BMPP6106 Final CGS01758202

THE EFFECT OF SEXUAL HARASSMENT AT WORKPLACE:
A STUDY OF SELECTED ORGANISATIONS IN

COORPERATION ORGANIZATION
MOHD AKMAR NADZARI BIN ABDULLAH
OPEN UNIVERSITY MALAYSIA

2020
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A STUDY OF SELECTED ORGANISATIONS IN
COORPERATION ORGANIZATION
A Master’s Project submitted in partial fulfilment of the requirements for

the degree of Master of Management
CLUSTER OF BUSINESS AND MANAGEMENT

Open University Malaysia
2020
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DECLARATION
Name: Mohd Akmar Nadzari Bin Abdullah
Matric Number: CGS01758202
I hereby declare that this Master’s Project title “The effect of sexual harassment : A
study of selected Organisations in Coorperation Oraganization” is the result of my
own work, except for quotations and summaries which have been duly acknowledged.
Akmar
Signature: Date: 13.07.2021
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A STUDY OF SELECTED ORGANISATIONS IN COORPERATION
ORGANIZATION

SEPTEMBER 2019
Abstract
Workplace harassment affects both men and women in every walk of life, in
every level of employment. This research paper documents the range of harassment
behaviors men and women experience when they enter the workplace. For some men
the
harassment is verbal abuse and retaliation in nature and for some women the
harassment includes sexual in nature and some may experience abusive workplace
situations that are based on their race, class, disability, sexual orientation and
language.
This research paper also shows the recommendations for reducing the risk of
harassment and for providing employees with support and legal remedies if they are
harassed. The purpose of this research is to prevent employees from losing their life
and
to stop the daily harm being done to employees through workplace harassment.
Keywords :
(Sexual harassment,Gender and Workplace)
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Abstrak
Gangguan tempat kerja memberi kesan kepada kedua-dua lelaki dan wanita dalam
setiap perjalanan kehidupan, setiap peringkat pekerjaan. Kertas penyelidikan ini
mendokumenkan pelbagai gangguan tingkah laku lelaki dan wanita pengalaman
apabila mereka memasuki tempat kerja. Bagi sesetengah lelaki gangguan adalah
penyalahgunaan lisan dan tindakan balas dalam alam dan bagi sesetengah wanita
gangguan termasuk seksual dalam sifat dan sesetengah mungkin mengalami tempat
kerja kesat dalam keadaan yang berdasarkan bangsa, kelas, kecacatan, orientasi
seksual dan Bahasa mereka. Kertas Kajian ini juga menunjukkan cadangan untuk
mengurangkan risiko gangguan dan untuk menyediakan pekerja dengan sokongan
dan remedi hukum jika mereka diganggu. Tujuan kajian ini adalah untuk
mengelakkan pekerja daripada kehilangan nyawa dan untuk menghentikan
kemudaratan harian yang dilakukan kepada pekerja melalui gangguan tempat kerja.
Kata kunci:
(Gangguan seksual, jantina dan tempat kerja)
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ACKNOWLEDGEMENT
Alhamdullillah. Thanks to Allah SWT for giving me the opportunity, strength and
patience to complete this research. I would like to express my deepest appreciation to
everyone who supported me throughout the course of this project. I am thankful for
their aspiring guidance during the project work. I am also sincerely grateful to many
individuals and organizations for sharing their truthful and clear views on a number of
issues related to the project.
A special gratitude I give to my project supervisor, Dr. Zahir Bin Othman, whose
contribution in stimulating suggestions and encouragement, helped me to coordinate
my project especially in writing this report.
I would like to extend my gratitude towards my family especially my parents Mr
Abdullah Bin Ag Anak and Mrs Sahuda Bin Ahmad, also to my lovely wife Mrs.
Alpaezah Bin Manaf for their genuine support and encouragement.
Jazakumullahu khairan kathira. Aameen.
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TABLE OF CONTENT
PAGE
TITLE …………………………………………………………………………….. ii
DECLARATION ………………………………………………………………… iii
ABSTRACT ……………………………………………………………………… iv
ABSTRAK ………………………………………………………………………... v
ACKNOWLEDGEMENTS …………………………………………………….... vi
TABLE OF CONTENTS ………………………………………………………... vii
LIST OF TABLES ……………………………………………………………….. xi
LIST OF FIGURES ……………………………………………………………… xii
CHAPTER 1 INTRODUCTION ……………………………………………….. 1
1.2 BACKGROUND OF STUDIES 1
1.2.1 The victim and The Harasser 2
1.2.2 Cost to victim and organization from sexual harassment 3
1.2.3 Sexual harassment in Malaysia 4
1.3 THE SEXUAL HARASSMENT AT WORKPLACE 5
1.3.1 Two main categories of sexual harassment at workplace 6
1.3.2 The effect sexual harassment towards job performance 8
1.3.3 The effect sexual harassment towards job satisfaction 9
1.3.4 The effect sexual harassment towards personal emotion 9
1.4 PROBLEM STATEMENT 10
1.5 OBJECTIVES OF THE STUDY 11
1.6 RESEARCH QUESTIONS 11

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1.7 STATEMENT OF HYPOTHESES 11
1.8 SCOPE OF STUDIES 12
1.9 CONCLUSION 13
CHAPTER 2 REVIEW OF LITERATURE …………………………………... 14
2.1 DEFINITION OF SEXUAL HARASSMENT 14
2.1.1 Who can be the victims and the harasser? 16
2.1.2 Malaysia and the law against sexual harassment 17
2.2 SEXUAL HARASSMENT AT WORKPLACE 20
2.2.1 How you know your being harassed sexually 21
2.2.2 Types of workplace harassment
2.3 THE EFFECT OF SEXUAL HARASSMENT TOWARDS JOB

PERFORMANCE 26
2.4 THE EFFECT OF SEXUAL HARASSMENT TOWARDS JOB

SATISFACTION 29
2.5 THE EFFECT OF SEXUAL HARASSMENT TOWARDS

PERSONAL EMOTION 33
2.7 CONCEPTUAL FRAMEWORK 35
2.8 SUMMARY 36
CHAPTER 3 METHODOLOGY ………………………………………… 37

3.1 INTRODUCTION 37
3.2 THEORETICAL FRAMEWORK 39
3.3 DATA COLLECTION 40
3.4 POPULATION 41
3.5 SAMPLE 42
3.5.1 Sampling Elements 42
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3.5.2 Sampling Techniques 42
3.5.3 Sampling Size 43
3.6 RESEARCH INSTRUMENT 44
3.6.1 Questionnaire 45
3.6.2 Questionnaire design 46
3.6.3 Nominal Scale 48
3.6.4 Ordinal Scale 49
3.7 PILOT TEST 50
3.8 DATA ANALYSIS 51
3.8.1 Framework of data analysis 52
3.9 CONCLUSION 54
CHAPTER 4 DATA ANALYSIS AND RESULTS …………………………… 55
4.1 INTRODUCTION 55
4.2 DESCRIPTIVE ANALYSIS 55
4.3 RELIABILITY ANALYSIS 62
4.3.1 Reliability 63
4.4 CORRELATION ANALYSIS 63
4.4.1 Pearson correlation analysis 65
4.5 REGRESSION ANALYSIS 67
4.5.1 Model Summary 68
4.5.2 ANOVA 68
4.6 HYPOTHESIS TESTING 69
4.6.1 Hypothesis 1 70
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4.7 CONCLUSION 72
CHAPTER 5 DISCUSSION, RECOMMENDATIONS AND CONCLUSION. 74
5.1 INTRODUCTION 74
5.2 DISCUSSION OF MAJOR FINDINGS 74
5.3 RECOMMENDATION 79
5.4 LIMITATION OF STUDY 86
5.5 CONCLUSION 88
REFERENCES …………………………………………………………………… 89
APPENDIX ……………………………………………………………………….. 96
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LIST OF TABLES
Page
Table 3.1: Population 41

Table 3.2: Distribution of respondents 44
Table 4.1: Respondents of Age 57
Table 4.2: Respondents of Gender 58
Table 4.3: Respondents of Marital Status 59
Table 4.4: Respondents of Qualification 60
Table 4.5: Respondents of Income 61
Table 4.6: Summary of Reliability Test Statistic 63
Table 4.7: Pearson Correlation of Variables 65
Table 4.8: Model Summary 68
Table 4.9: ANOVA 68
Table 4.10: Coefficient Table 70
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LIST OF FIGURES
Page
Figure 2.1: Conceptual Framework 35
LIST OF APPENDIX
Page
Appendix 1: Questionnaire 103
Appendix 2: Reliability Result 111
Appendix 3: Pearson Correlation Coefficient Results 111
Appendix 4: Multiple Regressions 112
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Chapter 1
1.1 Introduction
This study centres on the employees, permanent status, at the organization named
Koperasi Tentera Malaysia which consists 24 branches all over the country and the
headquarter located at Jalan Pahang,Kuala Lumpur. The background to this study will
narrate the effects at workplace for sexual harassment at globally generally and
specifically in Malaysia. The laws governing of the sexual harassment specifically
will be highlighted whether it is enough for the employee or it is needed amendment.
The study covers the effects of sexual harassment at workplace to the employee
consists of three effects of performance, satisfaction and emotion and the three factors
will be great affect to the organization. The problem statement for this research will
be discussed by analyzing the problem; the research questions; objectives; and
hypothesis from where the significance of the study will be developed. This research
will then be concluded with a brief summary.
1.2 Background of studies
According to Wikipedia, the use of explicit or implicit sexual connotations, as well as
the uninvited or inappropriate promise of rewards in exchange for sexual favors,
constitutes sexual harassment. Sexual harassment can take many forms, ranging from
minor infractions to sexual abuse or violence. Harassment can take place in a variety
of social settings, including the job, the family, school, and churches.
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Sexual harassment is defined by law as solicitations for sexual favours or demands,
sexual advances, or other sexual behaviour that occurs when a person is in a sexual
relationship or:-
(1) Submission is a condition that affects academic or career decisions, either
expressly or implicitly.;
(2) The behaviour is harsh enough or pervasive enough to create an intimidating,
hostile, or unpleasant atmosphere.;
On this study, the focus will be on the workplace effects of sexual harassment ,to
know the harasser and the victim, the cost of it and the stories at Malaysia about the
study.
1.2.1 The victim and the harasser
Before entering the workplace sexual harassment, there is one important area of to
know the victim and the harasser. According to the article written by Hersch, J,
Despite the fact that both men and women are sexually harassed, international survey
data shows that women are the majority of victims. Victims are more likely to be
younger, have lower-level employment, interact primarily with and be supervised by
people of the opposite sex, and work in male-dominated occupations for female
victims. Sexual assault is particularly common among vulnerable communities, such
as migrant workers.
She added, Further information on victim characteristics can be found in records of
legal charges of sexual harassment. The rate of sexual harassment per 100,000
workers, as measured by the US EEOC, varies significantly by industry, age, and
gender. In every field and at every age, women are significantly more vulnerable to
sexual harassment than males. The risk is highest for both men and women between
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the ages of 25 and 44. In male-dominated businesses, the risk of sexual harassment is
higher for women, but the danger for males is unaffected by the gender composition
of the industry. The rate of sexual harassment among women in the female-dominated
fields of education and health care is modest, but it is nearly double that of men in
those industries. In the male-dominated mining business, the rate for women is 71
instances per 100,000 female workers, which is 31 times higher than the male rate.
In the article, Hersch, J stated that the majority of harassers are men, and they are
more likely to be at the same or higher organisational level than their victims,
according to empirical investigations.
1.2.2 Cost to victims and organization from sexual harassment
Referring to Hersch, J, to the victims, if sexual harassment causes inefficient turnover,
increases absenteeism, and wastes work time as workers try to avoid interactions with
harassers, the productivity and pay of victims of sexual harassment, as well as their
co-workers, are likely to be lower. Those who have been sexually harassed have
experienced a wide range of unpleasant consequences. Lower job satisfaction, worse
psychological and physical health, increased absenteeism, less loyalty to
organisations, and a higher risk of abandoning one's employment have all been
documented.
For the organization side, Sexual harassment has negative implications for victims,
which leads to a less productive work atmosphere. Increased turnover and
absenteeism, decreased individual and group productivity, loss of managerial time to
investigate complaints, and legal fees, such as litigation costs and paying damages to
victims, are all costs to companies.

