Browsing by Subject "Workplace"

Now showing 1 - 3 of 3
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    The attributes of residence/workplace areas and transit commuting
    (Journal of Transport and Land Use, 2011) Lee, Bumsoo; Gordon, Peter; Moore, James, II; Richardson, Harry
    Area type matters when we try to explain variations in public transit commuting; workplace (commuting destination) type matters more than residence (origin) type. We found this statistical link over a sample of all census tracts in the four largest California metropolitan areas: Los Angeles, San Francisco, San Diego, and Sacramento. In this research, we used a statistical cluster analysis to identify twenty generic residence neighborhood types and fourteen workplace neighborhood types. The variables used in the analysis included broad indicators of lo- cation and density, street design, transit access, and highway access. Once identified, the denser neighborhoods had higher transit commuting, other things equal. Yet what distinguishes this research is that we did not use a simple density measure to differentiate neighborhoods. Rather, density was an important ingredient of our neighborhood-type definition, which surpassed simple density in explanatory power.
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    The Online Workplace Sexual Harassment of Women
    (2022-04) Tomeh, Dana
    As the workplace transitions to include more online communication, traditional conceptualizations of sexual harassment may not be sufficient in understanding employees’ workplace experiences. Through three studies, the present dissertation examines the how sexual harassment emerges in the online workplace and its impact on those who experience it. Study 1 uses the critical incidents method to capture online sexual harassment behaviors that respondents have experienced in their workplace. Study 1 also attempts to understand the structure of an online workplace sexual harassment factor through a principal components analysis and develops a measure. Participants reported experiencing behaviors that were not encompassed by traditional measures of workplace sexual harassment (Sexual Experiences Questionnaire – Work; Fitzgerald et al., 1995). Attempts to determine a construct factor structure based on subject matter incident sorting were inconclusive. Study 2 examines the factor structure of the online workplace sexual harassment construct using bifactor modeling, which demonstrates a 4-factor model with a strong general factor. The measure created in Study 1 was then refined. Traditional workplace sexual harassment is also directly compared with online workplace sexual harassment. Respondents reported experiencing traditional sexual harassment more frequently than online workplace sexual harassment. Finally, study 3 examines the relationship of online workplace sexual harassment with work-related and personal outcomes. This study showed that online workplace sexual harassment has similar relationships with outcomes as traditional sexual harassment but has no incremental validity over traditional workplace sexual harassment in predicting any outcomes. Overall, the findings indicate that online workplace sexual harassment emerges differently from traditional sexual harassment. However, experiencing online sexual harassment behaviors remains correlated with traditional outcomes of experiencing sexual harassment at work. Implications and future research are discussed.
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    What motivates Minnesota's Fortune 500 companies to create equitable work environments for GLBT people?
    (2012-05) Opall, Brent S.
    Due to rapidly changing social movements U.S. organizations have paid increasingly more attention to gay, lesbian, bisexual, and transgender people in the workplace. Organizations are ranked and evaluated by national organizations such as the Human Rights Campaign Foundation (HRC) on work policies about, and inclusion, beliefs, and treatment of gay, lesbian, bisexual, and transgender (GLBT) employees. These factors, combined with the larger GLBT social movement, have caused many organizations to invest heavily on initiatives to create equitable work environments for GLBT people. Developing and adapting Human Resource (HR) policies and practices to accomplish this is difficult, time consuming, and costly to organizations--which begs the question: What motivates organizations to create equitable work environments for GLBT people? To that end, using a qualitative collective case study approach this in inquiry provides a deeper understanding of why organizations spend significant resources to create equitable work environments for GLBT employees. The focus centered on the 21 Fortune 500 corporations headquartered in the state of Minnesota. This study found five primary reasons why these organizations have created GLBT inclusive work environments. These five factors are: positive return on investment, element of a broader diversity initiative, internal organizational pressure, parity with other Minnesota companies, and chance.