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ContentsHarassment At Workplace........................................................................................................................... 2
Introduction:............................................................................................................................................ 2
Significance:............................................................................................................................................3
Research Obecti!es:............................................................................................................................... 3
Research "uestion:..................................................................................................................................3
#ariables:................................................................................................................................................. $
%iterature Re!ie&........................................................................................................................................'
(ethodolog)............................................................................................................................................... *
+indings , Anal)sis................................................................................................................................. .--
orrelation and %inear Regression....................................................................................................... .-/
Recommendation , onclusion................................................................................................................23
01ecuti!e Summar)...................................................................................................................................2$
Anne1ure...................................................................................................................................................2'
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Harassment at Workplace
Introduction:
he &ord harassment comes from +rench &ord harassement &hich means torment anno)ance
bother trouble. 4&&&.&ikipedia.org5
Women are being harassed e!en &hen there &as no a term for it. Women encounter different
t)pes of harassment beha!iors &hen the) oin the &orkplace. here is no uni!ersal definition of
harassment. Some defines the harassment is se1ual in nature. While other e1plains it as offensi!e
&orkplace situations that are based on their race class incapacit) se1ual orientation language
staring se1uall) suggesti!e motions e1tortion and hooting.
hese t)pes of beha!ior &ere not named until -*67s. he &omen of 8nited States raised !oice
against these beha!iors and re9uested to ackno&ledge such acti!ities as se1 discrimination at
national le!el.
Intimidation at &orkplace should not be mi1ed &ith recommendation or guidance on the &ork
performance of an indi!idual or group. Ad!ises or recommendations on &ork performance are
differ from harassment because feedback or ad!ise are intended to guide emplo)ees to enhance
his or her skills related to &ork.4Wiliams (aintaining a harassment free &orkplace / februar)
277-5
Examples:
he forms of se1ual harassment along &ith some e1amples are described belo&.
-. h)sical conduct: it includes ph)sical !iolence contact such as touching or pinching etc
ob related threats to attain se1ual fa!ors.
2. #erbal conduct: it includes comments about &orker;s appearance age personal life andse1ual okes or stories repeated in!itation for lunch dinner etc.
3. . 4277'5.
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Signifcance:
At global le!el there is increasing reali?ation of the e1istence and intensit) of &orkplaceharassment. At international le!el both public and pri!ate sectors ha!e established la&s and
policies to make &orkplace free of harassment. he) are establishing such rules and regulations
to pre!ent and combat &orkplace harassment.
he importance of our research is an attempt to assess the degree of &orkplace harassment in
akistan and e!aluating &omen;s e1perience of harassment at the &orkplace of akistan.
Research Objectives:
Although the issue of &orkplace harassment has been ackno&ledged internationall) )et in
akistan Harassment has not been addressed seriousl). Workplace harassment is a phenomenon
that is spreading continuousl) &ith time in akistan. he follo&ing are main intentions of our
research:
• o scrutini?e the le!el of &orkplace harassment that &omen face.
• o get familiarit) &ith the forms and aspects of &orkplace harassment.
• o &hat e1tent the act 27-7 against &omen harassment in an organi?ation has been
communicated.
o kno& the le!el of understanding of a &omen about their contribution in raising their !oice
against harassment.
Research Question:
he rationale of this stud) is to understand of the current &orkplace harassment phenomenon in
the akistan. recisel) it e1amines the rate of incidences of &orkplace harassment as &ell as
seeks the potential reasons that could lead to &orkplace harassment beha!iors.
Our research 9uestion for this paper is ho& common is harassment in akistan &orkplace as &ell
as ho& much respondent is familiar about akistani act 27-7 against se1ual harassment@
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Variables:
We use nine !ariables for our research stud). #ariables are as follo&s
-. Harassment
2. rie!ance polic) , procedure 4complain polic)53. o&er Influence
$. Working 0n!ironment
'. Age
B. 0ducation %e!el6. Income
/. (arital Status
*. Cob Status
Harassment is dependent !ariable grie!ance polic) , procedure 4complain polic)5 po&er
influence and &orking en!ironment are independent !ariables. We use age education le!elincome marital status and ob status as control !ariables.
1. Harassment:
Harassment is used as a tool to effect the subordination of &omen. Workplace harassment is an)
improper and un&elcome beha!ior or attitude b) male staff members to humiliate female staff
member or group.
