Abstract

Sexual harassment is common in the workplace and leads to negative outcomes for individuals and organizations. Previous research has shown that turnover is a negative outcome of sexual harassment. Organizations can implement policies and procedures, but little research exists examining the impact of these policies on employee perceptions and intentions. Thus, the aim of this study is to examine perceived enforcement of organizational policies and procedures as a moderator of the relationship between sexual harassment and turnover intentions. Social exchange theory is used to explain this concept between women from male-dominated professions and gender-balanced professions. Participants were 66 employed females from different industries. A series of regressions and ANOVAs indicated that sexual harassment and turnover intentions had significant results. Future research directions and limitations are discussed.

Thesis Completion

2021

Semester

Spring

Thesis Chair

Horan, Kristin

Co-Chair

Jex, Steve

Degree

Bachelor of Science (B.S.)

College

College of Sciences

Department

Psychology

Language

English

Access Status

Open Access

Release Date

5-1-2021

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