issues.asp?JType=IJM&VType=8&IType=4 1. INTRODUCTION No doubt, the workplace today is full of opportunities for all specially for those who are ready to chase their dreams at any cost. The organizations in today’s world live by the rule that their employees must leave all their worries and anxieties at the entrance of the workplace itself so that they could give their best and contribute the most in the growth and development of the organizations. The employees also accept this policy with open arms and try their level best to http://www.iaeme.com/IJM/index.asp 82 editor@iaeme.com
- Psychological Aspects of Workplace Harassment and Preventive Measures: A Review contribute the most but all dreams and commitments get shattered the moment an employee start living the nightmare that comes in the shape of employee harassment be it in any form. There are researches that show that workplace harassment affects the morale of the employee that further becomes the reason of increase absenteeism (U.S. Merit Systems Protection Board, 1981, 1987). It is also the cause of low job satisfaction, negatively affects the relationship of the employee and eventually one of the major reasons of job loss (Gruber, 1992; Coles, 1986; Crull, 1982; Loy & Stewart, 1984; Gutek, 1985; Loy & Stewart, 1984). 1.1. Detrimental Effects on Psychological Well Being Be it physical, emotional, on the basis of ethnicity or any other form, the one aspect of an individual’s personality that gets badly affected by the workplace harassment is the psychological well being of a human being. A self reported study conducted in the field found that 437 employees reported a higher level of anxiety and nervousness as compare to those employees who were lucky enough not to go through one such situation ( Hansen, Åse Marie; Hogh, Annie; Persson, Roger; Karlson, Björn; Garde, Anne Helene; Ørbæk, Palle, January 2006). There is another study which revealed that out of 156 victims a total 79.4 percent suffered from stress, 64 percent reported depressive symptoms, 59 percent lacked confidence, 58 percent were victims of humiliation and 58 percent were still having nightmares of the horrible memories of their past workplaces (Lewis, Jacqueline; Coursol, Diane; Wahl, Kay Herting, March 2001). 2. REVIEW OF RELATED LITERATURE When it comes to workplace harassment employee’s well being is always at stake. Fitzgerald et al., (1997) and Keashly (1998) opined that workplace harassment affects the psychological and physical health of the victims which further results in anxiety and depression and eventually converts into poor jobs satisfaction and negative job related behaviors. According to Wilson, F. and Thompson, P. (1991) among all other issues of workplaces environment employee harassment is one of the major concerns that prove harmful for the employees. Mobbing or most commonly known as workplace bullying directly affects the productivity and result in low morale and constant absenteeism. An environment that is nothing but intimidating, hostile and full of negative feelings have become a characteristic of most of the workplaces (Adams, A. 1992) Along with job satisfaction, health and the well being of the employees get affected by different forms of workplace harassment (Fitzgerald et al., 1997; Mikkelsen & Einarsen, 2002). Richman et al., (1999) found that though sexual harassment strikes our brains the moment we talk about the workplace harassment but there are many other forms of workplace harassments that could prove really destructive for an employee. Di Martino et al., (2003), Faley et al., (1999) and Hoel et al. (2003) found that due to workplace harassment the productivity of the concerned organization is always at risk and not only this but the employee turnover becomes the primary concern for one such organization. 3. SIGNIFICANCE OF THE STUDY The current research paper is the review of the studies that prove that workplace harassment actually can hamper the productivity of the individual employee as well that of the organization. Along with the professional life of the victims their psychological, physical and mental health starts getting deteriorated day by day. http://www.iaeme.com/IJM/index.asp 83 editor@iaeme.com
