Department of Human Kinetics and Health Education, Faculty of Education, University of Nigeria, Nsukka, Nigeria.
Department of Physical and Health Education, Faculty of Education, Alex-Ekwueme Federal University, Ndufu-Alike, Ebonyi State, Nigeria.
BMC Womens Health. 2021 Mar 23;21(1):124. doi: 10.1186/s12905-021-01273-w.
Exposure to workplace gender-based violence (GBV) can affect women's mental and physical health and work productivity in higher educational settings. Therefore, this study aimed to examine the prevalence of GBV (workplace incivility, bullying, sexual harassment), and associated factors among Nigerian university women.
The study was an institutional-based cross-sectional survey. The multi-stage sampling technique was used to select 339 female staff from public and private universities in Enugu, south-east Nigeria. Data was collected using the Workplace Incivility Scale (WIS), Modified Workplace Incivility Scale (MWIS), Negative Acts Questionnaire-Revised (NAQ-R), and Sexual Experiences Questionnaire (SEQ). Descriptive statistics, independent samples t-test, Pearson's Chi-square test, univariate ANOVA, bivariate, and multivariable logistic regression analyses were conducted at 0.05 level of significance.
The prevalence of workplace incivility, bullying, and sexual harassment (SH) was 63.8%, 53.5%, and 40.5%. The 12-month experience of the supervisor, coworker, and instigated incivilities was 67.4%, 58.8%, and 52.8%, respectively. Also, 47.5% of the participants initiated personal bullying, 62.5% experienced work-related bullying, and 42.2% experienced physical bullying. The 12-month experience of gender harassment, unwanted sexual attention, and sexual coercion were 36.5%, 25.6%, and 26.6%, respectively. Being aged 35-49 years (AOR 0.15; 95% CI (0.06, 0.40), and ≥ 50 years (AOR 0.04; 95% CI (0.01, 0.14) were associated with workplace incivility among female staff. Having a temporary appointment (AOR 7.79, 95% CI (2.26, 26.91) and casual/contract employment status (AOR 29.93, 95% CI (4.57, 192.2) were reported to be associated with workplace bullying. Having a doctoral degree (AOR 3.57, 95% CI (1.24, 10.34), temporary appointment (AOR 91.26, 95% CI (14.27, 583.4) and casual/contract employment status (AOR 73.81, 95% CI (7.26, 750.78) were associated with workplace SH.
The prevalence of GBV was high. There is an urgent need for workplace interventions to eliminate different forms of GBV and address associated factors to reduce the adverse mental, physical, and social health outcomes among university women.
工作场所性别暴力（GBV）的暴露会影响女性在高等教育环境中的身心健康和工作效率。因此，本研究旨在调查尼日利亚大学女性中 GBV（工作场所无礼、欺凌、性骚扰）的流行情况和相关因素。
该研究是一项基于机构的横断面调查。采用多阶段抽样技术，从尼日利亚东南部埃努古的公立和私立大学中选择了 339 名女性员工。使用工作场所无礼量表（WIS）、改良工作场所无礼量表（MWIS）、负面行为问卷修订版（NAQ-R）和性经历问卷（SEQ）收集数据。采用描述性统计、独立样本 t 检验、Pearson's Chi-square 检验、单因素方差分析、双变量和多变量逻辑回归分析，显著性水平为 0.05。
工作场所无礼、欺凌和性骚扰的发生率分别为 63.8%、53.5%和 40.5%。主管、同事和煽动无礼行为的 12 个月经历分别为 67.4%、58.8%和 52.8%。此外，47.5%的参与者发起了个人欺凌，62.5%经历了与工作相关的欺凌，42.2%经历了身体欺凌。性别骚扰、不受欢迎的性关注和性胁迫的 12 个月经历分别为 36.5%、25.6%和 26.6%。年龄在 35-49 岁（AOR 0.15；95%CI（0.06，0.40）和≥50 岁（AOR 0.04；95%CI（0.01，0.14）与女性员工的工作场所无礼有关。临时任命（AOR 7.79，95%CI（2.26，26.91）和临时/合同雇佣状况（AOR 29.93，95%CI（4.57，192.2）与工作场所欺凌有关。拥有博士学位（AOR 3.57，95%CI（1.24，10.34）、临时任命（AOR 91.26，95%CI（14.27，583.4）和临时/合同雇佣状况（AOR 73.81，95%CI（7.26，750.78）与工作场所性骚扰有关。
GBV 的流行率很高。迫切需要采取工作场所干预措施，消除不同形式的 GBV，并解决相关因素，以减少大学女性的不良心理、身体和社会健康后果。