2. Grievance policy & procedure (complain policy):
8nder this !ariable &e &ant to stud) &hat and &hich procedures are established in the
organi?ation to cater this issue. o &hat e1tent females are informed about act 27-7 and
&hether the organi?ation takes complaints seriousl) regarding harassment.
In this stud) &e also seek that ho& much respondent can trust in the grie!ance polic) and
process of an organi?ation to file harassment complaint. As a&areness of &orkplace
harassment has escalated it has become ob!ious that the problem is relati!el) increasing
e!en in akistan. Some organi?ations do not ha!e harassment policies &hile some ha!e !ague
complaint procedures to tackle &ith harassment. he ne&spapers and electronic media e1pose
harassment at &orkplace. Deeping in !ie& the recent and past incidents akistan has
established harassment la& in 27-7 named as Ehe rotection against Harassment of Women
at he Workplace Act 27-7F.
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3. Poer !n"luence:
It entails that misuse of a position of influence po&er or authorit) b) a boss or co&orker against
female emplo)ees. his is serious &hen the men in authorit) use his po&er to influence the
career or emplo)ment of female staff member. It includes the use of intimidation threats
blackmail or coercion. (ale staffs ha!e recentl) gained po&er of authorit) ma) also harass female
subordinates to pro!e their masculine po&er.
#. $or%in Environment:
It is considered as another significant !ariable. It entails that ho& much the poor &orking
en!ironment causes or emboldens harassment.
A boss or co&orker is mistreated and humiliated fello& female &orkers b) repeated negati!e
acts like !erbal abuse offensi!e language or the continuousl) degrading of her &ork or male
&orkers are in!ol!ed in non=&ork acti!ities these beha!iors or acti!ities &ithin a &orkplace
produces an en!ironment that is difficult for female &orker to &ork.
'. Control ariales:
o see the demographics of respondents and their possible relationship &ith harassment &e take
control !ariables &hich include age 9ualification marital status and income and ob status of
respondents.
iterature Revie!
he dilemma of &orkplace harassment is faced b) emplo)ees all o!er the &orld though there
&as not considerable research conducted till -*67;s. (ostl) &estern countries ha!e done a lot of
research on this issue. 4rocker , Dalemba -***5. %ittle &ork has been done in broad 4 %ui
-**BWilliams 277B5 de!eloping countries like akistan , (ala)sia etc. Se1ual harassment
includes both men and &omen ho&e!er mostl) females are !ictims of harassment and mostl)
males are part of harassers.4erpstra, ook -*/'5. roblem has e1isted man) decades ago
&hen e!en there &as no familiarit) &ith the term harassment research on this issue has initiated
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in -*67s. he main difficult) faced b) researcher in in!estigating this issue has been the lack of
a&areness that &hat beha!ior actuall) constitute harassment and the situations under &hich the)
are obser!e to do so 4 Anila,
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$or%in Environment:
We found the relationship of &orking en!ironment &ith the occurrence of harassment incidents.
Intimidating &ork en!ironments is the t)pe that e1ists in both public and pri!ate sectors.
4Adams -**2a bG %e)mann -**7G Wilson -**-5.
Studies has sho&ed that those organi?ations &hich are more people oriented than ob oriented
face more incident of &orkplace harassment 4 Hand) 277B5 International research report that
se1ual harassment emerge in a e1tensi!e !ariet) at &orkplace setting 40llis et al. -**-G (cabe
and Hardman 277'5.
Hence from the abo!e mentioned literature &e de!eloped our H)pothesisH1 that:
1. Poor/Hostile working environment are more likely to cause incidents of harassment.
Poer !n"luence:
According to organi?ational model inherent opportunities and the po&er of position gi!e rise to a
&orking en!ironment that enables harassment e!ents to happen. his simpl) means that persons
&ith authorit) or po&er in an) organi?ation force se1ual satisfaction from others. Similarl)
sociocultural model points out se1ual harassment to the leading spot of men as compared to
&omen in terms of monetar) and political po&er. hus &omen &ho ha!e less authorit) and
control are more likel) to be harassed. 4(ohdonald et al. 277/5.
At &orkplaces !erbal harassment seems less threatening than harassment relating ph)sical
contact that de!elops en!ironment as male dominated en!ironment that reinforce harassment in
sociall) acceptable &a)s 4le!eland et al. 277'G hornton 27725.
+rom this &e de!eloped our second h)pothesis H2 &hich relates to po&er influence:
2. Women employees with less power and authority are more likely to experience
harassment.
