Incidences of Sexual Harassment: Cases from Nortern Cyprus

CHAPTER 1 INTRODUCTION intimate worrying is non a new phenomenon. It has probably existed as huge as devil stimulatees fuck off been in existence. beaten(prenominal) torment is anguish or uninvited attention of a intimate nature. It includes a cast of shipway, including minor transgressions and annoyances to salutary shames, which in any case sees forced internal activity (Boland, 2002). Males as harriers and egg-producing(prenominal) persons as dupes argon the well-nigh public types of informal molestation (ODonohue et al, 1998). look on internal torture usually come acrosss into two categories (1) study the dimensions of intimate molestation, and (2) investigating the factors that influence an item-by-items recognition of informal worrying (Tata, 1993, cited in LaRocca, 1999). These factors include severity of the behavior, circumstance in which the behavior occurs i. e. , power dissententials, and incidental attributes of the persons view d i. e. , physical mesmericness.Rubin and Borges (cited in LaRocca, 1999) found that roughly 70 % of the women they surveyed reported many form of inner handsomegering composition at be presumptioning classes at a university, and that majority of these knowledgeable curse incidents went unreported. intimate torment has been acknowledged to be a far-flung and recurring calling in employment as swell up as program lineal settings (LaRocca, 1999). knowledgeable torture in civilizedayss is recognized as a public wellness problem detrimental to pupils psychosomatic health (Gadin, 2002, cited in Witkowski, 2005).Aw arness of curse in an organization gives rise to psychological distress among individuals who conduct non been directly victimized (Schneider, 2001, cited in Witkowska, 2005). Studies begin usually examined torment and ab hold in isolation rather than in the context of the total pedantic experience (Carr et al, 2006). Financial loss is a major consequen ce of cozy torture to organizations (Worsfold and McCann, 2000), and it is much(prenominal) than(prenominal) expensive to ignore the problem of internal harassment than to provide fosterage to the employees and employers, or students as the case whitethorn be. familiar harassment has negative repercussions on the individual, the organization, and the community in general (ODonohue, Downs, and Yeater, 1998). Headaches, thornaches, nausea, clog unit loss or gain, sleep disturbance, neck pain, tiredness and psychological reactions, such(prenominal) as depression, anxiety, fear, anger, shame, guilt, suspensorless(prenominal)ness, isolation, clinical depressi iodinered self-esteem, depressedered self-confidence, and nervousness ar common for both(prenominal) spurting women and young-bearing(prenominal) college students who fall prey to versed harassment (the Statesn acquaintance of University Women, 2002).College students atomic number 18 known to have throw over board work, question, education comfort and plane future life, due to versed harassment (American connexion of University Women, 2002). Thacker (1996), further states that form- just now(prenominal) education is an important factor in an individuals c arr and in-person cultivation, and so stunting or obstructing a persons educational accomplishment can have sinful consequences. Formerly, informal harassment has been seen bear- sizedly as an instance of regular males put forwarduality pur movement of women in the workplace or classroom.However, detectives have begun to turn from studying inner harassment as a problem between individuals, to a problem of organizational climate (www. de2. psu. edu/harssment/generalinfo. html). Thus, this study hopes to shed light on the nature of the organizational climate of E. M. U. This is because studying the perception of students on their under brave outing of what construes familiar behavior go out provide an avenue for E. M . U to relieve oneself and implement familiar harassment policies that result provide a versed harassment-free studying environs for students.It withal ca-cas a foundation for further investigate. domesticates may be considered as workplaces for students, just as they are for adult employees (Witkowska and Menckel, 2005). The cultivate is an arena for students starting signal ghost with working life, and a place where they spend a large proportion of their time. 1. 1 Rationale for the learning In the course of carrying appear a study on the incidences of grammatical genderual harassment of trainees in the tourism and cordial reception industry of north Cyprus, the investigator found out that thither was no clear cut translation of what knowledgeable harassment nitty-gritty to these students.It is essential that we reformulate our focus to identify what sexual harassment meaning for students of E. M. U. The study hopes to provide tuition and theoretical evide nce on the context in which E. M. U students perceive sexual harassment. To be successful in todays competitive organizational surroundings, it is important for the administration of east Mediterranean University to realize the significance of a sexual harassment-free school purlieu. It is also important