なんか眠れない・・・（苦笑）ですのでちょっと調べてみました。それぞれ大分「概念」「理解」「背景」異なる様子。何かの参考へ：Sexual harassmentという言葉は存在しますが。あまりこういった形では使いません。
「Assault」（暴行）「Abuse」（虐待）いわゆる日本で言うチカンは（MolesterあるいはPervert（へんたい）。
例を出すと：
１、Plead guilty for two counts of sexual assault（性的暴行） and indecent exposure（不埒な露出）
Do you know what the sexual(or child) abuse means?（と医者が聞いたりもします）。Harassmentを使う場合はもうちょっと「嫌がらせ」の歩合が高い。
２、Power harassment・・・日本がいうような意味ではよくわからない。もうちょっとじっくり読んでみますね☆
性的暴行（せいてきぼうこう）とは、自主的承諾なしのあらゆる性的な物理的接触である。強姦と同一視されがちであるが、強姦に比べると性的暴行ははるかに広い概念を含んでいる。性的暴行は、いかなる場所であっても何者にも起きる可能性のある現象である。犯人は見知らぬ人、知人、上役、法人（拷問などの場合）、家族などあらゆる方面に及ぶ。男性及び女性は、同性及び異性のいずれに対しても性的暴行を行い得る。Sexual assault is an act in which a person sexually touches another person without that person's consent（性的暴行とは、対手（他人）の承諾なしに性的接触を行うことである）, or（もしくは） coerces（無理に（強要＝威圧（抑圧）すること） or（あるいは） physically forces a person to engage in a sexual act against their will（肉体的に相手の意思に反して、無理やり性的接触を強いること）.[1] It is a form of sexual violence（性的暴行の形態（種類） which includes rape (強姦も含める＝forced vaginal（強制して膣内）, anal（肛門） or（または） oral penetration（口腔侵入） or（あるいは） drug facilitated sexual assault(薬物に助成（刺激）された性的暴行), groping（痴漢行為）, child sexual abuse（児童性的虐待） or the torture of the person in a sexual manner（性的な拷問）＋ルーマニア語⇒Agresiunea sexuală este o atingere intenționată（性的暴行は意志に反して）, cu caracter sexual asupra corpului unei persoane（他人に性的接触を強いること）, fără consimțământul acesteia.[1] Agresiunea sexuală include atingerea oricărei părți a corpului（性的暴行は強姦も含む）, acoperită sau nu cu haine, fie cu o parte a corpului agresorului sau cu un obiect.[1]Agresiunea sexuală este o formă de violență sexuală care este definită în noul cod penal（罰） al României la Art（ルーマニア憲法）. 219（２１９条） "Agresiunea sexuală"（”性的暴行”）.[2]
Indecent exposure is the deliberate exposure in public （不埒な露出は意図的な公共での露出）or（あるいは） in view of the general public by a person of a portion or portions of their body（肉体の一部を公衆の面前（一般的公共において）に露出）, in circumstances（状況（環境） where the exposure is contrary to local moral （露出が地元（局部？）の道徳に反しているところ）or （もしくは）other standards of appropriate behavior（適した態度（行為）の標準）. The term indecent exposure is a legal expression（不埒な露出という言葉は合法的表現）. Social（社会的） and（加えて） community attitudes（地域社会（自治体）の判断（態度） to the exposing of various body parts（さまざまな肉体の部分を曝け出す） and（そして） laws covering（覆う法律（規制） what is referred to as indecent exposure（不埒な露出を参照する） vary significantly in different countries（異なる（それぞれの）国々で著しく違う（変る）. It ranges from outright prohibition to prohibition of exposure of certain body parts（一部の肉体部分の露出を禁止）, such as（例えば） the genital area（性器の部分）, buttocks（臀部（尻）） or（または） breasts（胸部）. Decency is generally judged by the standards of the local community, which are seldom codified in specifics in law. Such standards may be based on religion, morality or tradition, or justified on the basis of "necessary to public order".[1] Non-sexual exhibitionism or public nudity is sometimes considered indecent exposure. If sexual acts are performed, with or without an element of nudity, this can be considered gross indecency, which is usually a more serious criminal offence. In some countries, exposure of the body in breach of community standards of modesty is also considered to be public indecency. The legal and community standards of what states of undress constitute indecent exposure vary considerably and depend on the context in which the exposure takes place. These standards have also varied over time, making the definition of indecent exposure itself a complex topic＋フランス語→L'outrage public à la pudeur se réfère à un acte répréhensible dans l'espace public ou (dans certaines juridictions) une violation du droit à la pudeur, démontrée par une indécence naturelle, telle qu'une exhibition sexuelle, une relation sexuelle ou même une masturbation à la vue d'un public. De telles activités sont souvent illégales.
