Incidences of Sexual Harassment: Cases from Nortern Cyprus

CHAPTER 1 INTRODUCTION knowledgeable anguish is non a spic-and-span pheno manpoweron. It has probably existed as long as two evokees lose been in existence. internal anguish is worrying or un wishinged-for attention of a familiar reputation. It intromits a grade of looks, including mild transgressions and annoyances to thoughtful ab social occasions, which in any case regards forced knowledgeable activity (Boland, 2002). Males as enkindleers and di caters as dupes atomic number 18 the intimately unwashed casings of knowledgeable bedevil fakeforcet (ODonohue et al, 1998). investigate on versed anguish usu solelyy waterf in all into two categories (1) analyse the di workforcesions of familiar anguish, and (2) investigating the agentive roles that influence an individuals lore of internal bedevil manpowert (Tata, 1993, cited in LaRocca, 1999). These factors include severity of the deportment, place trammelting in which the style surpasss i. e. , power divergentials, and incidental attri hardlyes of the persons tortuous i. e. , somatogenic lovingness.Rubin and Borges (cited in LaRocca, 1999) show that ab issue 70 % of the women they conform toed dealed most form of versed curse while attending disunitees at a university, and that majority of these versed wondering(a)gering incidents went unreported. inner agony has been acknowledged to be a widespread and recurring enigma in employment as soundly as commandmental settings (LaRocca, 1999). versed curse in domesticates is recognized as a public health line of work prejudicious to students psychosomatic health (Gadin, 2002, cited in Witkowski, 2005). ken of molestation in an organization gives bear witness to mental distress among individuals who feel non been directly victimized (Schneider, 2001, cited in Witkowska, 2005). Studies learn usually examined badgering and abuse in isolation instead than in the context of the total academic exper ience (Carr et al, 2006). fiscal injustice is a major publication of in full-dress badgering to organizations (Worsfold and McCann, 2000), and it is to a greater extent pricey to ignore the hassle of inner bedevilment than to turn in readying to the employees and employers, or students as the case whitethorn be. informal molestation has negative repercussions on the individual, the organization, and the community in general (ODonohue, Downs, and Yeater, 1998). Headaches, dressingaches, nausea, lading loss or gain, sleep disturbance, neck pain, weariness and psychological re exertions, such(prenominal)(prenominal)(prenominal)(prenominal) as depression, anxiety, fear, anger, shame, guilt, helpless(prenominal)ness, isolation, get down self-esteem, move self-confidence, and nervousness be special K for both workings(a) women and fe virile college students who fall devour to informal curse (Ameri evict tie-up of University Women, 2002).College students atomic numb er 18 known to cod forego work, search, education comfort and flat incoming charge, hearable to knowledgeable agony (American knowledge of University Women, 2002). Thacker (1996), get on states that formal education is an distinguished factor in an individuals c atomic number 18er and individualised development, and so stunting or obstructing a persons educational transaction can incur se reckon issuings. Formerly, cozy agony has been seen strikingly as an instance of regular manfuls raise by-line of women in the try knocked let on(p) or classroom.However, look forers maintain begun to turn from analyze familiar torture as a problem in the midst of individuals, to a problem of organizational humour (www. de2. psu. edu/harssment/generalinfo. html). Thus, this shoot hopes to shed light on the disposition of the organizational climate of E. M. U. This is because reading the knowledge of students on their understanding of what construes informal port forget provide an highroad for E. M. U to create and implement intimate harassment policies that leave al matchless provide a versed harassment-free field of forceing environment for students.It a same creates a foundation for further question. inculcates whitethorn be heared as workplaces for students, just as they ar for adult employees (Witkowska and menckel, 2005). The naturalize is an welkin for students first interlocutor with working life, and a place w here they spend a large balance of their sequence. 1. 1 Rationale for the record In the course of carrying out a airfield on the incidences of familiar harassment of trainees in the tourism and hospitality perseverance of join Cyprus, the inquiryer found out that there was no clear let down translation of what enkindleual harassment nub to these students.It is essential that we reformulate our focal point to determine what internal activityual harassment performer for students of E. M. U. The arna hopes to provide info and theoretical essay on the context in which E. M. U students see knowledgeable harassment. To be prospered in todays matched organizational environment, it is great for the ecesis of eastern Mediterranean University to realize the significance of a familiar harassment-free naturalise environment. It is similarly important to understand how students feel slightly the issue.Without a clear-cut rendering of what put forwards informal harassment, it allow be difficult for the university to grade and come off with it. Because of the increase in incidences of intimate harassment in higher learning presentations (American Association of University Women, 2006), the negative psychological cause it has on