to understand how students tonus close to the issue.Without a clear-cut definition of what constitutes sexual harassment, it will be difficult for the university to identify and deal with it. Because of the increase in incidences of sexual harassment in higher learning institutions (American Association of University Women, 2006), the negative psychological opinions it has on students, e. g. , anxiety, tension, irritability, depression, headaches, piteouser morale, and the costs of display case settlements increasing all everyplace the world, it is with a pro-active view that this research looks at the positioning of sexual harassment by students in E. MU.Previous studie s have contended that the best way to reduce sexual harassment is through and through bar (Newman, 2000, cited in Wanthanee et al, 2006). Most of the studies that have examined sexual harassment have been suffered in the linked States and other Western countries, thus the unwrapings from these studies may not be applicable in zero(prenominal)th Cyprus, given the passing in set and elaboration between countries. Social-sexual behaviors that may constitute sexual harassment in some countries may be sensed as acceptable in another (Hardman and Heidelberg, 1996, cited in Limpaphayom et al, 2006).Organizations need to establish effective sexual harassment policies and procedures, interventions and training programs to combat the problem (Newman, 2000, cited in Witowska, 2005). However, without a commonly veritable, behavioral based definition of what constitutes sexual harassment, the degree to which the problem exists cannot be accurately assessed, an understanding of complai nts and reactions cannot be reached, and organizations cannot accurately address the problem through policies or training (Nielson, 1996). More research is needed in basis of the effect of grammatical gender difference on sexual harassment perceptions and reactions.Current publications based on the United States exemplar manifests no clear consensus whether males and females represent on what behaviors constitute sexual harassment. Perceived gender difference on sexual harassment perceptions in other countries or destinations remain mostly unexplored (Wanthanee et al, 2006). 1. 2 Aims of the Study Despite recent interest in sexual harassment in schools around the globe, research in North Cyprus and other European countries stay extra. Therefore, the main objective of this study is to go over the perception of male and female students of E. M.U in North Cyprus on sexual harassment. Thereby, the study aims to examine whether the sexual harassment construct varies crosswise two special genders, comparing male and female auditions as to what behaviors may be perceived as sexual harassment. The present study builds on former exploratory studies on sexual harassment and attempts to add to the development of a commonly accepted, behavioral based definition of a dysphemistic work or school environment by identifying specific behaviors perceived by students to create a irrelevant school environment. Therefore, the aims of this study are 1.To identify specific sexual behaviors perceived by students as alter to the creation of differing levels of a hostile work environment. 2. Identify how these perceptions vary across selected demographic factors. 3. Identify how these perceptions are formed. 4. Provide recommendations to E. M. U. concerning the development and implementation of sexual harassment policies and procedures. 1. 4 Scope Of The Study The study will deal the definition, theories and cause of sexual harassment, with emphasis on perceived di fferences of male and female gender.It will also give details of the classifications and categories of sexual harassment, with in-depth review of last(prenominal) research on the topic. bring forward, the study will focus on students who are registered full time in E. M. U. base on the findings of the study and earlier research, results will be analyzed and concluded. 1. 5 Outline of the dissertation The thesis has four chapters will comprise of 5 Chapters. Chapter One gives a accent of the entire study, outlining a brief background of the topic, and stating the aims and objectives of the study.It also states the rationale as to why the subject of sexual harassment was chosen for the study. Chapter Two presents a review of the literature. It discusses what previous researches have concluded about the definition, classification, effects and incidences of sexual harassment, placing emphasis on the perceived differences of males and females on sexual harassment. It will also gi ve information about Eastern Mediterranean University, North Cyprus, where the sample will be taken.Chapter Three gives detailed information about how the data set for the study are collected. Data for the study were collected through survey of the students, with questions asked based on the 5 categories of sexual harassment. Thus, the research will use quantitative methodology, using tar define sampling method to collect primary data. Chapter Four presents the findings. This section presents a detailed report on the perception of the opposeents on the context of sexual harassment, supported by the detectives conclusions based on past literature and research.Respondents are categorize based on how they report their perceptions, experiences, and how they feel about it. Chapter Five presents a discussion of the findings, limitations faced in collecting data, and the conclusion. In this final chapter, suggestions are proffered to the University administration on how to educate st udents on issues and policies of sexual harassment. Finally, future research areas are proposed. CHAPTER 2 REVIEW OF LITERATURE 2. 