モラルハラスメント（仏: harcèlement moral、英: mobbing）とは、モラルによる精神的な暴力、嫌がらせのこと。俗語としてモラハラと略すこともある。フランスの精神科医、マリー＝フランス・イルゴイエンヌが提唱した言葉。
外傷等が残るため顕在化しやすい肉体的な暴力と違い、言葉や態度等によって行われる精神的な暴力は、見えづらいため長い間潜在的な物として存在していたが、イルゴイエンヌの提唱により知られるようになった[1]。イルゴイエンヌは、社会は精神的な暴力に対しては対応が甘いが、精神的な暴力は肉体的な暴力と同じ程度に、場合によっては肉体的な暴力以上に人を傷つけるもので、犯罪であると述べる。フランスにおいては、1998年時点では、社会は精神的な暴力に対しては対応が甘く、肉体的な暴力に対して厳しいので、その点が問題だという [2]。イルゴイエンヌは、セラピストとしてたくさんの被害者に接してきた結果、被害者が加害者の攻撃から身を守ることがいかに難しいか、よく知っている[3]。ストレスは行き過ぎなければ、心身に深い傷を与えない。これに対して、モラル・ハラスメントは、心身に深い傷を与えるのが普通の状態なのである[4]。「モラルハラスメントがどれほど被害者の心身の健康に破壊的な影響を与えるのか、その恐ろしさを嫌と言うほど見てきた。モラルハラスメントは、精神的な殺人である」とも述べている。[5]
安冨歩は「moralモラール」という語の「精神の、形而上学の」という意味を考慮に入れ、harcèlement moralハラスモン・モラール＝「身体的ではなく、精神的・情緒的な次元を通じて行われる継続的ないじめ、いやがらせ、つきまといなどの虐待」と解釈している[6]。「モラル・ハラスメント」が成立するためには、「いやがらせ」が行われると共に、それが隠蔽されねばならない。「いやがらせ」と「いやがらせの隠蔽」とが同時に行われることが、モラル・ハラスメントの成立にとって、決定的に重要である。[7]
加藤諦三は、「愛」だと思い込んで相手を支配する「サディズムの変装」を、モラルハラスメントをする人自身が理解できない側面を指摘している[8][要ページ番号]。
マリー＝フランス・イルゴイエンヌによる定義[編集]
加害者にとり被害者は、人間ではなく「モノ」[9]。とはいっても、モラル・ハラスメントの被害者に選ばれる人物にも傾向が存在する。被害者は、起こった出来事に対して自分が悪いのではと罪悪感を持ちやすい[10]、誰かに与えることを欲している[11]という性格が利用される。自己愛的な変質者が欲しているのだが持っていないものを持っているか、自身の生活のなかから喜びを引き出している場合も被害者に選ばれやすい[12]。
加害者は道徳家のように振舞うことが多い。妄想症の人格に近いところがある[13]。また、加害者が人を支配しようとするのには、妄想症の人間が自身の「力」を用いるのとは対照的に、自身の「魅力」を用いる[14]（婉曲的な表現や倒置法を好んで使うなど）。次に、ひとつひとつを取ってみればとりたてて問題にするほどのことではないと思えるようなささいな事柄・やり方により、被害者の考えや行動を支配・制御しようとする。この段階では、加害者は被害者に罪悪感を与え、周囲には被害者が悪いと思わせようとする[15][16]。
被害者が自立しようとすると、中傷や罵倒などの精神的な暴力を振るい始める[16]。だが、モラル・ハラスメントのメカニズムが機能しているかぎり、加害者の心には安寧がもたらされるので、被害者以外の人には「感じのいい人」として振る舞うことが出来る。そのため、その人が突然モラル・ハラスメントの加害者として振る舞ったとき、周囲には驚きがもたらされ、時にはハラスメントの否定さえなされる[17]。故に、被害者は自分のほうが悪いのではないかと逡巡し、暴力行為自体は相手が悪いが、原因は自分にあると思考してしまう。[16][18]。
モラル・ハラスメントの加害者が行う個々の攻撃行動は、普通の人でもやってしまうことがあるものだが、普通の人はためらいや罪悪感を伴ってしまうところを、「本物の加害者」[19]は自身のほうが被害者だと考える[20]。反対に、耐えかねた被害者が加害者に肉体的な暴力をふるってしまうこともよく起こる。加害者がそのように仕向けることすらある[21]。
「加害者のサディズムは、攻撃的パーソナリティーでは顕著に表れ、直接攻撃でわかりやすいが、迎合的パーソナリティーの人の場合には狡猾に表れる。迎合的パーソナリティーの人によるモラルハラスメントは迎え入れた相手に合わせ、優しい言葉や態度で誘惑し、非言語コミュニケーションを通して相手を攻撃していく[37]。
Mobbing・英語だとこうなるようです）Mobbing, as a sociological term, means bullying of an individual by a group, in any context, such as a family, peer group, school, workplace, neighborhood, community, or online.
