The Prevention of the Workplace Harassment at Japanese Universities:The Perspective of the Research and the Findings from the Complete Count Survey.
The Prevention of the Workplace Harassment at Japanese Universities:The Perspective of the Research and the Findings from the Complete Count Survey.
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日本大学工作场所骚扰的预防：研究的视角和完整计数调查的结果。
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发表时间：
2014
期刊：
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通讯作者：
T. Kawabata
中科院分区：
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作者：
T. Kawabata
目的本研究旨在考察日本大学工作场所骚扰的定义和具体实例的集体观点，以扩大日本大学预防和解决工作场所骚扰的可能性。图1研究的两个阶段--本研究分为两个阶段。在研究的第一阶段，进行问卷调查，收集与骚扰预防相关的文件，并收集拥有这些文件的受访者的基本信息。在本研究的第二阶段，我将对这些文件进行文本分析，以找到对工作场所骚扰的定义和文件中所写的工作场所骚扰案件的共同看法。在本文的前半部分，我将解释本研究的背景和观点。在本文的下半部分，我将展示研究第一阶段的进展情况以及2014年10月和11月进行的问卷调查的结果。问卷采用完全计数调查的方式。背景自1995年以来，日本高等教育中的“工作场所骚扰”一直被称为“学术骚扰”。Ogoshi(2004)在2002年对日本大学的专职教师进行了一项随机抽样的问卷调查；回复率为38%，回复数量为931份，据报道，在每个项目中，都有几个百分点到20%的受访者回答他们是骚扰的受害者，职位级别越低，越容易受到骚扰。他们还报告说，四分之一的受访者知道他们周围有一些因学业骚扰而受损的人，受损的总人数达到750人。在日本厚生劳动省的《个人纠纷解决系统》报告(2012年)中，2011年在工作场所骚扰案件中使用该系统的人数为45939人，最近使用兼职人员的人数正在增加。2012年1月，日本厚生劳动省公开宣布了工作场所骚扰的定义。他们说，防止工作场所骚扰的目的是尊重工人的尊严和个人权利，他们强调，积极参与预防和解决工作场所骚扰问题十分重要。2004年，日本的国立大学(2所)被私有化。从那时起，兼职教师、研究人员和文职人员的数量增加了，同一办公室的工人之间的就业类型也多样化了。这种工作环境似乎很容易惹麻烦，而且发生麻烦的可能性是不能否认的。工作场所骚扰对一个人的职业生涯造成的损害似乎非常严重。然而，日本对大学里的“Ijime和Iyagarase”或工作场所骚扰的预防措施还不够。大学作为主要的高等教育机构，有必要对工作场所骚扰的定义和工作骚扰的具体例子有一个共同的看法，为了研究人员的尊严和个人权利，它们应该分享预防和解决问题的看法。然而，日本大学还没有对它们有任何集体看法。在本文中，我将报告我根据Ogoshi等人于2002年进行的第一次研究报告于2013年10月开始对日本所有大学进行的完整统计调查的进展和结果；回复率为51%，受访者人数为114所大学，关于“没有性骚扰的骚扰”，日本大学没有找到咨询服务和预防系统，25%的大学正在进行纠纷解决程序。…
OBJECTIVES This research is to examine a collective view of the definition and that of the concrete examples of workplace harassment at Japanese universities to enlarge the possibilities of prevention and the resolution of workplace harassment at universities in Japan. Fig. 1 The two stages of the research--This research is divided into two stages. In the first stage of the research, the questionnaire was performed to collect the documents related to the harassment prevention and to collect the basic information about the respondents that have the documents. And in the second stage of this research, I am going to analyze the documents as a text to find the common view of the definitions of the workplace harassment and the cases of workplace harassment written in the documents. In the first half of this article, I will explain the background and the perspectives of this research. And in the next half of this article, I will show the progress at the first stage of the research and the outcome of the questionnaire that was performed from October and November in 2014. The style of the questionnaire was the complete count survey. BACKGROUND "Workplace harassment " in higher education in Japan has been called " academic harassment" since 1995. According to Ogoshi(2004) who performed a questionnaire survey with random sampling method for full-time teachers working at Japanese universities in 2002; response rate 38%, number of responses 931, it is reported that there were from a few percent to 20 percent of the respondents each in every items answered that they were victims of harassment and that the lower the rank of the position, the more vulnerable to harassment. They also reported that one fourth of the respondents knew that there were some damaged from academic harassment in their surroundings and the total number of the damaged people reached to 750. In the report of "Individual Dispute Resolution System " by the Japanese Ministry of Health, Labor and Welfare(2012), the number of people used this system for workplace harassment cases in 2011 was 45,939 and recently the number of the users of part-time workers is increasing. In January 2012, the Japanese Ministry of Health, Labor and Welfare publicly announced the definition of workplace harassment. They stated that the purpose of the prevention of workplace harassment is to respect the dignity and personal rights of workers and that they emphasized that active involvement in prevention and resolution of workplace harassment is important. The national universities (2) were privatized in 2004 in Japan. Since then, the number of part-time teachers, researchers and clerical workers has been increased and the type employment was diversified among workers in the same office. This work environment seems to cause troubles easily and the possibility of the trouble cannot be denied. The damages from workplace harassment on one's career seem to be very serious. However, the preventive measure for "Ijime and Iyagarase" or workplace harassment at university is not enough in Japan. It is necessary that the universities as the major institutions of higher education should have a collective view of the definition of workplace harassment and of concrete examples of work harassment and it is important that they should share the view to prevent and resolute the problem for the sake of the dignity and personal rights of researchers. However, there has not been any collective view of them among Japanese universities. In this article, I will report the progress and the outcomes of the complete count survey which I started in October 2013 for all the universities in Japan According to the report of the first research performed by Ogoshi et al in 2002 ; the rate of response was 51%, the number of respondents was 114 universities, with regard to the "harassment without sexual harassment", there was neither consulting service nor prevention system found in Japanese universities and 25% of universities were carrying out the dispute resolution procedures. …