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1.2.3 Sexual harassment in Malaysia
According to the S.Indramalar from thestar, sexual harassment is a problem in
Malaysia, and it occurs far too frequently. Sexual harassment accounts for about 15%
of all complaints that come to us. We've received 58 reports of sexual harassment in
the last three years. We received 13 complaints in just 77 days from March 18 to June
2 (during the MCO). And we know that for every complaint we receive, at least two
or three others go unnoticed.
On the interesting if her writing is the victim reluctant to report on the incident for a
few factors. Victims of sexual harassment are advised to report their assault to the
police to aid in the investigation of the crime. Reporting assault or abuse also aids
activists, campaigners, and legislators in enacting rules and legislation that will
safeguard society from such violence. However, in the absence of legislation to
protect victims and provide redress, many victims are unwilling to speak up for fear
of being confronted by their attackers or, worse, not being believed or being
stigmatized. Victims who are Muslims, she warned, face an increased risk of being
prosecuted under Syariah law if they report the crime to the police. Furthermore,
victims are typically concerned about being traumatized again by the insensitive and
misogynistic reporting and inquiry procedure.
When employees first arrive at work, they are subjected to a wide range of harassment
behaviours. Employees are subjected to workplace harassment and violence for a
variety of reasons. Employees' physical and mental well-being are influenced by the
environment in which they work. Unfortunately, an employee's nasty and harassing
behaviour can undermine a co-worker's job pleasure. A harasser can engage in
bothersome behaviour that disrupts the other person's concentration, or he can engage
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in really obnoxious behaviour that causes anxiety and puts the other person's safety in
jeopardy. Workplace harassment is defined as making vexatious statements or
engaging in actions against a co-worker that is known or should reasonably be known
to be undesirable.
1.3 The sexual harassment at workplace
Sexual harassment in the workplace refers to circumstances in which employees make
unwanted sexual advances or conduct. These activities frequently interfere with a
person's employment and create an intimidating, hostile, or offensive work
environment. Sexual harassment is a serious offence that can have lasting mental and
emotional consequences. Keep in mind that, while harassers can face harsh
consequences for their behavior, so can the employer and the victim. (Consequences
of Sexual Harassment, 2018).
Sadly, victims of sexual harassment frequently face repercussions for reporting the
incident.As an example of:-
• Demotion;
• Termination;
• Loss of benefits;
• Decrease in pay;
• Being passed over for a promotion; and
• Constructive discharge, which refers to a circumstance in which an employer
transfers an employee or makes the working conditions so miserable that they are
forced to resign.
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If you have been sexually harassed at work and any of the above occurs, you can
claim that you are being punished for reporting the harassment. This is illegal
retaliation on the part of your employer. If this happens, you have the right to sue your
employer for retaliatory discharge, which is a form of wrongful termination.
(Consequences of Sexual Harassment, 2018). It is beneficial for the victim to
immediately warn the harasser that the behavior is unacceptable and must cease. Any
employer complaint process or grievance system should be used by the victim.
1.3.1 Two main categories of sexual harassment at workplace
According to Jaclyn Wishnia ,2019, Sexual harassment in the workplace can take
many different forms. They usually fall into one of two types. The first is sexual
harassment for the sake of sexual harassment, and the second is creating a hostile
workplace.
Quid pro quo sexual harassment usually entails a person who acts as a supervisor to
other employees and asks them to perform sexual favors for them in exchange for a
job perk. As an example, quid pro quo sexual harassment can occur when a higher-
ranking employee asks a lower-ranking employee to perform a sexual favour for
them. In exchange, the supervising employee will be given a benefit such as
additional compensation, a higher-ranking job, or increased seniority within the
organization. This type of sexual harassment is distinct from sexual harassment in a
hostile work setting. This is because it must involve a co-worker with a higher status
than the sexually harassed employee. In most cases, a single episode of sexual
misconduct is sufficient to establish a claim, rather than a pattern of this type of
behaviour (Types of Sexual Harassment, 2020)
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Hostile work environment is when a co-worker makes intimidating or threatening
comments, jokes, or repeated sexual advances, it is considered sexual harassment, and
the employee's ability to do their job correctly is harmed. When an individual or
group of individuals harasses a colleague or group of colleagues, this type of sexual
harassment is more focused on the hostile and offensive nature of the behaviour that
pollutes the work environment.
The below are example of hostile work environment: -
• Telling dirty jokes or sexual stories repeatedly in a hostile work setting is an
example of sexual harassment in a hostile work environment.
• Creating sexual images, statues, paintings, dolls, or icons, or images with a sexual
undertone;
• Using work documents, such as memos or emails, to communicate in writing about
sexual details or suggest sexual advances;
Using sexually oriented insults or discriminating remarks toward an individual or
group of individuals (Types of Sexual Harassment, 2020).
1.3.2 The effect of sexual harassment towards job performance
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The ramifications for an individual employee might be numerous and significant. If a
harassed victim refuses to give in to the sexual demands of someone in authority, she
may lose her work or be passed over for a promotion. In other cases, uninvited sexual
behavior by coworkers creates unfriendly and uncomfortable working conditions,
putting indirect pressure on women to leave the job. Employees are sometimes so
traumatized by harassment that they suffer major mental and physical consequences
and, in many cases, are unable to do their jobs adequately.
Sexual harassment can have a negative impact on a victim's work performance and
career path. Some people retreat from the workplace and detach from coworkers due
to fear and low confidence. They are more likely to be late, absent, distracted, and
forget about their responsibilities. If sexual harassment victims report the harassment,
they may face consequences in their careers, including being passed over for
promotions, being left out of critical meetings, retribution, and being considered a
troublemaker. Financial issues such as pay loss and unpaid absence are also a
possibility. (Effects of Sexual Harassment in the Workplace, 2019). Sexual
harassment can be costly to a company or organization. Everyone in a workplace
suffers when it is plagued with harassment. Employees suffer from absenteeism, low
morale, gossip, antagonism, tension, and anxiety as a result of the hatred caused by
harassment. Low productivity is more typical in workplaces where sexual harassment
is prevalent.
1.3.3 The effect of sexual harassment towards job satisfaction
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Because job satisfaction is a measure of employee loyalty and consistency, research
into the impact of sexual harassment on job satisfaction is of interest. Low job
satisfaction is associated with greater absenteeism, according to the psychological
research (Clegg, 1983). Job satisfaction also has an inverse association with turnover
intentions. As a result, if employees are dissatisfied with their jobs, they are more
likely to leave. By permeating the work environment of both targeted and spectators,
sexual harassment diminishes job satisfaction. Sexual harassment has been shown to
have a negative impact on job involvement and organizational commitment, in
addition to job satisfaction.
1.3.4 The effect of sexual harassment towards personal emotion
Many victims of workplace harassment have no idea how to get out of it or how much
harm it has done to their health. These traumas are defined by the Workplace Bullying
Institute as crippling anxiety, panic attacks, clinical depression, PTSD, humiliation,
guilt, or a profound sense of injustice. Victims of abuse may have a variety of
symptoms during or after the abuse. This psychological/emotional damage might lead
to a desire to avoid work, a decrease in social interaction, or a sense of helplessness
and isolation. If you or someone you know is going through this, file a claim and
locate a lawyer to assist you. (Emotional Effects of Workplace Harassment, 2018).
Sexual harassment victims frequently experience emotional and psychological
suffering, such as stress, sadness, and anxiety. They frequently have low self-esteem
and confidence. Physical health issues such as insomnia, appetite loss, weight
changes, nausea, and headaches may occur (Effects of Sexual Harassment in the
Workplace, 2019). Employees' emotions are undoubtedly affected when they are
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harassed, as it has a significant impact on their entire lives. The victims, for example,
may experience headaches, tension, and low self-esteem. Because of their fear, they
are unable to sleep peacefully. Sexual harassment can have a negative impact on a
person's mental and emotional health. It has an impact on a person's self-esteem and
how he interacts with others. Sexual harassment makes those who are harassed feel
stressed and anxious. (Sexual Harassment in Workplaces Thesis, 2019).
1.4 Problem statement
The problem on this research is the situation of the employees that have been victim
or nearly a victim to this negative and wrongly doing known as sexual harassment.
The situation can be affecting the organization overall especially the biggest factor
which are the employees. The employees are the one who run the entire operation.
The situation of sexual harassment refers to three main component which are (1) their
job performance, (2) their job satisfaction and (3) their personal emotion. If the three
components affected badly, there are a lot of possibilities of the organization will
underperform entirely and for businesses, it will make loss rather than achieving the
goal/profit. For the job performance, it can lead to many consequences such as
absenteeism or not having the spirit to work or to perform. When the situation
happened, the employees can hardly promote or in some scenario, getting fired.
On this research, we will discuss specifically the three effects of sexual harassment in
the workplace to the employees.
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1.5 Objectives of the Study
Based on the above statement, the objectives of the study were as follows:
1. To assess the effect of sexual harassment at workplace
2. To assess the effect of job performance towards sexual harassment at workplace
3. To assess the effect of job satisfaction towards sexual harassment at workplace
4. To assess the impact of personal emotion towards sexual harassment at workplace
1.6 Research questions
1. Do employees know about sexual harassment?
2. Do employees know whenever they are sexually harassed?
3. Do they know their right and know where/whom to report any incident?
4. What is the effect to job performance when harassed?
5. What is the effect to job satisfaction when harassed?
6. Is their emotion affected when sexually harassed?
1.7 Statement of Hypothesis:
The following hypotheses would be tested:
H01: There is a significant relation between job performance and sexual harassment
H11: There is no significant relation between job performance and sexual harassment
H02: There is a significant relation between job satisfaction and sexual harassment
H12: There is no significant relation between job satisfaction and sexual harassment
H03: There is a significant relation between personal emotion and sexual harassment
H13: There is no significant relation between personal emotion and sexual harassment
1.8 Scope of studies

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The study is for restricted permanent employees in Koperasi Tentera specifically in
branches all over Malaysia. The area of research will cover the headquarter of
Koperasi Tentera in Malaysia. The concept was that confirmed employees who have
spent a significant length of time in the business are similarly affected by some basic
processes that may influence their attitudes on sexual harassment or who may have
been a victim of sexual harassment. Total of 160 employees of Koperasi Tentera will
be in the research scope.
Koperasi Tentera ia an cooperation under Malaysian Cooperative commission that
have been in the business line for 60 years. The businesses that involve 90% customer
of Royal Malaysian Army, Royal Malaysian Navy and Royal Malaysian Airforce and
the small percentage of business engage with public including Islamic pawnbroking
and SME. There are two types of employment location stated in Koperasi Tentera, (1)
employees at headquarter, which located at Jalan Pahang, Kuala Lumpur and (2)
branches all over Malaysia, to be specific of 24 branches. The scope focuses on
Koperasi Tentera staff at branches that might or have been the victim of sexual
harassment.
1.9 Conclusion
As for the brief conclusion, the sexual harassment is a serious incident that have great
impact to employee in a workplace. According to Allred, Maroko & Goldberg, 2020,
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Sexual harassment is not a laughing matter. While it may appear to some as light-
hearted horseplay or jokes, it deprives others of their dignity and equality. Sexual
harassment is a form of discrimination based on gender. Sexual harassment can take
the form of inappropriate behaviour by one or more coworkers, or it might be sexual
requests from a superior connected to the quality of the employee's employment or
benefits. Sexual harassment is not only against the law, but it is also dangerous.
Emotional injuries are the most common injuries reported by victims of sexual
harassment. Sexual harassment victims may feel powerless, leading to low self-
esteem. They may believe that they are to blame for the harassment or for allowing it
to continue for so long.
Sexual harassment can also have a significant financial impact. Because he or she
resisted a superior's sexual requests, an employee may be denied a raise or passed
over for a promotion. Instead of continuing to work in a hostile workplace, the
individual may even quit their employment.
Chapter 2
Literature review
2.1 Definition of sexual harassment

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According to Wikipedia, Sexual harassment is a form of harassment that has a sexual
nature and the unwelcome or inappropriate promise of monetary compensation in
exchange for sexual favours. Sexual harassment can take many forms, ranging from
minor infractions to outright sexual abuse.
Sexual harassment can be characterised as unwelcome behaviour. Unwelcome or
uninvited sexual activity or communication is forbidden; but welcome or welcomed
actions or words are not prohibited. Hugging, for example, can be sexual or
nonsexual, and must be assessed in context. Kissing, embracing, pinching, patting,
grasping, blocking the victim's path, leering or staring, or standing too near to the
victim are all examples of physical sexual harassment. It could also be verbal, in the
form of an oral or written request. (Sexual Harassment, n.d).
Sexual harassment can be defined as unwelcome sexual advances, requests for sexual
favors, and other verbal or physical conduct of a sexual nature constitute sexual
harassment when one or more of the following is true:
● A person believes that adhering to the code of conduct is required in order to obtain or
retain employment.
● A person believes that job choices such as increases, promotions, and demotions are
based on whether he or she accepts or rejects the behavior. (Identifying and
Preventing Harassment in Your Workplace. (n.d.).
Some important facts to remember about sexual harassment are:
● Sexual harassment can affect both men and women, and harassers can be
either men or women.
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● Sexual harassment can occur at work, at company-sponsored activities, or
between employees away from work, and the person filing the complaint does
not have to be the person who was harassed.
● Harassment can take the form of peer-to-peer, supervisor-to-employee, or
third-party-to-employee scenarios (Identifying and Preventing Harassment in
Your Workplace. (n.d.).
Some definitions of sexual harassment include any type of unwelcome sexual
behaviour that makes you feel humiliated or intimidated, or creates a hostile
environment. (Sexual harassment | Crime info | Victim Support, 2020).
Another description that can be used is sexual harassment, which includes unwanted
sexual advances, crude or obscene statements, and any other unwanted sexual
physical or verbal action. Sexual assault can take numerous forms, but one thing is
constant: the victim is never to blame. Sexual assault is defined as sexual contact or
activity that occurs without the victim's explicit consent (What is Sexual Assault? - A
Better Way, 2020).
Sexual harassment is a pattern of conduct. It is defined as sexually inappropriate
behaviour. When a woman walks by, a man, for example, whistles at her.
Alternatively, a woman may scrutinise a man as he approaches her (What Is Sexual
Harassment n.d.).
2.1.1 Who can be the victims and the harasser?
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The stereotype of the lecherous boss is no longer relevant. Harassment or
discrimination can be perpetrated by anyone, regardless of race, colour, age, religion,
sex, or heritage.
A harasser might be:
● Attempting to blend in with a peer group, such as "locker room chatter" or
"being one of the guys"
● Asserting authority, dominance, or control over the victim, putting victims "in
their place" consciously or subconsciously.
● Attempting to compel victims to behave in a specific way, such as "don't talk
back," "don't ask questions," or adopting a less ideal schedule. (Who’s Most
Likely to Be the Perpetrator of Harassment or Discrimination? - LabCE.com,
Laboratory Continuing Education, 2020)
It's a prevalent misconception that sexual harassment in the workplace is limited to
exchanges between male bosses and female subordinates. This is not the case.. In fact,
sexual harassment can occur between any co-workers, including the following:
1. peer to peer harassment;
2. subordinate harassment of a supervisor;
3. men can be sexually harassed by women;
4. same sex harassment men can harass men; women can harass women;
5. offenders can be supervisors, co-workers, or non-employees, such as
customers, vendors, and suppliers.
Another prevalent misconception is that the person who is the target of the harassment
is the one who is harassed (Sexual Harassment - What is Sexual Harassment?, 2020)
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2.1.2 Malaysia and the law against sexual harassment
According to Donovan & Ho Associates, in defining sexual harassment, The Federal
Court ruled that sexual harassment had specific distinguishing characteristics. Sexual
harassment is unpleasant and can take many forms, including verbal and physical.
Sexual innuendos, statements, and remarks, suggestive, obscene, or insulting sounds,
implied sexual threats, leering, ogling, flashing objectionable photographs, and
performing obscene motions are all examples of this. These overtures all have the
same characteristics in that they have a "seedy air" to them and cause the recipient to
be disturbed or irritated.
In Malaysia, there were no legal safeguards against sexual harassment until 2012. The
Employment Act of 1955 was changed in April 2012 to oblige employers to
investigate sexual harassment allegations. However, the modifications did not allow a
complainant to sue their harasser or their employer for damages. There has never been
a case where an individual victim has sought civil remedies such as damages from an
alleged perpetrator of sexual harassment prior to this one. With this new ruling, a
victim of sexual harassment may be allowed to sue their harasser for exemplary and
aggravated damages, assuming she has sufficient proof to prove the harassment. The
Federal Court went on to say that it is not a legal need for the allegations to be
substantiated by a third party in order to prove harassment. The Federal Court's ruling
sends a strong message about how to deal with sexual harassment in the workplace.
Sexual harassment is a very severe offence that should not be condoned by anyone in
any manner. It reduces the dignity and respect of the person who is harassed, let alone
affects his or her mental or emotional well-being, in whatever shape it takes. If the
30
perpetrators are not penalised, they will continue to intimidate, humiliate, and
traumatise the victims, resulting in an uncomfortable working atmosphere at the very
least ( Federal Court Allows Sexual Harassment Claim, 2016 ).
For the example , An employee of Lembaga Tabung Haji filed a sexual harassment
complaint with the company's CEO. She said that her boss used profanity, made
inappropriate remarks, made unsolicited marriage proposals, and used a filthy term as
his laptop password, among other things. The employee's supervisor filed a
defamation lawsuit against her, alleging that her sexual harassment accusation was
false. The employee filed a counter-claim against him, alleging sexual harassment and
seeking general and aggravated damages. The supervisor's suit was denied by the
High Court in 2012, but the employee's counterclaim was upheld. The employee was
granted RM100,000.00 in general damages and RM20,000.00 in aggravated damages
after the High Court found that sexual harassment had occurred. (Federal Court
Allows Sexual Harassment Claim, 2016).
To address these issues, the Ministry of Human Resources will draught and issue a
Code of Practice on the Prevention and Eradication of Sexual Harassment in the
Workplace, which will include guidelines for establishing and implementing in-house
preventive and redress mechanisms for dealing with sexual harassment at the
enterprise level. The Code of Practice's goal is to give employers, employees, trade
unions, and other interested parties practical advice on how to defend men and
women's dignity at work. The goal is to prevent sexual harassment from occurring
and, if it does, to ensure that proper procedures are in place to address the situation
and prevent it from happening again. Employers should embrace and execute the
Code of Practice as part of their corporate and social duty to prevent and eliminate
31
workplace sexual harassment. Employees of any gender have the right to expect a
workplace free of sexual harassment. (Sexual Harassment « MYLabourLaw. , n.d.).
According to Sexual Harassment « MYLabourLaw. (n.d.), According to surveys
conducted in a number of industrialised countries, the proportion of female employees
who had been subjected to sexual harassment ranged from 42 to 70%.
Because there is no set method to guide people on how and where to report sexual
harassment in Malaysia, unfortunate victims are currently confronting painful limits
in reporting sexual harassment. Only a few firms have given a complaint or grievance
system for reporting sexual harassment at the corporate level. Sexual harassment
denigrates victims and relegates them to a second-class status in the workplace by
asking them to barter sexual favours for financial survival. It also undermines the
government's aim of increasing women's involvement in the labour sector. The
problem of sexual harassment in the office stems from general workplace connections
involving personal behaviour of employees. Based on the lessons learned from other
nations that have effectively established anti-sexual harassment programmes, the best
way to combat sexual harassment at work is to establish preventive and redress
mechanisms at the company level. (Sexual Harassment « MYLabourLaw , n.d.).
2.2 Sexual harassment at workplace