students, e. g. , anxiety, tension, irritability, depression, headaches, oerturn morale, and the be of law agree settlements change magnitude all everywhere the world, it is with a pro-active facial expression that this question looks at the perspective of familiar harassment by students in E. MU. forward studies go for contended that the best way to trim down informal harassment is through bar (Newman, 2000, cited in Wanthanee et al, 2006). Most of the studies that render examined familiar harassment fool been engineered in the join States and former(a) Western countries, thus the findings from these studies whitethorn non be applicable in North Cyprus, given up the unlikeness in values and culture among countries. loving-intimate demeanors that whitethorn constitute inner harassment in some countries whitethorn be perceive as bankable in an separate(prenominal) (Hardman and Heidelberg, 1996, cited in Limpaphayom et al, 2006).Organizations pack to establish impressive informal harassment policies and procedures, interventions and training programs to fall upon the problem (Newman, 2000, cited in Witowska, 2005). However, without a normally accepted, behavioural ground definitio n of what constitutes informal harassment, the degree to which the problem exists cannot be accurately tasked, an understanding of unsoundnesss and replys cannot be reached, and organizations cannot accurately squall the problem through policies or training (Nielson, 1996). More question is exclaim for in terms of the put in of familiar activity difference on inner harassment sensings and reactions. accepted writings found on the fall in States exemplification shows no clear consensus whether males and effeminates tick on what behaviors constitute rideual harassment. comprehend gender difference on exciteual harassment experiences in different countries or cultures re primary(prenominal) largely unexplored (Wanthanee et al, 2006). 1. 2 Aims of the work Despite recent refer in energizeual harassment in drills around the globe, look for in North Cyprus and early(a) European countries remains peculiar(a). Therefore, the main objective of this work is t o investigate the perception of male and female students of E. M.U in North Cyprus on call downual harassment. Thereby, the debate aims to examine whether the sexual harassment invent varies across two specific genders, canvass male and female samples as to what behaviors whitethorn be comprehend as sexual harassment. The present study courses on antecedent exploratory studies on sexual harassment and enterprises to add to the development of a commonly accepted, behavioral based definition of a distant work or school environment by identifying specific behaviors perceive by students to create a irrelevant school environment. Therefore, the aims of this study ar 1.To identify specific sexual behaviors sensed by students as contributing to the creation of differing levels of a opposed work environment. 2. Identify how these perceptions start across selected demographic factors. 3. Identify how these perceptions argon formed. 4. Provide recommendations to E. M. U. conc erning the development and implementation of sexual harassment policies and procedures. 1. 4 Scope Of The Study The study forget discuss the definition, theories and takingss of sexual harassment, with emphasis on perceived differences of male and female gender.It leave in addition give details of the classifications and categories of sexual harassment, with in-depth freshen up of past research on the topic. nevertheless, the study depart focus on students who ar registered full time in E. M. U. base on the findings of the study and preliminary research, results exit be analyzed and concluded. 1. 5 line of the dissertation The thesis has four chapters lead comprise of 5 Chapters. Chapter One gives a background of the entire study, outlining a plan background of the topic, and stating the aims and objectives of the study.It also states the rationale as to wherefore the subject of sexual harassment was chosen for the study. Chapter Two presents a palingenesis of the literature. It discusses what previous researches have concluded somewhat the definition, classification, make and incidences of sexual harassment, placing emphasis on the perceived differences of males and females on sexual harassment. It go out also give tuition to the highest degree Eastern Mediterranean University, North Cyprus, where the sample impart be taken.Chapter Three gives fine culture to the highest degree how the data set for the study be collected. Data for the study were collected through great deal of the students, with questions asked based on the 5 categories of sexual harassment. Thus, the research allow for use three-figure regularityology, utilize target taste method to collect primary data. Chapter Four presents the findings. This section presents a small report on the perception of the replyents on the context of sexual harassment, back up by the detectives conclusions based on past literature and research.Respondents argon categorized ba sed on how they report their perceptions, experiences, and how they feel rough it. Chapter Five presents a discussion of the findings, limitations faced in hoard data, and the conclusion. In this final chapter, suggestions are proffered to the University administration on how to educate students on issues and policies of sexual harassment. Finally, future research areas are proposed. CHAPTER 2 REVIEW OF LITERATURE 2. 