Valente Sharon M, Bullough Vern
Veterans Affairs Greater Los Angeles Healthcare System, University of Southern California, Los Angeles, Calif, USA.
J Nurs Care Qual. 2004 Jul-Sep;19(3):234-41. doi: 10.1097/00001786-200407000-00010.
Nurses who are sexually harassed at work face frustration and emotional and economic consequences. Historically before the 1970s, nurses had little legal recourse and tolerated sexual harassment as a necessary "evil" associated with working. The Civil Rights Act of 1964 created the option for legal remedies for sexual harassment/discrimination cases. Successful court cases established the legal criteria for sexual harassment. This article discusses the history, definition, high profile cases, research, consequences, and prevention of sexual harassment. Although research is scant and little is known of how nurses respond to harassing behavior, prevention requires coordinated activities of employers, individual employees, and the healthcare profession. Sexual harassment at work increases anxiety and undermines the nurse's ability to focus on the delivery of safe and competent care.
在工作中遭受性骚扰的护士会面临挫折以及情感和经济方面的后果。在20世纪70年代以前，护士几乎没有法律追索权，只能将性骚扰作为工作中一种必要的“恶行”予以容忍。1964年的《民权法案》为性骚扰/歧视案件提供了法律补救的选择。成功的法庭案例确立了性骚扰的法律标准。本文讨论了性骚扰的历史、定义、备受瞩目的案例、研究、后果及预防。尽管研究很少，对于护士如何应对骚扰行为也知之甚少，但预防需要雇主、员工个人和医疗行业的协同行动。工作场所的性骚扰会增加焦虑感，并削弱护士专注于提供安全且称职护理的能力。
