Cyberbullying is a form of harassment or bullying that takes place online or through digital devices like smartphones,computers,or tablets.It can occur through various channels,such as social media,text messages,onlin...Cyberbullying is a form of harassment or bullying that takes place online or through digital devices like smartphones,computers,or tablets.It can occur through various channels,such as social media,text messages,online forums,or gaming platforms.Cyberbullying involves using technology to intentionally harm,harass,or intimidate others and may take different forms,including exclusion,doxing,impersonation,harassment,and cyberstalking.Unfortunately,due to the rapid growth of malicious internet users,this social phenomenon is becoming more frequent,and there is a huge need to address this issue.Therefore,the main goal of the research proposed in this manuscript is to tackle this emerging challenge.A dataset of sexist harassment on Twitter,containing tweets about the harassment of people on a sexual basis,for natural language processing(NLP),is used for this purpose.Two algorithms are used to transform the text into a meaningful representation of numbers for machine learning(ML)input:Term frequency inverse document frequency(TF-IDF)and Bidirectional encoder representations from transformers(BERT).The well-known eXtreme gradient boosting(XGBoost)ML model is employed to classify whether certain tweets fall into the category of sexual-based harassment or not.Additionally,with the goal of reaching better performance,several XGBoost models were devised conducting hyperparameter tuning by metaheuristics.For this purpose,the recently emerging Coyote optimization algorithm(COA)was modified and adjusted to optimize the XGBoost model.Additionally,other cutting-edge metaheuristics approach for this challenge were also implemented,and rigid comparative analysis of the captured classification metrics(accuracy,Cohen kappa score,precision,recall,and F1-score)was performed.Finally,the best-generated model was interpreted by Shapley additive explanations(SHAP),and useful insights were gained about the behavioral patterns of people who perform social harassment.展开更多
Sexual harassment on campus has increasingly become the focus of widespread attention from all walks of life. The special identity of subject and object of sexual harassment on campus, concealed action, long cycle, ma...Sexual harassment on campus has increasingly become the focus of widespread attention from all walks of life. The special identity of subject and object of sexual harassment on campus, concealed action, long cycle, mainly come from the idea of a deep dilemma, namely the lack of social gender equity. And the first premise to realize social gender equality is to ensure the education gender justice. Therefore, we need to draw lessons from the experience of the gender equality education in Taiwan, clear the social differences in the mind, respect for diverse gender culture; At the legislative level, improve laws and regulations, safeguard formal sources of law; At the system level, set up specialized agencies, through the permeability of course teaching, the strengthening of construction of teaching staff and the academic research, systematically discuss the effective path to construct mechanism of campus sexual harassment prevention.展开更多
Introduction: Globalization and the attendant contemporary system of work organization, industrial competitiveness and workplace hostility could be a source of stress. Behaviors considered to be hostile tend to consti...Introduction: Globalization and the attendant contemporary system of work organization, industrial competitiveness and workplace hostility could be a source of stress. Behaviors considered to be hostile tend to constitute the foundation on which moral harassment at work rests and contributes significantly to work place mental health. Methodology: We conducted a quantitative, cross sectional descriptive study between April 1 and June 30, 2018 at the Grands Moulins de Dakar “GMD”. We used a questionnaire containing the socio-demographic data to which we added the Masson Meret and Steiner questionnaire called, “Ambiance in professional environment”. We used the Epi info software for data entry and analysis. Results: Sample population was 100 subjects with average age of 42.18 years ± 7.6, a male predominance of 91% and average length of service in the company was 15.27 years ± 10.1. Hostile behavior was more frequently reported than stress, with 49% and 28% respectively. Among the hostile behavior we found criticism in the professional field in 35% of the cases and rumors mongering was observed in 25% of the cases. The most reported stress symptom was general fatigue (45%), hostile behavior was more common in males (40 - 49 years of age and those with more than 10 dependents). Of the officers who felt generally unwell, 78.9% were victims of hostile behavior. Conclusion: Hostile behavior forms the basis of moral harassment at work and their devious nature makes them difficult to detect, this contrasts with its harmful consequences on the health of the staff. Potentially harmful workplace stress has become more frequently encountered in the contemporary workplace and has constituted an occupational hazard. The most common symptoms reported are feeling unwell and general fatigue.展开更多