32
This studies purposely focus on the effect of sexual harassment at workplace to the
employee generally. Sexual harassment has a negative impact on staff morale and
performance. It lowers productivity and raises the rate of sick leave and absenteeism
among employees who are impacted. Furthermore, many female employees who are
subjected to sexual harassment prefer to retire rather than fight or put up with the
harassment. As a result, there is a higher incidence of employee turnover, with all the
costs of training and missed production that comes with it. The most serious hazard of
sexual harassment is that, if left uncontrolled, it can spread like an infectious disease
throughout an organisation.
Unchecked sexual harassment in the workplace has also been discovered to generate
an intimidating, hostile, and offensive work atmosphere, which can negatively impact
the organization's industrial relations climate. An employer who overlooks or
condones sexual harassment in this workplace may be susceptible to legal action by
the harassed employee. Sexual harassment in the workplace is also a safety and health
issue in the workplace. (Sexual Harassment « MYLabourLaw. , n.d.).
To determine whether sexual conduct in the workplace amounts to sexual harassment,
distinctions must be made between sexual advances that are:
● Invited: if the conduct is welcome, harassment has not occurred but could cause
difficulties down the line if an office romance goes sour.
● Uninvited but welcome: again, while there is no harassment, the potential for
harassment could exist if a relationship between two employees breaks up.
● Offensive but tolerated: just because an employee does not make a complaint does not
mean that harassment is not occurring — if you see it or hear of it, put a stop to it.
33
● Flatly refused: this is clearly harassment and should be handled accordingly
Identifying and Preventing Harassment in Your Workplace. (n.d.).
2.2.1 How you know you are being harassed sexually
Before the effect can be felt, you must first recognise that you have been harassed.
When sexual harassment happens, employees are frequently urged to look the other
way. If they express their dissatisfaction, they may be advised that the objectionable
behaviour was unimportant. Sexual harassment, on the other hand, should never be
overlooked or tolerated. If you believe you are being sexually harassed at work, you
can seek legal assistance from a sexual harassment lawyer. To bolster your claim,
your labour law expert may advise you to keep complete records of all instances of
objectionable behaviour.
Firstly, 1. You’ve Been Asked for a Sexual Favor at Work
Sexual harassment can be overt at times. A supervisor may have asked you for a
sexual favour in exchange for a raise or promotion. You may have been threatened
with being fired or demoted unless you accepted to the sexual favour. This sort of
discrimination is known in the workplace as "quid pro quo" sexual harassment.
Although it may appear that proving what someone else has told you will be difficult,
you will find that a sexual harassment attorney may bring to the case formidable
investigative techniques.
2. You’ve Seen Offensive Images or Heard Offensive Remarks
Other forms of sexual harassment, such as being exposed to obscene pictures or
words, are less visible than quid pro quo sexual harassment. A co-worker or
supervisor, for example, may have sent an email with offensive photos or words. A
34
co-worker could post an inflammatory calendar in the office. Even if the photographs
were not provided directly to you, these are all symptoms that you've been sexually
harassed at work. In addition, keep in mind that some sorts of statements, even if not
sexual in nature, might be considered sexual harassment. A supervisor, for example,
might refer to female employees by non-sexual yet insulting names while not doing so
to male employees. This is a type of sexual harassment as well.
3. A Hostile Working Environment Makes You Uncomfortable
If going to work makes you uncomfortable, you may be a victim of sexual
harassment. Not all acts of sexual harassment are intended at a single victim,
according to employment law. Instead, your sexual harassment lawyer could bring a
claim on your behalf based on the continued existence of a hostile workplace. (Sexual
Harassment in the Workplace , 2019).
According to Haruna, Adaja, Joseph, Samson & Gabriel, there are mode on detect
how a person or employee in the sexually harassed.
MODES OF SEXUAL HARASSMENT
Verbal Non-Verbal Physical
1. Referring to an adult as 1.Looking a person up and 1.Giving a message around
a girl, babe or honey down (Elevator eyes) the neck or shoulders
2. Whistling at someone 2.Staring at 2.Touching the person
cat, calls someone clothing, hair or body.
3. Making sexual 3.Blocking a 3.Hugging, kissing,
comments about a person’s persons path pathing, or stroking
body 4.Following the person 4.Touching or rubbing
4.Making sexual oneself sexually around
35
comments or Innundors 5.Giving personal gifts another person
5. Turning work 6.Displaying sexual 5.Standing close or
discussion to sexual topics suggestive brushing up against
6. Referring to an adult as visuals another person
a girl, babe or honey 7.Making sexually 6. Giving someone a pat
7.Asking about sexual gestures with hands or on the shoulder
fantasies, preferences or through body movements 7.Putting someone hand
history 8.Making facial around the shoulder
8.Making kissing sounds, expressions such as 8.Intimidating a woman
hauling, and smocking winking, throwing kisses, for sexual advances
lips. or licking lips
2.2.2 Types of workplace harassment
There are two legally recognized types of sexual harassment:
1) quid pro quo sexual harassment
2) hostile environment sexual harassment
When an individual's acquiescence to or rejection of sexual approaches or sexual
conduct is utilised as the basis for employment choices that affect the individual, or
when the individual's compliance to such conduct is made a term or condition of
employment, sexual harassment has occurred. To prove quid pro quo sexual
harassment, you only need to show a threat of financial loss. If a single sexual
advance is linked to the granting or rejection of work benefits, it may be considered
harassment. (Sexual Harassment: Legal Definitions of Sexual Harassment, 2020).
36
Employer culpability in cases of hostile environment sexual harassment is determined
by two factors:
1) The employer was aware of the harassment or should have been aware of it,
and
2) the employer failed to take adequate corrective action. (Sexual Harassment:
Legal Definitions of Sexual Harassment, 2020).
The quid pro quo explanation and the hostile work environment explanation, on the
other hand, are two types of sexual harassment. A person in authority, usually a
supervisor, insists that subordinates suffer sexual harassment as a condition of gaining
or keeping a job or a job reward, such as promotions and raises, in the quid pro quo
form of harassment. When the harassment is unwelcome, based on sex, and severe or
pervasive enough to create an oppressive or objectionable working environment, there
is grounds for legal action.
Elements which courts analyse in determining whether a hostile environment
harassment claim is valid include:
1. Whether the conduct was verbal, physical, or both;
2. Frequency of the conduct;
3. Whether the conduct was hostile or patently offensive;
4. Whether the alleged harasser was a co-worker or supervisor;
5. Whether others joined in perpetrating the harassment; and
6. Whether the harassment was directed at more than one individual or singled
out the victim (Sexual Harassment at Work, n.d.).
37
According to Rawson,A ,2020, The EEOC utilises phrases like "hostile work
environment" and "quid pro quo" to describe sexual harassment activities. When
unwelcome sexual behaviour interferes with an individual's job performance or
produces a "intimidating, hostile, or offensive working environment," it becomes a
hostile work environment.
He went on to say that Quid pro quo (“anything for something”) harassment happens
when a boss or other powerful person offers to grant or withhold something in
exchange for a sexual favour. A supervisor who threatens to demote or dismiss an
employee for refusing to have sex, or who, on the other hand, provides a bonus or
other benefit in exchange for a date, are both examples. (Rawson,A ,2020)
The other types of sexual harassment are:
● Verbal harassment
Someone making sexually provocative comments to you, such as remarking on your
physique or attractiveness, or calling you names, is one example of verbal
harassment.
● Sexual jokes
Sexual harassment occurs when you are treated to sexual jokes that make you feel
uncomfortable, offended, or intimidated.
● Sexual advances
Sexual harassment includes unwanted sexual approaches. This could involve ‘leering'
or making unwelcome and inappropriate sexual propositions in person, over
the phone, or by email.
38
● LGBT
Whether you're gay, straight, bi, or trans, you might be the victim of unwanted sexual
behaviour. Some individuals believe that sexual harassment directed towards
another person of the same gender (for example, a woman sexually harassing
another woman) is not taken seriously, although this is not the case.
(Sexual harassment | Crime info | Victim Support, 2020)
2.3 The effect of sexual harassment towards job performance
Refering to Carrie Hunt, Marilyn Davidson, Sandra Fielden and Helge Hoel , Sexual
harassment can have both short and long-term harmful consequences for an
individual. Harassment can cause illness, shame, rage, loss of self-confidence, and
psychological harm to those who have been harassed. Sexual harassment can also
contribute to issues in the workplace, such as lower productivity, lower job
satisfaction, and more absenteeism. It may lead to resignation in some situations.
Harassment can result in illness, a lack of apparent dedication, poor performance,
absenteeism, and, in certain situations, resignation. (CIPD, 2005) while in a study of
call centres conducted by Sczesny and Stahlberg (2000), they discovered that sexual
harassment over the phone had a detrimental influence on both job satisfaction and
performance.
Sexual harassment has a negative impact on employee performance in all areas of the
workplace. When an employee is subjected to a single act of sexual harassment, or
worse, a sustained campaign of harassment, their productivity suffers. Sexual
harassment has been linked to job discontent and disengagement in studies. Other
workplace effects of sexual harassment include tardiness, absenteeism, project
39
neglect, and employee distraction. According to a study of 262 women who had been
harassed, approximately 75 percent of respondents thought that the harassment had
harmed their job performance. Due to the prevalence of sexual innuendos, these ladies
indicated a lack of drive to work and an inability to concentrate on their task. (How
Sexual Harassment Affects the Workplace. (2019, August 29). Dan et al. (1995)
discovered that sexual harassment can have a variety of effects in clinical settings,
according to a study that looked into female nurses' experiences of sexual harassment
and the consequences of such experiences. Nurses expressed themselves as annoyed,
outraged, surprised, uneasy, disgusted, tense, angry, ashamed, isolated, resentful,
intimidated, indignant, terrified, guilty, worried, frustrated, nervous, and vulnerable.
GI troubles, headaches, inability to sleep, nausea, loss of appetite, and weight loss
have all been recorded as self-reported physical symptoms of sexual harassment.
(Gutek, 1985). Furthermore, research have found that it is linked to major mental
health issues like depression. (Gutek, 1985) and posttraumatic stress disorder
(Kilpatrick, 1992). Other studies have found similar results, identifying additional
feelings of humiliation, self-blame, loss of self-confidence, and decreased self-esteem
in both men and women, as well as decreased ability to perform in the job, decreased
job satisfaction, decreased morale, damage to interpersonal relationships at work, and
various economic losses. (Fitzgerald, 1993; Frazier and Cohen, 1992; Landrine and
Klonoff, 1997; Livingston, 1982; Stanko, 1988; Gruber and Bjorn, 1986; Gutek,
1985). Worker productivity is another cost of sexual harassment, as it reduces the
quantity and quality of work, as well as the motivation to cooperate and collaborate
with others. (Lengnick, 1995).
40
All of these factors contribute to their underperformance at work, which might result
in undesired stress. Employee absenteeism, dysfunction, and poorer productivity are
all linked to workplace stress (Anderson & Pulich 2001, Levin-Epstein 2002).
It has the effect of increasing the organization's direct and indirect expenditures. (Di
Martino, Gold & Schaap 2002). According to Joni Hersch (2015), if sexual
harassment causes inefficient turnover, increases absenteeism, and wastes work time
as workers try to avoid interactions with harassers, the productivity and pay of victims
of sexual harassment, as well as their coworkers, are predicted to be lower.
According to the 2010 National Health Interview Survey, persons who reported being
harassed or bullied at work in the preceding year were 1.7 times more likely than
those who did not to have taken at least two weeks off work. (Khubchandani, and
Price 2015). Workplace sexual harassment has been linked to lower motivation and
commitment, as well as lower job satisfaction and withdrawal, according to extensive
studies. Sexual harassment has negative consequences for individuals who witness or
hear about it, as well as for those who witness or hear about it, lowering individual
and team performance. Sexual hostility, a type of sexual harassment that consists of
clearly sexual verbal and nonverbal behaviours that are demeaning, was found to be
harmful to team processes and performance in a study of 27 teams at a food services
firm. (Raver and Gelfand 2005). Willness et al. (2007) estimate an average cost of
$22,500 per individual working in a team affected by harassment based on their meta-
analysis of research on the antecedents and repercussions of sexual harassment.
Sexual harassment has been linked to harmful mental health outcomes in a number of
research. According to preliminary studies on the interaction of racial and sexual
harassment, harassment can lead to depression; one study found that one out of every
41
ten women who experienced harassment had symptoms severe enough to qualify
them for PTSD. (Dansky and Kilpatrick 1997). These consequences might linger for
years after the harassment has ended. (Dansky and Kilpatrick 1997). Harassment,
even if it is uncommon and mild, can have a substantial detrimental impact on one's
psychological well-being and work behaviours. (Schneider, Swan, and Fitzgerald
1997). Researchers have discovered a higher likelihood of long-term physical health
problems in response to frequent, long-term gender-based harassment, in addition to
harmful mental health effects. (Schneider, Tomaka, and Palacios 2001). Harassment
can also raise the risk of workplace accidents by causing workers to become
distracted while doing dangerous tasks. (Sugerman 2018). These negative
consequences frequently result in high costs for mental and physical health care.
Low productivity, motivation, and morale, as well as high rates of sick leave or
absenteeism, could indicate that an employee is being harassed. Sexual harassment
can interfere with work performance, career advancement, and even result in people
being thrown out of their job and income totally, in addition to creating direct and
immediate suffering for individuals. (The Impact of Sexual Harassment in the
Workplace, n.d.).
2.4 The effect of sexual harassment towards job satisfaction
Job satisfaction is the extent to which employees like their jobs (Spector, 1997).
According to Spector (1997), an employee's job satisfaction represents their view of
being treated fairly and politely at work, as well as their emotional and psychological
well-being. Victims of gender-based harassment in the workplace show signs of
decreased psychological and professional well-being. Another element is mobbing,
which refers to any situation in which a worker, supervisor, or management is
42
systematically, persistently mistreated and repeatedly mistreated by co-workers. Low
morale, increased absenteeism, decreased production, and the loss of critical
employees are all consequences. The term "mobbing" has been used to provide
harassment at work a broader connotation than is usually associated with sexual
harassment. Many employees in both public and private enterprises work in hostile
environments where rude or offensive statements, constant criticism, personal abuse,
and threats are commonplace. (Adams, A. 1992). Sexual harassment at work not only
harms women's skills, but it can also contribute to workplace issues including poor
performance. (Willness, Steel, & Lee, 2007), and lower job satisfaction (Golden,
Johnson, & Lopez, 2001; Hatchmaillette & Scalora, 2002. Harassment can cause
disease, shame, rage, loss of self-confidence, and psychological discomfort among
harassed women. (Gabor, 2006; Hitlan, Pryor, Hesson-McInnis, & Olson, 2009;
Holcomb, & Holcomb, 2008). In some cases, it may lead to resignation (Kath, Swody,
Magley, Bunk & Gallus, 2009). Sexual harassment at work causes employees to
become anxious and hinders their performance, which has a detrimental influence on
their self-esteem and job satisfaction. (Morgan & Porter, 1999; Romito, Ballard &
Maton, 2004). Employees who were victims of sexual harassment reported lower job
satisfaction, increased intentions to quit, and more absenteeism, according to Merkin
and Shah (2014).
Employees who have been subjected to sexual harassment experience unpleasant
emotions such as embarrassment, shame, and despair, as well as a drop in self-esteem
and job satisfaction (McDonald, 2012). Psychological well-being, coworker
satisfaction, supervisor satisfaction, work satisfaction, global job satisfaction, life
satisfaction, organisational commitment, work group productivity, job withdrawal,
post-traumatic stress disorder, and work withdrawal are some of the outcomes of
43
harassment that have been studied. (Street, Gradus, Stafford, & Kelly, 2007). At the
individual level, job satisfaction is one of the main negative outcomes. (Willness et
al., 2007). When an employee is subjected to sexual harassment, he or she feels
unsatisfied with the job and decides to leave. Employee stress and negative
psychological states (e.g., humiliation, sadness) are also outcomes of workplace
sexual harassment. (Willness et al., 2007). Sexual harassment is a major predictor of
decreased job satisfaction and higher work stress in the workplace, according to a
study by Hutagalung and Ishak (2012). Job satisfaction is one crucial job attitude that
has been studied as a stress result of sexual harassment. (Lapierre, Spector, & Leck,
2005). The consequences of sexual harassment have been researched from a variety of
perspectives by various scholars. The majority of prior studies concluded that sexual
harassment leads to poor job performance and dissatisfaction. (Ishak and Ching
(2001). Workplace victims of sexual harassment frequently report decreased job
satisfaction and organisational commitment. (Aydogdu & Asikgil, 2011). O'Leary-
Kelly, Bowes-Sperry, Bates, and Lean (2009) showed that experienced sexual
harassment was consistently connected with worse job satisfaction and reduced
satisfaction with coworkers and supervisors in a review of workplace sexual
harassment research from 1995 to 2009. Women who are sexually harassed at work
have lower physical and psychological health, as well as lower life satisfaction.
Many facets of women's working experience, including absenteeism, turnover,
productivity rates and work motivation, job unhappiness, and unemployment, may be
influenced by sexual harassment to an unknown level. (Crull,1982).
44
Many of the conditions or factors that lead employees to hold positive or negative
views of their jobs have been identified through research. These are highly varied in
nature, and are not easily summarized.
However, according to Baron and Greenberg (1990), the majority appear to fall into
three categories:
1. Organizational policies and/or processes.
2. Factors pertaining to specific elements of jobs or the environments in which they
are carried out.
3. Factors pertaining to employee personal traits.
It is clear that issues such as gender discrimination and sexual harassment in the
workplace could form part of these categories of factors that influence employee
attitudes and job satisfaction.
Single women's perceptions of job satisfaction, according to Brand and Silberman
(2002), show that the majority of them believe that good suggestions are
ignored/negated by supervisors, they would not seize a plausible excuse to stay away
from work, the way their supervisors treat them negatively influences their job
satisfaction, they frequently experience that a work day will never end, and they
frequently experience that a work day will never end.
US findings show that sexual harassment decreases job satisfaction (Antecol et
al. 2009). Furthermore, even if they are not personally harassed, people who work in
45
an environment that is seen to be hostile to women suffer from lower levels of
happiness. ( Miner-Rubino and Cortina , 2004). Sexual harassment has been shown to
have a negative impact on job involvement and organisational commitment, in
addition to job satisfaction. (Shupe et al. 2002).
2.5 The effect of sexual harassment towards personal emotion
Emotions are biological states connected with the nervous system caused by
neurophysiological changes related with diverse thoughts, sensations, behavioural
responses, and a degree of pleasure or dissatisfaction, according to Wikipedia.
Sexual harassment victims will experience a variety of consequences. The effects on
those victims will not only be temporary, but will also persist for a long time, if not
forever.
Psychological and emotional impacts are two of the repercussions that might be
related with sexual harassment. Victims of sexual harassment will be embarrassed of
themselves emotionally because society will look down on them. They will also live-
in terror because they have a tendency to remember things from the past and are
frightened to live their lives as they did before the sexual harassment since it will
continue to haunt them. (Emotional Impact On Sexual Harassment Victims -
PORTAL MyHEALTH, 2020)
Sexual harassment can put a victim's emotional and mental health at jeopardy. It can
lead to a loss of self-esteem and even put personal relationships in jeopardy.
Workplace sexual harassment can create a lot of stress and anxiety. Clients who have
46
suffered from long-term clinical depression as a result of sexual harassment are likely
to engage with an employment harassment lawyer. (Sexual Harassment in the
Workplace, 2019). Sexual harassment victims frequently experience emotional and
psychological suffering, such as stress, sadness, and anxiety. They frequently have
low self-esteem and confidence. Physical health issues such as insomnia, appetite
loss, weight changes, nausea, and headaches may occur. (Effects of Sexual
Harassment in the Workplace, 2019).
According to the findings, the vast majority of victims reported mood swings and
many had health difficulties as a result of the harassment. One-third of harassment
victims experienced emotional and physical health difficulties, according to the
MSPB (Merit Systems Protective Board) survey (Maypole & Skaine, 1983).
According to Livingston (1982), 90 percent of women who contacted the WWI
(Working Women Institute) about harassment were feeling psychological stress,
which was frequently accompanied by physiological symptoms. According to Jensen
and Gutek (1982), the majority of women who had negative impact also had physical
issues. Negative emotional reactions have ramifications that went beyond the
personal; they had an impact on women's work performance. According to the WWU
poll, respondents reported lower ambition, lower job satisfaction, and lower job
performance. (Evans, 1978). According to the MSPB survey, 36% of the victims had
bad views about their jobs. (Maypole & Skaine, 1983). Tangri et al.(1982, p. 48)
found that 8 to 15% of workers reported deterioration in their ability to collaborate
with others on the job, in their time and attendance at work, and in the quality and
quantity of their work after reviewing data from the MSPB study. Jensen and Gutek's
(1982) study participants said that their job had been badly impacted, and that they
were distracted, lacked desire, and dreaded going to work. Individual victims paid a
47
price in terms of negative consequences, somatization, and bad attitudes toward work,
which was passed on to their employers in the form of absenteeism, increased medical
claims, and lower productivity (Livingston, 1982).
The harassed individual may respond poorly to harassment and retribution in a variety
of physical, emotional, and mental ways, according to Willness, Steel, and Lee
(2007), including increased stress, distraction, and physical problems, reduced job
satisfaction, and greater work withdrawal.
Sexual harassment and assault at work, or in any other context, can operate as a
stressor, resulting in an uncontrollable physiological response. Blood pressure,
cortisol (the stress hormone), pulse rate, and heart rate variability can all be affected
by this form of stress. Even after the threat has passed, the physiologic response to
stress can persist, leading to mental problems such as PTSD, depression, anxiety, and
other chronic diseases. (A. O'Neil, 2018).
Co-workers' uninvited sexual behaviour makes working conditions uncomfortable and
unpleasant, putting indirect pressure on her to quit. Employees are sometimes so
traumatised by harassment that they suffer major mental and physical consequences
and, in many cases, are unable to do their jobs adequately. (Sexual Harassment -
Effects of Sexual Harassment, 2020).
2.6 Conceptual framework
Framework
Independence
Job Performance
Variables
Job Satisfaction Dependence 48

