Writing a Research Proposal (pdf)
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Running head: RESEARCH PROPOSAL
Business Research Method: Research Proposal on Case Study
Name of the Student:
Name of the University:
Author note:
Business Research Method: Research Proposal on Case Study
Name of the Student:
Name of the University:
Author note:
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1RESEARCH PROPOSAL
1. Introduction
Dubois Industries is one of the most prominent names in the manufacturing industry of
Australia. The international firm has almost 1000 employees in Australia. Recently, the firm has
been making headlines due to a severe HR issue, that is, sexual harassment. It has been
highlighted that the incidence of sexual harassment is quite widespread in all levels of the
company including the Board member level. The HR department of Dubois Industries is
interested to conduct a thorough investigation to look into the matter and eliminate that to
establish a healthy working environment and employee safety. The research proposal by Young
Consultancy will address the issue of sexual harassment in Dubois Industries and how to
eliminate that.
1.1 Problem statement
Sexual harassment is a burning issue in today’s world. Organizations that have this
problem in the workplace ultimately experience a fall in the reputation and business overtime.
Employees leave the organizations as they do not feel comfortable in such environment, which
affects the productivity and performance of the organization (McDonald, 2012). Dubois
Industries in Australia has been facing this challenge for quite some time, for which they have
lost reputation. A research should be conducted to explore the root and nature of the problem
within the organization, its impact on the employees and to find out the ways to solve the issue.
With the solution, the organization can focus on designing and implementing the measures to
reduce problem of sexual harassment in the company and establish a safe working environment
for all.
1. Introduction
Dubois Industries is one of the most prominent names in the manufacturing industry of
Australia. The international firm has almost 1000 employees in Australia. Recently, the firm has
been making headlines due to a severe HR issue, that is, sexual harassment. It has been
highlighted that the incidence of sexual harassment is quite widespread in all levels of the
company including the Board member level. The HR department of Dubois Industries is
interested to conduct a thorough investigation to look into the matter and eliminate that to
establish a healthy working environment and employee safety. The research proposal by Young
Consultancy will address the issue of sexual harassment in Dubois Industries and how to
eliminate that.
1.1 Problem statement
Sexual harassment is a burning issue in today’s world. Organizations that have this
problem in the workplace ultimately experience a fall in the reputation and business overtime.
Employees leave the organizations as they do not feel comfortable in such environment, which
affects the productivity and performance of the organization (McDonald, 2012). Dubois
Industries in Australia has been facing this challenge for quite some time, for which they have
lost reputation. A research should be conducted to explore the root and nature of the problem
within the organization, its impact on the employees and to find out the ways to solve the issue.
With the solution, the organization can focus on designing and implementing the measures to
reduce problem of sexual harassment in the company and establish a safe working environment
for all.
2RESEARCH PROPOSAL
2. Research questions and objectives
The research questions are:
1. What is the nature and cause of sexual harassment in Dubois Industries?
2. How far the problem of sexual harassment is spread out within the levels of organization?
3. How the employees of Dubois Industries are affected by the incidences of sexual
harassments?
The research objectives are:
ï‚· To explore the nature and cause of sexual harassment in Dubois Industries and how far it
is spread.
ï‚· To evaluate the impact of sexual harassment on the employees of Dubois Industries.
3. Expected outcome
The expected outcome of the research is to get an insight about the existing problem in
the company and to find out ways to solve that. Given the constraints of the research, that is,
time and budget, some basic questions are framed to explore the specific aspects of the research
issue. These questions will help to fulfill the objectives of the research. Data on these questions
can be addressed by using two different methods of data collection, which are survey
questionnaire and focus group. Both of these will save time and cost of data collection, required
for the research. Hence, the researcher will frame the questionnaire and focus group themes
accordingly to find out the answers to these research questions.
2. Research questions and objectives
The research questions are:
1. What is the nature and cause of sexual harassment in Dubois Industries?
2. How far the problem of sexual harassment is spread out within the levels of organization?
3. How the employees of Dubois Industries are affected by the incidences of sexual
harassments?
The research objectives are:
ï‚· To explore the nature and cause of sexual harassment in Dubois Industries and how far it
is spread.
ï‚· To evaluate the impact of sexual harassment on the employees of Dubois Industries.
