Union climate as a moderator of the antecedents and consequences of sexual harassment in organizations

Date of Completion

January 2000


Psychology, Industrial|Sociology, Criminology and Penology|Sociology, Industrial and Labor Relations




Few researchers have examined sexual harassment in the context of a union. This study examined the impact of union climate, defined as union tolerance for sexual harassment, on organizational antecedents and consequences of sexual harassment in organizations. First, a widely-used integrated model of sexual harassment was tested in a union context. Then union climate as a moderator of two relationships in the model was tested. 242 women union members responded to a survey investigating the occurrence of sexual harassment, organizational climate and job gender context as antecedents of sexual harassment, and job satisfaction, psychological outcomes, and health conditions as consequences of sexual harassment. The test of the integrated model replicated findings of previous research in part, but also indicated that some relationships may be different in a union context. Specifically, in this study, sexual harassment had a direct influence on negative psychological outcomes and indirect effects on job satisfaction and health conditions through psychological outcomes. This may represent an extension of the model. Also, union climate did not moderate the relationship between organizational climate and sexual harassment. Union climate did moderate the relationship between sexual harassment and psychological outcomes, though not in the manner expected. ^