When it occurs as emotional abuse in the workplace, such as "ganging up" by co-workers, subordinates or superiors, to force someone out of the workplace through rumor, innuendo, intimidation, humiliation, discrediting, and isolation, it is also referred to as malicious, nonsexual, nonracial / racial, general harassment.[1]ドイツ語→Mobbing oder Mobben steht im engeren Sinn für „Psychoterror am Arbeitsplatz mit dem Ziel, Betroffene aus dem Betrieb hinauszuekeln.“[1] Im weiteren Sinn bedeutet Mobbing, andere Menschen, in der Regel ständig bzw. wiederholt und regelmäßig, zu schikanieren, zu quälen und seelisch zu verletzen,[2] beispielsweise in der Schule, am Arbeitsplatz, im Sportverein, im Altersheim, im Gefängnis[3] und im Internet (Cyber-Mobbing). Typische Mobbinghandlungen sind die Verbreitung falscher Tatsachenbehauptungen, die Zuweisung sinnloser Arbeitsaufgaben, Gewaltandrohung, soziale Isolation oder ständige Kritik an der Arbeit.[4]
Type: psychological
Moral harassment
What is moral harassment?
How to recognize moral harassment?
What are the consequences of moral harassment at work?
What are the legal consequences of moral harassment?
This article is about mobbing in relation to human bullying behaviour. For mobbing as an antipredatory animal behaviour, see Mobbing (animal behavior). For mobbing as a crime in Scots law, see Mobbing (Scots law).
Mobbing, in the context of human beings, means bullying of an individual by a group, in any context, such as a family, peer group, school, workplace, neighborhood, community, or online.
When it occurs as emotional abuse in the workplace, such as "ganging up" by co-workers, subordinates or superiors, to force someone out of the workplace through rumor, innuendo, intimidation, humiliation, discrediting, and isolation, it is also referred to as malicious, nonsexual, nonracial / racial, general harassment.[1]Zersetzung[edit]
The earliest known usage of formal mobbing techniques began in East Germany in the 1950s and 1960s. East German secret police ( Stasi ) used mobbing extensively, in the specific formally-named Zersetzung, which was strengthened substantially by the Honecker era in 1971.[2][3][4][5]
Development of the concept[edit]
Konrad Lorenz, in his book entitled On Aggression (1966), first described mobbing among birds and animals, attributing it to instincts rooted in the Darwinian struggle to survive (see animal mobbing behavior). In his view, humans are subject to similar innate impulses but capable of bringing them under rational control.[6]
In the 1970s, the Swedish physician Peter-Paul Heinemann[sv] applied Lorenz's conceptualization to the collective aggression of children against a targeted child.[6]
In the 1980s, professor and practising psychologist Heinz Leymann applied the term to ganging up in the workplace.[6] Leymann noted that one of the possible side-effects of mobbing is post-traumatic stress disorder and is frequently misdiagnosed. After making this discovery he successfully treated thousands of victims at his clinic in Sweden.[citation needed]
In the workplace[edit]
Main article: Workplace bullying
British anti-bullying researchers Andrea Adams and Tim Field have used the expression "workplace bullying" instead of what Leymann called "mobbing" in a workplace context. They identify mobbing as a particular type of bullying that is not as apparent as most, defining it as "an emotional assault. It begins when an individual becomes the target of disrespectful and harmful behavior. Through innuendo, rumors, and public discrediting, a hostile environment is created in which one individual gathers others to willingly, or unwillingly, participate in continuous malevolent actions to force a person out of the workplace."[7]
Adams and Field believe that mobbing is typically found in work environments that have poorly organised production or working methods and incapable or inattentive management and that mobbing victims are usually "exceptional individuals who demonstrated intelligence, competence, creativity, integrity, accomplishment and dedication".[7]
Shallcross, Ramsay and Barker consider workplace "mobbing" to be a generally unfamiliar term in some English speaking countries. Some researchers claim that mobbing is simply another name for bullying. Workplace mobbing can be considered as a "virus" or a "cancer" that spreads throughout the workplace via gossip, rumour and unfounded accusations. It is a deliberate attempt to force a person out of their workplace by humiliation, general harassment, emotional abuse and/or terror. Mobbing can be described as being "ganged up on." Mobbing is executed by a leader (who can be a manager, a co-worker, or a subordinate). The leader then rallies others into a systematic and frequent "mob-like" behaviour toward the victim.[8]
Mobbing as "downward bullying" by superiors is also known as "bossing", and "upward bullying" by colleagues as "staffing", in some European countries, for instance, in German-speaking regions.[9]
Psychological and health effects[edit]
Victims of workplace mobbing frequently suffer from: adjustment disorders, somatic symptoms, psychological trauma (e.g., trauma tremors or sudden onset selective mutism), post-traumatic stress disorder (PTSD), and major depression.[10]
In mobbing targets with PTSD, Leymann notes that the "mental effects were fully comparable with PTSD from war or prison camp experiences." Some patients may develop alcoholism or other substance abuse disorders. Family relationships routinely suffer. Workplace targets and witnesses may even develop brief psychotic episodes occupational psychosis generally with paranoid symptoms. Leymann estimated that 15% of suicides in Sweden could be directly attributed to workplace mobbing.[10]
At school[edit]
See also: School bullying
Following on from the work of Heinemann, Elliot identifies mobbing as a common phenomenon in the form of group bullying at school. It involves 'ganging up' on someone using tactics of rumor, innuendo, discrediting, isolating, intimidating, and above all, making it look as if the targeted person is responsible (victim blaming).[11]
In academia[edit]
See also: Bullying in academia
Kenneth Westhues' study of mobbing in academia found that vulnerability was increased by personal differences such as being a foreigner or of a different sex; by working in fields such as music or literature which have recently come under the sway of less objective and more post-modern scholarship; financial pressure; or having an aggressive superior.[12] Other factors included envy, heresy and campus politics.[12]
Checklists[edit]
Sociologists and authors have created checklists and other tools to identify mobbing behaviour.[11][13][14]
Reverse mobbing[edit]
Reverse mobbing is an act of intimidation done by one subordinate, or subordinates as a group against the superior; as a result of mobbing against themselves[citation needed], personal conflicts, or politics, with which the subordinate aims to impair the superior’s hierarchical position by purposeful psychological harassment rather than quitting their job. The behaviours included in mobbing, like attacks on reputation and reliability, targeting professional efficiency, are used effectively in reverse mobbing as well. Subordinate behaviour included in reverse mobbing depends on factors like political trickery, changing job position, bilateral relations.[15]

What is moral harassment?
