The Moderating Effect of Equal Opportunity Support and Confidence in Grievance Procedures on Sexual Harassment from Different Perpetrators
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...
| Authors: | ; ; |
|---|---|
| Format: | Electronic Article |
| Language: | English |
| Check availability: | HBZ Gateway |
| Journals Online & Print: | Drawer...
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| Fernleihe: | Fernleihe für die Fachinformationsdienste |
| Published: |
Springer
2010
|
| In: |
Journal of business ethics
Year: 2010, Volume: 92, Issue: 3, Pages: 415-432 |
| Further subjects: | B
Attribution Theory
B role identity B Equal Opportunity B Sexual Harassment B Power |
| Online Access: |
Volltext (JSTOR) Volltext (lizenzpflichtig) |
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| 245 | 1 | 4 | |a The Moderating Effect of Equal Opportunity Support and Confidence in Grievance Procedures on Sexual Harassment from Different Perpetrators |
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| 520 | |a 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. | ||
| 650 | 4 | |a Sexual Harassment | |
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| 700 | 1 | |a Parker, Sharon K. |e VerfasserIn |4 aut | |
| 700 | 1 | |a Reich, Tara C. |e VerfasserIn |4 aut | |
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