Journal of Business Ethics

, Volume 92, Issue 3, pp 415–432 | Cite as

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

  • M. Sandy HershcovisEmail author
  • Sharon K. Parker
  • Tara C. Reich


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.

Key words

attribution theory equal opportunity power role identity sexual harassment 


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Copyright information

© Springer Science+Business Media B.V. 2009

Authors and Affiliations

  • M. Sandy Hershcovis
    • 1
    Email author
  • Sharon K. Parker
    • 2
  • Tara C. Reich
    • 1
  1. 1.I. H. Asper School of Business, University of ManitobaWinnipegCanada
  2. 2.Institute of Work Psychology, University of SheffieldSheffieldU.K.

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