1 Defining internal harassmentThe definition of sexual harassment adopted by the European Commission in 1991 refers to unwanted conduct of a sexual nature, or other conduct based on sex affecting the hauteur of women or men at work. This includes unwelcome physical, verbal or non-verbal conduct (Witkowska, 2005). According to Dziech et al (1990), sexual harassment is harassment or unwelcome attention of a sexual nature. It includes a variety of behaviors that include mild transgressions, serious abuses, and can involve forced sexual activity.EEOC (Equal involvement hazard Commission) in the United States, defines sexual harassment as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, when submission to or rejection of such conduct is utilize as the basis for employment decisions affecting an individual, or where such conduct has the aspire or effect of interfering unreasonably with the individuals work performance, or creates an offensive, hostile or intimidating working environment. (US Equal Employment fortune Commission, 1992, cited in Limpaphayom et al, 2006).One chief difficulty in shaping sexual harassment is that people with different demographic and/or loving backgrounds have different perceptions of what sexual harassment consists of (Foulis and McCabe, 1997, cited in Lin, 2004). Inconsistencies and disagreements on what rattling constitutes a hostile working environment and the degree to which sexual harassment is present in the workplace may be the result of two important factors first, sampling differences found in previous research, and second, lack of a commonly accepted, behavioral based definition of sexual harassment (Nielson, 1996).In November 1993, the Supreme salute handed down a decision in Harris versus Forklift Systems Inc, that no longer required complainants to prove that a hostile or abusive environment ca apply them psychological injury- the complainant needed to simply show that the defendants behavior was either physically threatening or humiliating or unreasonably interfered with his or her work (Reynolds, 1994, cited in Nielson, 1996). found on the above decision, it is clear that at that place is still no accepted definition of sexual harassment. Individual interpretation is inherent in the appellative of a hostile work environment. Behavior that is considered harassing by one individual may not be harassment to someone else, and the reason for these differences in perceptions remain unclear. Sexual harassment seems to be in the eyes of the person being irritate, and it is left to the courts to decide what constitutes acceptable or unacceptable behavior.Although the tec realizes that it is difficult to define the exact boundaries of sexual harassment, for the purpose of this study, sexual harassment is d efined as unacceptable conduct of a sexual nature, or other conduct based on sex that interferes with a students right to a supportive, respectful and safe learning environment in school, or that affects a students dignity in a negative way. This definition includes both the quid pro quo and hostile work environment types of harassment listed by the European Commission, which captures a bulky range of behaviors so as to better describe the nature of sexual harassment in school.Also, because schools are mainly educational institutions, it is necessary to assess standards of school behavior related to sexual harassment in a broader learning context than is the case for working adults. 2. 2 Theories of Sexual torture. 1. Sociobiology- This view argues that males are biologically programmed to be sexual aggressors and that sexual behavior in the workplace is an aspect of biological inheritance (www. de2. psu. edu/harssment/generalinfo. html).Proponents of this theory agree that thou gh sexual behavior in the workplace is inappropriate, it is however, unavoidable, and argue that acting in accordance with ones biological impulses should not be considered offensive or il effective ( Murrey, 2000). 2. Patriarchy- This perspective holds that men have social, political and sparing power over women, and women are defined by the system as sexual in nature (www. de2. psu. edu/harssment/generalinfo. html). In some cultures, women are moderate to the home as wives and mothers and female children are not formally educated.In other cultures (such as that of the police detective of the present survey, in Nigeria), women are not confined to the home, but, stereotypes about appropriate male and female behavior stipulate women a subordinate sexualized identity. Proponents of this theory believe that social structure essential change before harassment can be eliminated. This can be done if both men and women are taught about the nature of stereotyping, and there are no link s between power and sexuality (Barth and Raymon, 1995). 