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o&er influence !ariable is characteri?ed b) threats re&ard or promotion b) fulfilling immoral
demand and degrade at &ork due to not fulfilling boss demand.
Grievance policy & Procedure:
Workplace harassment la&s offer legal reimbursement for people &ho ha!e been harassed and
hold criminals or emplo)ers responsible in court 4ippel 277B5. Ho&e!er the &orkplace setting
offers man) rules and norms that actuall) shape the &a)s in &hich organi?ational polic) makers
figure out and appl) organi?ational polic) 4ahill277-5. he details of &orkplace harassment
polic) depends upon the nature si?e and place of the organi?ation and there are no uni!ersall)
accepted measures for implementing them 4(cann 277'5.Organi?ational grie!ance measures
are the mostl) used to legislate the emplo)ee related policies 4aula (c>onald 27-25.
One stud) reported that presence of grie!ance polic) and procedure in an) organi?ation report a
lo&er rate of harassment incidents 4 (ohd
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tudy ettin:
Our stud) setting is non=contri!ed because &e are not stud)ing the beha!ior of the emplo)ee
through lab e1periment &e are ust stud)ing the beha!ior of the emplo)ees on the field.
esin:
he design for the research is ross Sectional and then 9uantitati!e anal)sis. ) using this
method &e ha!e produced accurate results and ensured their !alidit).
Population:
+emale emplo)ees &orking in different organi?ations are the population for our research as &e
are focusing on harassment at &orkplaces.
ample ie:
Our sample si?e is comprised of a total number 27B of emplo)ees &orking in different
organi?ations. he sample si?e is a proportionate representation of female emplo)ees from
!arious departments. It comprises a good mi1 field e1perience 9ualification and nature of &ork.
amplin Procedure:
We used con!enient sampling assuring upon the a!ailabilit) and consent of emplo)ees at &ork
place meeting in organi?ations and our sample criterion.
ata Collection & 4nit o" -nalysis:
>ata &as collected b) personall) !isiting the different organi?ations and unit of anal)sis &ere
female emplo)ees as &e need to assess the occurrence of female harassment at &orkplaces.
0esearc, +ool:
he data for this research &as collected b) 9uestionnaire sur!e). We got filled out our
9uestionnaires from female emplo)ees &orking at different le!els in the organi?ation and
department to get optimum information to complete our research effecti!el) and efficientl).
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ata -nalysis:
>ata anal)sis is done b) using different anal)sis on 01cel , SSS.
5imitations:
he scope of the research is limited to emplo)ees &orking in akistani ompanies.
Et,ical !ssues:
In the &hole process of conducting this stud) the respondents are assured for their secrec)
confidentialit) of the data and the use of results etc.
Procedure o" developin 6uestionnaire:
he 9uestionnaire consists of three independent !ariables 4Working en!ironment o&er
influence , rie!ance polic) , procedure5 one dependent !ariable 4Harassment5 and
demographic of the respondents 4age 9ualification income ob status , marital status5 &hich
assessed the harassment e1perience at &orkplaces. +ollo&ing sources &ere used to de!elop the
9uestionnaire:
K Research obecti!es &ere focused before de!eloping 9uestionnaire.
K oncepts &ere taken from Secondar) Sources i.e. ooks Websites and Articles etc.
K Simple and precise 9uestions &ere de!eloped.
K "uestions &ere de!eloped keeping in !ie& the le!el of AudienceLRespondents.
%iker scales &ere used to measure the e1tent of harassment and its relationship &ith other
!ariables. ontrol !ariables &ere measured through follo&ing scale:
-e:
We measure age b) se!en categories coded b) - to 6. he range of each categor) is B )ears. Our
first categor) is 27=2' )ears coded as - &hile our last categor) is '7 , abo!e coded as 6.
Education 5evel:
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We use si1 categories from (etric to 8ni!ersit) degree holderG start coded as - to B.
!ncome:
We classif) this !ariable in se!en groups. 0ach group has difference of -7777 rupees. +irst
group i.e.-7 777=27777 is coded as - &hereas last group i.e. /7777 , abo!e is coded as 6.
7arital tatus:
8nder this !ariable &e code single as - married as 2 &ido& as 3 and di!orced Lseparated as $.
8o tatus
We use fi!e heading for this !ariable &orker coded as - customer sale representati!e coded as 2
manager as 3 consultant as $ and other as '.