Many researchers are now trying to define and understand psychological or moral harassment at work. Among these, we have retained a definition from a renowned expert in the field, French psychiatrist Marie-France Hirigoyen, here freely translated:
"If a person or a group of individuals treats you in a manner that is hostile, whether through actions, words or in writing, and if those actions affect your dignity, your physical or psychological well-being, as well as causing a deterioration in your workplace or even jeopardizing your employment, you are the victim of psychological harassment."
How to recognize moral harassment?
According to German psychologist Dr. Heinz Leymann, the following are some of the effects and behaviours of moral harassment (for which he uses the term "mobbing"):
1.Effects on the victim's possibilities to communicate (management gives you no possibility to communicate, you are silenced, verbal attack against you regarding work assignments, verbal threats, verbal activities in order to reject you, etc.)
2.Effects on the victim's possibilities to maintain social contacts (colleagues do not talk with you any longer or you are even forbidden by management to talk to them, you are isolated in a room far away from others, you are "sent to Coventry", etc.)
3.Effects on the victim's possibilities to maintain his personal reputation (gossiping about you, others ridicule you, others make fun about a handicap or your ethnic heritage, or your way of moving or talking, etc.)
4.Effects on the victim's occupational situation (you are not given any work assignment at all, you are given meaningless work assignments, etc.)
5. Effects on the victim's physical health (you are given dangerous work assignments, others threaten you physically or you are attacked physically, you are sexually harassed in an active way, etc.)
Warning! There is no difference between “mobbing” and “bullying”, between moral harassment and psychological harassment. These terms are used to define the same phenomenon and depend on the country in which they originate from.

What are the consequences of moral harassment at work?
ON THE VICTIM
Moral harassment can lead to an untimely end to a career. The following example shows how such a course of events can lead to an abrupt, premature departure:
1.Emotional instability: anguish, discouragement, frustration, feelings of helplessness, a loss of self-esteem, of ambition, of motivation.
2.Physical health problems: tiredness, headaches, lack of sleep, intestinal and other physical discomforts.
3. Mental health problems: depression, professional
burn-out, suicidal thoughts. 4.Loss of credibility: reputation destroyed, victim’s professionalism questioned.
5.Job loss: disability leave, resignation or dismissal.
6.Incapacity to go back to regular work: abandoning the job market.
ON WITNESSES INSIDE THE ORGANIZATION
No one enjoys being a witness to exclusion, unfairness or injustice especially when it concerns a co-worker. In the presence of moral harassment, employees become involuntary witnesses. They may feel uneasy, insecure and powerless. Their own work environment changes, their interpersonal relationships may suffer, they may not feel as motivated about going to the office or the factory. This lack of motivation often degenerates into a loss of performance, sometimes leading up to resignations or dismissals.
Unlike France and Belgium where it is prohibited by Law, Canada has not yet adopted precise legislation in regards to workplace violence. The Lise Chagnon Forget case, where the plaintive's mental health was proven to be in danger, won an appeal in front of Québec' s professional injuries appeal board, the CLP (Commission des lésions professionnelles du Québec). Her unfortunate experience shows that judicial appeals often become time-consuming and costly, and will probably be denied in the first instance. Things are looking up however in Québec, since there is an increasing percentage of appeals ruled in favour by this board (now 30 %).