3. Expected outcome
The expected outcome of the research is to get an insight about the existing problem in
the company and to find out ways to solve that. Given the constraints of the research, that is,
time and budget, some basic questions are framed to explore the specific aspects of the research
issue. These questions will help to fulfill the objectives of the research. Data on these questions
can be addressed by using two different methods of data collection, which are survey
questionnaire and focus group. Both of these will save time and cost of data collection, required
for the research. Hence, the researcher will frame the questionnaire and focus group themes
accordingly to find out the answers to these research questions.
3RESEARCH PROPOSAL
4. Literature review
Sexual harassment has become one of the major concerns for many organizations across
the world. Sexual harassment refers to a wide range of activities that involve the harassment of
an individual due to his or her sex. The actions include various forms, such as, verbal or written
abuse, unwelcoming gestures, requests for sexual favor, threats, and creating hostile
environment, which would make an individual feel uncomfortable, offended, intimidated or
humiliated (HerscH, 2015). It is not consensual or mutually agreed upon. There have been many
instances of sexual harassment in the workplace across the world. In majority of the cases, power
plays a vital role. The management or the person with a high position in the company often
exploits the power of the seat to harass a subordinate for personal pleasure (McLaughlin, Uggen
& Blackstone, 2012). On the other hand, it is also seen that, many people have taken undue
advantage by placing a false claim to satisfy personal grudges or power. Thus, the issue of sexual
harassment is highly controversial as well as sensitive.
Banerjee and Sharma (2011) highlighted in their paper that men and women have
different level of awareness regarding the elements that cause sexual harassment in a workplace.
They have also found that men mostly lack the knowledge regarding the harassment issue. Thus,
it can be inferred from the study that women mostly face the problem of sexual harassment in the
workplace and that is the reason, women are more aware of it. In this regard, the example of
Susan Fowler and Uber can be mentioned. Fowler was an Uber engineer, who helped to unveil
the events of sexual harassment happening in one of the largest start ups of the world. The
women employees were mistreated, which made the female employees leave the organization
within a short time span and the higher authority threatened Fowler not to report such things.
However, Fowler divulged many incidents and advocated for the unethical actions to stop. Later
4. Literature review
Sexual harassment has become one of the major concerns for many organizations across
the world. Sexual harassment refers to a wide range of activities that involve the harassment of
an individual due to his or her sex. The actions include various forms, such as, verbal or written
abuse, unwelcoming gestures, requests for sexual favor, threats, and creating hostile
environment, which would make an individual feel uncomfortable, offended, intimidated or
humiliated (HerscH, 2015). It is not consensual or mutually agreed upon. There have been many
instances of sexual harassment in the workplace across the world. In majority of the cases, power
plays a vital role. The management or the person with a high position in the company often
exploits the power of the seat to harass a subordinate for personal pleasure (McLaughlin, Uggen
& Blackstone, 2012). On the other hand, it is also seen that, many people have taken undue
advantage by placing a false claim to satisfy personal grudges or power. Thus, the issue of sexual
harassment is highly controversial as well as sensitive.
Banerjee and Sharma (2011) highlighted in their paper that men and women have
different level of awareness regarding the elements that cause sexual harassment in a workplace.
They have also found that men mostly lack the knowledge regarding the harassment issue. Thus,
it can be inferred from the study that women mostly face the problem of sexual harassment in the
workplace and that is the reason, women are more aware of it. In this regard, the example of
Susan Fowler and Uber can be mentioned. Fowler was an Uber engineer, who helped to unveil
the events of sexual harassment happening in one of the largest start ups of the world. The
women employees were mistreated, which made the female employees leave the organization
within a short time span and the higher authority threatened Fowler not to report such things.
However, Fowler divulged many incidents and advocated for the unethical actions to stop. Later
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4RESEARCH PROPOSAL
the CEO of Uber resigned and the era of sexual harassment in Uber ended (Dowd, 2017). From
this incidence, it can be said that, in many organizations, the higher management and the HR
department do not take any measure in case of sexual harassment reporting due to the risk of
hampering of reputation of the company. Employees can speak up for such instances only when
the company ensures zero tolerance policy. Thus, organizational human resource policies often
influence people to take actions against sexual harassment in the workplace.
