Sexual Harassment and Its Impact on Employees

Business & Economic Review, 2016

This paper attempts to investigate the impact of sexual harassment on employee turnover intention in educational sector of Peshawar, Pakistan. A total of 127 respondents are selected from 3 public and 3 private sector business schools of Peshawar. Using simple linear regression, the results reveal the existence of positive relationship between sexual harassment and employee turnover intentions. The research suggests strong interventions to reduce the incidents of sexual harassment in order to retain employees and enable them to work efficiently.

Procedia - Social and Behavioral Sciences, 2012

This study examines the predictions on sexual harassment experience towards job satisfaction and work stress among female employees at three universities in the Klang Valley, Malaysia. A questionnaire consisting of four sections has been used for this research. The four sections measured sexual harassment experience, job satisfaction, work stress and respondents information. A total of 1423 participants were selected through simple random sampling technique. Results show that more than half of the sample has had sexual harassment experience. Female employees aged between 26 to 39 years, married, and having length of service less than 5 years had more sexual harassment experiences. Another result showed a significant negative relationship between sexual harassment experience with job satisfaction and significant positive relationship between sexual harassment experience with work stress. Results also indicate that sexual harassment can be a predictor of job satisfaction and work stress.

Journal of Applied Psychology, 1999

Sexual harassment and its corresponding outcomes develop and change over time, yet research on this issue has been limited primarily to cross-sectional data. In this article, longitudinal models of harassment were proposed and empirically evaluated via structural equations modeling using data from 217 women who responded to a computerized questionnaire in 1994 and again in 1996. Results indicate that sexual harassment influences both proximal and distal work-related variables (e.g., job satisfaction, work withdrawal, job withdrawal) and psychological outcomes (e.g., life satisfaction, psychological well-being, distress). In addition, a replication of the L. F. Fitzgerald, F. Drasgow, C. L. Hulin, M. J. Gelfand, and V. J. Magley (1997) model of harassment was supported. This research was an initial attempt to develop integrated models of the dynamic effects of sexual harassment over time.

Sosiohumanika, 2010

The aim of this study is to identify the relationship between sexual harassment and its implication on employee's performance in one of Sabah's informal sector. The independent variables of this study are sexual coercion and sexual annoyance. In order to analyze the data, this study employs regression analysis. Likert Scale is in turn used to measure the respondents' perceptions on sexual harassment at workplace. Survey and interview are the other two methods used in this study. The findings show that there is a significant relationship in a negative direction between sexual harassment and employees' performance. In other words, sexual harassment at work place does profoundly affect workers' performances. This study also finds that gender plays a significant factor as female respondents tend to indicate particularly higher regards on sexual harassment. It is hoped that the findings of this study could contribute to alleviate if not to resolve the problems of sexual harassment at workplace. In the concluding remarks, this paper seeks to outline some suggestions to improve employees' efficacy in the organization which performance is hampered by occurrence of sexual harassment.

Journal of Applied …, 1997

SpringerPlus, 2014

The purpose of this study was to compare and contrast how differences in perceptions of sexual harassment impact productive work environments for employees in Pakistan as compared to the US; in particular, how it affects job satisfaction, turnover, and/or absenteeism. This study analyzed employee responses in Pakistan (n = 146) and the United States (n = 102, 76) using questionnaire data. Significant results indicated that employees who were sexually harassed reported (a) a decrease in job satisfaction (b) greater turnover intentions and (c) a higher rate of absenteeism. Cross-cultural comparisons indicated that (a) Pakistani employees who were sexually harassed had greater job dissatisfaction and higher overall absenteeism than did their US counterparts and (b) Pakistani women were more likely to use indirect strategies to manage sexual harassment than were US targets.

Sexual harassment of women in organizational settings has recently become a topic of interest to researchers and the general public alike. Although numerous studies document its frequency, the development of conceptual models identifying antecedents and consequences of harassment has proceeded at a slower pace. In this article, an empirical test of a recently proposed conceptual model is described. According to the model, organizational climate for sexual harassment and job gender context are critical antecedents of sexual harassment; harassment, in turn, influences work-related variables (e.g., job satisfaction); psychological states (e.g., anxiety and depression); and physical health. On the basis of a sample of women employed at a large, regulated utility company, the model's predictions were generally supported.

2019

Attention to sexual harassment at workplace is a new phenomenon which has been the focus of researchers since the 1970s. There are many models and theories to explain sexual causes, most of which have socio-cultural, biological and personality roots, as well as organizational and cognitive origins. Recently, a multi-factor model has combined all factors to investigate this phenomenon. In this article, we have conducted in-depth interviews with 31 sexual harassment victims (with age groups ranging from 23 to 47). Applying the Snowball Method, the study found what the members of the focus group described their experiences and it analyzed the sexual harassment based on patterns and theories. In response to causes of sexual harassment, the findings of this study show that biological, social, cultural, organizational, and cognitive factors are effective but not sufficient in themselves and a multifactorial pattern can be used to explain the influential variables of this phenomenon.

The Spanish journal of psychology, 2008

Although sexual harassment has been extensively studied, empirical research has not led to firm conclusions about its antecedents and consequences, both at the personal and organizational level. An extensive literature search yielded 42 empirical studies with 60 samples. The matrix correlation obtained through meta-analytic techniques was used totest a structural equation model. Results supported the hypotheses regarding organizational environmental factors as main predictors of harassment.

The present study utilized sexual harassment, organizational climate, and engagement theories to articulate a process model of how perceived antisexual harassment practices and sexual harassment incidents relate to affective commitment and intentions to stay. The authors hypothesized that perceived anti-sexual harassment practices and sexual harassment incidents would relate to employee engagement, both directly and indirectly through psychological distress. Moreover, psychological distress and employee engagement were hypothesized to mediate the relationships of perceived anti-sexual harassment practices and sexual harassment incidents with affective commitment and intentions to stay. Study fi ndings supported these hypotheses within two subsamples of female (N = 3,283 and 3,207) and male (N = 3,460 and 3,300) military personnel.