$indings % &nal#sis
In our proect &e ha!e tried to portra) the feedback of respondents through the Statistical tables
and ie chart &here the 9uestionnaire &as carried out on 277M people throughout the course of
the &eeks. o suit the age group starting from 27 to '7 )ears abo!e different educational le!els
ranging from metric to degree holder and occupation from different le!els including Ser!ices
sectors 0ducation Retail chain stores marital status etc. he results of this 9uestionnaire aredispla)ed belo& &ith the 9uestions &hich felt &ere most related to our stud) of harassment at
&ork place being anal)?ed and displa)ed in charts.
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tatistics:
!nterpretation:
As far as our proect is concerned &e took 27B respondents as sample from population and noone has missing an) sort of information &hile filling the 9uestionnaire. he s)mmetr) of data
can be seen for !ariables the data is more concentrated in bet&een - to 3 percent. While the
dispersion is depicting multiple !alues sho&ing data is non=s)mmetric. Huge !ariance in
opinions can be seen for age income education and ob status seems more di!erse !ie& pointco!er &hile data collection strengthen the argument of ha!ing true representati!e of population.
So &e conclude from abo!e that our data is e9uall) concentrated sho&ing s)mmetr) also
reasonable dispersion of the data &ithout ha!ing an) outliers in data.
Control ariales -nalysis
12
A0 I8AIO< (ARIA%SA8S COSA8S
<#alid 27B 27B 27B 27B 27B
(issing 7 7 7 7 7(ean 2.2- 3./B 2.$' -.3B 2.'*
(edian -.77 $.77 2.77 -.77 2.77
(ode - 3 - - -
Std.
>e!iation
-.B'B -.$3' -.B*/ .'3/ -.B63
#ariance 2.6$2 2.7'* 2.//3 .2*7 2.6**
Range B ' B 3 $
(inimum - - - - -
(a1imum 6 B 6 $ '
-GE
+re9uenc) ercent #alid ercent umulati!e
ercent
#alid
- -7* '2.* '2.* '2.*
2 3$ -B.' -B.' B*.$
3 2- -7.2 -7.2 6*.B
$ -3 B.3 B.3 /'.*
' -2 './ './ *-.6
B -B 6./ 6./ **.'
6 - .' .' -77.7
otal 27B -77.7 -77.7
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Pie C,art:
'()
*+)
*,)
-)
-).) 0%
Respondents &ge /roup
20-25
26-30
31-35
36-40
41-45
46-50
51 & above
!nterpretation:
Selected respondents for our stud) &as ranging 27 to '- and abo!e the reason of ha!ing this
particular age group &as based on assumption that cooperate or ser!ices sector emplo)ees fall in
mentioned brackets and &e ha!e good representati!e sample of population. (aor of our respondents falls in bet&een 27 to 2' )ears and similarl) cumulati!e percent sho&s the mi1 of
all leading to -77N.
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E4C-+!9
+re9uenc) ercent #alid ercent umulati!e
ercent
#
a
l
i
d
- /B $-.6 $-.6 $-.6
2 $* 23./ 23./ B'.'3 -6 /.3 /.3 63./
$ -* *.2 *.2 /3.7
' 23 --.2 --.2 *$.2
B B 2.* 2.* *6.-
6 B 2.* 2.* -77.7
otal 27B -77.7 -77.7
Pie C,art:
4%**)
(()
*.)
*')
*0)
Respondents 1ducation
Matric
Intermediate
Bacheor!
"o!t #rad$ateioma 'oder
(niver!it) de*ree hoder
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!nterpretation:
+inding sho&ing that &e ha!e different education le!els &here !er) fe&er of our respondentsha!e metric education and on 2nd &e ha!e Intermediate and diploma holders uni!ersit) degree
holders so it &as a mi1 of education le!el sho&ing different le!els of understanding.
!C97E
+re9uenc) ercent #alid ercent umulati!e
ercent
#
a
l
id
- * $.$ $.$ $.$
2 22 -7.6 -7.6 -'.7
3 B6 32.' 32.' $6.B
$ 3/ -/.$ -/.$ BB.7
' 37 -$.B -$.B /7.BB $7 -*.$ -*.$ -77.7
otal 27B -77.7 -77.7
Pie C,art:
23)
32)
.)