Background: Verbal abuse, physical assault, and harassment of pediatric healthcare workers by patients and their families have become increasingly serious. These incidents lead to various problems, including the deter...Background: Verbal abuse, physical assault, and harassment of pediatric healthcare workers by patients and their families have become increasingly serious. These incidents lead to various problems, including the deterioration of staff members’ mental health and employee turnover. Methods: This study was conducted as the first Japanese nationwide survey to assess the abuse perpetrated by patients and families and experienced by medical staff in pediatric medical settings in 2018, countermeasures employed, and staff member evaluations of the countermeasures. Results: Responses from 526 facilities were received, clinics accounted for 79.8% of these facilities;88.1% of the respondents were females. Further, 10.5% of the facility staff reported having experienced verbal abuse, violence, or harassment from patients or family members. Of 1103 cases of victimizations, there were 719, 136, and 248 cases of verbal abuse, violence, and harassment, respectively. Manuals and guidelines had been created and training and drill performances were conducted as countermeasures in 10.7% and 9.0% of facilities, respectively;7.3% of staff members felt that the countermeasures were effective, corresponding to 45.6% of the affected staff. Conclusion: The findings suggest the necessity of thoroughly familiarizing staff with existing facility countermeasures as well as introducing new countermeasures such as victimization simulations.展开更多
This paper examines female executives＇ experiences of contra-power sexual harassment （CPSH）. One hundred and fifteen respondents, consisting of 67 female executives and 48 male subordinates, were purposively select...This paper examines female executives＇ experiences of contra-power sexual harassment （CPSH）. One hundred and fifteen respondents, consisting of 67 female executives and 48 male subordinates, were purposively selected. Both quantitative and qualitative data were utilized. Female executives perceived and experienced three out of the 11 acts-male subordinates grabbing their groins before female executives, male subordinates bragging about their sexual organs as hefty before female executives, and male subordinates bragging about their prowess in bed before female executives-as most sexually harassing And 35~6 of the male respondents reported that they grabbed their groins before female executives, 60.4% bragged of the size of their sexual organs, and 52.1% bragged of their prowess in bed. The focused group discussions （FGDs） revealed that CPSH may induce low job satisfaction, job commitment and reduced productivity, increase feelings of loss of control over the body, destroy gender identity, and increase the tendency to quit the job. Female executives ignored the acts and maintained strict formal relationships with their male subordinates as ways of coping with the acts. Conclusively, as powerful as female executives are in position of authority, they are still powerless as regards CPHS.展开更多
As if a special gift for the 10th anniversary of the United Nations Fourth World Conference on Women, convened in Beijing in 1995,China revised its 13-year-old Law on the Protection of Women＇s Rights＇ and Inter ests...As if a special gift for the 10th anniversary of the United Nations Fourth World Conference on Women, convened in Beijing in 1995,China revised its 13-year-old Law on the Protection of Women＇s Rights＇ and Inter ests on August 28, 2005, to further guarantee gender equality in the country.展开更多
Through the retrieval of judicial documents involving sexual harassment in the workplace,it is found that the overall number of civil cases caused by sexual harassment in the workplace in China is very small.In relate...Through the retrieval of judicial documents involving sexual harassment in the workplace,it is found that the overall number of civil cases caused by sexual harassment in the workplace in China is very small.In related cases,the proportion of courts identifying sexual harassment in the workplace is low,the proportion of victims suing to protect their rights and interests is low,and the winning rate is also low.The main reason why it is difficult to take legal remedy is that the standards of sexual harassment identification are vague,the collection of evidence is difficult,the standards of proof are different,and it is difficult to take the liability of the employer.Article 1010 of the Civil Code stipulates the definition of sexual harassment and the whole-process prevention and treatment of the employer's obligation,which is significant progress in regulating sexual harassment in the workplace,but cannot completely solve the above problems.Before the legislation is further perfected,it is necessary to clarify the specific identification elements and judgment standards of sexual harassment,clarify the certifying power and proof standards of relevant evidence,and actively explore the path of liability of the employer.展开更多
基金supported by the Science Fund of the Republic of Serbia,Grant No.7373Characterizing Crises-Caused Air Pollution Alternations Using an Artificial Intelligence-Based Framework-crAIRsis and Grant No.7502Intelligent Multi-Agent Control and Optimization applied to Green Buildings and Environmental Monitoring Drone Swarms-ECOSwarm.