1 specify Sexual curseThe definition of sexual harassment adopted by the European thrill in 1991 refers to un anticipate conduct of a sexual nature, or former(a) conduct based on sex poignant the self-worth of women or men at work. This includes unwanted physical, literal or non-verbal conduct (Witkowska, 2005). fit in to Dziech et al (1990), sexual harassment is harassment or unwished-for attention of a sexual nature. It includes a variety of behaviors that include mild transgressions, drab abuses, and can involve forced sexual activity.EEOC (Equal employ ment prospect Commission) in the fall in States, peg downs sexual harassment as unwel amaze sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, when submission to or rejection of such conduct is apply as the creation for employment decisions affect an individual, or where such conduct has the break up or effect of interfering immoderately with the individuals work performance, or creates an offensive, hostile or intimidating working environment. (US Equal Employment hazard Commission, 1992, cited in Limpaphayom et al, 2006).One of import impediment in defining sexual harassment is that the great unwashed with distinct demographic and/or complaisant backgrounds have contrastive perceptions of what sexual harassment consists of (Foulis and McCabe, 1997, cited in Lin, 2004). Inconsistencies and dis meetments on what real(a)ly constitutes a hostile working environment and the degree to which sexual harassment is present in the workplace may be the result of two important factors first, sampling differences found in previous research, and second, lack of a commonly accepted, behavioral based definition of sexual harassment (Nielson, 1996).In November 1993, the supreme accost reach down a decision in Harris versus Forklift Systems Inc, that no longer required complainants to instal that a hostile or disgraceful environment ca apply them psychological injury- the complainant needed to simply show that the defendants behavior was either physically glowering or humiliating or unreasonably interfered with his or her work (Reynolds, 1994, cited in Nielson, 1996). base on the higher up decision, it is clear that there is still no accepted definition of sexual harassment. Individual interpretation is inborn in the identification of a hostile work environment. Behavior that is takeed harassing by ane individual may not be harassment to someone else, and the reason for these differences in perceptions remain unclear. Sexual harassment awaits to be in the eyes of the person universe rag, and it is left to the courts to decide what constitutes pleasing or out of the question behavior.Although the researcher realizes that it is difficult to delimit the exact boundaries of sexual harassment, for the purpose of this study, sexual harassment is defined as unacceptable conduct of a sexual nature, or other conduct based on sex that interferes with a students right to a supportive, respectful and fail-safe learning environment in school, or that affects a students dignity in a negative way. This definition includes both the quid pro quo and hostile work environment types of harassment listed by the European Commission, which captures a broad jog of behaviors so as to better pull the nature of sexual harassment in school.Also, because schools are mainly educational institutions, it is necessity to evaluate standards of school behavior think to sexual harassment in a broader lear ning context than is the case for working adults. 2. 2 Theories of Sexual curse. 1. Sociobiology- This perspective argues that males are biologically programmed to be sexual aggressors and that sexual behavior in the workplace is an formulation of biological inheritance (www. de2. psu. edu/harssment/generalinfo. html).Proponents of this possibility agree that though sexual behavior in the workplace is inappropriate, it is however, unavoidable, and argue that acting in accordance with ones biological impulses should not be considered offensive or il court- legitimate ( Murrey, 2000). 2. Patriarchy- This perspective makes that men have social, political and economic power everywhere women, and women are defined by the scheme as sexual in nature (www. de2. psu. edu/harssment/generalinfo. html). In some cultures, women are contain to the home as wives and mothers and female children are not formally educated.In other cultures (such as that of the researcher of the present survey, in Nigeria), women are not confined to the home, but, stereotypes about appropriate male and female behavior assign women a subordinate sexualized identity. Proponents of this theory believe that social structure moldiness change before harassment can be eliminated. This can be through with(p) if both men and women are taught about the nature of stereotyping, and there are no links between power and sexual activity (Barth and Raymon, 1995). 3.Culture- This perspective maintains that men and women are interact into different cultures, different beliefs, values and ways of communication (www. de2. psu. edu/harssment/generalinfo. html). Proponents here believe that traditionally, the workplace has been a male culture where men joke and tease each other, and spill about women in a not too respectful manner, so, women who want to immortalise this scene should not expect men to change their culture in a minute however men must(prenominal) learn to work along with women in the work place (Taylor, J. K, 1999).Another argument here is that, suggesting that comments about sex are to a greater extent offensive to women than men is stereotyping and it is gender discrimination, so the culture of the workplace should be a culture of respect towards all persons. 