variable:
Sexual harassment
at workplace
Personal emotion
2.7 Conclusion
In this chapter, sexual harassment defined in terms of its general and specific meaning
in the workplace and the effects to victims. Different theories have been discussed in
the literature to explain sexual harassment and the effects which can be all negative
related.
Sexual harassment in the workplace is a touchy subject. It cannot be prevented by
simply informing employees about the sexual harassment policy or relying on
disciplinary action. The company should take a proactive approach, provide
behavioral assistance, and discuss this issue as part of the daily routine. To create a
pleasant working environment, the team must foster an inclusive, supporting, and
respectful climate in the office.
Equally crucial, the organization must assist the victim of sexual harassment in
overcoming the negative consequences of the incident. (Essay about Sexual
harassment in workplace causes and remedies by Priya Singh, 2020).
49
Chapter 3
Methodology
3.1 Introduction
The procedures or strategies used to find, select, process, and analyse information
about a topic are referred to as research methodology. The methodology portion of a
research article allows the reader to critically examine the study's overall validity and
dependability. The path by which researchers must perform their research is known as
research methodology. It demonstrates how these researchers construct their problem
and purpose, as well as how they present their findings based on the data collected
during the study period. This chapter on research design and technique also explains
how the final research result will be obtained in accordance with the study's goal. As a
result, the research methodologies employed during the research process are discussed
in this chapter.
The procedure of collecting, measuring, and analysing correct insights for research
using established approved procedures is referred to as data collection. On the basis of
the facts gathered, a researcher might evaluate their hypothesis. Regardless of the
subject of study, data collecting is usually the first and most significant phase in the
50
research process. Depending on the information needed, different approaches to data
gathering are used in different disciplines of study.
This research will be conducted using primary and secondary data collection methods.
Quantitative research is the easiest to define and recognize. The information gathered
is always numerical, and it is analyzed using mathematical and statistical techniques.
It is not quantitative research if there are no numbers involved. The application of
computer, statistical, and mathematical methods to produce conclusions is referred to
as quantitative research. Its goal is to quantify the problem and establish how
widespread it is by looking for results that can be projected to a bigger population.
Qualitative research, on the other hand, is a sort of research that relies on the
collection of verbals, behavioural, or observational data that can be interpreted in a
subjective manner. It has a broad reach and is commonly used to investigate the
reasons of prospective problems. Depending on the study's objectives, it may be
undertaken before or after quantitative research.
Books, newspapers, magazines, articles, any internet portals, journals, and other
sources of secondary material can be obtained. As the primary data finding, the data is
crucial. Following the collection of the necessary data, the next stage will be to
analyse the data, which will be covered in the following chapter, along with the
methods used to do so. A conclusion will be provided at the end of this chapter.
51
3.2 Theoretical framework
H1
Job performance
H2
Job satisfaction Sexual

harassment at
workplace
H3
Personal emotion
The sexual harassment research model at the organization.
Based on research, a conceptual model developed as per the above. From the model
shown, the independent variables (IV) are the three effects that are hypothesised from
the unwanted incident of sexual harassment at workplace, in this research specifically
to have the study in an organisation of Koperasi Tentera. There is relationship
between each of independent variables to the one dependent variable and this study
will focus on these relation as it is positive and exist relation. However, there are
other effects can be classified as hidden relationship can be drawn from the model but
52
as for this specific study, the research will be only three effects from sexual
harassment in the workplace will be considered and discussed. Three hypotheses were
developed on the relationships between the variables and a study will be conducted to
analyse and investigate about it. As stated, the main reason this specific research is to
understand the sexual harassment in the workplace as the dependent variable to be the
negative effects to the organisation and purposely to the employee.
The goal of the study is to see how it affects employees. A survey will be done to
learn more about the nature and strength of this dependent variable, as well as its
relationship with the independent variables, utilising questions sent via e-mail and
phone interviews.
3.3 Data collection
This study will use both primary and secondary data, with subsequent analysis
coming from a variety of sources. The major data will be gathered by administering
questionnaires to all employees at Koperasi Tentera's headquarters and conducting
some interviews. The purpose of the interviews will be to obtain direct input and
responses from employees. The interviews can be classified as the researcher
interviewing some of the employees who may be considered victims, and then
interviewing some of the executive and clerical level of the human resource
department to gain a better understanding of sexual harassment in the organisation as
a whole.
Secondary data can be defined in books, newspapers, essays and journals, as well as
some web sites. There is a wealth of data available from these types of sites, as well
as a set of criteria that may be used to assure the legitimacy and reliability of
secondary data. Date of publishing, author, depth of analysis, quality and number of
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discussions, resource reliability, and, most importantly, research contribution are
among the criteria. Previous studies and study on the same subject from secondary
data gathering will be quite beneficial and able to provide information on the subject
for the current research to consider.
3.4 Population
The population relevant to the current study comprises all employees that work with
Koperasi Tentera all over Malaysia, mainly focus at the headquarter. Basically,
koperasi Tentera have staff that divided into two area that are those who are posted at
headquarter located at Jalan Pahang Barat,Kuala Lumpur and branches all over
Malaysia except Terengganu and Perlis. This research will take the population of all
states of Federal territory of Kuala Lumpur. As from department of statistic Malaysia,
Federal territory of Kuala Lumpur have estimated of 1,773,900 citizens include non-
Malays.
Table 3.1 Population
Total (‘000) >10 years
Federal Territory of Kuala Lumpur 1773.9 1627.1
Source: Department of Statistic Malaysia
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3.5 Sample
3.5.1 Sampling Elements