Charlesworth, McDonald & Cerise (2011) showed in their paper that, there are various
benchmarks to define sexual harassment behavior in a workplace. The characteristics outlined in
the legal definition may not always categorize a particular behavior or gesture as sexual
harassment, but nonetheless, that might affect the concerned individual mentally. The features
can also be different in different countries and cultures. Toker (2016) showed in his paper that,
cultural differences often distinguish perceptions regarding the behaviors leading to harassment
in the workplace. For example, the nature of sexual harassment is starkly different in the USA
and Turkey. Hence, there is a very thin line between the behaviors and the organizations must
consider the situations and take appropriate measures very carefully.
According to Galinsky et al. (2006), there is a pattern that says the type of organizations
that can be prone to instances of sexual harassment. Organizations that are male dominated, and
highly hierarchical are prone to ignore or forgive the bad behavior. Men are more aggressive
than women and when they feel that their position is threatened, then they start following such
practices. On the other hand, degree of power imbalances is another cause of sexual harassment.
Many men take advantage of their position in the company and exploit their power while
harassing women employees.
the CEO of Uber resigned and the era of sexual harassment in Uber ended (Dowd, 2017). From
this incidence, it can be said that, in many organizations, the higher management and the HR
department do not take any measure in case of sexual harassment reporting due to the risk of
hampering of reputation of the company. Employees can speak up for such instances only when
the company ensures zero tolerance policy. Thus, organizational human resource policies often
influence people to take actions against sexual harassment in the workplace.
Charlesworth, McDonald & Cerise (2011) showed in their paper that, there are various
benchmarks to define sexual harassment behavior in a workplace. The characteristics outlined in
the legal definition may not always categorize a particular behavior or gesture as sexual
harassment, but nonetheless, that might affect the concerned individual mentally. The features
can also be different in different countries and cultures. Toker (2016) showed in his paper that,
cultural differences often distinguish perceptions regarding the behaviors leading to harassment
in the workplace. For example, the nature of sexual harassment is starkly different in the USA
and Turkey. Hence, there is a very thin line between the behaviors and the organizations must
consider the situations and take appropriate measures very carefully.
According to Galinsky et al. (2006), there is a pattern that says the type of organizations
that can be prone to instances of sexual harassment. Organizations that are male dominated, and
highly hierarchical are prone to ignore or forgive the bad behavior. Men are more aggressive
than women and when they feel that their position is threatened, then they start following such
practices. On the other hand, degree of power imbalances is another cause of sexual harassment.
Many men take advantage of their position in the company and exploit their power while
harassing women employees.
5RESEARCH PROPOSAL
Birinxhikaj & Guggisberg (2017) showed the impact of sexual harassment on the mental
health of the employees of an organization. Less number of reporting makes it difficult to count
the actual number of harassment instances in the workplace. They showed that, there is a very
poor understanding of the concept of sexual harassment in workplace and the perpetrators are
male and female colleagues and superiors and the individuals, who suffered sexual harassments
at some point in their lives, often carry deep emotional scars. Victims suffer from low
confidence, self-blame, mental health problems, and loss of job satisfaction. This affects their
family also. Thus, it was said that the organizations should formulate strict zero tolerance
policies and implement those so that, an efficient and supportive work environment can be
established and none of the employees suffer from such mental stress.
Ammerman & Groysberg (2017) state that, sexual harassment is majorly an issue of
leadership. Women do not need to be protected from such misbehavior from the male workers in
the workplace, rather they need their managers and leaders to be vocal about the mistreatment
and foster a culture in which sexual buying is seen as a threat to the organization.
5. Research methodology
Research methodology will represent the stages of research study, that is, research
design, approach and logic behind the data collection and its approach, sampling method, ethical
implications and data analysis process. The research study will be conducted on the employees
of a particular organization, that is, Dubois Industries in Australia. The research will explore the
sensitive issue like sexual harassment in Dubois Industries and its impact on the employees.
Thus, the study will take exploratory research approach. In the explanatory approach, the
researcher needs to explain the research issue against some established theories. In this given
Birinxhikaj & Guggisberg (2017) showed the impact of sexual harassment on the mental
health of the employees of an organization. Less number of reporting makes it difficult to count
the actual number of harassment instances in the workplace. They showed that, there is a very
poor understanding of the concept of sexual harassment in workplace and the perpetrators are
male and female colleagues and superiors and the individuals, who suffered sexual harassments
at some point in their lives, often carry deep emotional scars. Victims suffer from low
confidence, self-blame, mental health problems, and loss of job satisfaction. This affects their
family also. Thus, it was said that the organizations should formulate strict zero tolerance
policies and implement those so that, an efficient and supportive work environment can be
established and none of the employees suffer from such mental stress.