心理的虐待（しんりてきぎゃくたい）は、精神的虐待（せいしんてきぎゃくたい）とも呼ばれる。
フランス語→La violence psychologique, dite aussi violence morale, violence mentale, ou violence émotionnelle, est une forme de violence ou d'abus envers autrui sans qu'une violence physique soit mise en œuvre directement. Elle se caractérise par le comportement moralement agressif ou violent d'un individu vis-à-vis d'un autre individu. Elle peut se manifester par des paroles ou des actes qui influencent l'autre dans ses sentiments d'être aimé ou détesté. Cette violence peut résulter en un traumatisme psychologique, pouvant inclure anxiété, dépression chronique, ou trouble de stress post-traumatique1,2.　La violence psychologique ne concerne pas uniquement des agissements propres aux hommes envers les femmes. Elle touche bien entendu les couples où il est montré par de nombreuses études qu'elle émane tout autant des femmes. Les enfants en sont aussi massivement victimes, au point que des études récentes la considèrent comme « la norme » dans le monde moderne3 ; les enfants peuvent subir une violence morale directe mais aussi souffrir d'en être témoins. Enfin, cette violence est également très présente au travail, notamment de la part de « supérieurs » envers leurs « inférieurs », particulièrement sous la forme de harcèlement moral.　Psychological abuse (also referred to as psychological violence, emotional abuse, or mental abuse) is a form of abuse, characterized by a person subjecting, or exposing, another person to behavior that may result in psychological trauma, including anxiety, chronic depression, or post-traumatic stress disorder.[1][2][3] It is often associated with situations of power imbalance in abusive relationships including bullying, gaslighting, and abuse in the workplace.[2][3] It also may be perpetrated by persons conducting torture, other violence, acute or prolonged stealing and human rights abuse, particularly without legal redress such as detention without trial, false accusations, false convictions and extreme defamation such as where perpetrated by state and media.　ラテン語⇒Violentia psychica talis est contumelia alteri facta, qua quis ita tractetur, ut morbo mentis exponatur vel saltem vulneribus mentis, sicut anxietati, depressioni, dysthymiae et perturbationi traumate effectae.[1] His occurrunt aliae contumeliae, sicut gaslighting quod dicitur atque operariorum inter se vexationes, quae fiunt, cum opes conlaborantium vel in convictu versantium iniquae sunt.
暴言（ぼうげん）とは、他を傷付ける礼儀から外れた言葉、およびそのような言葉を口にすること。主に他人を傷つける意図で言い放つ乱暴な言葉を指す。言葉の暴力にもつながる。
スペイン語⇒El abuso verbal (ataque verbal o agresión verbal) se produce cuando una persona critica o insulta  a otra persona.1​ Es una forma destructiva de comunicación destinada a dañar el concepto de sí mismo de la otra persona y producir en ella emociones negativas.2​ El abuso verbal es un mecanismo de defensa inadaptado que cualquiera puede tener ocasionalmente, como en momentos de gran estrés o incomodidad física. Para algunas personas, es un patrón de conductas utilizadas intencionalmente para controlar o manipular a otros o para vengarse3​　Verbal abuse (verbal attack or verbal assault) is when a person forcefully criticizes, insults, or denounces someone else.[1] Characterized by underlying anger and hostility, it is a destructive form of communication intended to harm the self-concept of the other person and produce negative emotions.[2] Verbal abuse is a maladaptive mechanism that anyone can display occasionally, such as during times of high stress or physical discomfort. For some people, it is a pattern of behaviors used intentionally to control or manipulate others or to get revenge.[3]

パワーハラスメント（和製英語: power harassment）とは、「職場の権力（パワー）を利用した嫌がらせ」のことである[1]。略称は「パワハラ」。パワーハラスメントとは、2001年に東京のコンサルティング会社クオレ・シー・キューブの代表取締役岡田康子とそのスタッフが創った和製英語である。セクハラ以外にも職場にはさまざまなハラスメントがあると考えた岡田らは、2001年12月から定期的に一般の労働者から相談を受け付け、その結果を調査・研究し、2003年に「パワーハラスメントとは、職権などのパワーを背景にして、本来業務の適正な範囲を超えて、継続的に人格や尊厳を侵害する言動を行い、就労者の働く環境を悪化させる、あるいは雇用不安を与える」と初めて定義づけた。[2]その後、マスコミなどで多く取り上げられたこともあり、パワーハラスメントの概念は広く一般に浸透することとなった[要出典]。
東京都は、1995年から「職場において、地位や人間関係で弱い立場の労働者に対して、精神的又は身体的な苦痛を与えることにより、結果として労働者の働く権利を侵害し、職場環境を悪化させる行為」という定義のもとで労働相談[3]を受け付けている[4]。
