Balwant Paul T, Jueanville Odell, Ramdeo Shalini
Department of Management Studies, The University of the West Indies, St. Augustine, Trinidad.
Work. 2019;64(3):439-451. doi: 10.3233/WOR-193006.
Research on workplace sexual harassment has focused largely on its direct antecedents and consequences. In contrast, few studies unravel mechanisms through which sexual harassment is related to organizational outcomes.
Following affective events theory, the purpose of this paper is to investigate mental health as a mechanism in the relationship between sexual harassment and organizational commitment.
Quantitative data were collected using a survey design for which 249 employees responded.
Structural equation modeling showed that the mediation model was partially supported for the overall sample because mental health was a partial and not full mediator. However, post-hoc analysis revealed that the mediation model was suited to men, but not women.
This study contributes to sexual harassment research by (a) investigating a novel mechanism in the sexual harassment to organizational commitment relationship and (b) highlighting the importance of gender differences when attempting to unravel the sexual harassment causal chain. Implications for organizations regarding the development of sexual harassment policies, complaint procedures, and training are explained.
职场性骚扰研究主要集中在其直接的前因和后果上。相比之下，很少有研究揭示性骚扰与组织成果之间的关联机制。
遵循情感事件理论，本文旨在研究心理健康作为性骚扰与组织承诺之间关系的一种机制。
采用调查设计收集定量数据，共有249名员工做出回应。
结构方程模型表明，中介模型在总体样本中得到部分支持，因为心理健康是部分而非完全中介变量。然而，事后分析表明，中介模型适用于男性，而不适用于女性。
本研究对性骚扰研究的贡献在于：（a）探究了性骚扰与组织承诺关系中的一种新机制；（b）强调了在试图理清性骚扰因果链时性别差异的重要性。文中还解释了对组织制定性骚扰政策、投诉程序和培训的启示。