3.Culture- This perspective maintains that men and women are socialized into different cultures, different beliefs, values and ways of communication (www. de2. psu. edu/harssment/generalinfo. html). Proponents here believe that traditionally, the workplace has been a male culture where men joke and tease each other, and talk about women in a not too respectful manner, so, women who want to enter this icon should not expect men to change their culture in a minute however men must learn to work on with women in the workplace (Taylor, J. K, 1999).Another argument here is that, suggesting that comments about sex are much offensive to women than men is stereotyping and it is gender discrimination, so the culture of the workplace should be a culture of respect towards all persons. 4. Discourse-The sprawling perspective holds that communication creates and shapes social reality, so that communicative practices create assumptions a bout the nature of the world, which influence our opinions and behavior (www. de2. psu. edu/harssment/generalinfo. tml). This actor that feelings and emotions are defined and taught so that people who harass and people who are harassed come to feel these behaviors are normal. Until recently, incidences of sexual harassment were not seen as inappropriate, but sooner seen as normal in mens conduct towards women (Wood, J, 1994). 2. 3 Classification of Sexual torment Hadjifotou (1983) classified sexual harassment into 5 categories 1. Sexual remarks, jokes, catcalls, whistling and teasing, or personal remarks about parts of the body, ill-temperedly legs, breast and hair.These forms of harassment are the hardest to identify and tackle. 2. Suggestive look and gestures, everlasting(a) and leering. Such unwanted behavior is threatening because there is no quick escape at work. Ignoring this behavior carries the risk of the harasser increasing his actions acknowledging the harassers in terest may be taken as sufferance and complaining may be difficult if the harasser has power over the womans job. For example, a lady narrated how her boss will stand with his hands in his pockets as if rubbing his genitals. (Farley, p. 116, cited in Hadjifotu, 1983). . Persistent demands for dates and sexual favors either from a supervisor or co-worker. Direct questions and comments of the sort cannot be easily ignored. Two scenarios may result from this rejection or avoidance of the harasser may fuel the myth that women give care to play hard to overreach, and/or it may be difficult to persuade the harasser that his attentions are unwanted. An example is given of a woman whose boss visited her at one(a) hours during her night shift, enquire her to have an affair with him, a night out, an afternoon, or just half an hour. (Night Nurse p. 4, cited in Hadjifotou, 1983). 4. Touching, pinching, caressing and hugging. A familiar excuse for this type of behavior is that it demonstrat es friendship, but when the action is unwanted and repeated, it cannot be mistaken for genuine concern for a persons well-being. (Kitchen Helper, p. 67, cited in Hadjifotou, 1983. ) 5. Violent sexual aggress, rape or attempted rape. Such cases poster for a very small proportion of sexual harassment at work. Fitzgerald et al (1988), using Tills (1980) study on sexual harassment of college women, identified how sexual harassment progresses.This study describes 5 categories of sexual harassment which are all similar to that of Hadjifotou (1983) above to describe the 5 levels of sexual harassment 1 -gender harassment generalized sexist remarks and behavior. 2 -seductive behavior inappropriate and offensive, but essentially sanction-free, sexual advances. 3 -sexual transplant solicitation of sex activity or other sex connect behavior by promise of rewards. 4 -sexual coercion coercion of sex activity by threat of punishment. 5 -sexual assault gross sexual imposition Fitzgerald et al ( 1988) believe that gender harassment is perceived as the east serious behavior of sexual harassment, while sexual assault is perceived as the most serious of all the behaviors of sexual harassment. This inwardness that the 5 levels of sexual harassment that have been identified is on a 1 to 5 scale where 1 is equal to less trying and 5 is equal to most severe. However, it is believed that gender harassment often leads to ultimate sexual assault. Pattinson (1991) states that though sexual harassment does not just involve having sexual intercourse, it is more often than not the prime motivation. 2. 