2009年の金子雅臣の『パワーハラスメント なぜ起こる? どう防ぐ?』 による定義は、「職場において、地位や人間関係で弱い立場の相手に対して、繰り返し精神的又は身体的苦痛を与えることにより、結果として働く人たちの権利を侵害し、職場環境を悪化させる行為」で、ハラスメントであるか否かの判断基準は、「執拗に繰り返されることが基本」であり、しかし「一回限りでも、相手に与える衝撃の大きさによって」ハラスメントとみなされる[4][5]。
厚生労働省の「職場のいじめ・嫌がらせ問題に関する円卓会議ワーキング・グループ」（2012年）は、「職場のパワーハラスメントとは、同じ職場で働く者に対して、職務上の地位や人間関係などの職場内の優位性（※）を背景に、業務の適正な範囲を超えて、精神的・身体的苦痛を与えるまたは職場環境を悪化させる行為をいう。※上司から部下に行われるものだけでなく、先輩・後輩間や同僚間、さらには部下から上司に対して様々な優位性を背景に行われるものも含まれる」という定義を提案した[6][7]。
厚生労働省は、これ以外のパワハラにも十分注意すべきであるとし、2012年1月にパワーハラスメントの典型例を示した[8]。
1.暴行・傷害（身体的な攻撃）
2.脅迫・名誉毀損・侮辱・ひどい暴言（精神的な攻撃）
3.隔離・仲間外し・無視（人間関係からの切り離し）
4.業務上明らかに不要なことや遂行不可能なことの強制、仕事の妨害（過大な要求）
5.業務上の合理性なく、能力や経験とかけ離れた程度の低い仕事を命じることや仕事を与えないこと（過小な要求）
6.私的なことに過度に立ち入ること（個の侵害）
パワーハラスメントによって被害者に損害が生じた場合には、行為者は民法上の不法行為責任（民法709条）により財産上の損害を賠償する責めを負い、また710条により慰謝料を支払う義務を負う[13]。
また、パワーハラスメントが事業の執行に関してなされたものであれば、民法715条によって使用者もこの不法行為の損害賠償責任を負う[14]。さらに、使用者がパワーハラスメントが行われていることを認識していたにもかかわらずこれを防止する措置をとらずに放置していたという事情がある場合には、使用者は雇用契約に基づく安全配慮義務違反による債務不履行責任（民法415条）を負い損害を賠償する義務を負う[15]。
つまり、民事の場合も、パワーハラスメント以外のケースとそう変わるものではない。
Abuse of power, in the form of "malfeasance in office" or "official misconduct," is the commission of an unlawful act, done in an official capacity, which affects the performance of official duties. Malfeasance in office is often grounds for a for cause removal of an elected official by statute or recall election. Abuse of power can also mean a person using the power they have for their own personal gain.權力的濫用在「公務不當行為」或「官員瀆職」的形式下，是人履行公職時在其職務範疇下犯下的非法行為。這些行為或會影響其職務表現。辦公室瀆職往往會導致民選官員被引用法規而被罷免。濫用權力也意味著有人使用他已有的權力謀取私利＋スペイン語⇒El abuso de poder, en forma de "fechoría en el cargo" o "mala conducta oficial", es la Comisión de un acto ilícito, hecho en una capacidad oficial, que afecta el desempeño de los deberes oficiales. La mala conducta en la oficina es a menudo motivo de causa para la eliminación de un funcionario electo por estatuto o revocación de mandato . El abuso de poder también puede significar una persona que usa el poder que tiene para su propio beneficio personal.
Power harassment is harassment or unwelcome attention of a political nature, often occurring in the environment of a workplace including hospitals, schools and universities. It includes a range of behavior from mild irritation and annoyances to serious abuses which can even involve forced activity beyond the boundaries of the job description. Power harassment is considered a form of illegal discrimination and is a form of political and psychological abuse, and bullyingOrigin[edit]　Although the phenomenon power harassment is not uniquely Japanese, since it has occurred in many environments, the term is a Japanese coinage. It has received significant attention in Japan in recent years as a workplace problem.[1] For many Japanese, the only kind of management style they have ever experienced is one in which subordinates are treated harshly and no complaints are tolerated. This makes the nightmare boss seem normal, and those who have never had a different role model for management style find themselves falling back on the old methods. And indeed, many Japanese admire authoritarian bosses, finding them to be strong and admiring their "passion" that may be expressed in angry outbursts.[2] The term itself was coined by Okada Yasuko in 2002[citation needed] and is used mainly in Japan. It is analogous to "abuse of authority" or rankism in the workplace. Yuichiro Makiguchi is one of the researchers of power harassment at Tokoha Gakuen Junior College in Japan.
Example[edit]
Many workers are forced by their superiors to perform tasks outside of their job description and working hours. It is common for workers to be fired or suffer severe repercussions if they do not satisfy their superior's orders, despite there being no justifiable basis for such orders. Situations exist where employees are treated in a manner that far oversteps the bounds of what is proper between a boss and his or her workers. Someone in a position of power should never be allowed to exercise the power in a bullying or discriminatory fashion. This can create an unhappy and unsafe work environment not just for those being harassed but for the entire work force. Typical examples of power harassment include:
1.being scolded in front of other colleagues, rebuked in a loud voice
2.neglect
3.false evaluation and demotion.