0)
11%3%3%
Respondents Income 4,,,56
10-20 21-30 31-40 41-50 51-60 61-70 71-80
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!nterpretation:
(ost pre!ailing income brackets identified are in bet&een -7 thousand to 37 thousand then -- presents of our respondents belongs to '7 to B7 thousands and others sho&ing the combination of
)outh participation and remaining belongs to managerial positions so &e safel) can sa) that
maorit) of respondents belongs to our upcoming generation and rest are of high positionofficials.
7-0!+-5+-+4
+re9uenc) ercent #alid ercent umulati!
ercent
#
a
li
d
- -3B BB.7 BB.7 BB.7
2 B/ 33.7 33.7 **.7
$ 2 -.7 -.7 -77.7
otal 27B -77.7 -77.7
Pie C,art:
--)
(()
*)
Respondents "arital Status
+in*e
Married
ivorced, +earated
!nterpretation:
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(arital status is also taken as control !ariable to add more !alue in our responses and
respondents data sho&s that BBN or our respondents are single and 33N are married and fe&cases are identified as di!orced or separated sho&ing the e9ual participation from e!er) le!el of
societ) ha!ing the prime focus of representati!e sample from population.
89;+-+4
+re9uenc) ercent #alid ercent umulati!e
ercent
#alid
- /3 $7.3 $7.3 $7.3
2 $7 -*.$ -*.$ '*.6
3 -/ /.6 /.6 B/.$
$ / 3.* 3.* 62.3
' '6 26.6 26.6 -77.7
otal27B -77.7 -77.7
Pie C,art:
2,)
*0)
0)
2)
3.)
Respondents 7ob Status
orer
/$!tomer +ae!
ere!entative
Mana*er
/on!$tant
ther ea!e mention
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!nterpretation:
We take different institutes as sample including Retail Stores and other different ser!ices sectors&hich indicates different Cob Status ranging from &orker to managers consultants R(s and
others ho&e!er maor respondents belongs to &orker class including merchandisers and stores
associates and others are second large categor) and similarl) others.
Correlation and 5inear 0eression
0eression
escriptive tatistics
(ean Std.
>e!iation
<
HARASS(08AIO< 2.$$ -.B*/ 27'
(ARIA%SA8S -.3B .'3* 27'
COSA8S 2.'* -.B66 27'
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Correlations
H-0-
7E+
I W
0
A
0
I8A
IO<
(ARIA%S
A8S
COSA
8S
earso
n
orrel
ation
HARASS(08AIO
<
.-'$ .
-/
3
.
-7
/
.
37
$
.
6-
3
.'22 -.777 .$'/ =.2-*
(ARIA%S
A8S
.7'' .
73
*
.
7$
*
.
2-
*
.
B-
-
.266 .$'/ -.777 =.22-
COSA8S=.7/' =.2
-$
=.2
72
=.-
'7
=.3
**
.--/ =.2-* =.22- -.777
Sig.
4-=
tailed5
HARASS(
0
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W0
.777 .
77
7
.
77
7
. .
77
7
.777 .777 .77- .7-B
A0
.-32 .
77
7
.
77
/
.
77
7
. .777 .777 .777 .777
I8AIO
<
27' 27
'
27
'
27
'
27
'
27' 27' 27' 27'
(ARIA%SA8S
27' 27'
27'
27'
27'
27' 27' 27' 27'
COSA8S27' 27
'
27
'
27
'
27
'
27' 27' 27' 27'
!nterpretation:
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ariales Entered
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a. >ependent #ariable: HARASS(0
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Coe""icients
(odel 8nstandardi?ed
oefficients
Standardi?ed
oefficients
t Sig.
Std. 0rror eta
-
4onstant5 .B/$ .33B 2.73$ .7$3 =.-76 .7'3 =.--* =2.77B .7$B
I .B*6 .7B6 .'*' -7.$2B .777
W0 .-76 .7'* .--' -./2B .7B7
A0 =.--$ .7'7 =.2-7 =2.2B6 .72'
Iependent #ariable: HARASS(0
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Harassment at &orkplace &hile others control !ariables including Income (arital Status are
positi!el) correlated and &hereas Cob Status is negati!el) correlated hence &e conclude that
oorLHostile &orking en!ironment are more likel) to cause incidents of
harassment. Women emplo)ees &ith less po&er and authorit) are more likel) to e1perience
harassment. Organi?ation &ith improper polic) and compliant procedure are more likel) to
e1perience harassment incidents.
