The most common types of harassment reported by survey respondents included sexual comments about body parts or anatomy, unwanted groping, hugging, patting, or other physical contact, sexual remarks and leering, and deliberately infringing on personal space/standing too close. Most physicians reporting harassment were between the ages of 35 and 44. Of male physicians who were harassed, 23% were harassed by another man, and 77% were harassed by a woman. Nearly all (97%) of the female physicians who responded that they had been harassed said the perpetrator was male. The report found that nearly half (47%) of physicians who indicated they had been harassed said they were harassed by another physician (54% for residents), with other harassers identified as administrators, non-medical personnel or patients (29%), nurses or nurse practitioners (17%), medical residents and fellows (4%) or medical students (1%). More than 3,700 physicians and medical residents responded to the 2018 Medscape Report: Sexual Harassment of Physicians. Overall, 7% of physicians (12% women, 4% men), and 9% of medical residents (16% women, 4% men) reported harassment. Sandy Hershcovis, PhD, University of Manitoba, Winnipeg, Manitoba and Julian Barling, Queen's University, Ontario, Canada.NEW YORK, J/PRNewswire/ - A new report from Medscape finds that more than 1 in 10 female physicians and 16% of female residents have experienced sexual harassment within the past three years. Presentation: Comparing the Outcomes of Sexual Harassment and Workplace Aggression: A Meta-Analysis, M.
This finding was presented at the Seventh International Conference on Work, Stress and Health, co-sponsored by the American Psychological Association, the National Institute of Occupational Safety and Health and the Society for Occupational Health Psychology. The sexual harassment samples examined primarily women because, Hershcovis said, past research has shown that men interpret and respond differently to the behaviors that women perceive as sexual harassment. The work aggression samples included both men and women.
Participants ranged from 18 to 65 years old. Sample sizes ranged from 1,491 to 53,470 people. "For instance, how does an employee report to their boss that they have been excluded from lunch? Or that they are being ignored by a coworker? The insidious nature of these behaviors makes them difficult to deal with and sanction."įrom a total of 128 samples that were used, 46 included subjects who experienced sexual harassment, 86 experienced workplace aggression and six experienced both. "Bullying is often more subtle, and may include behaviors that do not appear obvious to others," said Hershcovis. No differences were found between employees experiencing either type of mistreatment on how satisfied they were with their co-workers or with their work. Employees who experienced bullying, incivility or interpersonal conflict were more likely to quit their jobs, have lower well-being, be less satisfied with their jobs and have less satisfying relations with their bosses than employees who were sexually harassed, the researchers found.įurthermore, bullied employees reported more job stress, less job commitment and higher levels of anger and anxiety. Interpersonal conflict included behaviors that involved hostility, verbal aggression and angry exchanges.īoth bullying and sexual harassment can create negative work environments and unhealthy consequences for employees, but the researchers found that workplace aggression has more severe consequences. Bullying included persistently criticizing employees' work yelling repeatedly reminding employees of mistakes spreading gossip or lies ignoring or excluding workers and insulting employees' habits, attitudes or private life. Incivility included rudeness and discourteous verbal and non-verbal behaviors. The authors distinguished among different forms of workplace aggression.
Job turnover and emotional ties to the job were also compared. Specifically, the authors looked at the effect on job, co-worker and supervisor satisfaction, workers' stress, anger and anxiety levels as well as workers' mental and physical health. Hershcovis and co-author Julian Barling, PhD, of Queen's University in Ontario, Canada, reviewed 110 studies conducted over 21 years that compared the consequences of employees' experience of sexual harassment and workplace aggression. "In contrast, non-violent forms of workplace aggression such as incivility and bullying are not illegal, leaving victims to fend for themselves." Sandy Hershcovis, PhD, of the University of Manitoba. "As sexual harassment becomes less acceptable in society, organizations may be more attuned to helping victims, who may therefore find it easier to cope," said lead author M.
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