Sampling element is explained as a single member of the population (Cavana et al.,
2001). To put it another way, each member of the target population is considered an
element. However, the sampling factor in this study is very broad because the
population that is relevant to the study consists of permanent workers in Koperasi
Tentera of all ages, genders, educational backgrounds, and positions. This study's
sampling element could come from any demographic profile as long as they are a
permanent employee of Koperasi Tentera.
3.5.2 Sampling Techniques
Because of the time and expense constraints, this study will employ a non-probability
sampling method to pick samples. Furthermore, due to the lack of a sampling frame,
the research samples will be picked at random. To avoid bias replies, the samples will
be picked based on their age, gender, educational background, job title and position,
and other parameters. Sampling size is 160 respondents, but to avoid some inaccurate
responses or incomplete responses, have to decide 180 sets of questionnaires to be
distributed. A total of 180 questionnaires were distributed after receiving the approval
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from the (HRD) Human Resources Department’s head. Because of the convenience
sampling technique that had chosen, the questionnaire was given out to any workers
that in the headquarter of Koperasi Tentera.
Nonetheless, there have been concerns about how well the non-probability sample
represents the population. because the participants were not selected through proper
and systematic procedure (Adams, Khan, Raeside, & White, 2007). Yet, Wimmer and
Dominick (2003) concluded that practical sampling could still aid in the collection of
exploratory data and relevant knowledge.
3.5.3 Sampling Size
To consider the sample from the population, cluster sampling and basic random
sampling techniques will be employed. In this case, the entire population will be
initially clustered into high-level management and staff.
Using a basic random sampling procedure, all of the people in the two groups were
given an equal chance of being chosen. To make the research more doable, Williams
(1997) suggests selecting a subset of the elements from the population under
examination. On the basis of the statistics produced from the sample, it should be
feasible to draw inferences about the characteristics of the population if this portion is
chosen according to the correct principles. (Brannick, 1997). According to Yamene
(1967), if the population and the needed level of precision are known, the suitable
sample size can be established. Yamane (1967) also suggested another simplified
formula for calculation of sample size from a population which is an alternative to
Cochran’s formula. According to him, for a 95% confidence level and p = 0.5, size of
the sample should be:
Yamane’s formula for calculating sample size
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n = N / 1+N (e2)
N = Population of area
e = Margin of error
Assuming 95% confidence level and p = 0.5
n = Sample size
The size of the population is 698. The margin of error has been considered as 5% and
the desired confidence interval is 95%.
Sample Size: According to formula n = N / 1+N (e2)
Where N= N value (e.g., 473), P = Percentage picking a choice, expressed as decimal
(.5 used for sample size needed)
C = Confidence interval expressed as decimal (e.g., .04 = + 4)
Total Population is about 473 for the targeted group. Hence total number of samples
is 160.
Based on the population, sample size was estimated to be around 160 and hence 180
questionnaires were distributed on email and through the HR and head of
unit/department function. About 160 were considered since they were duly filled up.
Table 3.2 Distribution of Respondent
SI no City No of Respondents
1 Kuala Lumpur ( Headquarter ) 160
3.6 Research Instrument
A research instrument is a type of measuring tool that we utilise in our studies. The
questionnaire was utilised as a research tool. A questionnaire, according to Zikmund,
Babin, Carr, and Griffin (2010), is a data collection strategy that compels respondents
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to answer the same set of questions in a specified order. In comparison to other
research instruments such as interviews and observations, we believe that using a
questionnaire is the best way to collect data. The reason for employing a questionnaire
is that it allows us to gather direct responses and comments from respondents in a
short amount of time and at a low cost. In addition, a questionnaire might make it
easier to analyse the information gathered. (Zakaria, 2007). According to Field
(2003), a questionnaire is more useful for making judgments and comparisons than an
interview because an interview takes time and makes it difficult to compare results.
Similarly, the result from the interview is easily affected by the analyse subjectivity
(Harris & Brown, 2010).
Observation, according to Demirdjian (2006), is a methodical strategy of recording
the behavioural patterns of people and objects as they emerge. The major drawback of
employing observation to gather data is that we are unable to justify the majority of
sexual harassment's consequences on organisations and employees. As a result,
interview and observation were not used in our study, and instead, we used a
questionnaire as a useful measurement tool.
3.6.1 Questionnaire
Questionnaires will be sent to all employees at the headquarters via email in order for
researchers to engage the targeted respondents and for them to react quickly, assuring
expeditious collection and acquisition of survey responses. This study will focus on
the area of 29 departments at headquarter with 160 workers, based on a list obtained
from one of the Human Resource Department staff as an extract of 473 staff
according to the places where they are placed. The questionnaire will be disseminated
by e-mail, and the researcher will follow up with the head of unit at headquarters or
any other personnel assigned to assist during the time of questionnaire collection. The
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researcher's main reason for focusing on the workers at headquarters is since they
operate in the same building as other departments with varied demographic
backgrounds and tasks. It will make the researcher's job easier in terms of distribution
and collection. Aside from that, according to the interview with Human Resource
Department staff, there have been examples of unethical and wrongdoing behaviour at
headquarters, and the researcher's findings and conclusions may assist the Human
Resource Department in taking this subject more seriously in the future. Certainly, it
will take some time, as Malaysia now has Malaysia control orders (MCOs) of various
forms, and the majority of branches and headquarters will have employees who will
work from home (WFH).
All members of the workforce, regardless of age, will be able to comprehend the
study's purpose and, more importantly, will be able to complete the questionnaire.
3.6.2 Questionnaire design
The process of designing the format and questions of a survey instrument that will be
used to collect data about a certain occurrence is known as questionnaire design. All
stages of survey design and implementation should be considered while creating a
questionnaire.
Questionnaire design is a multi-stage process that necessitates careful attention to
numerous details at the same time. Because surveys can inquire about topics in
differing degrees of detail, questions can be answered in different ways, and questions
asked earlier in a survey may influence how individuals respond to later questions,
designing the questionnaire is difficult. Researchers are frequently interested in
monitoring change over time; therefore, they must be aware of how previous surveys
have measured attitudes or behaviours.
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The nature and design of the questionnaire that will be used to collect data from
respondents will be determined by the study's objectives and research topic. The
questionnaire's design prioritises accurate and correct information for evaluating the
findings in relation to the hypotheses presented
The questionnaire for this study was created after a review of the literature to select
scales that had been used in previous studies and had a high level of reliability and
validity. The survey instrument's preliminary draught was tested by reviewing and
interviewing workers from various departments and branches. Academicians were
invited to provide feedback on the question in order to make any suggestions or
improvements to the questionnaire's clarity and methods, and a language expert was
consulted to guarantee grammatical and language accuracy. The researcher’s
supervisor Dr Zahir Osman had contributed in preparation area of guiding and
designing the final questionnaire instrument. All suggestion and comments taken for
the final questionnaire.
The pilot test will be conducted once the authorised questionnaire has been distributed
to respondents for the purpose of conducting a validity check. The pilot test will be
conducted with the assistance of a supervisor and will be based on discussion and
suggestions.
Interval scale, nominal scale, ratio scale, ordinal scale, and Likert scale are some of
the scale types that can be utilised to build the questionnaire. The Likert scale,
nominal scale, and ordinal scale were used in this research questionnaire.
The questionnaire was designed as a scaled answer survey using the Likert scale
format from 1932, with a rate range of 1 to 5. A Likert scale posits that an attitude's
strength/intensity is linear, i.e., on a scale ranging from strongly disagree to strongly
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agree, and that attitudes can be quantified. The Likert scale is a five-point (or seven-
point) scale that allows people to express how strongly they agree or disagree with a
given statement. This is a good and accurate way to gauge the extent of sexual
harassment among the organization's employees. A Likert scale is frequently used to
assess respondents' sentiments by asking how much they agree or disagree with a
topic or statement. “Strongly disagree, disagree, neutral, agree, strongly agree” would
be a common scale. (Losby ,2012).
The Likert scale for this specific study as per below:
Strongly Disagree Neutral Agree Strongly Agree
Disagree
(1) (2) (3) (4) (5)
Questionnaire works with standardised and structed questions that will be interpreted
to all of the respondents and the questions designed for three factors as in the job
performance, job satisfaction and personal emotion that are affect by the wrong doing
of sexual harassment.
3.6.3 Nominal Scale
The simplest sort of building measuring is the nominal scale, in which numbers or
letters are assigned to objects as labels for identification purposes. All alternatives are
mutually exclusive in the categories. In Section A, there are seven questions, some of
which are on a nominal scale and others on an ordinal scale. Question 1, 3, and 4 are
among the three questions that were created utilising a nominal scale.
One of the examples using nominal scale is shown below:
Gender:
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Male
Female
3.6.4 Ordinal Scale
The relative values of data on an ordinal scale are defined simply in terms of being
lesser or greater when compared to other data on the ordinal scale. These can result
from categorical rating scales or when data from interval scales is converted to ranked
data. (Marsh, 1996). There are 2 questions in Section A are using ordinal scale, which
are question 2 and 5. For examples:
Age:
Below 25 years old
26 - 35 years old
36 - 45 years old
Above 45 years old
The questionnaire covers in two area. The first area is the demographic area of
question of can be define to have the information on customer profile. Demographic
survey questions are used to find out more personal information from survey-takers
and in this study, there are 5 questions. For the 3 factors question, there are 5 question
each, as in 5 question for job performance,5 questions for job satisfaction and 5
question for personal emotion. There are also 5 question about sexual harassment as
the dependent variable to indicate staff knowledge. The question will be close ended
so as to provide a precise and accurate in-depth study of each variables.
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The summary of questionnaire is at the table below:
SECTION 1 – Staff profiling
Table 3.2
Variables No. of item Section 1 item
Age 1 Item 1
Gender 1 Item 2
Marital status 1 Item 3
Education Level 1 Item 4
Monthly Income 1 Item 5
SECTION 2 – Independent and Dependent Variables
Table 3.3
Variables No. of Item Section 2 Items
Sexual Harassment 1 Items 1 - 5
Job Performance 1 Items 6 – 10
Job Satisfaction 1 Items 11 - 16
Personal Emotion 1 Items 17 - 23
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3.8 The Pilot Test
Before the survey questions are used to conduct the actual survey, a pilot test run was
conducted to test the questionnaire design. According to Gay, Mills, and Airasian
(2006), a pilot test is a dress rehearsal for a full-scale study in which a small-scale
trial is conducted prior to the full-scale investigation. The goal of this test is to see
how clear the question is and how well the respondent understands it. It was also
utilised to ensure that the questionnaire was consistent and reliable.
Through telephone interviews with some of the respondents, researchers were able to
receive feedback from respondents on the questionnaire. This method would allow
you to determine whether the questionnaire is completed in a straightforward manner.
Following the collection of surveys, the data and information gathered from
respondents is critical for identifying any potential problems or errors in the
questionnaire. In this situation, after the pilot test was completed, some problems
were discovered. Some responders, for example, claim that there were some spelling
problems in the questionnaire as an evidence of "absenteeism." They also say that
there are too many questions to answer, and that some of the questions are too long,
causing confusion. As a result, the questionnaire was altered in response to the
comments provided by the respondents.
A total questionnaire of 40 were distributed and 32 response received and with the
sample response, pilot test was undertaken by running reliability using SPSS v 25
(Statistical Package for Service Solution) software.
The detail of the pilot test is similar in procedure to the undertaken analysis for final
survey using the SPSS and will be explain overall in detail for chapter 4.
3.8 Data Analysis
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Data analysis is a process of analysing, cleansing, manipulating, and modelling data
with the objective of identifying usable information, informing conclusions, and
assisting decision-making, according to Wikipedia (2020).
For this study, once the distributed questionnaire has been gathered at the end of the
final survey, it will be extracted before being used for data analysis in the system. To
begin, incomplete forms must be removed; otherwise, 40 percent to 50 percent of
completed questionnaires will be rejected.
After extracting and filtering all of the questionnaires, check to see if any of the
answers contain parts of outliners that could affect data interpretation, and these types
of responses can also be removed. After filtering, the balance is deemed clean and
pure data that may be used for analysis. The data from the analysis will then be
entered into an excel spreadsheet and transmitted to SPSS software. The researcher
will then conduct an analysis to determine the instrument's reliability and validity,
after which the questionnaire will be done and tested to determine its consistency and
stability. The descriptive analysis will follow and covering the respondent’s profile as
in age, gender, marital status, education level, monthly income; correlation analysis to
analyse the relationship strength among variables as in job performance, job
satisfaction and personal emotion to the sexual harassment in the workplace; as well
as regression analysis to test the hypotheses. The analysis and results will be
discussed in chapter 4.
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3.7.1 Framework of data analysis
Objective Question Hypothesis Sources Types of Technique of

(if any) of Data Data Analysis
1.effects of 1. Do H1: Job 1.Question 1.Data related Data was