- Kusha Pandit Chawla 4. OBJECTIVES OF THE STUDY The objectives of the present study include reviewing the relationship between work environment, gender harassment and job satisfaction along with studying the psychological aspects attached with it. It also includes a review of the preventive measures that can be taken by the concerned human resource department. 5. RESEARCH METHODOLOGY The previous studies done in the field have been the source of information for the current study. All the available published or unpublished material and reports have been explored to collect the relevant information. 5. MULTIFACETED WORKPLACE HARASSMENT The workplace harassment has many different faces but something that is common in each case is the scary reality that can give goose bumps to the future employees. In case of a male employee the harassment is in the form of retaliation, name calling, verbal abuse etc but when it comes to a female employee in most cases it is sexual abuse. 5.1. Gender Bias Gender biases can also take many forms. It can be an in the form of special attention that can be either sexual preference or in one way or another gender harassment. At times, unexpected attention or preference over a male or a female employee can also be harmful. 5.2. Biases on the Basis of Race People work as a team to meet the assigned targets and goals. During the course of achieving targets if one comes across comments that are based on racism the professional targets lose their significance. 5.3. Verbal Abuse Bitter, rude and humiliating remarks that are full of sarcasm keep pulling you backward and when you get to hear such comments from people who are always there to witness your efforts life becomes a lie. Yelling at colleagues or subordinates, constant criticism, name calling, using foul or abusive language can never support an environment that is healthy for professional growth and advancement. 5.4. Holding and Taking out Grudges Harassment is mostly the outcome of the grudges that we hold against each other in professional life. It can be either to show someone down or with an end motive to get a promotion in office. In most cases employers or the immediate bosses take advantages of the authority assigned to them and make illegitimate changes in the work schedule of their employees and that too with a sole motive to harass them. Employees who are in need tolerate such indifferent and inconsiderate attitude which further motivates the employer to be persistent. 5.5. Sexual Abuse One of the worst forms of workplace harassments is sexual advancement that brings a bad name to the workplace environment. Though the report of sexual harassment in workplace largely depends upon the culture settings of an individual even then there are countless cases that show us the real face of our civilized society. http://www.iaeme.com/IJM/index.asp 84 editor@iaeme.com
- Psychological Aspects of Workplace Harassment and Preventive Measures: A Review 5.6. Emotional Harassment As compare to the physical harassment the emotional harassment does not get easily noticed but we can really not avoid the negative impacts of it. Workplace bullying has been the reasons of workplace conflicts in many cases. It includes false accusations, cold treatment, hostile glares, yelling, shouting and assignment of unreasonable workload to the victims. A survey conducted by Workplace Bullying Institute/Zogby had reported that 27 percent employee had been the victims of workplace harassment in past and 7 percent were still facing it (Yamada, David, 2014). 6. THE PREVENTIVE MEASURES No matter what the situation is, the employers must take an initiative and help themselves to avoid liabilities (Australian Human Rights Commission, 2008). The employers should make sure that they are actively involved in the workplace and be the first ones to raise a voice. It will not only boost up the morale of the concerned employee but will also be a value addition to the organization itself. Apart from harassment policy the employers should make sure they deal with the issue on priority basis and set up an appropriate procedure to give justice to the victims. 7. CONCLUSIONS No doubt, it is true that workplace harassment in any manner affects the physical, mental, psychological health (Fitzgerald et al., 1997; Mikkelsen & Einarsen, 2002), job satisfaction, happiness and overall life satisfaction of an employee but at the same employee must be aware of their rights to fight against all odds. A regular absenteeism, leaving the job or letting it affect our own health can never give us a permanent solution. The concerned human resource department should opt policies that come for the rescue of the victims of workplace harassment in any form or manner and give them justice (Australian Human Rights Commission, 2008). REFERENCES [1] Adams, A. (1992) Bullying at work. How to confront and overcome it. Virago Press: London. [2] Australian Human Rights Commission. (2008). Effectively preventing and responding to sexual harassment: A Code of Practice for Employers (eight ed.). Retrieved November 20, 2014, from https://www.humanrights.gov.au/sites/default/files/content/sexualharassment/employers_c ode /COP2008.pdf [3] Coles, F. S. (1986). Forced to quit: Sexual harassment complaints and agency responses. Sex Roles, 74(1-2), 81-95. [4] Crull, P. (1982). Stress effects of sexual harassment on the job: Implications for counseling. American Journal of Orthopsychiatry, 52, 539-544. [5] Di Martino, V., Hoel, H. & Cooper, C. (2003), Preventing Violence and Harassment in the Workplace, European Foundation for the Improvement of Living and Working Conditions, Luxembourg, Office Official Publications of the European Communities. [6] Faley, R., Knapp, D., Kustsi, G. & DuBois, C. (1999) “Estimating the organizational costs of sexual harassment: the case of the U.S. Army”, Journal of Business and Psychology, Vol. 13, pp. 461-484. http://www.iaeme.com/IJM/index.asp 85 editor@iaeme.com