Our respondent !ie& !alidates our tentati!e statements about Harassment at &orkplace and
hence &e reect Ho or counter statements.
In light of responses recei!ed our finding concludes that 1) poor or%in environment 2) lo
poer or asence o" aut,ority and 3)asences o" proper policy or e""ective complaint
procedures leads to increase in harassment incidents at &orkplace.
5imitations:
his stud) has made se!eral contributions but still it is important to note some potentiallimitations. Our sample did not include a &ide range of female emplo)ees as the) &ere reluctant
to participate on this serious issue. Some female emplo)ees did not familiar &ith the term
harassment. Se!eral organi?ations did not allo& us to conduct this research on their female staff
because of the sensiti!it) of the issue. We encourage further research on this topic b) ha!inglarge number of sample from !ariet) of organi?ations.
his research is not !er) e1tensi!e because of the short period of timeG this stud) should beconducted through case stud) method as &ell to get more feedback and data.
Recommendation % 8onclusion
0ecommendations:
In !ie& of the findings of this stud) some recommendations could be put for&ard. We
recommend that &omen should be a&are of harassment act 27-7 b) social and print media as&ell through different campaigns or seminars. (anagers of the organi?ations should implementstrict policies and procedures against harassment at &orkplaces. here should be proper s)stem
for dealing &ith such issues at &orkplaces. In the long term &e should educate to enhance public
a&areness of se1ual harassment among the )oung generation in schools and higher educations)stem as &ell as in the &orking en!ironment both in public and pri!ate organi?ation.
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rade unions or emplo)ee groups in the organi?ation should form the committees to deal &ith
such issuesLcomplaints so that action should be taken against such complaints. Ho&e!er this
stud) took place in short span of time &e recommend future research in all the cities of akistanto ha!e &ider picture of se1ual harassment issue that could be obtained.
Conclusion:
In light of responses our findings conclude that the organi?ations &here poor &orking
en!ironment absence of authorit) absence of proper polic) e1ist that organi?ation;s &orkingfemales face act of harassment. And &e also conclude that our findings also matched &ith our
research obecti!e and also ans&er the research 9uestions !er) &ell. According to our research
mostl) e!er)bod) took the &ord harassment as a sensiti!e issue but practicall) no bod) took an)
action on it.
0e"erences:
(c>onald . 427-25. Workplace se1ual harassment 37 )ears on: a re!ie& of the
literature. International Journal of Management Reviews 144-5 -=-6.
Ismail (. rasgo& +. 4-**'5.(easuring se1ual harassment: heoretical
and ps)chometric ad!ances. Basic and Alied !ocial Psychology 1" 4$5 $2'=$$'.
0inarsen S. Raknes . R. I. ,(atthiesen S. . 4-**$5. ull)ing and harassment at &ork and
their relationships to &ork en!ironment 9ualit): An e1plorator) stud). #uroean $ournal of work
and organi%ational sychology44$5 3/-=$7-.
(cann>.4277'5.Se1ual harassment at &ork: national and international responses
4
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le!el of harassment in local organi?ations kno&ing the reasoning and different t)pes of
harassment pre!ailing in akistan people a&areness le!el on different act of harassment acts.
ased upon our obecti!es our research 9uestion is take form as under
Ho& harassment at &orkplace is common in akistan and to &hat e1tend people are familiar
&ith Harassment act 27-7;.
So harassment at &ork place &ill &ork as our dependent !ariable because &e are interested in
check the impact of other !ariables kno&n as independent !ariables on Harassment at &ork
place named as Harassment Working 0n!ironment rie!ance olic) and rocedure and o&er
Influence.
Who &ill be our respondents for that &e ha!e defined control !ariables to identif) the e1act
demographics related to our stud) our control !ariables &ere include 0ducational le!el age
Income (arital Status and Cob status.
As &ere are interested in testing the impact of independent !ariables on Harassment at&orkplace our tentati!e statements are as belo&
1. Poor/Hostile working environment are more likely to cause incidents of harassment.
2. Women employees with less power and authority are more likely to experience
harassment.
3. rgani!ation with improper policy and compliant procedure are more likely to
experience harassment incidents.
he design for the research is ross Sectional and then 9uantitati!e anal)sis. Our population
consists of &orking Women Sample count 27B &e chose con!enient sampling approach andresearch tool &as 9uestionnaire. >ata anal)sis tools used are SSS and 01cel scope of stud) &as
limited to the &orking &omen in organi?ations. We take into consideration the ethical issues b)
maintaining the secrec) of data.