sexual employees performance naires to analyzed using
harassment to know about has a positive distribution Independent the
employee sexual and Zikmund, Variable( Job Pearson
harassment significant Babin, performance/ correlation
and how to influence on Carr, and Job matrix for
report? sexual Griffin satisfaction/P IV & DV,
harassment (2010) ersonal Normality test
2. Does
emotion) using Shapiro-
employee’s
H2: Job 2. MQL Dependent Wilk
job
satisfaction five-point Variable W test for
performance
has a positive Likert scale (sexual normal data for
affect from
and Bernard M. harassment). IV and DV,
sexual
significant Bass and Multicollinearit
harassment?
influence on Bruce J. 2. Population y test using
3. Does sexual Avolio size, variance
employee’s harassment (2004). sampling inflation factors
job size, (VIF) for IV
satisfaction H3: Personal distribution, and DV,
affect from emotion has a ratios, Heteroscedastici
sexual positive and demographic. ty using
harassment? significant BreuschPagan/C
4. Does influence on ook-Weisberg
employee’s sexual test for
personal harassment heteroscedasticit
emotion y test results for
affect from IV and DV,
sexual multiple
harassment? regression
results and
hypothesis
testing for IV
and DV.
Table 3.2: Summary of Analytical Framework
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3.8 Conclusion
This chapter covers the theoretical framework, which explains what the dependent
variables and three independent variables are, as well as how the researcher chooses
between primary and secondary sources for data collection, using a previous study as
an example. The population of the Federal Territory of Kuala Lumpur justifies a
sample size of 160 employees at the organisation and 180 questionnaires distributed
via e-mail, with the researcher aiming for 150-155 valid respondents because all
respondents work in the same building and some of them work from home. It can
reach them by e-mail and the valid data must had the process of extracting the
incomplete, outliers and non-responses. The Likert scale will be use in the
questionnaire to ensure rapid and valid response for the second section. The data will
be run at SPSS system by researcher and the analysis will be highlighted in chapter 4.
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CHAPTER 4
DATA ANALYSIS AND FINDINGS
4.1 Introduction
A chapter that is very important at any area of research whereas the research result is
confirmed. The result of the survey derived from 160 respondents, but due to
pandemic Covid-19, the quantity of respondents reduced to 65 respondents as
Koperasi Tentera headquarter staff will be the strength 40 % from overall headquarter
staff. The targeted sample size of 60 out of 65 respondents will be highlighted after all
clean data from questionnaire have been identified, coded, and input into SPSS
software for the purpose of analyses.
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This chapter will give full descriptive statistics of the data generated by respondents,
allied with reliability testing, correlation analyses, regression analyses and ultimately,
hypothesis testing.It will be conclude in a summary.
4.2 Descriptive Statistics Of Data Collection
Descriptive statistics are used to describe data in an ordered manner by describing the
relationship between variables in a sample or population, according to Kaur P,
Stoltzfus J, and Yellapu V. When conducting research, calculating descriptive
statistics is a critical initial step that should always be completed before performing
inferential statistical comparisons. Descriptive statistics contain measures of
frequency, central tendency, dispersion/variation, and position, as well as several
types of variables (nominal, ordinal, interval, and ratio).
Descriptive statistics, according to Hayes, A., are concise descriptive coefficients that
summarise a particular data set, which might be a representation of the complete
population or a sample of it. Measures of central tendency and measures of variability
are two types of descriptive statistics (spread). The mean, median, and mode are
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examples of central tendency measures, while standard deviation, variance, minimum
and maximum variables, kurtosis, and skewness are examples of variability measures.
Descriptive statistics are used to summarize the fundamental characteristics of data in
a study, and they provide straightforward summaries of the sample as well as the
measurements.
The frequency test, which uses SPSS software as an example for gender, will display
the number or percentage of male and female respondents. In the same way that the
software will show the age range of respondents and the percentage of responses from
the total number of respondents in another demographic area, the software will show
the age range of respondents and the percentage of responses from the total number of
respondents. From the questionnaire, it will be possible to create a profile that
includes age, gender, marital status, race, income, and educational level.
The sub-section below are the descriptive statistics for the demographic section of the
survey.
Table 4.1 Respondent’s Age
AGE
Cumulative
Frequency Percent Valid Percent Percent
Valid Below 25 years 2 3.3 3.3 3.3
25 – 29years 14 23.3 23.3 26.7
30 – 34 years 19 31.7 31.7 58.3
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35 years and above 25 41.7 41.7 100.0
Total 60 100.0 100.0
The respondents’ age ranges from below 25 years to over 35 years old. The range is
categorized into 5 levels namely, below 25; 25 – 29years; 30 - 34 years and 35 years
and above. The majority of respondent that formed a bulk response come from the
range age of 35 years and above registering a valid percentage of 41.7 percent. The
next high percentage came from the range of age, 30-34 years consists of 31.7
percent. This is followed by the range of 25-29 years that registered a valid
percentage of 23.3 percent and the minority by the age range of below 25 years that
registered only 3.3 percent.
Table 4.2 Respondent’s gender
GENDER
Cumulative
Valid MALE 20 33.3 33.3 33.3
FEMALE 40 66.7 66.7 100.0
Total 60 100.0 100.0
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A total of 60 returned their completed questionnaire. The above table shows 66.7
percent compromises female respondents whilst the remaining 33.3 percent
compromises male respondents.In term of numbers the total female respondents are
40 while the other 20 are male respondents.
Table 4.3 Respondent’s Marital Status
MARITAL STATUS
Cumulative
Valid SINGLE 13 21.7 21.7 21.7
MARRIED 39 65.0 65.0 86.7
OTHERS 8 13.3 13.3 100.0
Total 60 100.0 100.0
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Majority of respondents are married from a valid percentage of 65 percent of total
respondents and the total respondents from this group is 39 out of 60 respondents.
The single group is the second largest respondents with the percentage of 21.7 with
the number of 13 respondents from 60 while 13.3 percent consists of other status is
the smallest among all with the number of 8.
Table 4.4 Respondent’s Qualification
QUALIFICATION
Cumulative
Valid CERTIFICATE 19 31.7 31.7 31.7
DIPLOMA 15 25.0 25.0 56.7
DEGREE 24 40.0 40.0 96.7
MASTER 2 3.3 3.3 100.0
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Total 60 100.0 100.0
From the above table of 4.4, respondents from degree qualification is the largest
respondents with 40 percent and alongside with the majority of 24 respondents from
60 .Followed by school certificate such as SPM or SPMV is the second largest group
of respondents with 31.7 percent that consists of 19 respondents. Diploma holder
holding a valid percentage of 25 percent with the amount of 15 respondents and
master holder is the smallest percentage of 3.3 percent with the respondent’s number
of 2.
Table 4.5 Respondent’s Income
INCOME
Cumulative
Valid RM 1001.00 – RM 2000.00 9 15.0 15.0 15.0
RM 2001.00- RM 3000.00 20 33.3 33.3 48.3
RM 3001.00 - RM 4000.00 18 30.0 30.0 78.3
Above RM 4001.00 13 21.7 21.7 100.0