Ammerman & Groysberg (2017) state that, sexual harassment is majorly an issue of
leadership. Women do not need to be protected from such misbehavior from the male workers in
the workplace, rather they need their managers and leaders to be vocal about the mistreatment
and foster a culture in which sexual buying is seen as a threat to the organization.
5. Research methodology
Research methodology will represent the stages of research study, that is, research
design, approach and logic behind the data collection and its approach, sampling method, ethical
implications and data analysis process. The research study will be conducted on the employees
of a particular organization, that is, Dubois Industries in Australia. The research will explore the
sensitive issue like sexual harassment in Dubois Industries and its impact on the employees.
Thus, the study will take exploratory research approach. In the explanatory approach, the
researcher needs to explain the research issue against some established theories. In this given
6RESEARCH PROPOSAL
research, the aim is to examine the presence of sexual harassment in the organization and its
nature, cause and impact, which would be addressed most appropriately and precisely by using
exploratory method.
The answers to the research questions will be deducted from analyzing the data collected
directly from the field of study. In this regard, primary data will be collected by the researcher
from the employees of Dubois Industries. Since, this is a problem of organizational culture and
so data on it have been published, hence, primary data should be considered for research. The
researcher will follow both the survey and interview method for data collection. Survey method
will enable the researcher to get answers from a large set of employees, which would be helpful
to throw a light on the extent to which the issue is spread or about the awareness of the
employees on the occurrence of the incidence. The survey form will contain 10 close ended
questions, focusing on the demographic and research topic. The answers will be collected using a
five point rating scale, such as, Likert scale, where 1 represents strongly agree and 5 represents
strongly disagree. The researcher will also collect data through focus group. That will be
conducted on few managers and board members of Dubois Industries. A small sample will be
taken and focus group discussion, specific to the research topic will be conducted. This will help
to throw light on the humanitarian aspects and thought process of the management of the
company regarding the issue by using a cost and time saving way.
6. Ethical implications
The research issue is highly sensitive and bears a significant implication for the
organization. Hence, ethical considerations should be followed. Since, human participants will
be involved in the data collection process, ethical checklist should be followed and informed
consent should be taken from participants before conducting the survey and focus group. None
research, the aim is to examine the presence of sexual harassment in the organization and its
nature, cause and impact, which would be addressed most appropriately and precisely by using
exploratory method.
The answers to the research questions will be deducted from analyzing the data collected
directly from the field of study. In this regard, primary data will be collected by the researcher
from the employees of Dubois Industries. Since, this is a problem of organizational culture and
so data on it have been published, hence, primary data should be considered for research. The
researcher will follow both the survey and interview method for data collection. Survey method
will enable the researcher to get answers from a large set of employees, which would be helpful
to throw a light on the extent to which the issue is spread or about the awareness of the
employees on the occurrence of the incidence. The survey form will contain 10 close ended
questions, focusing on the demographic and research topic. The answers will be collected using a
five point rating scale, such as, Likert scale, where 1 represents strongly agree and 5 represents
strongly disagree. The researcher will also collect data through focus group. That will be
conducted on few managers and board members of Dubois Industries. A small sample will be
taken and focus group discussion, specific to the research topic will be conducted. This will help
to throw light on the humanitarian aspects and thought process of the management of the
company regarding the issue by using a cost and time saving way.
6. Ethical implications
The research issue is highly sensitive and bears a significant implication for the
organization. Hence, ethical considerations should be followed. Since, human participants will
be involved in the data collection process, ethical checklist should be followed and informed
consent should be taken from participants before conducting the survey and focus group. None
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7RESEARCH PROPOSAL
of the participants should be forced to participate or harmed during data collection. None of them
should be given any bait or bribe. They should be informed clearly that the data would remain
confidential and will be used only for educational purpose. Their names or any other sensitive
personal data will not be collected in the survey form (nhmrc.gov.au, 2009).
7. Data analyses
Data analysis process will involve both the qualitative and quantitative methods. The
survey responses will be analyzed using quantitative analysis process. The response data will be
converted into numeric values and statistical tools will be applied to find out the pattern or trend
in the data, and causal relationship between the variables. The findings from the focus group will
be analyzed qualitatively, using thematic analysis. Few themes related to the subject of the
research will be chosen and the observations and findings from the focus group will be analyzed
under each theme.
