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This study describes past-year prevalence and effects on mental health and drinking outcomes for harassment and discrimination in the workplace (HDW) in a nationally representative random digit dial phone survey conducted in 2003-2004 (n = 2,151). HDW measures included experiences and perceptions of sexual harassment (SH) and generalized workplace harassment (GWH), and perceived harassment or discrimination because of race or ethnicity. Prevalence was examined by sex, race, age, occupation, marital status, and education. Effects of HDW were assessed controlling for demo-graphics and job and life stressors. Experiencing multiple types of HDW was common. SH was more prevalent among women, and Blacks and those of other or mixed race or ethnicity experienced the highest levels of HDW overall. HDW variables explained additional variance in problem drinking and mental health beyond life and job stressors, particularly for women. This study demonstrates that HDW is a prevalent problem associated with poor mental health and problem drinking in the U.S. workforce. (Contains 3 tables and 1 note.)

Precarious work is increasingly prevalent in the United States and is associated with adverse health outcomes; however, precarious work and associated working conditions are generally not considered in residency training. Healthcare providers should understand the context and risk factors associated with precarious work to holistically serve worker-patients in clinical settings. Objectives: This cross-sectional survey aimed to examine employment characteristics and their associations with employment precarity in two high socioeconomic hardship Chicago neighborhoods. Methods: We used a community-based participatory approach to develop and administer a survey to residents who perceived their work situations to be precarious. Results: A total of 489 residents were surveyed. Responses were skewed toward the most precarious work situations, with the majority of respondents employed outside of a traditional arrangement. Those in the highest precarity category were most likely to identify as Latinx and born outside of the United States. Unstable, low-quality employment conditions were nearly all significantly associated with highest precarity work situations. Conclusions: Precarious employment is an important predictor of other employment conditions, and characterizing these at a hyperlocal level allows for a nuanced understanding of work as a determinant of health. [ABSTRACT FROM AUTHOR]

Objective: We examine relationships between workplace harassment (WH) and onset of health conditions over a 23-year period. Methods: Participants were surveyed at seven points between 1997-2006 and again in 2020. Regression analyses (n = 921) assessed effects of chronic WH exposure on onset or recent health conditions by 2020. Results: Growth mixture modeling revealed infrequent and chronic classes of generalized workplace harassment (GWH; 33.39% chronic) and sexual harassment (SH; 32.32% chronic). Prevalence of health conditions ranged from 3.71% for myocardial infarction to 43.06% for hypertension. Analysis via propensity score matching showed chronic WH class membership increased odds of coronary heart disease (GWH, odds ratio [OR] = 3.42, P < 0.05), arthritic/rheumatic conditions (SH, OR = 1.56, P < 0.05), and recent migraine (SH, OR = 1.68, P < 0.05). Conclusions: Workplace harassment is associated with coronary heart disease, arthritic/rheumatic conditions, and migraine. Worker health can be protected through strengthening and enforcing organizational and social antiharassment policies and laws. [ABSTRACT FROM AUTHOR]

This study reports the prevalence of bullying victimization at school and work among college freshmen and the relationships between victimization and changes in alcohol consumption and alcohol problems. Web survey data at 2 time points from a sample of 2118 freshmen from 8 colleges and universities in the Midwestern United States indicated that 43% of students experienced bullying at school and that 33% of students experienced bullying at work. Bullying, particularly at school, consistently predicted alcohol consumption and problematic drinking, after controlling for baseline drinking and other school and work stressors. [ABSTRACT FROM AUTHOR]

Although harassment in the workplace has been linked to deleterious drinking outcomes, researchers have yet to examine the long-term effects of chronic workplace harassment. During a 10-year longitudinal mail survey, university employees (N = 2,265) were administered measures of sexual harassment, generalized workplace harassment, and problematic drinking. Using growth mixture modeling, two latent classes of workplace harassment emerged: infrequent and chronic. Demographic characteristics (gender, age, and race) predicted the shape of the trajectories and likelihood of class membership. As hypothesized, membership in the chronic harassment classes was linked to future problematic drinking, even after controlling for previous drinking. [ABSTRACT FROM AUTHOR]

Abstract: Research suggests that workplace harassment (WH) significantly predicts alcohol use and problem drinking behavior, but has generally failed to consider concurrent effects of other sources of stress. This two-wave study (n=1418) is the first to explore whether sexual harassment (SH) and generalized workplace harassment (GWH) predict increased drinking independently of the effects of job and life stress, and whether effects differ by gender, in a nationally representative sample. SH and GWH predicted increases in problem drinking one year later for men but not women, while life stress was associated with increased problem drinking for women but not men. This study confirms the importance of examining the associations between different types of stressors and drinking-related outcomes in gendered contexts. [Copyright &y& Elsevier]

Abstract: This study constitutes the first national longitudinal survey to address the relationship between workplace harassment and service utilization. We examine how patterns of sexual harassment and generalized workplace harassment are linked to utilization of mental health, health, legal, spiritual, and work-related services, and whether and how gender influences these relationships. Data derive from a random digit dial telephone survey with a continental US sample of employed adults. Eligibility criteria were being 18 years of age or over, and being employed at least 20h per week at some time in the 12 months prior to the wave 1 survey. Out of 4116 households with eligible individuals, 2151 agreed to participate at wave 1. At wave 2, 1418 participated, thus, the overall response rate was 34.5%. We show that the patterning of workplace harassment over two time points (chronic, remission, onset, never harassed) is associated with the use of different types of services. Gender partially moderated the relationship between workplace harassment and services. [Copyright &y& Elsevier]

