ScholarWorks@숙명여자대학교

초록

In this article we focus our analytical attention on the elements of organizational context to identify the factors that increase or reduce the possibilities of sexual harrassment. For this, this study uses the 2016 Women Managers Panel Data to analyze the effects of sex composition, women representativeness, the relative power and authority of women managers, and the discriminatory HR practices and culture on women’s sexual harrassment experience. The results show that women are less likely to experience sexual harassment in organization where they are over 40% of total constituencies. Their subjective experiences of sexual harrassment also decrease when women have relatively more power and formal authority. Hence this research demonstrates that the experience of sexual harrassment in organizations is less likely when women overcome the token status. More significantly, the findings of this study support the fact that the power and authority of women in decision making are essential in reducing the likelihood of sexual discrimination and harrassment. This research also tries to explore the impact of work-related variables on sexual harrassment. The findings show that both the discriminatory HR practices and unsupporitive organizational culture increase the likelihood of women’s sexual harrassment experience. Lastly, this research analyzes the impact of sexual harrassment on work-related outcomes, and provide evidence for its negative effect on job satisfaction and organizational commitment of employees. Thus, the experience of sexual harrassment are not only detrimental for the survivors’ physical and psychological health but are also harmful to the organizational outcomes. These empirical findings call for the need of organizational policies and practices to exterminate sexual harrassment in the organizations.

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