4 do Of Sexual Harassment on University StudentsIt is difficult to assess the actual utmost of the effects of sexual harassment as a whole. Though numerous studies indicate the issue to be widespread and take a serious toll on the victim, critics say that many studies get response only from people who have experienced sexual harassment, and such experiences might be exaggerated (www. de2. psu. edu/harssment/generalinfo. html). In schools however, many scholars complain that sexual harassment carcass an unspoken secret, with teachers and administrators refusing to admit the problem exists in their schools, thereby, not accepting their legal and ethical responsibilities to deal with it. Dziech and Weiner, 1990). A 2002 study of students in the 8th to eleventh grade, undertaken by the American Association of University Women (AAUW), revealed that 83% of girls have been sexually harassed and 28% of boys have been sexually harassed, by teachers and colleagues, (AAUW, 2002). Also in the companionships study, it was reported that 62% of female college students and 61% of male college students have been sexually harassed in their universities, with 80% of the reported harassments being peer-to-peer (AAUW, 2006).Headaches, backaches, nausea, countt loss or gain, sleep disturbance, neck pain, tiredness and psychological reactions, such as depression, anxiety, fear, ang er, shame, guilt, helplessness, isolation, lowered self-esteem, lowered self-confidence, and nervousness are common for university students who fall prey to sexual harassment (AAUW, 2002). College students are known to have forfeited work, research, education comfort and even future career, due to sexual harassment (AAUW, 2002).Thacker, (1996) argues that formal education is an important factor in an individuals career and personal development, and so stunting or obstructing a persons educational accomplishment can have severe consequences. Further negative effects include lower morale, decreased job satisfaction, and pitiable time-keeping (Stanford and Gardiner, 1993). Previous researches have shown that over a period of time, even low level frequent sexual harassment can lead to noteworthy negative consequences for student victims. (Schneider et al, 1997).According to Hadjifotou (1983), common effects on the college victims are Decreased work or school performance, and increase d absenteeism. Loss of job or career, which in turn leads to loss of income. Having to drop courses, change pedantic plans. Defamation of character and reputation. Loss of reference and/or recommendations. In attachment to the above, a survey of 903 female students conducted by Fitzgerald et al in 1988 (cited in Lin, 2006), at a University in the US Midwest, reported that victims of sexual harassment did not report their experiences because of 3 reasons 1.They felt they might not be believed. 2. They did not want to cause trouble or be label as trouble makers. 3. They rather dealt with the problem themselves or, they had not perceived it as serious enough to be reported. 2. 5 make of Sexual Harassment on the Organization and the Community Sexual harassment is a widespread and continuing problem in workplaces and schools that cuts through occupational and professional categories, ripen roots, educational backgrounds, racial and ethnic groups and affects everybody (www. de2. psu. edu/harssment/generalinfo. html).On October 6, 1991, Anita Hill, a University Law Professor, notified the United States Judiciary Commission that she had been repeatedly harassed by Judge Clarence Thomas, a Washington DC Circuit Judge nominated to sit on the US Supreme court by President Bush. This incidence, Anita reported, occurred a cristal earlier when they both worked at the US Equal Employment Opportunity Commission (Barton and Eichelberger, 1994). The U. S. Equal Employment Opportunity Commission (EEOC) reported a $1 jillion settlement of a class action display case against Grace Culinary Systems, Inc. and Townsend Culinary, Inc. lleging egregious sexual harassment of 22 Latino women at a food processing plant in Laurel, Maryland. The suit charged the companies with routinely subjecting the female workers, all recent immigrants from Central America who spoke limited English, to unwanted groping and explicit requests for sexual favors by male managers and co-workers over several years (www. de2. psu. edu/harssment/generalinfo. html). The governor of Osaka was ordered to generate $ 107,000 to a university student in Japans largest sexual harassment verdict, a judgment described as revolutionary in the size of the award and one that is expected to lead to more court cases.Japan has seen a ontogeny number of lawsuits since a revised labor law prohibiting sexual harassment and sex discrimination took effect last April. In July, a court awarded $87,000 to a woman who said she was harassed and forced into a sexual relationship by a piano teacher while she was a university student (www. de2. psu. edu/harssment/generalinfo. html). WR Grace & Co agreed to a $1 million settlement in a sexual harassment suit. Managers at a food processing facility in Maryland were charged by the US Equal Employment Opportunity Commission with the harassment of 22 female workers from Central America.The violations included the demanding of oral sex, touching of the wome n and exposing themselves to the women. According to kick officials, two pregnant women who ref utilise the mens advances were fired (www. de2. psu. edu/harssment/generalinfo. html). As is seen in the examples above, monetary loss is a major consequence of sexual harassment to organizations (Worsfold and McCann, 2000), and it is more expensive to ignore the problem of sexual harassment than to provide training to