Research has linked workplace harassment and abuse and drinking. However, increasing societal attention to sexual harassment (SH) has been accompanied by pressures on work organizations to censure harassing behaviors. We address altered perceptions of the organizational tolerance (OT) for SH and generalized workplace abuse (GWA), changes in the prevalence and incidence of these experiences, and their impact on distress and drinking behaviors. A cohort of workers completed a mail survey at three points in time. Questionnaires assessed perceptions of OT for SH and GWA, experiences of SH and GWA, coping, and distress and drinking behaviors. Both sexes perceived that tolerance of SH and GWA has decreased over time. Changes in reported prevalence of these experiences differed by gender, and incidence for both genders decreased more strongly than prevalence. The linkages between SH/GWA and distress and drinking changed over time, but in different ways for women and men. SH and GWA still have deleterious consequences, and replication of this research and greater efforts at prevention are needed. [ABSTRACT FROM AUTHOR]

We describe the development and psychometric characteristics of the Generalized Workplace Harassment Questionnaire (GWHQ), a 29-item instrument developed to assess harassing experiences at work in five conceptual domains: verbal aggression, disrespect, isolation/exclusion, threats/bribes, and physical aggression. Over 1700 current and former university employees completed the GWHQ at three time points. Factor analytic results at each wave of data suggested a five-factor solution that did not correspond to the original five conceptual factors. We suggest a revised scoring scheme for the GWHQ utilizing four of the empirically extracted factors: covert hostility, verbal hostility, manipulation, and physical hostility. Covert hostility was the most frequently experienced type of harassment, followed by verbal hostility, manipulation, and physical hostility. Verbal hostility, covert hostility, and manipulation were found to be significant predictors of psychological distress. [ABSTRACT FROM AUTHOR]

Objectives. This study hypothesized that interpersonal workplace stressors involving sexual harassment and generalized workplace abuse are highly prevalent and significantly linked with mental health outcomes including symptomatic distress, the use and abuse of alcohol, and other drug use. Methods. Employees in 4 university occupational groups (faculty, student, clerical, and service workers; n = 2492) were surveyed by means of a mailed self-report instrument. Cross-tabular and ordinary least squares and logistic regression analyses examined the prevalence of harassment and abuse and their association with mental health status. Results. The data show high rates of harassment and abuse. Among faculty, females were subjected to higher rates; among clerical and service workers, males were subjected to higher rates. Male and female clerical and service workers experienced higher levels of particularly severe mistreatment. Generalized abuse was more prevalent than harassment for all groups. Both harassment and abuse were significantly linked to most mental health outcomes for men and women. Conclusions. Interpersonally abusive workplace dynamics constitute a significant public health problem that merits increased intervention and prevention strategies. [ABSTRACT FROM AUTHOR]

The article presents information on sexual harassment and alcohol use in the U.S. Narratives depicting sexual harassment lawsuits have proliferated in the U.S. media ever since the U.S. population eagerly followed the sexual harassment accusations leveled at Supreme Court Justice Clarence Thomas during: his Senate Confirmation Hearing in 1991. This case is still referred to whenever sexual harassment is discussed in the media. A corresponding increase in research on sexual harassment and its mental health ramifications has also occurred. From a legal perspective, sexual harassment represents a form of sex discrimination characterized by unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature that affects the terms, conditions or employment decisions related to an individual's job or creates an intimidating hostile, or offensive working environment.

Abstract: Data from a longitudinal study of university employees across four waves is used to determine the extent to which workplace harassment predicts drinking or conversely the extent to which drinking predicts workplace harassment, and to address gender differences in these relationships. Mixed effects regression models are used to test the effects of 1) harassment at the previous wave on drinking at the current wave, adjusting for drinking at the previous wave, and 2) drinking at the previous wave on harassment at the current wave, adjusting for harassment at the previous wave. For males, drinking at the previous wave predicts sexual harassment at the current wave, whereas for females, sexual harassment at the previous wave predicts drinking at the current wave. [Copyright &y& Elsevier]

Abstract: This study assesses the degree to which sexual harassment (SH), generalized workplace abuse (GWA), and psychological workload (PWL) impact drinking behaviors in retirement. A mail survey was completed at four points in time by a cohort of 1654 employees initially drawn from a university workplace. Questionnaires assessed experiences of SH, GWA, PWL and drinking behaviors. Hypotheses were tested involving (1) the extent to which SH, GWA, and PWL experienced while working were associated with frequency and quantity of drinking in retirement, (2) the extent to which drinking levels of retirees differed from those of current employees experiencing similar stress levels, and (3) the extent to which gender moderated these relationships. Retirees reporting earlier stressful work environments report higher levels of alcohol consumption during retirement compared to those retirees reporting less stressful earlier work environments. Gender moderated these relationships. The findings of this study suggest that there may be a residual effect of workplace stress during retirement. [Copyright &y& Elsevier]