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Total 60 100.0 100.0
The above table is the range of income receive by all respondents monthly. Out of 60
respondents, 20 respondents with the range income of RM 2001.00- RM 3000.00 per
month is the largest group with the percentage of 33.3 percent. The second largest
group come from income range of RM 3001.00 - RM 4000.00 with the respondent’s
number of 18 and consists of 30.0 percent. The highest monthly income from the
group, above RM 4001.00 have a valid percentage of 21.7 percent consists of 13
respondents receive the income from 60 respondents while that smallest percentage of
15 percent consists those who receive lowest monthly income from the range of
RM1001.00 - RM 2000.00. 9 respondents are in the lowest range of income.
4.3 Reliability Analysis
Cronbach's alpha (or coefficient alpha) is a measure of reliability or internal
consistency created by Lee Cronbach in 1951. Consistency is sometimes known as
"reliability." Cronbach's alpha tests are used to determine the reliability of multiple-
question Likert scale surveys. These questions assess latent factors, or qualities that
are hidden or unobservable, such as a person's conscientiousness, neurotic, or
openness. In actual life, these are extremely difficult to quantify. Cronbach's alpha
determines how closely a group of test items are related. (Cronbach’s Alpha: Simple
Definition, Use and Interpretation. Statistics How To., 2021, March 2).
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As previously stated, Cronbach's alpha is a way for determining the amount of
reliability, and the reliability coefficient indicates whether the items in the set are
positively associated or not. Cronbach's alpha will also reveal the inter-correlation
between items that are preserved as a single notion or variable. The coefficient will
vary from 0 to 1, with 0.60 indicating a weak correlation and 0.70 indicating an
adequate correlation, according to Cronbach's alpha coefficient study.The good
coefficient will range more than 0.80.
The summary of reliability statistic for all of the variables as per below:
Table 4.6 Summary of Reliability Test Statistic
4.3.1 Reliability
Item Cronbach’s Alpha
No. Of Items Coefficient
Sexual Harassment 5 0.81
Job Performance 5 0.89
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Job satisfaction 5 0.91
Personal Emotion 5 0.78
Table 4.6 shows that Cronbach’s Alpha Coefficient for every variable is acceptable as
it shows that every group of items under each variable is related to one and another.
4.4 Correlation analysis
According to James, E., correlation analysis is a statistical approach for determining
whether or not two variables/datasets have a link and how strong that association is.
This analysis is useful for demonstrating the relationship between two variables
without regard to whether they are independent or dependent variables, and for
explaining the inter-correlation between the two variables. The correlation can assess
two variables. The conclusion can be summarized as follows: the entire set of
variables in this study significantly correlate with one another and with the dependent
variable. The correlation finding may or may not imply that the independent variables
have a positive influence on the dependent variable, which in this case is sexual
harassment, and if they do, then all of the assumptions made earlier are acceptable.
For the present research, all the variables are significantly in correlation to each other
and to one another.
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From table 4.7 below,shows summary of the Pearson Correlation of the three
variables with sexual harassment.
Table 4.7 Pearson Correlation of Variables
4.4.1 Correlations
MJP MJS MPE MSH
MJP Pearson Correlation 1 .420** .311* .019
Sig. (2-tailed) .001 .016 .884
N 60 60 60 60
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MJS Pearson Correlation .420** 1 .455** .216
Sig. (2-tailed) .001 .000 .097
N 60 60 60 60
MPE Pearson Correlation .311* .455** 1 .201
Sig. (2-tailed) .016 .000 .123
N 60 60 60 60
MSH Pearson Correlation .019 .216 .201 1
Sig. (2-tailed) .884 .097 .123
N 60 60 60 60
**. Correlation is significant at the 0.01 level (2-tailed).
*. Correlation is significant at the 0.05 level (2-tailed).
The result of the correlation analysis show that three variables have positive influence
on sexual harassment. This proves that all of three hypotheses made earlier are
acceptable and each of the variables has an influence on sexual harassment.
The value of each Pearson Correlation states the percentage of correlation between the
two variables.As an example, a Pearson Coefficient of r = 1,for job performance and
sexual harassment shows both of the variables are 100 % in correlation to each other.
So, in relation, sexual harassment does affect job satisfaction according to staff by
100 %. On the other hand, the variables of job performance and personal emotion do
have effect from sexual harassment with the Pearson Coefficient of r = 0.420 and r =
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0.311 respectively. Any increase in performance of these variables will make increase
effect of sexual harassment by the same magnitude of correlation. The above statistic
show job performance has a higher inter-correlation impact with sexual harassment
followed by job satisfaction and personal emotion.
Regression analysis for this study is important in stating the acceptance and rejection
of a hypothesis as it will show the variables’ influence by separation the independent
and dependent variables.
4.5 Regression Analysis
In statistical modelling, regression analysis is a method of quantitatively sorting out a
set of variables. We utilise it to figure out which variables have an effect and how
they interact. To put it another way, regression analysis aids us in determining which
elements are most important and which we can ignore. It also aids us in determining
how different components interact with one another. Furthermore, and perhaps most
crucially, it assists us in determining how certain we are about all of the factors under
consideration. ( What is regression analysis? Definition and examples. Market
Business News. , 2018, July 29).
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In this study, regression analysis shows the relationship of three independent variables
namely; job performance, job satisfaction and personal emotion with the dependent
variable,sexual harassment. The analysis make the dependent variable,sexual
harassment, as constant and manipulates the relationship of the three independent
variables towards the dependent variable.
Two tables on the below summarize the results of the analysis. The first table is the
Model Summary where it shows the number of independent variables that have been
entered into the regression model. Model Summary will show the R value which is
the correlation of the independent variables with the dependent variable. R square of
the model in the summary indicates the amount of influence that independent
variables have on the dependent variable. Positive value defines positive relationship.
Table 4.8 Model Summary
4.5.1 Model Summary
Model Adjusted R Std. Error of the
R R Square Square Estimate
dimension0 1 .795a .632 .627 .40149
a. Predictors: (Constant), MPE, MJP, MJS
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Table 4.9 below, is the ANOVA table which show the F value and it is a method to
test hypotheses and compare if the means of the sample or groups are different or
equal. The F value indicates its significance at the level 0.00.
Table 4.9 ANOVA
4.5.2 ANOVA
Model Sum of
Squares df Mean Square F Sig.
1 Regression 60.188 3 20.063 124.463 .000a
Residual 34.979 217 .161
Total 95.166 220
b. Dependent Variable: MSH
The model summary shows that the three variables have been entered into the
regression model and the result shows that R = 0.795. It is the result from the
correlation of three independent variables with the dependent variable. After
considering all the inter-correlation that resulted earlier, the R square of the model is
0.632 defining the independent variables have 63.2 % of the influence on the
dependent variable which is impact from sexual harassment.
Based on table 4.9, the ANOVA,the F value of 124.463 is significant at the level of
0.000.
4.6 Hypotheses Testing
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The coefficient table shows the importance of each independent variable in relation to
the dependent variable. The significance value will determine whether or not the
hypotheses are accepted. The table's confidence level, p-value, and beta value can be
used to determine whether each of the hypotheses has a positive impact on the
dependent variable, and hence whether they should be accepted or rejected.
Table 4.10 Coefficient Table
Coefficientsa
Model Standardized
Unstandardized Coefficients Coefficients
B Std. Error Beta t Sig.
1 (Constant) -.086 .427 -.201 .841
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MJP .620 .067 .538 9.223 .000
MJS .349 .064 .318 5.441 .000
MPE .032 .098 .013 .322 .748
a. Dependent Variable: MSH
Table 4.10 on the above is the Coefficient Table.
4.6.1 Hypothesis 1: There is a significant relation between job performance and
sexual harassment
The significance value for job performance is 0.00 which means that p<0.01 and it is
a significant variable although having lower value compared to 99 % significance
level. Job performance is the independent variable that have the affected from sexual
harassment along with job satisfaction. Therefore, the hypothesis H01 is accepted.
4.6.2 Hypothesis 2: There is a significant relation between job satisfaction and sexual
harassment
The significance value for job satisfaction is 0.00 which means that p<0.01 and
having the lower value compared to 99 % significance level. Therefore, the
hypothesis H02 is accepted.
4.6.3 Hypothesis 3: There is a significant relation between personal emotion and
sexual harassment
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The third independent variable is personal emotion that brought significance value of
0.748 and has a 95 % significance level. Unlike the two other independent
variable,the third has the highest beta and may have the lowest impact from sexual
harassment according to the respondents. However, the hypothesis H03 is accepted.
4.7 Conclusion
The result show that the age group of above 35 years has form the majority of
respondent at 41.7 % followed 30 years - 34 years that consists of 31.7 % and the
group of 25 years - 29 years defining the percentage of 23.3 % . The lowest group
stated at the age of 20 years - 24 years that stated 3.3 %. The result show that there
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are more female than male respondents. The former comprises 66.7 % compared to
the latter 33.3 %.
Most of the respondent are married with a 65 % of the total and the single group
forms the second largest number of percentage, 21.7 %. The remaining 13.3 % from
the other marital status. Out from 60 respondents , there are 40 % from them are
degree holder define the largest group. The second largest group is certificate holder
with 31.7 % then followed with diploma holder with 25 % .The minority is from
master holder consists of 3.3 % . As for monthly income group, the group of RM
2001.00 - RM 3000.00 form the highest with 33.3 % followed by the group of RM
3001.00 - RM 4000.00 with 30 % and the group of RM 4001.00 and above with the
percentage of 21.7 %. The lowest percentage come from RM 1001.00 - RM 2000.00
consists of 15 % from the respondents.
The reliability test for the variables shows that all the items in every one of the
variables involved are acceptably related to each other. The correlation analysis show
the variables are significant and inter-correlate to each other and another.The
regression analysis for the model stated that the R square is 0.632 which define 63.2
% influence of independent variable to the impact of sexual harassment.Finally,the
outcomes stated that all three hypotheses are accepted.
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Chapter 5
Discussions, Recommendations and Conclusions
5.1 Introduction
87
This is last chapter that briefly summarize the research questions being investigated
for the objectives, hypotheses, employee procedures and results obtained. Then, it will
be followed with discussions of the implications of the findings with their meaning
and significance. There are also limitations on the research showing issues that unable
to be resolved and weaknesses followed by suggestions for further research.
5.2 Discussions
To begin with, the study was to identify the effect of sexual harassment at an
organisation, in this context of organisation, researcher choose Koperasi Tentera
headquarter at Kuala Lumpur, Malaysia. Following preliminary investigations, the
following research questions were developed:-
Do employees know about sexual harassment?
Do employees know whenever they are sexually harassed?
Do they know their right and know where/whom to report any incident?
What is the effect to job performance when harassed?
What is the effect to job satisfaction when harassed?
Is their emotion affected when sexually harassed?
From the research questions, there are objectives developed under chapter 1 as per: -
1. To assess the knowledge of sexual harassment at workplace
2. To assess the effect of job performance towards sexual harassment at workplace
3. To assess the effect of job satisfaction towards sexual harassment at workplace
4. To assess the impact of personal emotion towards sexual harassment at workplace
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With the objectives established, three hypotheses were posited for this research to
prove and they were: -
H01: There is a significant relation between job performance and sexual harassment
H02: There is a significant relation between job satisfaction and sexual harassment
H03: There is a significant relation between personal emotion and sexual harassment
The procedure in this study was undertaken by way of survey sent to headquarter and
with the help of human resource staff to distribute the questionnaires. A pilot survey
was conducted initially where 32 respondents returned the given questionnaires and
the outcome from analyzing using SPSS showed the answers to the questions were
valid and reliable.
Following the pilot survey, the proper survey was conducted and the study requires a
total of at least 160 respondents to meet the sample size requirement. This is
according to Krejcie, R. V., & Morgan, D. W. (1970), the research sample size must
be in 95 percent confidence level for relevant population of 500 in a geographical are
selected. Apart of 180 questionnaire distributed, expected to have 160 returned,only
60 returned as for only 63 staff working at headquarter ,as for following government
standard operation procedure of 60% staff or less to work at premises while the other
working from home (WFH). 60 respondents out from 63 staff meets the expectation
of 95.24% of the expected sample size for the study and after discussed with Dr Zahir
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Othman,that amount considered acceptable for the purpose including the current
situation of covid-19 pandemic at Malaysia.
The finding through regression analysis as laid out in Chapter 4 disclosed that all the
independent variables of job performance, job satisfaction and personal emotion
collectively have direct and significant influence on the effect of sexual harassment.
The R square of the model is 0.632 which bring the definition that the independent
variables have 63.2% of influence on the dependent variable.
The ANOVA,disclosed that the F value of of 124.463 is significant at the level of
0.000.
The brief finding for each individual variable influence on the effect of sexual
harassment are summaries below :-
Job performance is the most influential variable that has effect from sexual
harassment. It has a 99 %of significance level influence from sexual harassment. It’s
significance value is 0.000 or p<0.01. It also has the highest beta of 0.538.
The next variable that influence from sexual harassment as disclosed in this study is
job satisfaction. It is as same as job performance for the significance level of 99%
with the significance value of 0.00 or p<0.0. However, the beta is slightly lower than
job performance consists of 0.318.
The finding on personal emotion variables has the lowest influence effects with the
significance value of 0.748 and 95% significance level. The beta for this variable as
low as 0.13.
The above findings therefore affirmed the research questions. They met the objectives
of the research and proved the acceptability of the hypotheses posited in this study.
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Comparing the findings to other earlier studies conducted on the same issues the
results are similar. The variables job performance, job satisfaction and personal
emotion are antecedents to the effects of sexual harassment and they have significant
and direct influence. According to Fitzgerald, L. F., Drasgow, F., Hulin, C. L.,
Gelfand, M. J., Magley, V. J, those who have been sexually harassed have
experienced a wide range of unpleasant consequences. Lower job satisfaction, worse
psychological and physical health, increased absenteeism, less loyalty to
organisations, and a higher risk of abandoning one's employment have all been
documented. From that, sexual harassment has a direct influence of job satisfaction.
As an example, according to a study of federal employees in the United States, 21%
of those who have been sexually harassed say their productivity has suffered as a
result. Retaliation is a concern for workers who report sexual harassment, which leads
to decreased job satisfaction and worse psychological and physiological effects.
According to Adams (1988), workplace sexual harassment causes psychological
problems like stress, sadness, and anxiety, which leads to a drop in organisational
performance and productivity. Victims of sexual harassment may experience anxiety,
sadness, headaches, sleep difficulties, weight loss or gain, nausea, diminished self-
esteem, and sexual dysfunction as a result of their experiences. They also bear job-
related expenses, such as job loss, low morale, and low job satisfaction, as well as
irreversible harm to interpersonal relationships at work. (Consequences of Sexual
Harassment - Sexual Harassment Resources, Ramapo College of New Jersey, 2016).
According to a study conducted by Ramapo College of New Jersey, anxiety, despair,
lost self-esteem, and poor morale are all examples of personal emotion that have a
beneficial impact on sexual harassment.
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The implication of this study for employees from any level of position at any
organisation either public or private sector, of specifically for the employee of
Koperasi Tentera. This study specifically intent to have a trigger on sexual harassment
issue that keep on rising in any organization. The main reason why researcher did this
study are firstly, to prevent that misconduct to be happen in any area possible and to
let staff of Koperasi Tentera know what to do when they counter this kind of
misconduct. From this research, there are three significance effect when sexual
harassment happens which all of that are negative as which on the part of
management, this will have very bad affect the organization.
5.3 Recommendation
Apart of Human Resource Department, all staff have an important role to overcome
this misconduct. On the recommendation area, researcher will divide into three area
which consists: -
a) Preventing sexual harassment
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b) Knowledge what to do/action when sexual harassment happens
c) Law enforcement
a)Preventing sexual harassment
In an organisation, workplace is the place where all of the employee meets daily to
work. Workplace is the place where most of sexual harassment incident happens
either by physical contact, words and signals. Some sexual harassment happens
through messaging application such as WhatsApp. Firstly, researcher recommend to
have a proper workplace such as a work desk arrangement or layout. The arrangement
can be made for a proper spacing between desk and have spaces to move employee’s
chair freely. The other idea can be made is to put employee not to facing to another
employee directly. This idea or arrangement can prevent the harasser to plan any
harassment as they know they might in the area of disadvantages if they do so. The
second workplace proposal is to increase the quantity and quality of closed-circuit
television in structured areas so that it can look over a large area and contain all
employee movement except for bathrooms. This will deter harassers from carrying
out their plans since they will feel watched by the CCTV, or closed-circuit television,
and if they do, all of their actions will be captured and used as evidence of the
misconduct. Putting Up a Dome CCTV cameras installed throughout the offices will
collect video and audio proof of any misconduct and will also help to eliminate false
claims. Installing CCTV cameras in all officers' official chambers and office rooms
will prevent unfounded allegations or complaints against senior officials, as well as
protect the interests of female officers and staff from sexual harassment. (3
POWERFUL WAYS CCTV CAN PREVENT SEXUAL HARASSMENT AT
93
WORK. Global Sky Limited, 2019, November 21). An interview with staff from
Human Resource Department, there are CCTV at headquarter but it is still considered
not enough by quality and quantity. Therefore, recommend to install more CCTV in
working area and in qualities as wide area to cover. From this, management can
monitor for any sexual harassment incident and take action to it. The third
recommendation at workplace that can implement by Human Resource Department is
to have training either by physical or online training. This training can give
knowledge of sexual training to new and existing employee and from this training,
employee can know what is sexual harassment that might occur at workplace, how to
prevent, what to do when they harassed and the consequences of the misconduct. As
for Malaysia is facing pandemic of Covid-19, the suitable training will be by online,
either google meet or by email through slide of explanation. This kind of training
must be conduct at least one or two times a year, recommended for employee not to
forget about sexual harassment and must have acknowledgement from the employees
that they were explained and aware of it. Sexual harassment prevention training
should be geared at employees' views on the relationship between victims, acts, and
harassment, as well as their attitudes toward such a circumstance, according to York,
K. M., Barclay, L. A., and Zajack, A. B. (1997). From Human Resource Department,
sexual harassment in code of conduct at Koperasi Tentera does exist and it is a coded
policy. The policies are the organization's rules that all employees must obey in some
way. Employees will be less likely to engage in sexual harassment as a result of their
understanding gained from sexual harassment training. When it comes to the code of
conduct, any firm, including Koperasi Tentera, has a dress code that employees must
adhere to. This clothing code is also intended to provide employees with a proper,
courteous, and professional appearance in order to prevent sexual harassment. In
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Noseworthy v. Canton Restaurant (2009), a human rights tribunal determined that a
female restaurant employee was sexually harassed by the restaurant cook, who made
inappropriate sexual comments and sexually attacked her. Lifting up the woman's
skirt – which she was supposed to wear to comply with the restaurant dress code –
and stroking her thigh were among the actions. The panel also held that the
employer's requirement that female employees wear only skirts while male employees
could wear pants was discriminatory. If this is what they are comfortable with, some
female employees may choose to wear more showing attire, which is harmful for
them. Researchers are concerned about businesses requiring female employees to
wear sexualized or gender-specific apparel, such as high heels, low-cut shirts, tight
dresses, and short skirts, either through a stated dress code or more subtle techniques.
But it is considered subjective for dress code to be the source of sexual harassment
since there is case happen although the victim in properly dressed but it is rare. Since
dress code properly implemented, cases of sexual harassment reduced in Koperasi
Tentera. Researcher recommend to have a proper dress code to any organization in
order to prevent sexual harassment. Another method of preventing sexual harassment
is to monitor any electronic messaging sent by employees, such as e-mail. People tend
to think of e-mail as a private means of communication, which is one of the problems
with it. Nothing could be further from the truth: an e-mail can be forwarded to an
unlimited number of recipients, all bearing the sender's or organization's identity. E-
mailing 'jokes,' objectionable material, and pornography to coworkers, or using
business computers to e-mail this content outside, is fraught with concerns because
there is no way of knowing whether the information will offend at least one of the
recipients. Furthermore, using the internet and e-mail to access or communicate
sexual material can contribute to a hostile work environment by exposing employees
95
to objectionable material in shared offices, on printers, or when walking past others'
desks. (Effectively preventing and responding to sexual harassment: A Code of
Practice for Employers, 2008). All e-mail jokes or statements of sexual harassment
are rarely monitored because they are characterised as a private statement from sender
to recipient, but it can occasionally go out of hand and lead to harassment through
words, images, or videos sent by harassers to their victims. Information Technology,
IT Department should always monitor any e-mail, especially from workers to staff,
according to the researchers. The concept might include a ban on the use of certain
phrases associated with sexuality, such as sex, nipple, threesome, and so on, as well as
a restriction on sexual audio and video content. Sexual harassment can be stopped at
an early level with this prevention strategy.
b) Knowledge what to do/action when sexual harassment happens
This is a critical area where the incident already happens or in the middle of the event.
Employees must have the knowledge on what the best option or action when harassed,
consider both male and female victims.
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Once they were harassed,there must be a step by step of secure way and at the same
time not let the harasser know and avoiding threaten by the harasser.
An organization must, importantly to secure victim information from the harasser and
other employee and a domestic investigation in careful manner must be made.
As for example, the below is the guide from Koperasi Tentera,source from Human
Resource Department( reference blue book code of conduct) :-
1st step: lodging the complaint
-May report to head of Human Resource Department
-May initially verbal,follow by writing
2nd step: Conducting Investigation
-Interview complainant,the offender and possible witnesses to fact finding
-During investigation,offender suspended from his/her employment - to avoid any
interference.
For the time being,it is consider the best option or way in conducting the sexual
harassment incident,however, researcher may recommend into more structured step as
per the below :
Once receive complaint, by complainant to any HR staff/head

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Complainants to provided evidence

HR to investigate according from the If no evidence, discontinue
evidence ( any from writing,recorded investigation
verbal,video,CCTV,witnesses )provided.
If false evidence, complainant

subjected to severe disciplinary
action
If yes, HR investigate and interview
complainants and offender.
-offender to be suspended
-complainants to be protected
HR open investigation file
CEO to decide.
The end decision must be made by CEO as the highest authority for employee. It is
according to Human Resource, with discussion with complainants either to lodge for
further as for Police report or not.
c)Punishment
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Sexual harassment for employees in Malaysia is governed under the Employment Act
of 1955 (section XVA), which applies only to the workplace. Although the definition
of sexual harassment is included in that section, the researcher wants to emphasise the
effects of the misconduct.
“Where the employer conducts an inquiry into a complaint of sexual harassment
received under subsection 81B (1) and the employer is satisfied that sexual
harassment is proven, the employer shall—
(a) in the case where the person against whom the complaint of sexual harassment is
made is an employee, take disciplinary action which may include the following:
(i) dismissing the employee without notice;
(ii) downgrading the employee; or
(iii) imposing any other lesser punishment as he deems just and fit, and where
the punishment of Employment 89 suspension without wages is imposed, it
shall not exceed a period of two weeks; and
(b) in the case where the person against whom the complaint of sexual harassment is
made is a person other than an employee, recommend that the person be brought
before an appropriate disciplinary authority to which the person is subject to.”
Malaysia said in subsection 81B (1) of the above legislation that the harasser is
deemed to be dismissing, downgrading, or applying any other lesser punishment.
These kinds of penalties are insufficient because the harasser will repeat the
behaviour, whether at the same organisation or elsewhere. Researcher have met and
interviewed Mr Eko Bariono,Officer in charge at Labour Department for Tawau. He
in charge of any misconduct for private workplace such as payroll problem, sexual
harassment and etc., and he stated that the existing act indeed do not prevent sexual
99
harassment because the punishment considered less than the loss or damage done by
it. One of the recently case, he shared, despite not specifically reveal on the place,
victim or harasser’s name, one branch manager of a company harassed his female
worker and the only punishment he received was an instruction to go other branch,
relocation, without losing any of his privileges as a manager. Same position, just other
branch located at another district.
All harasser punishment, according to the researchers, should be a termination if
proven guilty by top management, with no right of appeal, and should be given over
to law enforcement as an example, such as the police, for further punishment or
investigations.
5.4 Limitation of the study
According to Ghauri and Gronhaug (2010), defining the study's limitations is critical
for academic investigations. As a result, it's critical to point up the study's flaws now.
Firstly, the on-going covid-19 pandemic had affected nationwide, for this specific
study, researcher cannot get the amount of requested questionnaire feedback from
respondent as there are limited number of employees working at Koperasi Tentera
head quarter in the time of questionnaire were distributed. Apart from it, there were
limited time of working hours at the headquarter and employee had to finish all task
given in a short time of period.
The second constraint is that the knowledge supplied to employees regarding sexual
harassment can be considered insufficient because there is no refresher training about
it once or twice a year, leaving employees unaware of sexual harassment. Yet,another
100
area that can be studies is the effect of sexual harassment at Koperasi Tentera
branches all over Malaysia. There might be cases happen at branches too, reported or
not, and the feedback of that might be the same or different as branches are daily
serving customers, vendors not only limit to employee in the same department or
floor.
The study's final limitation is that the victims do not state whether they were harassed
due of their pride or shyness, which could lead to them being viewed obliquely by
other employees. Human Resource must have a way to protect victims from other
employee knowing who they were or any information of it. If the victim does not
report the misconduct to the Human Resource Department, the wrongdoing will go
unpunished, and it may happen again in the future. Human Resources may also be
unable to glean any information from it and may be unable to regularize any sexual
harassment regulations, either to strengthen or to weaken them.
5.5 Conclusion
101
As the prevalence of sexual harassment grows, as does the attitude of not reporting
any incidents, policies from within organizations and the public sector will be difficult
to regulate by legislation. According to prior studies or essays, many incidents go
unreported or are only reported when they become serious. According to the research,
understanding the harasser and their habit of pestering victims is still subjective.
Following the survey and the analysis of research finding, this research uncovered
that three variable namely job performance, job satisfaction and personal emotion do
effect employees at Koperasi Tentera when harassed sexually. It is as employee
unable to perform to the best at where they feel not satisfied, not secure and
emotionally disturbed to do their task at the workplace especially if the harasser was
around or nearby. Almost all of the respondent despite of gender and age feel affected
if they were the victim. It is stated significance influence for the three hypotheses
H01, H02 and H03.
Organizations must be aware of this wrongdoing since it can occur at any time at
work, with no prior pattern, lead, or symptoms. Proof is critical in order to punish the
harasser appropriately and fairly. First and foremost, a secure line of reporting must
be established in order to protect the victims' and harasser's identities. When an event
occurs, it will almost certainly cost the organization money, either internally or
externally, especially if it involves third parties such as the police or the courts.
Before a sexual harassment incidence occurs, there must be a variety of prevention
plans or techniques in place. It is all be made in order for employee to work
peacefully and calm in order to perform at their level best for the good of employee
and organization.
102
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APPENDIX 1 QUESTIONNAIRE.
Research Questionnaire
Title: THE EFFECTS OF SEXUAL HARASSMENT IN WORKPLACE: A