文摘Cyberbullying is a form of harassment or bullying that takes place online or through digital devices like smartphones,computers,or tablets.It can occur through various channels,such as social media,text messages,online forums,or gaming platforms.Cyberbullying involves using technology to intentionally harm,harass,or intimidate others and may take different forms,including exclusion,doxing,impersonation,harassment,and cyberstalking.Unfortunately,due to the rapid growth of malicious internet users,this social phenomenon is becoming more frequent,and there is a huge need to address this issue.Therefore,the main goal of the research proposed in this manuscript is to tackle this emerging challenge.A dataset of sexist harassment on Twitter,containing tweets about the harassment of people on a sexual basis,for natural language processing(NLP),is used for this purpose.Two algorithms are used to transform the text into a meaningful representation of numbers for machine learning(ML)input:Term frequency inverse document frequency(TF-IDF)and Bidirectional encoder representations from transformers(BERT).The well-known eXtreme gradient boosting(XGBoost)ML model is employed to classify whether certain tweets fall into the category of sexual-based harassment or not.Additionally,with the goal of reaching better performance,several XGBoost models were devised conducting hyperparameter tuning by metaheuristics.For this purpose,the recently emerging Coyote optimization algorithm(COA)was modified and adjusted to optimize the XGBoost model.Additionally,other cutting-edge metaheuristics approach for this challenge were also implemented,and rigid comparative analysis of the captured classification metrics(accuracy,Cohen kappa score,precision,recall,and F1-score)was performed.Finally,the best-generated model was interpreted by Shapley additive explanations(SHAP),and useful insights were gained about the behavioral patterns of people who perform social harassment.
文摘Sexual harassment on campus has increasingly become the focus of widespread attention from all walks of life. The special identity of subject and object of sexual harassment on campus, concealed action, long cycle, mainly come from the idea of a deep dilemma, namely the lack of social gender equity. And the first premise to realize social gender equality is to ensure the education gender justice. Therefore, we need to draw lessons from the experience of the gender equality education in Taiwan, clear the social differences in the mind, respect for diverse gender culture; At the legislative level, improve laws and regulations, safeguard formal sources of law; At the system level, set up specialized agencies, through the permeability of course teaching, the strengthening of construction of teaching staff and the academic research, systematically discuss the effective path to construct mechanism of campus sexual harassment prevention.
文摘Introduction: Globalization and the attendant contemporary system of work organization, industrial competitiveness and workplace hostility could be a source of stress. Behaviors considered to be hostile tend to constitute the foundation on which moral harassment at work rests and contributes significantly to work place mental health. Methodology: We conducted a quantitative, cross sectional descriptive study between April 1 and June 30, 2018 at the Grands Moulins de Dakar “GMD”. We used a questionnaire containing the socio-demographic data to which we added the Masson Meret and Steiner questionnaire called, “Ambiance in professional environment”. We used the Epi info software for data entry and analysis. Results: Sample population was 100 subjects with average age of 42.18 years ± 7.6, a male predominance of 91% and average length of service in the company was 15.27 years ± 10.1. Hostile behavior was more frequently reported than stress, with 49% and 28% respectively. Among the hostile behavior we found criticism in the professional field in 35% of the cases and rumors mongering was observed in 25% of the cases. The most reported stress symptom was general fatigue (45%), hostile behavior was more common in males (40 - 49 years of age and those with more than 10 dependents). Of the officers who felt generally unwell, 78.9% were victims of hostile behavior. Conclusion: Hostile behavior forms the basis of moral harassment at work and their devious nature makes them difficult to detect, this contrasts with its harmful consequences on the health of the staff. Potentially harmful workplace stress has become more frequently encountered in the contemporary workplace and has constituted an occupational hazard. The most common symptoms reported are feeling unwell and general fatigue.