8. Time Table
Week
Task 1 2 3 4 5 6 7 8
Making a strategy
Making a framework
Literature review
Primary data collection
Conducting survey
Conducting Focus
group
Data analysis
Presenting the findings
and discussion
Providing the
conclusion
Report submission
of the participants should be forced to participate or harmed during data collection. None of them
should be given any bait or bribe. They should be informed clearly that the data would remain
confidential and will be used only for educational purpose. Their names or any other sensitive
personal data will not be collected in the survey form (nhmrc.gov.au, 2009).
7. Data analyses
Data analysis process will involve both the qualitative and quantitative methods. The
survey responses will be analyzed using quantitative analysis process. The response data will be
converted into numeric values and statistical tools will be applied to find out the pattern or trend
in the data, and causal relationship between the variables. The findings from the focus group will
be analyzed qualitatively, using thematic analysis. Few themes related to the subject of the
research will be chosen and the observations and findings from the focus group will be analyzed
under each theme.
8. Time Table
Week
Task 1 2 3 4 5 6 7 8
Making a strategy
Making a framework
Literature review
Primary data collection
Conducting survey
Conducting Focus
group
Data analysis
Presenting the findings
and discussion
Providing the
conclusion
Report submission
8RESEARCH PROPOSAL
6. Recommendations
From analyses of the pros and cons of the research issue, in consideration of the
constraints of the research, that is, budget and time, it can be said that, the research study should
be conducted. The issue of sexual harassment is a very sensitive issue as well as matter of
concern for any organization and it should not be prevailed. Every organization should ensure
that incidences of sexual harassment should not happen and if it happens, strict penalties should
be imposed. As Dubois Industries has been facing this challenge, they must take measures to
eliminate this problem and provide a safe and secure working environment to all the employees.
Hence, this research should be conducted to explore the depth of the problem, to find out the
ways to eliminate those and to make policy recommendations.
6. Recommendations
From analyses of the pros and cons of the research issue, in consideration of the
constraints of the research, that is, budget and time, it can be said that, the research study should
be conducted. The issue of sexual harassment is a very sensitive issue as well as matter of
concern for any organization and it should not be prevailed. Every organization should ensure
that incidences of sexual harassment should not happen and if it happens, strict penalties should
be imposed. As Dubois Industries has been facing this challenge, they must take measures to
eliminate this problem and provide a safe and secure working environment to all the employees.
Hence, this research should be conducted to explore the depth of the problem, to find out the
ways to eliminate those and to make policy recommendations.
9RESEARCH PROPOSAL
Bibliography
Ammerman, C., & Groysberg, B. (2017). Why Sexual Harassment Persists and What
Organizations Can Do to Stop It. Retrieved May 17, 2018, from
https://hbr.org/2017/12/why-sexual-harassment-persists-and-what-organizations-can-do-
to-stop-it
Banerjee, A., & Sharma, B. (2011). Gender differences in perception of workplace sexual
harassment among future professionals. Industrial Psychiatry Journal, 20(1), 21-24. DOI:
10.4103/0972-6748.98410
Birinxhikaj, M., & Guggisberg, M. (2017). The wide ranging impact of sexual harassment in the
workplace: an Australian pilot study. International Journal Of Employment Studies,
25(1), 6-26.
Charlesworth, S., McDonald, P., & Cerise, S. (2011). Naming and claiming workplace sexual
harassment in Australia. Australian Journal Of Social Issues, 46(2), 141-161. DOI:
10.1002/j.1839-4655.2011.tb00211.x
Dionisi, A. M., Barling, J., & Dupré, K. E. (2012). Revisiting the comparative outcomes of
workplace aggression and sexual harassment. Journal of occupational health
psychology, 17(4), 398. DOI: http://dx.doi.org/10.1037/a0029883
Dowd, M, (2017). Susan Fowler: The Uber whistleblower that spoke out about sexual
harassment in Silicon Valley. Independent. Retrieved from
https://www.independent.co.uk/news/long_reads/uber-sexual-harassment-silicon-valley-
susan-fowler-whistleblower-experiences-taxi-app-us-a8018016.html.