STUDY OF SELECTED ORGANISATIONS: KOPERASI TENTERA
Dear Respondents,
I am a student of Open University Malaysia (OUM) pursuing Master degree in
MASTER OF MANAGEMENT (MM) and currently doing this survey as part of my
final year project.
My research title is effects of sexual harassment in the workplace. This research
purpose to analyze the effects of sexual harassment in the workplace to employees.
You are requested to answer all questions given. You’re honestly and cooperation are
most appreciated to facilitate the progress of the research. All information will be kept
confidential.
Thank you very much for participating in this research.
117
Yours sincerely,
Mohd Akmar Nadzari Abdullah
Matric Number: CGS01758202
Present MM Student, FEB
Tel: 0165091437
E-mail : manadam213@gmail.com
Section A
Respondent ‘s Profile
Please place a tick (√) in the box [ ] to represent your answer.
Sila letakkan tanda (√) di dalam kotak [ ] untuk mewakili jawapan anda.
1. Age/ Umur:
[ ] Below 25/ 25 ke bawah [ ] 25 – 29years/ 25- 29 tahun
[ ] 30 – 34 years/ 30-34 tahun [ ] 35 years and above/ 35 ke atas
2. Gender/ Jantina:
[ ] Male/ Lelaki [ ] Female/ Perempuan
3. Status:
[ ] Single/ Bujang [ ] Married/ Berkahwin
[ ] Others/ Lain-lain
4. Highest Qualification/Kelulusan tertinggi:
[ ] Certificate/Sijil [ ] Diploma/Diploma
[ ] Degree/Ijazah [ ] Master/Sarjana
[ ] PhD-Doctorare / PhD-Doktor
5. Monthly Income/Pendapatan bulanan;
[ ] < RM 1000.00 [ ] RM 1001.00 – RM 2000.00
[] RM 2001.00- RM 3000.00 [ ] RM 3001.00 - RM 4000.00
[ ] > RM 4001.00
118
End of section A. *Please continue answering in section B.
Section B
This section consists of questions related to the three effects from sexual
harassment.
Please respond to the following questions. Kindly place a circle on the number
that best represents your opinion the most.
Bahagian ini terdiri daripada soalan-soalan yang berkaitan dengan tiga kesan dari
gangguan seksual. Sila jawab soalan-soalan berikut. Sila letakkan bulatan pada
nombor yang paling tepat dan mewakili pandangan anda.
Independent Variable: Job Performance
No Question Strongly Disagree Neutral Agree Strongly
agree Disagree
6 My task will be disturbed and 1 2 3 4 5
unable to finish if I was
sexually harassed.
Tugas saya akan terganggu
dan tidak dapat diselesaikan
sekiranya saya diganggu
secara seksual.
7 I will afraid to perform my 1 2 3 4 5
task when I am harassed.
Saya akan takut
melaksanakan tugas saya
apabila saya diganggu.
8 I will fail to concentrate on 1 2 3 4 5
my task if any of staff
119
harassed me.
Saya akan gagal
menumpukan perhatian pada
tugas saya sekiranya ada
kakitangan yang mengganggu
saya.
9 I am unable to perform up to 1 2 3 4 5
the level at key performance
index(KPI) at the
organization when I am
harassed.
Saya tidak dapat
menunjukkan prestasi yang
tinggi di indeks prestasi
utama (KPI) di organisasi
semasa saya diganggu.
10 If I am sexually harassed, my 1 2 3 4 5
work productivity will be
low.
Sekiranya saya diganggu
secara seksual, produktiviti
kerja saya akan rendah.
Independent Variable: Job Satisfaction

agree Disagree
11 I do believe that my 1 2 3 4 5
workspace must consists of
my privacy area to work.
Saya yakin bahawa ruang
kerja saya mesti terdiri
daripada kawasan privasi
saya untuk berkerja.
12 I believe my work morale 1 2 3 4 5
will decreased and it will lead
to unsatisfaction at workplace
if I was harassed.
Saya percaya semangat kerja
saya akan menurun dan akan
120
menyebabkan ketidakpuasan
di tempat kerja sekiranya
saya diganggu.
13 I acknowledge that 1 2 3 4 5
organization must have the
right channel to address my
unsatisfaction at workplace if
I was harassed.
Saya mengakui bahawa

organisasi mesti mempunyai
saluran yang tepat untuk
mengatasi ketidakpuasan
saya di tempat kerja
sekiranya saya diganggu.
14 My job satisfaction reflects 1 2 3 4 5
my perception of being
treated fairly and respectfully
in my workplace.
Kepuasan kerja saya
menggambarkan persepsi
saya untuk dilayan dengan
adil dan hormat di tempat
kerja saya.
15 When I am unsatisfied at 1 2 3 4 5
work place due to sexual
harassment, it may lead of my
resignation.
Apabila saya tidak berpuas
hati di tempat kerja kerana
gangguan seksual, ini
mungkin menyebabkan saya
mengundurkan diri.
Independent Variable: Personal Emotion

agree Disagree
16 I will feel angry, humiliated, 1 2 3 4 5
and nervous at workplace
121
when I am harassed by other
staff.
Saya akan merasa marah,
terhina, dan gementar di
tempat kerja apabila saya
diganggu oleh kakitangan
lain
17 I will be depressed at my 1 2 3 4 5
workplace if I was sexually
harassed.
Saya akan tertekan di tempat

kerja saya sekiranya saya
diganggu secara seksual.
18 I will be afraid to come to my 1 2 3 4 5
workplace if I was harassed.
Saya akan takut untuk datang
ke tempat kerja saya
sekiranya saya diganggu.
19 My personal life will be 1 2 3 4 5
affected due to sexual
harassment that happen at
workplace.
Kehidupan peribadi saya
akan terjejas kerana
gangguan seksual yang
berlaku di tempat kerja.
20 My mental health will be 1 2 3 4 5
affected if I was harassed.
Kesihatan mental saya akan
terjejas sekiranya saya
diganggu.
122
End of section B. *Please continue answering in section C.
Section C
This section consists of questions related to the sexual harassment at workplace.

Please respond to the following questions. Kindly place a circle on the number
that best represents your opinion the most.
Bahagian ini terdiri daripada soalan-soalan yang berkaitan gangguan seksual. Sila
jawab soalan-soalan berikut. Sila letakkan bulatan pada nombor yang paling tepat
dan mewakili pandangan anda.
Dependent Variable: Sexual harassment at workplace

agree Disagree
21 I do have the knowledge of 1 2 3 4 5
sexual harassment and it is
existing at workplace.
Saya memang mempunyai
pengetahuan tentang
gangguan seksual dan ia ada
di tempat kerja.
22 I will be considered I am 1 2 3 4 5
sexually harassed when other
staff tell me about my body
structure.
Saya akan dianggap saya
diganggu secara seksual
apabila kakitangan lain
123
memberitahu saya mengenai
struktur badan saya.
23 I am with the sexually 1 2 3 4 5
harassed definition when
other staff tell me about how I
dress, such as the colour and
design of my office attire.
Saya dengan definisi
gangguan seksual apabila
kakitangan lain memberitahu
saya tentang cara saya
berpakaian, seperti warna
dan reka bentuk pakaian
pejabat saya.
24 I will be considering the 1 2 3 4 5

sexually harassed definition
when other staff tell me jokes
about sex.
Saya akan
mempertimbangkan definisi
gangguan seksual apabila
kakitangan lain memberitahu
saya jenaka mengenai seks.
20 I choose to report any sexual 1 2 3 4 5

harassment incident to the
Human Resource Department.
Saya memilih untuk
melaporkan sebarang
kejadian gangguan seksual ke
Jabatan Sumber Manusia.
Your answer was complete.
*Thanks you for your cooperation.
124
APPENDIX 2: RELIABILITY RESULTS
Reliability
Item Cronbach’s Alpha
No. Of Items Coefficient
Sexual Harassment 5 0.81
Job Performance 5 0.89
Job satisfaction 5 0.91
Personal Emotion 5 0.78
APPENDIX 3: PEARSON CORRELATION COEFFICIENT RESULTS
Correlations
MJP MJS MPE MSH
MJP Pearson Correlation 1 .420** .311* .019
Sig. (2-tailed) .001 .016 .884
N 60 60 60 60
125
MJS Pearson Correlation .420** 1 .455** .216
Sig. (2-tailed) .001 .000 .097
N 60 60 60 60
MPE Pearson Correlation .311* .455** 1 .201
Sig. (2-tailed) .016 .000 .123
N 60 60 60 60
MSH Pearson Correlation .019 .216 .201 1
Sig. (2-tailed) .884 .097 .123
N 60 60 60 60
**. Correlation is significant at the 0.01 level (2-tailed).
*. Correlation is significant at the 0.05 level (2-tailed).
APPENDIX 4: MULTIPLE REGRESSIONS
Coefficientsa
Model Standardized
Unstandardized Coefficients Coefficients
B Std. Error Beta t Sig.
1 (Constant) -.086 .427 -.201 .841
MJP .620 .067 .538 9.223 .000
MJS .349 .064 .318 5.441 .000
MPE .032 .098 .013 .322 .748
a. Dependent Variable: MSH
126
Model Summary
Model Std. Error of the

R R Square Adjusted R Square Estimate
dim
ens
ion
1 .795a .632 .627 .40149
ANOVAb
Model Sum of Squares df Mean Square F Sig.
1 Regression 60.188 3 20.063 124.463 .000a
Residual 34.979 217 .161
Total 95.166 220
b. Dependent Variable: MSH
127

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THE EFFECT OF SEXUAL HARASSMENT AT WORKPLACE:

A STUDY OF SELECTED ORGANISATIONS IN

MOHD AKMAR NADZARI BIN ABDULLAH

OPEN UNIVERSITY MALAYSIA

MOHD AKMAR NADZARI BIN ABDULLAH

A Master’s Project submitted in partial fulfilment of the requirements for

CLUSTER OF BUSINESS AND MANAGEMENT

Name: Mohd Akmar Nadzari Bin Abdullah

Matric Number: CGS01758202

MOHD AKMAR NADZARI BIN ABDULLAH

patience to complete this research. I would like to express my deepest appreciation to

issues related to the project.

contribution in stimulating suggestions and encouragement, helped me to coordinate

my project especially in writing this report.

I would like to extend my gratitude towards my family especially my parents Mr

Alpaezah Bin Manaf for their genuine support and encouragement.

Jazakumullahu khairan kathira. Aameen.

DECLARATION ………………………………………………………………… iii

TABLE OF CONTENTS ………………………………………………………... vii

LIST OF TABLES ……………………………………………………………….. xi

LIST OF FIGURES ……………………………………………………………… xii

CHAPTER 1 INTRODUCTION ……………………………………………….. 1

1.2 BACKGROUND OF STUDIES 1

1.2.1 The victim and The Harasser 2

1.2.2 Cost to victim and organization from sexual harassment 3

1.2.3 Sexual harassment in Malaysia 4

1.3 THE SEXUAL HARASSMENT AT WORKPLACE 5

1.3.1 Two main categories of sexual harassment at workplace 6

1.3.2 The effect sexual harassment towards job performance 8

1.3.3 The effect sexual harassment towards job satisfaction 9

1.3.4 The effect sexual harassment towards personal emotion 9

1.4 PROBLEM STATEMENT 10

1.5 OBJECTIVES OF THE STUDY 11

1.6 RESEARCH QUESTIONS 11

1.8 SCOPE OF STUDIES 12

CHAPTER 2 REVIEW OF LITERATURE …………………………………... 14

2.1 DEFINITION OF SEXUAL HARASSMENT 14

2.1.1 Who can be the victims and the harasser? 16

2.1.2 Malaysia and the law against sexual harassment 17

2.2 SEXUAL HARASSMENT AT WORKPLACE 20

2.2.1 How you know your being harassed sexually 21

2.2.2 Types of workplace harassment

2.3 THE EFFECT OF SEXUAL HARASSMENT TOWARDS JOB

2.4 THE EFFECT OF SEXUAL HARASSMENT TOWARDS JOB

2.5 THE EFFECT OF SEXUAL HARASSMENT TOWARDS

2.7 CONCEPTUAL FRAMEWORK 35

CHAPTER 3 METHODOLOGY ………………………………………… 37

3.2 THEORETICAL FRAMEWORK 39

3.3 DATA COLLECTION 40

3.5.1 Sampling Elements 42

3.5.3 Sampling Size 43

3.6 RESEARCH INSTRUMENT 44

3.6.2 Questionnaire design 46

3.6.3 Nominal Scale 48

3.6.4 Ordinal Scale 49

3.7 PILOT TEST 50

3.8 DATA ANALYSIS 51

3.8.1 Framework of data analysis 52

CHAPTER 4 DATA ANALYSIS AND RESULTS …………………………… 55

4.2 DESCRIPTIVE ANALYSIS 55

4.3 RELIABILITY ANALYSIS 62

4.4 CORRELATION ANALYSIS 63

4.4.1 Pearson correlation analysis 65