Previously published as: Police Studies: Intnl Review of Police Development
Incorporates: American Journal of Police
Online from: 1997
Subject Area: Industry and Public Sector Management
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|Title:||Exploring sexual harassment in a police department in Taiwan|
|Author(s):||Lan-Ying Huang, (School of Criminology, National Taipei University, San Shia, Taiwan), Liqun Cao, (Criminology, Justice and Police Studies, University of Ontario Institute of Technology, Oshawa, Canada)|
|Citation:||Lan-Ying Huang, Liqun Cao, (2008) "Exploring sexual harassment in a police department in Taiwan", Policing: An International Journal of Police Strategies & Management, Vol. 31 Iss: 2, pp.324 - 340|
|Keywords:||Harassment, Police, Sexual harassment, Taiwan, Women, Working practices|
|Article type:||Research paper|
|DOI:||10.1108/13639510810878758 (Permanent URL)|
|Publisher:||Emerald Group Publishing Limited|
|Acknowledgements:||This project was supported by the Department of Social Welfare, Taipei City Government. The authors would like to thank the Women's and Children's Protection Division in Taipei City Police for assisting this survey. However, points of view in this document are those of the authors and do not represent the official position or policies.|
Purpose – The purpose of this paper is to investigate the conceptual and empirical issues related to sexual harassment (SH) in a police department in Taiwan.
Design/methodology/approach – Survey data were collected. Through the analysis, the paper proposes that SH can be better divided into two subcategories: quid pro quo and hostile work environment harassment. Multivariate analysis is used to explore the sources of SH.
Findings – It was found that both types of SH can be better explained by work environment variables than by demographic variables, but the specific sources differ. Hostile work environment harassment is predicted by the extent to which female officers perceive or experience that deployment and transfer practices are influenced by their gender. Quid pro quo harassment is related to job barriers and dodging from work.
Research limitations/implications – The two scales used in this research have captured the core of SH, but they might not fully depict the nature of SH in the police department in Taiwan. The sample was limited to the largest police department in Taiwan and it may not represent the entire police in Taiwan.
Practical implications – If hostile work environment and quid pro quo harassments are related to different organizational factors, it is useful for policy makers in the police to differentiate these two different types of SH and develop differential prevention and response measures.
Originality/value – This paper highlights the need to differentiate quid pro quo and hostile work environment harassments. It fills a gap in the literature by providing the baseline information on the prevalence of SH in one police department in Taiwan and by examining sources of SH in a profession dominated by males.
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