Bildt Carina
National Institute for Working Life, SE-113 91 Stockholm, Sweden.
Work. 2005;24(3):251-9.
During the last years, harassment experiences have more often than earlier been included in the framework of work stress, thereby being seen more as a result of how the work organisation function rather than being a result of poor characteristics among individuals. The aim of the present study was to examine the relation between sexual harassment, gender discrimination, bullying, conflicts and informal decision structures. The study took place at a large university in the northern part of Sweden, and data was collected by a questionnaire. Lack of equality and conflicts were significantly related to sexual harassment among women, but none of the studied factors to sexual harassment among men. Common among both women and men were that gender discrimination, bullying, conflicts, being negatively affected by informal decision structures, that women are given preferential treatment and lack of information were related to poor health. To summarise, the results in the present study support earlier studies in their conclusions that work organisation is closely related to the occurrence of harassment. This is especially important to point out when planning for interventions against for example sexual harassment, which very often focuses on the harassed individual, rather than the organisation.
在过去几年里，骚扰经历比以往更常被纳入工作压力的框架中，因此更多地被视为工作组织运作方式的结果，而非个人不良特质的结果。本研究的目的是考察性骚扰、性别歧视、欺凌、冲突和非正式决策结构之间的关系。该研究在瑞典北部的一所大型大学进行，数据通过问卷调查收集。缺乏平等和冲突与女性遭受的性骚扰显著相关，但所研究的因素均与男性遭受的性骚扰无关。在男性和女性中普遍存在的情况是，性别歧视、欺凌、冲突、受到非正式决策结构的负面影响、女性受到优待以及信息缺乏都与健康状况不佳有关。总之，本研究的结果支持了早期研究的结论，即工作组织与骚扰的发生密切相关。在规划针对例如性骚扰的干预措施时，这一点尤其重要，因为此类干预措施往往侧重于受骚扰的个人，而非组织。