the employees and employers.Government officials are not left out in the criticisms and lawsuits levied against them on sexual harassment matters. In a 1990 survey of employees of the US denial Department (Barton and Eichelberger, 1994), 64 percent of the findings in the military reported that they had endured sexual harassment while in service. Also surveyed are the cases of at least(prenominal) a dozen Senior Naval Officers who had been reassigned or demoted over charges of them harassing female Officers at a Las Vegas convention in the summer of 1991 (Barton and Eich elberger, 1994).ODonohue et al (1998), summarize some of the effects of sexual harassment on the organizations as follows -Decreased productivity when sexual harassment occurs in the workplace, the individuals involved will be psychologically affected and may not perform as well as they ought. - change magnitude absenteeism of staff staff that experience sexual harassment behaviors in the workplace tend to make excuses for not showing up for work. Increased health care costs and sick pay costs in organizations where sexual harassment behaviors are prevalent, staff will incur more healthcare and sick pay costs during post harassment treatment. -Decreased ethical standards and qualify in the organization organizations that condone sexual harassment behaviors and do not do anything about it will find a decrease in their ethical standards and discipline because employees will act in anyway they like knowing there will be no consequences. This is also bad for victims as they will feel n o one cares about their predicament. good costs if complainants take issue to court when victims file lawsuits against organizations, costs are incurred in settling the complainants or paying for the services of attorneys. 2. 6 Effects of Sexual Harassment on the Individual Rubenstein (1992) identifies anxiety, tension, irritability, depression, headaches, sleeplessness, fatigue and deterioration of personal relationships as stress related consequences of sexual harassment. Further negative effects on the individual include lower morale, decreased job satisfaction, and myopic time-keeping (Stanford and Gardiner, 1993).Previous researches have shown that over a period of time, even low level frequent sexual harassment can lead to material negative consequences for the victim (Schneider et al, 1997). 2. 7 Gender Differences In Sexual Harassment Sensitivity Gender has been a dominant aspect of sexual harassment research and has been shown to be a predictor of sexual harassment pred isposition (Crow et al, 1995). Research by Crow et al also suggests that males and females, do, in fact, differ in sensitivity to harassment.Major differences were found in the reaction to harassment of a non-sexual nature where women were more likely than men to perceive a given incident as harassment. As human beings, we grow up to be aware of who we are through being exposed to particular interpretations of what it is to be human- in this case, either male or female, masculine or feminine (Linstead et al, 2005). Traditionally, sexual harassment sensitivity has been looked at in terms of social-sexual behaviors based on gender (Crow et al, 1995).The traditional view from research is that gender has a significant impact on sex-role behaviors and sexual behaviors. It has become unvarnished that men and women automatically have different orientations towards sexually-related behaviors, which in turn results in different perceptions to sexual harassment (Reilly et al, 1986, cited in Crow et al, 1995). Tangri et al in their 1982 study (cited in Lin, 2006), state that females are more sexually attractive and so are more socially disadvantaged than their male counterparts. Therefore, Lin (2006) argues that females are more vulnerable to harassment than the males.Males as harassers and females as victims is the most common type of sexual harassment (ODonohue et al, 1998). Men seem to be more tolerant of sexual harassment than women and tend to rate hypothetical scenarios and specific social behaviors as less harassing than women (Gutek, 1985 cited in Crow et al, 1995). Women are put on to resent sexual overtures at work and tend to react more negatively to sexual harassment scenarios than men. Gender differences occur because men and women weigh information about the victim and the harasser differently (Carr et al, 1999).Men tend to be more influenced by incidental behaviors of the victim. For example, Pryor and Day, in their 1988 research (cited in Carr et al, 19 99), found that men were more influenced than women by the information of how the victim dressed, thereby, attributing more blame to the victim than the harasser. Researchers of past surveys have had difficulty in shaping sexual harassment and have attempted to identify behaviors that constitute sexual harassment by respondents of their survey (Worsfold and McCann, 2000).However, the most commonly reported forms of sexual harassment are gender related derogatory remarks, suggestive looks, and sexual comments ( Stanford and Gardiner, 1983). CHAPTER 3 METHODOLOGY 1. Introduction This chapter outlines the research method, research purport, and the research sample. The research method gives detailed information about the type of research that was apply for this study and gives reasons why it was used. It also gives information on the kind of data that will be collected and which sources will be used.The research design gives information on the survey instrument used for the study, exp laining the questions and their source. The research sample provides the reader with the population used for this survey and the reason why it was used for this study. 