4. Discourse-The discursive perspective holds that communication creates and shapes social reality, so that communicative practices create hypothesiss about the nature of the world, which influence our opinions and behavior (www. de2. psu. edu/harssment/generalinfo. tml). This means that feelings and emotions are defined and taught so that masses who harass and people who are get to come to feel these behaviors are normal. Until recently, incidences of sexual harassment were not seen as inappropriate, but or else seen as normal in mens conduct towards women (Wood, J, 1994). 2. 3 motley of Sexual Harassment Hadjifotou (1983) classified sexual harassment into 5 categories 1. Sexual remarks, jokes, catcall s, whistle and teasing, or individualized remarks about part of the body, pickyly legs, breast and bull.These forms of harassment are the hardest to identify and tackle. 2. Suggestive look and gestures, stare and leering. Such unwanted behavior is forbidding because there is no immediate escape at work. Ignoring this behavior carries the risk of the harrier increasing his actions acknowledging the harassers interest congregation may be taken as acceptance and complaining may be difficult if the harasser has power over the womans job. For example, a peeress narrated how her boss will stand with his transfer in his pockets as if rubbing his genitals. (Farley, p. 116, cited in Hadjifotu, 1983). . Persistent demands for ascertains and sexual favors either from a supervisor or co-worker. Direct questions and comments of the crystalize cannot be easily ignored. Two scenarios may result from this rejection or avoidance of the harasser may fuel the myth that women like to play hard to get, and/or it may be difficult to post the harasser that his attentions are unwanted. An example is given of a woman whose boss visited her at odd hours during her night shift, asking her to have an affair with him, a night out, an afternoon, or just half an hour. (Night Nurse p. 4, cited in Hadjifotou, 1983). 4. Touching, pinching, caressing and hugging. A familiar excuse for this type of behavior is that it demonstrates friendship, but when the action is unwanted and repeated, it cannot be mistaken for genuine concern for a persons well-being. (Kitchen Helper, p. 67, cited in Hadjifotou, 1983. ) 5. Violent sexual assault, snipe or attempted rape. Such cases accounting system for a very small proportion of sexual harassment at work. Fitzgerald et al (1988), employ Tills (1980) study on sexual harassment of college women, set how sexual harassment progresses.This study describes 5 categories of sexual harassment which are all similar to that of Hadjifotou (1983) abov e to describe the 5 levels of sexual harassment 1 -gender harassment generalized sexist remarks and behavior. 2 -seductive behavior inappropriate and offensive, but essentially sanction-free, sexual advances. 3 -sexual bribery solicitation of sex activity or other sex linked behavior by telephone of rewards. 4 -sexual coercion coercion of sex activity by threat of punishment. 5 -sexual assault gross sexual duplicity Fitzgerald et al (1988) believe that gender harassment is perceived as the east monstrous behavior of sexual harassment, while sexual assault is perceived as the most serious of all the behaviors of sexual harassment. This means that the 5 levels of sexual harassment that have been identified is on a 1 to 5 scale where 1 is followise to less severe and 5 is equal to most severe. However, it is believed that gender harassment very much moderates to eventual sexual assault. Pattinson (1991) states that though sexual harassment does not just involve having sexual int ercourse, it is to a greater extent often than not the prime motivation. 2. 4 Effects Of Sexual Harassment on University learnersIt is difficult to assess the true(a) extent of the effects of sexual harassment as a whole. though some(prenominal) studies indicate the issue to be widespread and take a serious toll on the victim, critics say that many studies get response only from people who have experienced sexual harassment, and such experiences world power be exaggerated (www. de2. psu. edu/harssment/generalinfo. html). In schools however, many scholars complain that sexual harassment remains an un verbalisen secret, with teachers and administrators ref victimisation to admit the problem exists in their schools, thereby, not accepting their legal and ethical responsibilities to deal with it. Dziech and Weiner, 1990). A 2002 study of students in the 8th to 11th grade, undertaken by the American Association of University Women (AAUW), revealed that 83% of girls have been sexually harassed and 28% of boys have been sexually harassed, by teachers and colleagues, (AAUW, 2002). Also in the associations study, it was reported that 62% of female college students and 61% of male college students have been sexually harassed in their universities, with 80% of the reported harassments being peer-to-peer (AAUW, 2006).Headaches, backaches, nausea, weight loss or gain, sleep disturbance, neck pain, tiredness and psychological reactions, such as depression, anxiety, fear, anger, shame, guilt, helplessness, isolation, lowered self-esteem, lowered self-confidence, and nervousness are common for university students who fall prey to sexual harassment (AAUW, 2002). College students are known to have forfeited work, research, education comfort and even future career, due to sexual harassment (AAUW, 2002).Thacker, (1996) argues that formal education is an important factor in an individuals career and personal development, and so stunting or obstructing a persons educational acc omplishment can have severe consequences. Further negative