The Moderating Effect of Equal Opportunity Support and Confidence in Grievance Procedures on Sexual Harassment from Different Perpetrators

M.S. Hershcovis, Sharon Parker, T.C. Reich

Research output: Contribution to journalArticlepeer-review

20 Citations (Scopus)

Abstract

This study drew on three theoretical perspectives - attribution theory, power, and role identity theory - to compare the job-related outcomes of sexual harassment from organizational insiders (i.e., supervisors and co-workers) and organizational outsiders (i.e., offend- ers and members of the public) in a sample (n = 482) of UK police officers and police support staff. Results showed that sexual harassment from insiders was related to higher intentions to quit, over-performance demands, and lower job satisfaction, whereas sexual harassment from outsiders was not significantly related to any of the outcome variables investigated. We also examined two moderator variables: equal opportunity support and confidence in grievance procedures. Consistent with our hypotheses, equal oppor- tunity support mitigated the effects of sexual harassment from supervisors on intent to quit and over-performance demands. Confidence in grievance procedures moderated the relationship between sexual harassment from supervisors and all outcome variables. Implications for theory and practice are discussed.
Original languageEnglish
Pages (from-to)415-432
JournalJournal of Business Ethics
Volume92
Issue number3
Early online date24 Jul 2009
DOIs
Publication statusPublished - 1 Mar 2010

Fingerprint

Dive into the research topics of 'The Moderating Effect of Equal Opportunity Support and Confidence in Grievance Procedures on Sexual Harassment from Different Perpetrators'. Together they form a unique fingerprint.

Cite this