본 연구는 OO학교에서 담당자에 의해 의뢰된 청소년 성폭력 가해자 대상으로 성폭력통념 수용도, 성태도, 성지식의 변화를 위한 집단상담 프로그램의 효과성에 관한 연구이다. 프로그램 진행은 2***년 **월부터 **월까지 주 1회씩 총 8회에 걸쳐 약 120분씩 OO학교 집단 상담실에서 실시하였다. 본 연구의 효과를 검증하기 위해 객관적인 평가와 주관적인 평가를 하였다. 실험집단과 통제집단을 설정하여 프로그램 실시전ㆍ후에 성폭력통념 수용도, 성태도 및 성지식 검사지를 실시 한 후 t-test를 실시하였다. 또한 주관적인 평가로서 연구자와 관찰자 중심기법을 사용하였다. 연구결과를 토대로 다음과 같은 결론을 얻었다. 집단상담 프로그램이 청소년 성폭력 가해자의 성폭력통념 수용도와 성태도 및 성지식의 변화에 효과가 있었다. 또한 프로그램 실시 구성단계에 따라 하위영역의 깊이에 변화를 주었다. 이것은 여러가지 급변하는 어려운 한계 속에 실천현장에서 집단상담 프로그램의 활용가능성을 제시하는 데에 의의와 큰 성과가 있다고 하겠다.

This study compares the male and female attitudes towards sexual imagery in press advertising and identifies the demographic and psychographic factors influencing their attitudes. Although this topic has received previous attention in literature, genders’ attitudes have not been exclusively compared and particularly not with a view to the factors influencing these attitudes. We employed qualitative methodology to gain a greater understanding of the participants’ views. The findings revealed the significance of gender and age on shaping consumers’ attitude. The contrast between male and female attitudes was undeniable, however overall interviewees implied their growing indifference to the genre.

Researchers generally argue that sexual harassment influence poor female employee organizational attitudes. However, these relationships have been not always observed. Depending on the organizational support theory, this study extended the content domain of sexual harassment research by examining the role of perceived organizational support, on these relationships. For this, this study used a survey method and multiple regression analyses with Korean 285 female employees. As results, first, the more unwanted sexual attention employees perceived, they were less likely to show their organizational citizenship behavior. Second, the more sexual coercion employees perceived, they were more likely to have their work-family conflict. Third, the negative relationship between unwanted sexual attention and their organizational citizenship behavior are stronger for employees low rather than high in perceived organizational support. Finally, the positive relationship between sexual coercion and work-family conflict are stronger for employees low rather than high in perceived organizational support. The findings suggest the adaptive function of perceived organizational support employees hold in organizational behavior. This is the first study to examine the interaction between perceived organizational support and sexual harassment of female workers with organizational citizenship behavior and work-family conflict. This study also provides guidance for administrative managerial practices.