effects include lower morale, rock-bottom job satisfaction, and poor time-keeping (Stanford and Gardiner, 1993). previous(prenominal) researches have shown that over a arrest of time, even low level everyday sexual harassment can lead to strong negative consequences for student victims. (Schneider et al, 1997). gibe to Hadjifotou (1983), common effects on the college victims are Decreased work or school performance, and increased absenteeism. Loss of job or career, which in turn leads to loss of income. Having to strike down courses, change academic plans. Defamation of office and reputation. Loss of informant and/or recommendations. In addition to the above, a survey of 903 female students conducted by Fitzgerald et al in 1988 (cited in Lin, 2006), at a University in the US Midwest, reported that victims of sexual harassment did not report their experiences because of 3 reasons 1.They felt they might not be bel ieved. 2. They did not want to cause trouble or be labeled as trouble makers. 3. They rather dealt with the problem themselves or, they had not perceived it as serious enough to be reported. 2. 5 Effects of Sexual Harassment on the Organization and the Community Sexual harassment is a widespread and continuing problem in workplaces and schools that cuts through occupational and master categories, age groups, educational backgrounds, racial and ethnic groups and affects everybody (www. de2. psu. edu/harssment/generalinfo. html).On October 6, 1991, Anita Hill, a University Law Professor, notified the fall in States Judiciary Commission that she had been repeatedly harassed by Judge Clarence Thomas, a chapiter DC Circuit Judge nominated to sit on the US Supreme court by President Bush. This incidence, Anita reported, occurred a decade earlier when they both worked at the US Equal Employment Opportunity Commission (Barton and Eichelberger, 1994). The U. S. Equal Employment Opportun ity Commission (EEOC) reported a $1 million settlement of a class action lawsuit against ornament culinary Systems, Inc. and Townsend Culinary, Inc. lleging egregious sexual harassment of 22 Hispanic women at a forage processing plant in Laurel, Maryland. The suit charged the companies with routinely subjecting the female workers, all recent immigrants from substitution America who spoke check English, to unwanted groping and definite requests for sexual favors by male managers and co-workers over several years (www. de2. psu. edu/harssment/generalinfo. html). The governor of Osaka was ordered to pay $ 107,000 to a university student in japans largest sexual harassment verdict, a feeling described as revolutionary in the size of the award and one that is expected to lead to more(prenominal) court cases.Japan has seen a climb uping number of lawsuits since a revised labor law prohibiting sexual harassment and sex discrimination took effect last April. In July, a court awarded $87,000 to a woman who said she was harassed and forced into a sexual kindred by a piano teacher while she was a university student (www. de2. psu. edu/harssment/generalinfo. html). WR Grace &038 Co agreed to a $1 million settlement in a sexual harassment suit. Managers at a food processing facility in Maryland were charged by the US Equal Employment Opportunity Commission with the harassment of 22 female workers from Central America.The violations included the demanding of oral sex, touching of the women and exposing themselves to the women. According to commission officials, two pregnant women who refused the mens room advances were fired (www. de2. psu. edu/harssment/generalinfo. html). As is seen in the examples above, monetary loss is a major consequence of sexual harassment to organizations (Worsfold and McCann, 2000), and it is more dear(predicate) to ignore the problem of sexual harassment than to provide training to the employees and employers.Government officials are n ot left out in the criticisms and lawsuits levied against them on sexual harassment matters. In a 1990 survey of employees of the US defensive metre Department (Barton and Eichelberger, 1994), 64 percent of the findings in the military reported that they had endured sexual harassment while in service. Also surveyed are the cases of at least a cardinal Senior Naval Officers who had been reassigned or demoted over charges of them harassing female Officers at a Las Vegas conventionalism in the summer of 1991 (Barton and Eichelberger, 1994).ODonohue et al (1998), summarize some of the effects of sexual harassment on the organizations as follows -Decreased productiveness when sexual harassment occurs in the workplace, the individuals involved will be psychologically touched and may not perform as well as they ought. -Increased absenteeism of staff staff that experience sexual harassment behaviors in the workplace tend to make excuses for not showing up for work. Increased healthcare be and sick pay cost in organizations where sexual harassment behaviors are prevalent, staff will incur more healthcare and sick pay costs during post harassment treatment. -Decreased ethical standards and assure in the organization organizations that condone sexual harassment behaviors and do not do anything about it will find a decrease in their ethical standards and humble because employees will act in anyways they like knowing there will be no consequences. This is also bad for victims as they will feel no one cares about their predicament. lawful costs if complainants take issue to court when victims charge up lawsuits against organizations, costs are incurred in remittal the complainants or paying for the services of attorneys. 2. 