職場いじめ（しょくばいじめ）は、職場における同僚や上司などによるいじめのこと。タイプによってモラルハラスメント（精神的ハラスメント）、パワーハラスメント（和製英語）、セクシャルハラスメントと呼ぶこともある。21世紀に入り、日本や欧州を含む各国で注目され始めた。 また、ブラッドタイプ・ハラスメントやガスライティングと呼ばれる手法によるいじめも存在する。
Workplace bullying is a persistent pattern of mistreatment from others in the workplace that causes either physical or emotional harm.[1] It can include such tactics as verbal, nonverbal, psychological, physical abuse and humiliation. This type of workplace aggression is particularly difficult because, unlike the typical school bully, workplace bullies often operate within the established rules and policies of their organization and their society. In the majority of cases, bullying in the workplace is reported as having been by someone who has authority over their victim. However, bullies can also be peers, and occasionally subordinates. [2] Research has also investigated the impact of the larger organizational context on bullying as well as the group-level processes that impact on the incidence and maintenance of bullying behaviour.[3] Bullying can be covert or overt. It may be missed by superiors; it may be known by many throughout the organization. Negative effects are not limited to the targeted individuals, and may lead to a decline in employee morale and a change in organizational culture＋オランダ語⇒Pesten op het werk is een herhaald mishandelen van iemand door een individu of een groep collega's onder de vorm van verbale agressie, gedragingen die bedreigend, intimiderend, vernederend zijn of sabotage door te verhinderen dat het werk naar behoren kan uitgevoerd worden. Deze vorm van agressie is zeer moeilijk te onderkennen, in tegenstelling tot pesten op school, aangezien de pesters dikwijls actief zijn conform aan gevestigde waarden, beleidsregels en procedures van hun bedrijf en maatschappij. De agressor is de Pester en ligt in conflict met het Doelwit van pesterijen.

Sexual harassment is bullying or coercion of a sexual nature, or the unwelcome or inappropriate promise of rewards in exchange for sexual favors.[1] In most modern legal contexts, sexual harassment is illegal. As defined by the US Equal Employment Opportunity Commission (EEOC), "It is unlawful to harass a person (an applicant or employee) because of that person's sex." Harassment can include "sexual harassment" or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. The legal definition of sexual harassment varies by jurisdiction. Sexual harassment is subject to a directive in the European Union.[2]　Where laws surrounding sexual harassment exist, they generally do not prohibit simple teasing, offhand comments, or minor isolated incidents.[citation needed] In the workplace, harassment may be considered illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted, or when the victim decides to quit the job). The legal and social understanding of sexual harassment, however, varies by culture.
In the context of US employment, the harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer, and harassers or victims can be of any sex or gender.[3]
It includes a range of actions from mild transgressions to sexual abuse or sexual assault.[4] Sexual harassment is a form of illegal employment discrimination in many countries, and is a form of abuse (sexual and psychological) and bullying. For many businesses or organizations, preventing sexual harassment, and defending employees from sexual harassment charges, have become key goals of legal decision-making.Coining the term and history[edit]
The concept of sexual harassment, in its modern understanding, is a relatively new one, dating from the 1970s onwards; although other related concepts have existed prior to this in many cultures. The term sexual harassment was used in 1973 in "Saturn's Rings", a report authored by Mary Rowe to the then President and Chancellor of MIT about various forms of gender issues.[5] Rowe has stated that she believes she was not the first to use the term, since sexual harassment was being discussed in women's groups in Massachusetts in the early 1970s, but that MIT may have been the first or one of the first large organizations to discuss the topic (in the MIT Academic Council), and to develop relevant policies and procedures. MIT at the time also recognized the injuries caused by racial harassment and the harassment of women of color, which may be both racial and sexual. The President of MIT also stated that harassment (and favoritism) are antithetical to the mission of a university as well as intolerable for individuals.
In the book In Our Time: Memoir of a Revolution (1999), journalist Susan Brownmiller quotes the Cornell activists who in 1975 thought they had coined the term sexual harassment: "Eight of us were sitting in an office ... brainstorming about what we were going to write on posters for our speak-out. We were referring to it as 'sexual intimidation,' 'sexual coercion,' 'sexual exploitation on the job.' None of those names seemed quite right. We wanted something that embraced a whole range of subtle and un-subtle persistent behaviors. Somebody came up with 'harassment.' 'Sexual harassment!' Instantly we agreed. That's what it was."[6]
These activists, Lin Farley, Susan Meyer, and Karen Sauvigne went on to form Working Women's Institute which, along with the Alliance Against Sexual Coercion, founded in 1976 by Freada Klein, Lynn Wehrli, and Elizabeth Cohn-Stuntz, were among the pioneer organizations to bring sexual harassment to public attention in the late 1970s.
Still the term was largely unknown until the early 1990s when Anita Hill witnessed and testified against Supreme Court nominee Clarence Thomas.[7] Since Hill testified in 1991, the number of sexual harassment cases reported in US and Canada increased 58 percent and have climbed steadily.[7]
A man makes an unwanted sexual advance on a woman.