Bibliography
Ammerman, C., & Groysberg, B. (2017). Why Sexual Harassment Persists and What
Organizations Can Do to Stop It. Retrieved May 17, 2018, from
https://hbr.org/2017/12/why-sexual-harassment-persists-and-what-organizations-can-do-
to-stop-it
Banerjee, A., & Sharma, B. (2011). Gender differences in perception of workplace sexual
harassment among future professionals. Industrial Psychiatry Journal, 20(1), 21-24. DOI:
10.4103/0972-6748.98410
Birinxhikaj, M., & Guggisberg, M. (2017). The wide ranging impact of sexual harassment in the
workplace: an Australian pilot study. International Journal Of Employment Studies,
25(1), 6-26.
Charlesworth, S., McDonald, P., & Cerise, S. (2011). Naming and claiming workplace sexual
harassment in Australia. Australian Journal Of Social Issues, 46(2), 141-161. DOI:
10.1002/j.1839-4655.2011.tb00211.x
Dionisi, A. M., Barling, J., & Dupré, K. E. (2012). Revisiting the comparative outcomes of
workplace aggression and sexual harassment. Journal of occupational health
psychology, 17(4), 398. DOI: http://dx.doi.org/10.1037/a0029883
Dowd, M, (2017). Susan Fowler: The Uber whistleblower that spoke out about sexual
harassment in Silicon Valley. Independent. Retrieved from
https://www.independent.co.uk/news/long_reads/uber-sexual-harassment-silicon-valley-
susan-fowler-whistleblower-experiences-taxi-app-us-a8018016.html.
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10RESEARCH PROPOSAL
Galinsky, A., Magee, J., Inesi, M., & Gruenfeld, D. (2006). Power and Perspectives Not
Taken. Psychological Science, 17(12), 1068-1074. DOI: 10.1111/j.1467-
9280.2006.01824.x
HerscH, J. (2015). Sexual harassment in the workplace. IZA World of Labor.
McDonald, P. (2012). Workplace sexual harassment 30 years on: A review of the
literature. International Journal of Management Reviews, 14(1), 1-17. DOI:
https://doi.org/10.1111/j.1468-2370.2011.00300.x
McLaughlin, H., Uggen, C., & Blackstone, A. (2012). Sexual harassment, workplace authority,
and the paradox of power. American sociological review, 77(4), 625-647. DOI:
https://doi.org/10.1177/0003122412451728
nhmrc.gov.au (2009). National Statement on Ethical Conduct in Human Research (2007) -
Updated May 2015 | National Health and Medical Research Council. Retrieved May 17,
2018, from https://www.nhmrc.gov.au/guidelines-publications/e72
Nielsen, M. B., & Einarsen, S. (2012). Prospective relationships between workplace sexual
harassment and psychological distress. Occupational medicine, 62(3), 226-228. DOI:
https://doi.org/10.1093/occmed/kqs010
Toker, Y. (2016). Perception differences in ambiguous forms of workplace sexual harassment: a
comparison between the United States and Turkey. The Journal of Psychology, 150(5),
625-643. DOI: 10.1080/00223980.2016.1154810
Galinsky, A., Magee, J., Inesi, M., & Gruenfeld, D. (2006). Power and Perspectives Not
Taken. Psychological Science, 17(12), 1068-1074. DOI: 10.1111/j.1467-
9280.2006.01824.x
HerscH, J. (2015). Sexual harassment in the workplace. IZA World of Labor.
McDonald, P. (2012). Workplace sexual harassment 30 years on: A review of the
literature. International Journal of Management Reviews, 14(1), 1-17. DOI:
https://doi.org/10.1111/j.1468-2370.2011.00300.x
McLaughlin, H., Uggen, C., & Blackstone, A. (2012). Sexual harassment, workplace authority,
and the paradox of power. American sociological review, 77(4), 625-647. DOI:
https://doi.org/10.1177/0003122412451728
nhmrc.gov.au (2009). National Statement on Ethical Conduct in Human Research (2007) -
Updated May 2015 | National Health and Medical Research Council. Retrieved May 17,
2018, from https://www.nhmrc.gov.au/guidelines-publications/e72
Nielsen, M. B., & Einarsen, S. (2012). Prospective relationships between workplace sexual
harassment and psychological distress. Occupational medicine, 62(3), 226-228. DOI:
https://doi.org/10.1093/occmed/kqs010
Toker, Y. (2016). Perception differences in ambiguous forms of workplace sexual harassment: a
comparison between the United States and Turkey. The Journal of Psychology, 150(5),
625-643. DOI: 10.1080/00223980.2016.1154810
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