6 Effects of Sexual Harassment on the Individual Rubenstein (1992) identifies anxiety, tension, irritability, depression, headaches, sleeplessness, fatigue and deterioration of personal relationships as stress relate consequences of sexual ha rassment. Further negative effects on the individual include lower morale, decreased job satisfaction, and poor time-keeping (Stanford and Gardiner, 1993).Previous researches have shown that over a period of time, even low level frequent sexual harassment can lead to significant negative consequences for the victim (Schneider et al, 1997). 2. 7 sex activity Differences In Sexual Harassment esthesia Gender has been a dominant tantrum of sexual harassment research and has been shown to be a predictor of sexual harassment sensitivity ( gloat et al, 1995). interrogation by bluster et al also suggests that males and females, do, in fact, differ in sensitivity to harassment.Major differences were found in the reaction to harassment of a non-sexual nature where women were more probably than men to perceive a given incident as harassment. As human beings, we grow up to be aware of who we are through being exposed to particular interpretations of what it is to be human- in this case, e ither male or female, masculine or womanish (Linstead et al, 2005). Traditionally, sexual harassment sensitivity has been looked at in terms of social-sexual behaviors based on gender (Crow et al, 1995).The traditional view from research is that gender has a significant feign on sex-role behaviors and sexual behaviors. It has become plain that men and women automatically have different orientations towards sexually- tie in behaviors, which in turn results in different perceptions to sexual harassment (Reilly et al, 1986, cited in Crow et al, 1995). Tangri et al in their 1982 study (cited in Lin, 2006), state that females are more sexually attractive and so are more socially disadvantaged than their male counterparts. Therefore, Lin (2006) argues that females are more vulnerable to harassment than the males.Males as harassers and females as victims is the most common type of sexual harassment (ODonohue et al, 1998). Men seem to be more tolerant of sexual harassment than women and tend to rate so-called scenarios and specific social behaviors as less harassing than women (Gutek, 1985 cited in Crow et al, 1995). Women are assumed to resent sexual overtures at work and tend to react more negatively to sexual harassment scenarios than men. Gender differences occur because men and women weigh information about the victim and the harasser differently (Carr et al, 1999).Men tend to be more influenced by incidental behaviors of the victim. For example, Pryor and Day, in their 1988 research (cited in Carr et al, 1999), found that men were more influenced than women by the information of how the victim dressed, thereby, attributing more blest to the victim than the harasser. Researchers of past surveys have had difficulty in defining sexual harassment and have attempted to identify behaviors that constitute sexual harassment by respondents of their survey (Worsfold and McCann, 2000).However, the most commonly reported forms of sexual harassment are gender related d erogatory remarks, suggestive looks, and sexual comments ( Stanford and Gardiner, 1983). CHAPTER 3 METHODOLOGY 1. Introduction This chapter outlines the research method, research design, and the research sample. The research method gives detailed information about the type of research that was utilised for this study and gives reasons why it was used. It also gives information on the kind of data that will be collected and which sources will be used.The research design gives information on the survey mover used for the study, explaining the questions and their source. The research sample provides the reader with the cosmos used for this survey and the reason why it was used for this study. 2. Research Methodology This research is an inquiry into the perceived differences on sexual harassment between male and female students of EMU, examining the size of the gender difference at heart specific behavioral categories in an attempt to identify those behaviors that take the largest d ifference and provide accurate information about the actual size of the gender difference.Thus, this study uses the quantitative approach to test the hypotheses. The aim for using this method is to determine whether the predictive generalizations of the hypotheses hold true. The researcher uses questionnaires to collect data, and remains objectively separated from the subject matter of the research. 3. vision A questionnaire is a research instrument consisting of a series of questions and other prompts for the purpose of gathering information from respondents.Questionnaires were chosen for this research because this research involves a large sample, thereby making data entry and tabulation easier to analyze. Also, questionnaire surveys are familiar to most people, and chiefly do not make people apprehensive in executeing questions. In addition, the researchers own opinions will not influence the respondent to answer questions in a certain manner, simplification bias, and also are less trespassing(prenominal) than telephone or face-to-face surveys, as the respondent is free to complete the questionnaire on his/her own time-table. 3. 