Suchergebnisse

"Building Community is a practical guide for local leaders working to build equitable, healthy, and sustainable communities. Featuring a chapter covering each of 12 Guiding Principles common to thriving communities, the book includes rich case studies and leaderships tools."--

Women's experiences with sexual harassment were analyzed with three types of variables: occupational and workplace sex ratios, organizational policies and procedures for dealing with sexual harassment problems, and women's cultural status (age and marital status). Regression analyses revealed that extent of contact with men was a key predictor of incidence of harassment, number of different types of harrassment, sexual comments, sexual categorical remarks, and sexual materials. Gender predominance was a significant predictor of physical threats and sexual materials. Informational methods were less successful than proactive methods in reducing incidents of sexual harassment. The analyses support two generalizations. The "contact hypothesis" tested and verified by Gutek and her colleagues provides a substantive understanding of our findings on workplace and occupational numerical predominance. Second, organizations that take a variety of steps to address sexual harassment are more apt to be successful in curtailing the problem than those relying mainly on "get out the word" techniques.

Signaler un cas de harcèlement sexuel n'est pas évident. Pour comprendre les conditions dans lesquelles les femmes le font, un sondage téléphonique et des archives ont été analysés provenant de la Commission canadienne des droits de la personne. La vulnérabilité personnelle est un critère négligeable. Les femmes ont tendance à déposer des plaintes lorsque le cas de harcèlement implique un supérieur, plusíeurs harceleurs ou que l'agression est grave. Les femmes qui portent plainte éprouvent plus de difficultés ulterieurement que celles qui préferent se taire. Le fait de denoncer un cas de harcèlement a des répercussions negatives sur le travail et dans la vie personnelle. La plupart des femmes quittent leur emploi une fois la plainte déposéd. Des variables pertinentes sur le plan juridique permettent de prévoir Tissue d'une plainte.Reporting sexual harassment is not a common practice. To understand conditions under which women report harassment and its effects, two data sets were analyzed: a telephone survey of Canadian working women and archival data from the Canadian Human Rights Commission. Personal vulnerability, such as age, marital status or income, has little impact. Women tend to file external complaints when harassment involves a supervisor, multiple harassers or is severe. Women who report experience more adverse outcomes than non‐reporters. Reporting has a negative effect on work and personal life; the vast majority leave the job where the complaint occurred. Legally relevant variables, such as severity or psychological distress, predict the settlement of complaints.

This article analyzes the orientation of 150 women autoworkers toward feminism. Demographic variables had no significant independent effects when considered with other variables. Age, marital status, and education did have noteworthy mediated effects. Seniority level, workplace threat, and job skills were significant determinants of feminist orientations. Women's feelings of being trapped in a job, their feelings of job competence, and their self-esteem were also important factors. The interrelationships among the variables suggested that there are two routes to profeminist attitudes. One route is followed by older, higher-seniority women who develop a positive stance toward feminism as a result of mostly positive work-related experiences (high skills, high job competence, high self-esteem). The other route is followed by younger, divorced, or college-educated women whose negative work-related experiences (low seniority, low job skills, high job entrapment, low job competence) apparently sensitize them to feminist issues.

On the assumption that more powerful women will respond more assertively than less powerful ones, models of response to sexual harassment based on cultural, organizational, & personal resource power are tested, using on questionnaire & interview data from a sample of 150 F auto plant assemblers. Two organizational variables (work area sex composition, & job skills) & two personal resource variables (self-esteem & life satisfaction) are found to predict response differences. A composite model is tested & discussed. 2 Tables, 42 References. Modified HA

AbstractDespite older adults' vulnerability to climate change, little research has investigated their preferred adaptation strategies. The purpose of this paper is to provide insight into their perspective and the potential for participatory adaptation to enhance their resilience. This paper presents the results of a collaborative adaptation planning process conducted with older adults in Bridgeport, Connecticut. During two meetings, older adult participants developed recommendations following adaptation best practices. Recommendations focused on encouraging preparedness through workshops and informational materials tailored for older adults. Additional recommendations focused on enhancing community services to provide effective warning mechanisms, shelter access, ride sharing and transportation assistance, and establishing a telephone based clearinghouse for extreme weather and emergency resources for older adults. A prioritization exercise showed that the participants and city staff believed all recommendations were potentially effective and feasible. A summative evaluation showed that the participatory planning enhanced resilience by raising awareness among the older adult participants and city agencies, enhancing communication, and increasing the older adult participants' ability to self-advocate.