文摘Background: Verbal abuse, physical assault, and harassment of pediatric healthcare workers by patients and their families have become increasingly serious. These incidents lead to various problems, including the deterioration of staff members’ mental health and employee turnover. Methods: This study was conducted as the first Japanese nationwide survey to assess the abuse perpetrated by patients and families and experienced by medical staff in pediatric medical settings in 2018, countermeasures employed, and staff member evaluations of the countermeasures. Results: Responses from 526 facilities were received, clinics accounted for 79.8% of these facilities;88.1% of the respondents were females. Further, 10.5% of the facility staff reported having experienced verbal abuse, violence, or harassment from patients or family members. Of 1103 cases of victimizations, there were 719, 136, and 248 cases of verbal abuse, violence, and harassment, respectively. Manuals and guidelines had been created and training and drill performances were conducted as countermeasures in 10.7% and 9.0% of facilities, respectively;7.3% of staff members felt that the countermeasures were effective, corresponding to 45.6% of the affected staff. Conclusion: The findings suggest the necessity of thoroughly familiarizing staff with existing facility countermeasures as well as introducing new countermeasures such as victimization simulations.
文摘This paper examines female executives＇ experiences of contra-power sexual harassment （CPSH）. One hundred and fifteen respondents, consisting of 67 female executives and 48 male subordinates, were purposively selected. Both quantitative and qualitative data were utilized. Female executives perceived and experienced three out of the 11 acts-male subordinates grabbing their groins before female executives, male subordinates bragging about their sexual organs as hefty before female executives, and male subordinates bragging about their prowess in bed before female executives-as most sexually harassing And 35~6 of the male respondents reported that they grabbed their groins before female executives, 60.4% bragged of the size of their sexual organs, and 52.1% bragged of their prowess in bed. The focused group discussions （FGDs） revealed that CPSH may induce low job satisfaction, job commitment and reduced productivity, increase feelings of loss of control over the body, destroy gender identity, and increase the tendency to quit the job. Female executives ignored the acts and maintained strict formal relationships with their male subordinates as ways of coping with the acts. Conclusively, as powerful as female executives are in position of authority, they are still powerless as regards CPHS.
文摘As if a special gift for the 10th anniversary of the United Nations Fourth World Conference on Women, convened in Beijing in 1995,China revised its 13-year-old Law on the Protection of Women＇s Rights＇ and Inter ests on August 28, 2005, to further guarantee gender equality in the country.
基金the research findings of“Research on the Protection of Personal Information of Workers in the Digital Era”(project approval No.20BFX190),a general project of the National Social Science Fund of China。
文摘Through the retrieval of judicial documents involving sexual harassment in the workplace,it is found that the overall number of civil cases caused by sexual harassment in the workplace in China is very small.In related cases,the proportion of courts identifying sexual harassment in the workplace is low,the proportion of victims suing to protect their rights and interests is low,and the winning rate is also low.The main reason why it is difficult to take legal remedy is that the standards of sexual harassment identification are vague,the collection of evidence is difficult,the standards of proof are different,and it is difficult to take the liability of the employer.Article 1010 of the Civil Code stipulates the definition of sexual harassment and the whole-process prevention and treatment of the employer's obligation,which is significant progress in regulating sexual harassment in the workplace,but cannot completely solve the above problems.Before the legislation is further perfected,it is necessary to clarify the specific identification elements and judgment standards of sexual harassment,clarify the certifying power and proof standards of relevant evidence,and actively explore the path of liability of the employer.