2. Research Methodology This research is an inquiry into the perceived differences on sexual harassment between male and female students of EMU, examining the size of the gender difference within specific behavioral categories in an attempt to identify those behaviors that make believe the largest difference and provide accurate information about the actual size of the gender difference.Thus, this study uses the quantitative approach to test the hypotheses. The aim for using this method is to determine whether the predictive generalizations of the hypotheses hold true. The researcher uses questionnaires to collect data, and remains objectively separated from the subject matter of the research. 3. Survey A questionnaire is a research instrument consisting of a series of questions and other prompts for the purpose of multitude information from respondents.Questionnaires were chosen for this research because this research involves a large sample, thereby making data entry and tabulation easier to analyze. Also, questionnaire surveys are familiar to most people, and generally do not make people apprehensive in answering questions. In addition, the researchers own opinions will not influence the respondent to answer questions in a certain manner, cut down bias, and also are less intrusive than telephone or black eye surveys, as the respondent is free to complete the questionnaire on his/her own time-table. 3. 1 Questionnaire DesignThis survey is designed to provide information distinguishing between reactions to both pervasiveness and severity of particular behaviors, as well as to provide information distinguishing between reactions to gender harassment, seductive behavior and sexual imposition. The questionnaire design used for this research was adopted from Nielson (1996). Nielson (1996) exami ned the perception of sexual harassment, focusing on the female office professionals perspective. Self administered questionnaires will be given to respondents with assurance that data will only be used for this thesis research and not for any other purpose.The items of the survey instrument will be prepared in English and then translated into Turkish by using the back translation method. There will be a pilot study of students who will be given questionnaires to complete, so that the researcher could confirm if the questionnaire was well understood by the respondents. After confirming the questions were understood, the researcher will hand out the questionnaires to students in various classrooms after winning permission from the University administration. Questionnaires returned by the espondents will be analyzed using Windows SPSS 0. 8 and used according to the respective objectives and occasions. 300 questionnaires will be distributed. demographic explanations for differing perc eptions of sexual harassment will be tested based on the following research and proposed hypothesis. Based on the assumption that females are prepared to find social sexual behavior (dating and flirting) as more severe than boys, this study proposes that H1- Female students will perceive potentially harassing behavior as more severe than male students.Research found that men were more influenced than women by the information of how the victim dressed, thereby, attributing more blame to the victim than the harasser. Based on this information, the study proposes that H2- male students will judge the victim more harshly than female students. Research shows that a persons previous experience with regard to sexual harassment influences gender difference in perceptions of sexual harassment (Blakely et al, 1992, cited in Nielson, 1996).This means that if one has experienced sexual harassment behaviors, he/she will be more conscious and less tolerant of behavior considered as harassment. B ased on this, this study proposes that H3- students who respond to having been sexually harassed will perceive potentially harassing behavior as more severe than those who respond to not having been sexually harassed. Previous research shows that studies investigating sexual harassment has tended to exclude behaviors which are perceived to have a low potential to harass and have also provided respondents with limited responses.In attempting to deal with these issues, this survey utilized in this study is designed to measure students perceptions of a wide range of actual workplace behaviors which create varying levels of a hostile work environment. Within this variety of behaviors, both severity and frequency of the behavior will be manipulated. Therefore, the continuum to be used for this study is as follows 1. Likely to consider it a compliment 2. socially acceptable behavior 3. Annoying, but not likely to affect my studies 4. perturbing to the point of affecting my studies, but no formal complaint 5. keister for formal complaint, but not a lawsuit. 