English (United Kingdom)

https://curated-unify.zendy.io/wp-json/zendy-region/v1/featured_content/oa?rat=en

https://curated-unify.zendy.io/wp-json/zendy-region/v1/highlighted_journal/

Global: Zendy Plus annual

Presents the access of premium content as premium feature

Premium Content

Presents the keyphrase highlighting as premium feature

Keyphrase Highlighting

Presents the summarisation as premium feature

Summarisation

Insights

Presents the pdf analysis as premium feature

PDF Analysis

Presents the zaia usage as premium feature

ZAIA

Global: Zendy Plus monthly

Global: Zendy Tools annual

Global: Zendy Tools monthly

Global: Zendy Free Plan

106 COPYRIGHT 2012 BY PSI CHI, THE INTERNATIONAL HONOR SOCIETY IN PSYCHOLOGY (VOL. 17, NO. 3/ISSN 2164-8204) *Faculty mentor In 1991, the Equal Employment Opportunity Commission (EEOC) reported a total of 10,000 sexual harassment (SH) cases in the United States. Ten years later, the number of SH charges increased by almost 50%, breaking the 15,000 mark in 2001 (U.S. EEOC, 2009). Examining the prevalence of SH on university campuses across the United States, Sandler and Shoop (1997) found that between 30% and 40% of female students had experienced some form of SH from faculty and staff members and that 70% to 90% had experienced some form of SH from peers (c.f., Kearney, Rochlen, & King, 2004). Furthermore, a study conducted by the United Nations looking into the occurrence of SH in 11 European countries similarly found that approximately 30% to 50% of women and 10% of men had experienced some form of SH (European Commission, 1998). With instances of SH increasing in schools and workplaces alike, researchers across the globe have focused their studies on identifying the antecedents of SH, the predictors of SH behavior, and the factors that influence attitudes toward SH. The current study focuses on examining the latter construct. With SH becoming such a common and universal problem in organizational settings, researchers have begun to ask what factors alter SH perceptions and the attitudes associated with those perceptions (SH attitude). Does sexual inequality within an organizational structure allow for these discriminatory acts to occur without punishment? Is SH attitude embedded into certain personality factors? Is SH attitude affected by implicit cognitive constructs? Past researchers have studied some of these questions, examining both external (e.g., SH training) and internal (e.g., personality) factors as predictors of SH attitude.

The Influence of Sex, Gender Bias, and Dress Style on Attitudes Toward Sexual Harassment