As &e ha!e !er) di!erse sample representing different sections of populations portra)ing the mi1
of opinions o!erall &e ha!e e1perience the negati!e feedback about harassment &hich
introduced us to the ne& prospects to see the organi?ations in akistan although these issues are
there to some e1tent &hich limit its producti!it) b) discouraging &omen to &ork out of theirhouses.
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-nnexure
H"#"$$%&'( "( W#)P*"+&
=4E+!9-!0E
Harassment,
o &hat e1tent )ou are agree &ith the follo&ing statements
-. () bossLco&orker offered lift in their
carLbike.
- 2 3 $ '
Strongl) disagree >isagree 8ncertain Agree Strongl) agre
2. () bossLco&orker collided &ith me
&hile passing b).
- 2 3 $ '
Strongl) disagree >isagree 8ncertain Agree Strongl) agre
3. () bossLco&orker tried to touch m)
hand &hile gi!ing me something.
- 2 3 $ '
Strongl) disagree >isagree 8ncertain Agree Strongl) agre
$. () bossLco&orker called me
s&eetheartLdarling.
- 2 3 $ '
Strongl) disagree >isagree 8ncertain Agree Strongl) agre
'. () bossLco&orker in!ited me for
outing or asking for lunch together
outside.
- 2 3 $ '
Strongl) disagree >isagree 8ncertain Agree Strongl) agre
-rievance Policy Procedure, +omplaint Policy0
o &hat e1tent )ou are agree &ith the follo&ing statements
-. In m) organi?ation management takes
action on harassment.
- 2 3 $ '
Strongl) disagree >isagree 8ncertain Agree Strongl) agr
2. In m) organi?ation harassment is taken
seriousl) at m) &orkplace.
- 2 3 $ '
Strongl) disagree >isagree 8ncertain Agree Strongl) agr
3. In m) organi?ation emplo)er has
effecti!el) communicated harassment
polic) to me.
- 2 3 $ '
Strongl) disagree >isagree 8ncertain Agree Strongl) agr
$. In m) organi?ation protection against
harassment of &omen at the &orkplace act
- 2 3 $ '
Strongl) disagree >isagree 8ncertain Agree Strongl) agr
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27-7 is effecti!e in m) organi?ation.
Power nfluence,
o &hat e1tent )ou are agree &ith the follo&ing statements
-. () bossLco&orker assured me of
promotion in the ob or some other
benefits if I could fulfill his immoral
demands.
- 2 3 $ '
Strongl) disagree >isagree 8ncertain Agree Strongl) agr
2. () bossLco&orker threatened me to
thro& out of ob if I did not ha!eLph)sical
relation &ith him.
- 2 3 $ '
Strongl) disagree >isagree 8ncertain Agree Strongl) agr
3. () bossLco&orker tried to defame me
for not fulfilling his immoral demands.
- 2 3 $ '
Strongl) disagree >isagree 8ncertain Agree Strongl) agr
Working &nvironment,
o &hat e1tent )ou are agree &ith the follo&ing statements
-. At m) &orkplace
there is disrespect
among emplo)ees
- 2 3 $ '
Strongl) disagree >isagree 8ncertain Agree Strongl) agr
2. At m) &orkplace there is use ofoffensi!e language.
- 2 3 $ '
Strongl) disagree >isagree 8ncertain Agree Strongl) agr
3. At m) &orkplace mostl) people are
in!ol!ed in non=&ork acti!ities.
- 2 3 $ '
Strongl) disagree >isagree 8ncertain Agree Strongl) agr
$. At m) &orkplace there is unauthori?ed
use of compan) time and resources for
personal use.
- 2 3 $ '
Strongl) disagree >isagree 8ncertain Agree Strongl) agr
-e:
27= 2' )ears 2B=37 )ears 3-=3' )ears 3B=$7 )ears $-=$' )ears $B='7 )ears '7 , abo!e.
Education 5evel:
(atric Intermediate achelors ost raduate >iploma Holder 8ni!ersit) degree holder
!ncome:
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-7777=27777 2-777=37777 3-777=$7777 $-777='7777 '-777=B7777 B-777=67777 6-777=
/7777 /7777 , abo!e
7arital tatus:
Single (arried Wido&ed >i!orcedLSeparated.
Cob Status: $or%er Customer ales 0epresentative 7anaer Consultant 9t,er please
mention