- Kusha Pandit Chawla [7] Fitzgerald, L. F., Swan, S., & Magley, V. J. (1997). But was it really sexual harassment? Legal, behavioral, and psychological definitions of the workplace victimization of women. In W. T. O'Donohue (Ed.), Sexual harassment: Theory, research, and treatment (pp. 5-28). [8] Fitzgerald, L. F., Swan, S., & Magley, V. J. (1997). But was it really sexual harassment? Legal, behavioral, and psychological definitions of the workplace victimization of women. In W. T. O'Donohue (Ed.), Sexual harassment: Theory, research, and treatment (pp. 5-28). [9] Gruber, I.E. (1992, March). The sexual harassment experiences of women in nontraditional jobs: Results from cross national research. Paper presented at the First National Conference on Sex and Power Issues in the Workplace. Bellevue, WA. [10] Gutek, B. A. (1985). Sex and the workplace. San Francisco: Jossey-Bass. [11] Hansen, Åse Marie; Hogh, Annie; Persson, Roger; Karlson, Björn; Garde, Anne Helene; Ørbæk, Palle (January 2006). "Bullying at work, health outcomes, and physiological stress response". Journal of Psychosomatic Research. Elsevier. 60 (1): 63–72. [12] Hansen, Åse Marie; Hogh, Annie; Persson, Roger; Karlson, Björn; Garde, Anne Helene; Ørbæk, Palle (January 2006). "Bullying at work, health outcomes, and physiological stress response". Journal of Psychosomatic Research. Elsevier. 60 (1): 63–72. [13] Hoel, H. & Salin, D. (2003) “Organisational antecedents of workplace bullying”, in Einarsen, S., Hoel, H., Zapf, D. & Cooper, C (Eds), Bullying and Emotional Abuse in the Workplace: International Perspectives in Research and Practice, London, Taylor & Francis, pp. 203-218. [14] Keashly, L. (1998). “Emotional Abuse in the Workplace: Conceptual and Empirical Issues.” Journal of Emotional Abuse, 1: 85-117. [15] Lewis, Jacqueline; Coursol, Diane; Wahl, Kay Herting (March 2001). "Addressing issues of workplace harassment: counseling the targets". Journal of Employment Counseling. Wiley for the American Counseling Association. 39 (3): 109–116. [16] Lewis, Jacqueline; Coursol, Diane; Wahl, Kay Herting (March 2001). "Addressing issues of workplace harassment: counseling the targets". Journal of Employment Counseling. Wiley for the American Counseling Association. 39 (3): 109–116. [17] Loy, P. H., & Stewart, L. P. (1984). The extent and effects of sexual harassment of working women. Sociological Focus, 77, 31_43. [18] Mikkelsen, E. & Einarsen, S. (2002) “Relationships between exposure to bullying at work and psychological and psychosomatic health complaints: The role of state negative 22 affectivity and generalized self-efficacy”, Scandinavian Journal of Psychology, Vol. 43 No. 5, pp. 397-405. [19] Richman, J., Rospenda, K., Nawyn, S., Flaherty, J., Fendrich, M., Drum, M. & Johnson, T. (1999) “Sexual harassment and generalized workplace abuse among university employees: prevalence and mental health correlates”, American Journal of Public Health, Vol. 89 No. 3, pp. 358-363. [20] U.S. Merit Systems Protection Board. (1981). Sexual harassment of federal workers: Is it a problem? Washington, DC: U.S. Government Printing Office. [21] U.S. Merit Systems Protection Board. (1987). Sexual harassment of federal workers: An update. Washington, DC: U.S. Government Printing Office. [22] Wilson, F. and Thompson, P. (1991) 'Sexual harassment as an exercise of power'. Gender Work and Organization. 8,(1): 61-83. [23] Yamada, David. Promoting healthy, productive, and socially responsible workplaces. 2014 Warns-Render Institute University of Louisville, Louis D. Brandeis School of Law. http://www.iaeme.com/IJM/index.asp 86 editor@iaeme.com
- Psychological Aspects of Workplace Harassment and Preventive Measures: A Review New Workplace Institute: promoting healthy, productive, and socially responsible workplaces. [24] Yamada, David. Promoting healthy, productive, and socially responsible workplaces. 2014 Warns-Render Institute University of Louisville, Louis D. Brandeis School of Law.New Workplace Institute: promoting healthy, productive, and socially responsible workplaces. [25] Dr. K. Devaraju, Correlations of Selected Psychological Variables Among College Level Football Players. International Journal of Advanced Research in Management (IJARM), 5(6), 2014, pp. 01–03 [26] Manu Melwin Joy and Sinosh P K, Employee Engagement - An Empirical Study on Implications for Psychological Well Being. International Journal of Management, 7(5), 2016, pp. 183–187. http://www.iaeme.com/IJM/index.asp 87 editor@iaeme.com
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