One of the difficulties in understanding sexual harassment, is that it involves a range of behaviors. In most cases (although not in all cases) it is difficult for the victim to describe what they experienced. This can be related to difficulty classifying the situation or could be related to stress and humiliation experienced by the recipient. Moreover, behavior and motives vary between individual cases.[citation needed]Dzeich et al. has divided harassers into two broad classes:
Public harassers are flagrant in their seductive or sexist attitudes towards colleagues, subordinates, students, etc.
Private harassers carefully cultivate a restrained and respectable image on the surface, but when alone with their target, their demeanor changes.
Langelan describes four different classes of harassers.[20]
Predatory harasser who gets sexual thrills from humiliating others. This harasser may become involved in sexual extortion, and may frequently harass just to see how targets respond. Those who don't resist may even become targets for rape.
Dominance harasser: the most common type, who engages in harassing behavior as an ego boost.
Strategic or territorial harassers who seek to maintain privilege in jobs or physical locations, for example a woman's harassment of male employees in a predominantly female occupation.
Street harasser: Another type of sexual harassment performed in public places by strangers. Street harassment includes verbal and nonverbal behavior, remarks that are frequently sexual in nature and comment on physical appearance or a person's presence in public.[21]
Prevention[edit]

Le harcèlement sexuelest un enchaînement d'agissements hostiles dont la répétition affaiblit psychologiquement la victime, dont le but est d’obtenir une relation sexuelle avec la victime.
Depuis 2012, la loi française a été modifiée afin d'étendre le harcèlement sexuel aux cas de harcèlement moral à base de sexisme (déjà prévus par la loi). Le harcèlement sexuel désigne alors une situation dans laquelle une ou plusieurs personnes sont soumises de manière répétée à des propos ou pratiques visant à les réduire à leur identité sexuelle1. Les cas principalement visés sont des employés soumis aux « fantaisies » de leurs collègues ou supérieurs.　Il désigne aussi les sollicitations de faveurs sexuelles au travail sous peine de sanction.
À l'inverse, le favoritisme sexuel nommé communément "promotion canapé" où un individu a des relations sexuelles dans le but d'obtenir une promotion hiérarchique ou une augmentation de salaire n'est pas considérée comme une situation de harcèlement sexuel, puisque dans ce cas le consentement est mutuel. Dans la pratique, l'existence de relations sexuelles est facile à prouver alors que le consentement l'est beaucoup moins (ainsi que les malentendus sur le non-consentement d'un des deux partenaires). Le fait pour un supérieur hiérarchique d'accorder des gratifications en fonction d'avantages personnels qu'il en tire, que ce soit en argent ou en nature, peut constituer une faute grave de la part de celui-ci, et éventuellement un délit (par exemple de trafic d'influence s'agissant d'un fonctionnaire français qui obtiendrait des faveurs sexuelles en échange d'une promotion ou d'un acte).　La perception de propos déplacés pour les qualifier de harcèlement sexuel peut aussi être une source de difficultés juridiques, ainsi le conseil constitutionnel français a en 2012 considéré que la définition légale du harcèlement sexuel était trop floue.
Japon[modifier | modifier le code]　Voiture réservée aux femmes aux heures de pointe dans un train régional entre Tokyo et Hakone.　Au Japon, les femmes sont particulièrement victimes des Chikan, terme utilisé fréquemment au Japon pour désigner les auteurs d'attouchements sur les femmes et les jeunes filles dans les transports en communs. Ce phénomène va d'attouchements discrets dans les métros bondés, jusqu'au viol durant les heures tardives de la nuit.　Ce phénomène est malheureusement très répandu, plusieurs compagnies ferroviaires ont d'ailleurs réservé aux femmes certaines voitures durant les heures de pointe pour protéger les passagères. Beaucoup de guides signalent ce problème et conseillent vivement aux voyageuses non accompagnées de rester sur leurs gardes. En 2004, on recensait 2 201 cas de harcèlement à Tokyo. La loi est ferme et condamne ces délits d'une amende de 50 000 yens soit environ 420 euros. Certaines voitures de métro ou de train à Tokyo et dans le Kansai sont désormais interdites aux hommes26.＋イタリア語→Per molestie sessuali si intendono comportamenti lesivi e molesti riguardanti la sfera sessuale.Le definizioni differiscono a seconda dai quadri normativi dei diversi ordinamenti giuridici nazionali. Nell'ambito delle molestie come definite internamente alle organizzazioni, dai regolamenti delle organizzazioni che li dispongono.
Gross indecency is a legal term in the English-speaking world that was originally used to criminalize sexual activity between men short of sodomy, which required penetration. The term was first used in British law in a statute of the British Parliament in 1885 and was carried forward in other statutes throughout the British Empire. The offense was never actually defined in any of the statutes which used it, which left the scope of the offense to be defined by court decisions. The concept of gross indecency as a criminal offense is reflective of Victorian-era morality.