6. butt for a lawsuit. The use of response options beyond formal complaint is to enhance the identification of behaviors that create a hostile work environment. Though such behaviors are typically not reported, they may have an adverse effect on the victims productivity, moral absenteeism and turnover. 3. 2 Survey Items. 1. gloss your hair looks courteous 2. small talk have you lost weight? 3. signalize you have straight-laced legs 4. exposition your skirt is very short 5. Comment your neckline is very low 6. Comment your clothes fit like a glove . Comment you have an attractive build 8. foe sex touches your hands 9. foeman sex touches your arms/shoulder 10. reversion sex asking for a date 11. icy sex touches your back 12. Opposite sex relative off-color jokes 13. Student forced into sex in school 14. Opposite sex asking for sexual favors 15. Opposite sex touches your breasts 16. Hugs with caresses f rom opposite sex 17. Opposite sex touches your buttock 18. Opposite sex describing sexual abilities 19. Opposite sex staring, persistently 20. Observing peers having sex in the school environment 21.Peers discussing sexually related stories 22. magazines with pictures of people scantily clothed 23. Opposite sex touches your face 4. Research Sample The questionnaire survey will focus on students of E. M. U. in North Cyprus, who are registered as full time students. goal-directed sampling is a sampling method in which elements are chosen based on purpose of the study. Purposive sampling may involve studying the entire population of some limited group (example, sociology module at Bilkent University) or a subset of a population (example, EMU cogency who has won a Nobel Prizes).As with other non-probability sampling methods, purposive sampling does not produce a sample that is representative of a larger population, but it can be exactly what is needed in some cases study of organizat ion, community, or some other clearly defined and comparatively limited group. In this study, purposive sampling method was used, as the researcher decided to focus on students whose profiles are given above to get the specific information for the research. Table 3. 1 Questionnaire This questionnaire survey aims to investigate the perception of male and female students of EMU on sexual harassment.The researcher wishes to find out from you, whether the sexual harassment construct varies across two specific genders, comparing male and female samples as to what behaviors may be perceived as sexual harassment. Due to the sensitivity of the topic, be assured that whatever you say or write is strictly confidential and cannot be traced back to you, as you are not requested to write your name or any other personal information. Please answer the questions honestly and sincerely, as it is important for the output of this research. 1.What is your gender? a. Male b. Female 2. What age group ar e you? a. 16-20 b. 20-24 c. 25-28 3. What is your educational level at EMU? a. Year 1 b. Year 2 c. Year 3 d. Year 4 e. tweak student. 4. What is your nationality? 5. For each of the scenarios depicted below, how would you rate such behavior? (In reference to the school environment). Kindly mark X in boxes 1, 2, 3, 4, 5 or 6 (as applicable to you). Where 1= Likely to consider it a compliment. 2= socially acceptable behavior. 3= Annoying, but not likely to affect my studies. = deplorable to the point of affecting my studies, but no formal complaint 5= Basis for formal complaint, but not a lawsuit. 6= Basis for a lawsuit. 1 2 3 4 56 1. Comment your hair looks nice 2. Comment have you lost weight? 3. Comment you have nice legs 4. comment your skirt is very short 5. Comment your neckline is very low 6. Comment your clothes fit like a glove 7. Comment you have an attractive build 8. Opposite sex touches your hands 9. Opposite sex touches your arms/shoulders 10.Opposite sex asking for a date 11. Opposite sex touches your back 12. Opposite sex telling off-color jokes 13. Student forced into sex in school 14. Opposite sex asking for sexual favors 15. Opposite sex touches your breasts 16. Hugs with caresses from opposite sex 17. Opposite sex touches your buttocks 18. Opposite sex describes sexual abilities 19. Opposite sex staring, persistently 20. Observing peers having sex in the school environment 21. magazines with pictures of people scantily clothed 22. Peers discussing sexually related stories 23. Opposite sex touches your face 6.Please define what sexual harassment means to you- Thank you very much for taking time out to help me in my research.For more information, or if you have problems filling out the questions, or if theres anything you wish to talk about/discuss, please contact me E-mail emailprotected com. Reference AAUW (2002) Hostile Hallways Bullying, Teasing, and Sexual Harassment in School, Research by Harris Interactive American Association of Uni versity Women Educational Foundation, 11 11 Sixteenth street, Washington D. C. ISBN 1-879922-28-2. 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