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This tabulation volume presents findings from the 2015 QuickCompass of Sexual Assault Prevention and Response-Related Responders (2015 QSAPR) conducted by the Defense Research, Surveys, and Statistics Center (RSSC) within the Defe...
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This tabulation volume presents findings from the 2015 QuickCompass of Sexual Assault Prevention and Response-Related Responders (2015 QSAPR) conducted by the Defense Research, Surveys, and Statistics Center (RSSC) within the Defense Manpower Data Center (DMDC). This survey was conducted at the request of the Sexual Assault Prevention and Response Office (SAPRO) as part of its ongoing evaluation efforts of Sexual Assault Prevention and Response (SAPR) programs towards sexual assault prevention and survivor support. The survey was designed to provide insights about SAPR responders-Sexual Assault Response Coordinators (SARCs) and Victims Advocates (VAs)-at military installations worldwide, to understand how effectively responders are trained for their positions, and their perceptions of how well their program is supported and executed.
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This report describes the sampling and weighting methodologies used in the 2015 QuickCompass of Sexual Assault Prevention and Response-Related Responders (2015 QSAPR). The target population of the 2015 QSAPR consists of Defense Se...
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This report describes the sampling and weighting methodologies used in the 2015 QuickCompass of Sexual Assault Prevention and Response-Related Responders (2015 QSAPR). The target population of the 2015 QSAPR consists of Defense Sexual Assault Advocate Certification Program (D-SAACP) certified Sexual Assault Response Coordinators (SARCs) and SAPR Victim Advocates (VAs) who are active duty, National Guard/Reserve members, or DoD civilian employees, in the Army, Navy, Marine Corps, Air Force, or DoD agencies.
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This report provides the results for the 2015 Workplace and Gender Relations Survey of Reserve Component Members (2015WGRR). The overall purpose of the 2015 WGRR is to document the extent to which Reserve component members reporte...
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This report provides the results for the 2015 Workplace and Gender Relations Survey of Reserve Component Members (2015WGRR). The overall purpose of the 2015 WGRR is to document the extent to which Reserve component members reported experiencing sexual assault in the 12 months prior to filling out the survey, the details surrounding those events, bystander intervention, and the members' perceptions of the effectiveness of sexual assault policies, training, and programs.
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This report contains tabulations of responses from the 2015 Workplace and Gender Relations Survey of Reserve Component Members (2015 WGRR) conducted from August 7 to October 19, 2015. The 2015 WGRR continues a line of military sex...
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This report contains tabulations of responses from the 2015 Workplace and Gender Relations Survey of Reserve Component Members (2015 WGRR) conducted from August 7 to October 19, 2015. The 2015 WGRR continues a line of military sexual assault and sexual harassment research begun in 1988. DMDC conducted Joint Service surveys of active duty members on gender issues in 1988, 1995, 2002, 2006, 2010, and 2012. DMDC expanded this line of research to the Reserve Components in 2004, 2008, and 2012 and to the Service Academies in 2005, 2006, 2008, 2010, 2012, and 2014. Historically, DMDC gender relations surveys have been designed to estimate the perceived level of sexual harassment and sexual assault in the Services and to provide new information on a variety of consequences of sexual harassment and sexual assault experiences.
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The Navy Personnel Research, Studies, and Technology Department (NPRST) (formerly Navy Personnel Research and Development Center) has been conducting research for many years on aspects of diversity and diversity- related issues su...
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The Navy Personnel Research, Studies, and Technology Department (NPRST) (formerly Navy Personnel Research and Development Center) has been conducting research for many years on aspects of diversity and diversity- related issues such as equal opportunity, discrimination, equity in discipline, sexual harassment, and pregnancy and parenthood in the Navy. Recently, top Navy leadership has expressed support for an encompassing diversity framework to guide Navy policy in these areas with the goals being to maximize teamwork and productivity so as to increase mission readiness. This Annotated Bibliography includes references to journal articles and reports about aspects of diversity issues in the Navy and, where appropriate, in the U.S. military as well. Additional references relate to diversity in the civilian workplace.
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This report presents the sexual harassment findings from the second administration of the Navy Equal Opportunity/Sexual Harassment Survey (NEOSH) in 1991. This survey assesses the occurrence, types, and consequences of sexual hara...
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This report presents the sexual harassment findings from the second administration of the Navy Equal Opportunity/Sexual Harassment Survey (NEOSH) in 1991. This survey assesses the occurrence, types, and consequences of sexual harassment for active-duty personnel. It also measures perceptions concerning organizational climate and leader's support in eliminating harassment in the Navy. Forty-four percent of female enlisted and 33% of female officer respondents indicated that had been sexually harassed during 1-year survey period. Very small percentages of male enlisted (8%) and male officer (2%) respondents reported sexual harassment. These findings indicate a statistically significant increase from the results of the 1989 NEOSH Survey for two groups: female officer and male enlisted personnel. Details about the type of harassment, characteristics of victims and perpetrators, and actions taken are compared between the 1989 and 1991 surveys. In addition, explanations for the differences in the occurrence rates found by various military surveys are addressed.
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A survey was conducted to help the Navy understand the family separation and petty regulations issues that have been cited as reasons for separation from the Navy. Results showed that family separation was seen as a generally nega...
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A survey was conducted to help the Navy understand the family separation and petty regulations issues that have been cited as reasons for separation from the Navy. Results showed that family separation was seen as a generally negative experience. Aspects of family separation related to physical separation and lack of communication with family were the most related to separation from the Navy. Most agreed that 'pretty regulations' referred to excessive, differentially enforced rules. Keywords: Family separation, Retention, Attrition, Separation questionnaire, Petty regulations. (SDW)
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