Introduction: This research was carried out with the purpose of investigating the effect of attitude towards sexual harassment (overt, covert negative, and positive) on sexual harassment in the workplace considering the mediating role of intention to sexual harassment.Method: The design of the research was a correlational study. The population of the research was all the males banking organizations, stock exchange, and insurance offices in Tehran city from among them, 273 were selected based on the convenience sampling method. The research tools included sexual harassment questionnaire (Fitzgerald, Gelfand, & Drasgow, 1995) and a researcher-made questionnaire on attitude toward sexual harassment (Hosseini, Mehdad & Saffarinia, 2021) and intention to sexual harassment (Hosseini, Mehdad & saffarinia, 2021). Data were analyzed by using the Pearson correlation coefficient and structural equation modeling.Findings: results showed there was a significant positive relationship between positive attitudes towards sexual harassment and intention to sexual harassment and a significant negative relationship between overt and covert negative attitudes towards sexual harassment with an intention to sexual harassment (p≤0.05). Moreover, there was a significant positive relationship between covert negative attitudes and positive attitudes toward sexual harassment with sexual harassment. In addition, there was a significant positive relationship between intention to sexual harassment and sexual harassment (p≤0.05). Moreover, the results of structural equation modeling showed that the direct effect of positive attitude towards sexual harassment on intention to sexual harassment and intention to sexual harassment on sexual harassment was significant and results of indirect effects showed that only the indirect effect of positive attitude towards sexual harassment on sexual harassment is significant with mediating role of intention to sexual harassment (p≤0.05).Conclusion: It can be concluded that by increasing the positive attitude towards sexual harassment, the intention to sexual harassment increases and leads to sexual harassment. Therefore, to prevent sexual harassment in the workplace, there is a need to change attitudes toward sexual harassment as well as organizational intervention to combat the conversion of intent to behavior.

Sexual harassment is a form of sexual violence and discrimination against women that increases social insecurity and fear of women in society and so, the individual liberties and social participation of women is reduced. Urbanization and the increasing presence of women in society, have provided a platform for formation of this phenomenon and in this context, gendered culture, compulsive silence of victims and some other factors, led to increased rates of sexual harassment and it became a major social problem. In this paper, the concept of sexual harassment and its types have been investigated. Then the negative consequences of sexual harassment, its etiology and the ways for its prevention are discussed. With regard to frequency, and difficulty in proving, penal response do not has enough efficiency and effectiveness for controlling this problem. The most effective way is to reform gendered culture and way of thinking about women and the improvement of social space by reducing the generating factors in the perpetrators.

This study aims to socially analyze the lived experiences of working women regarding sexual harassment in the workplace. A qualitative research method was employed for this investigation. A total of 31 working women from both formal and informal sectors (judicial and sales professions) in the city of Roudsar were selected through purposive sampling. Data were collected through semi-structured and in-depth interviews and analyzed using open, axial, and selective coding methods. The findings revealed three main forms of sexual harassment: verbal, non-verbal, and physical. Verbal harassment included repeated sexual propositions, persistent requests for mobile phone numbers, unsolicited expressions of affection, threats, and sexual innuendos. Non-verbal harassment involved sexist gestures, acts mimicking sexual behavior, and voyeurism. Physical harassment consisted of inappropriate touching, excessive proximity, and unwanted physical contact. The responses to these incidents varied, including personal avoidance, verbal reprimands, and proactive confrontations. In many cases, women perceived the harassment as normalized by society, while threats from the perpetrators, lack of evidence, and absence of witnesses complicated their ability to seek justice. The consequences of such harassment included psychological distress, social isolation, and a growing distrust of society.

The main purpose of this research is to provide a data-driven model about causes and circumstances of occurring sexual harassments in the university. The research data were collected through interviews with 15 female students (purposeful sampling) in one of the public universities of Iran outside the center,in addition to that the data were gathered by studying and reviewing the available documents and experiences of some universities. Data analysis after open, axial, and selective coding showed that the gender discriminatory structure of the larger society is reproduced in the university and therefore the gender inequalities and inferiority and powerlessness of women continue. Reproducing the culture of rape on campus along with ethnocentrism and the bureaucracy's lack of sensitivity to sexual harassment of women, create a situation in which victims' complaints are ignored or they are forced to remain silent in order to preserve their honor and dignity. The consequences of these conditions will be the collapse of students' beliefs about the position of university and their alienation and frustration. Eventually, the university is unsuccessful in realizing its aspirations and achieving its goals to meet the needs of society and the growth and development of a more just social order and moving toward gender equality.

Part of the family problems is sexual violence, which mostly victimizes women. In comparison with forty types of sexual harassment categorized in jurisprudence, most of them are prohibited under the general rule of "denial of persecution" or for a specific reason. But not everything that is known today as "sexual harassment" is discussed in jurisprudential sources. Some of them are allowed by other rules, such as marital rape, forced marriage, and some prohibitions on marriage. At the time of the issuance of religious sources and the formation of jurisprudence, some of these behaviors were not considered "harassment" or "prohibited harassment". In tracing and theoretically justifying these behaviors, we come to a worldview, a kind of attitude towards women, a patriarchal culture and economy. There are capacities in jurisprudence that can resolve the conflict between some jurisprudential rules and the achievements of human culture and civilization.

Objectives: Sexual harassment is one of the most common workplace issues that female employees may experience. The issue is especially severe for women working in a healthcare setting due to factors, such as unequal hierarchical power, night shifts, and a significant volume of visitors, etc. This study sought to characterize and categorize responses to and causes of acute sexual harassment. Methods: Thirty-nine hospital employees who had experienced sexual harassment were selected for in-depth interviews as part of a qualitative study designed to collect data. Results: The responses were categorized chronologically as pre-, during-, and post-harassment. Preventive strategies were the most notable pre-harassment responses, whereas, during harassment, diffusion, denial, avoidance, and behavioral changes were the most significant responses. Nonetheless, since diffusion, avoidance, non-disclosure, and non-reporting could result in the persistence of the harassment, the post-harassment strategies shed light on the factors that determined the victims' failure to disclose sexual harassment. Discussion: Although women experience sexual harassment in healthcare settings, they typically refrain from reporting it and respond passively to such situations. Formal and informal organizational support for the harassed women can empower them to resist harassers and report their conduct in hospital settings.