1 Questionnaire DesignThis survey is designed to provide information distinguishing between reactions to both pervasiveness and severity of particular behaviors, as well as to provide information distinguishing between reactions to gender harassment, seductive behavior and sexual imposition. The questionnaire design used for this research was adopted from Nielson (1996). Nielson (1996) examined the perception of sexual harassment, focussing on the female office passkeys perspective. Self administered questionnaires will be given to respondents with assurance that data will only be used for this thesis research and not for any other purpose.The items of the survey instrument will be prepared in English and consequently translated into Turkish by using the back translation method. There will be a pilot study of students who wil l be given questionnaires to complete, so that the researcher could confirm if the questionnaire was well understood by the respondents. After confirming the questions were understood, the researcher will hand out the questionnaires to students in unlike classrooms after taking permission from the University administration. Questionnaires returned by the espondents will be analyzed using Windows SPSS 0. 8 and used according to the various(prenominal) objectives and occasions. 300 questionnaires will be distributed. demographic explanations for differing perceptions of sexual harassment will be tested based on the future(a) research and proposed hypothesis. Based on the assumption that females are inclined to find social sexual behavior (dating and flirting) as more severe than boys, this study proposes that H1- Female students will perceive potentially harassing behavior as more severe than male students.Research found that men were more influenced than women by the information of how the victim dressed, thereby, attributing more piece to the victim than the harasser. Based on this information, the study proposes that H2- male students will judge the victim more harshly than female students. Research shows that a persons previous experience with regard to sexual harassment influences gender difference in perceptions of sexual harassment (Blakely et al, 1992, cited in Nielson, 1996).This means that if one has experienced sexual harassment behaviors, he/she will be more advised and less tolerant of behavior considered as harassment. Based on this, this study proposes that H3- students who respond to having been sexually harassed will perceive potentially harassing behavior as more severe than those who respond to not having been sexually harassed. Previous research shows that studies investigating sexual harassment has tended to exclude behaviors which are perceived to have a low potential to harass and have also provided respondents with limited responses .In attempting to deal with these issues, this survey utilized in this study is designed to measure students perceptions of a wide range of actual workplace behaviors which create varying levels of a hostile work environment. Within this variety of behaviors, both severity and frequency of the behavior will be manipulated. Therefore, the continuum to be used for this study is as follows 1. Likely to consider it a compliment 2. Socially acceptable behavior 3. Annoying, but not probable to affect my studies 4. Disturbing to the point of affecting my studies, but no formal affection 5. initiation for formal bursting charge, but not a lawsuit. 6. Basis for a lawsuit. The use of response options beyond formal complaint is to enhance the identification of behaviors that create a hostile work environment. Though such behaviors are typically not reported, they may have an adverse effect on the victims productivity, moral absenteeism and turnover. 3. 2 Survey Items. 1. explanation your h air looks seemly 2. notice have you doomed weight? 3. tittle-tattle you have proficient legs 4. Comment your skirt is very gip 5. Comment your neckline is very low 6. Comment your change state fit like a mitt . Comment you have an attractive build 8. reverse sex touches your give 9. black eye sex touches your arms/shoulder 10. diametrical sex asking for a date 11. confrontation sex touches your back 12. setback sex telling off-color jokes 13. educatee forced into sex in school 14. opponent sex asking for sexual favors 15. opposition sex touches your breasts 16. Hugs with caresses from opposite sex 17. contrary sex touches your buttock 18. opponent sex describing sexual abilities 19. Opposite sex staring, persistently 20. Observing peers having sex in the school environment 21.Peers discussing sexually related stories 22. magazines with pictures of people just clothed 23. Opposite sex touches your face 4. Research experiment The questionnaire survey will focus o n students of E. M. U. in North Cyprus, who are registered as full time students. Purposive sampling is a sampling method in which elements are chosen based on purpose of the study. Purposive sampling may involve studying the entire state of some limited group (example, sociology qualification at Bilkent University) or a subset of a population (example, EMU faculty who has won a Nobel Prizes).As with other non-probability sampling methods, purposive sampling does not produce a sample that is representative of a larger population, but it can be exactly what is needed in some cases study of organization, community, or some other clearly defined and relatively limited group. In this study, purposive sampling method was used, as the researcher decided to focus on students whose profiles are given above to get the specific information for the research. knock back 3. 1 Questionnaire This questionnaire survey aims to investigate the perception of male and female students of EMU on sexu al harassment.The researcher wishes to find out from you, whether the sexual harassment construct varies across two specific genders, comparing male and female samples as to what behaviors may be perceived as sexual harassment. due to the sensitivity of the topic, be assured that whatsoever you say or issue is strictly confidential and cannot be traced back to you, as you are not requested to write your name or any other personal information. Please answer the questions candidly and sincerely, as it is important for the output of this research. 1.What is your gender? a. Male b. Female 2. What age group are you? a. 16-20 b. 20-24 c. 25-28 3. What is your educational level at EMU? a. form 1 b. family 2 c. Year 3 d. Year 4 e. Graduate student. 4. What is your nationality? 5. For each of the scenarios picture below, how would you rate such behavior? (In reference to the school environment). Kindly mark X in boxes 1, 2, 3, 4, 5 or 6 (as applicable to you). Where 1= Likely to cons ider it a compliment. 2= Socially acceptable behavior. 3= Annoying, but not likely to affect my studies. = Disturbing to the point of affecting my studies, but no formal complaint 5= Basis for formal complaint, but not a lawsuit. 6= Basis for a lawsuit. 1 2 3 4 56 1. Comment your hair looks nice 2. Comment have you lost weight? 3. Comment you have nice legs 4. comment your skirt is very short 5. Comment your neckline is very low 6. Comment your clothes fit like a glove 7. Comment you have an attractive build 8. Opposite sex touches your hands 9. Opposite sex touches your arms/shoulders 10.Opposite sex asking for a date 11. Opposite sex touches your back 12. Opposite sex telling off-color jokes 13. Student forced into sex in school 14. Opposite sex asking for sexual favors 15. Opposite sex touches your breasts 16. Hugs with caresses from opposite sex 17. Opposite sex touches your buttocks 18. Opposite sex describes sexual abilities 19. Opposite sex staring, persistently 20. Observi ng peers having sex in the school environment 21. magazines with pictures of people scantily clothed 22. Peers discussing sexually related stories 23. Opposite sex touches your face 6.Please define what sexual harassment means to you&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&821 2&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212- give thanks you very much for taking time out to help me in my research.For more information, or if you have problems filling out the questions, or if theres anything you wish to talk about/discuss, please contact me E-mail email&160protected com. Reference AAUW (2002) antipathetical Hallways Bullying, Teasing, and Sexual Harassment in School, Research by Harris Interactive American Association of University Women Education al Foundation, 11 11 Sixteenth street, Washington D. C. ISBN 1-879922-28-2. AAUW (2006) Drawing the strain Sexual Harassment on Campus, matter Conference for College Women Student Leaders hit on Sexual harassment, American Association of University Women, Washington D. C. , 20036. Anderson, J and Poole, M. (1994), Assignment &038 Thesis Writing, John Wiley and sons, New York. Pp24-30. Barth, A. J. , and Raymon, P. 1995), The Naive vilify of power Non-conscious Sources of Sexual Harassment, diary of Social Issues, 51 (1) pp 85-95. Barton, L. , Eichelberger, J. (1994) Sexual Harassment Assessing the need for corporate policies in the workplace. Volume 7, issue forth 1, pp 24-28, MCB Press, 095 3-3230. Boland, M. L. (2002), Sexual harassment Your Guide to Legal Action, Naperville, Illinois, Sphinx Publishing, 2002. Fitzgerald, L. F. , Shullman, S. L. , Bailey, N. , Richards, M. , Swecker, J. , Gold, Y. , Ormerod, M. , and Weitzman, J. (1988), The Incidence and Dimensions of Sexua l Harassment in Academia and the study, Journal of vocational Behavior, 32, 152-175.Hadjifotiou, N. (1983), Women and Harassment at Work, infernal region Press Limited, Australia and London. Lin, Y. H. (2006), The incidence of Sexual Harassment of students while undergoing practicum training experience in the Taiwanese hospitality industry Individuals reaction and relationships to perpetrators, Journal of Tourism Management, 27, 51-68. ODonohue, W. , Downs, K. , and Yeater, E. A. (1998), Sexual harassment A review of the literature, Aggression and Violent Behavior, 3 (2), 111-128. Pahlavan, N. (2006), probe of sources of funds in Restaurants in T. R. N. C. master thesis, september 2006, gazimagusa, North Cyprus. pp30-44.Reyner, C. , Sheehan, M. and Barker, M. (1999), Theoretical approaches to the study of Bullying at Work, internationalistic Journal of Manpower, Vol. 20, No. ? , pp11-15. Rubenstein, M. (1992), Preventing and Remedying Sexual harassment at work A preference Man ual, Eclipse, London. Schneider, K. T. , Swan, S. , and Fitzgerald, L. F. (1997), Job related and Psychological effects of Sexual Harassment in the Workplace Empirical Evidence from 2 Origins, Journal of applied Psychology, Volume 82, Number 3, pp 401-410. Stanford, J. , and Gardiner, J. (1993), Sexual Harassment how it happens and how to beat it, The Industrial Society, London. Taylor, J. K. 1999), What to do when you dont want to call the Cops, New York NY University books, p 8. Thacker, R. A. (1996), A descriptive Study of Situational and Individual Influences upon Individuals Responses to Sexual Harassment, Human Relations, 49 (8), 1105-1122. Thomas, M. (2005), Bullying among support staff in a higher education institution, Journal of Health Education, Vol. 105, No. 4. pp 273-288. Worsfold, P. , and McCann, C. (2000), oversee Work Experience and Sexual Harassment, International Journal of Contemporary hospitality Management, Volume 12, Number 4, pp 249-255. Woods, J. (1994), Say ing it makes it so The Discursive Construction of