Work–Family Spillover and Crossover Effects of Sexual Harassment: The Moderating Role of Work–Home Segmentation Preference

Jie Xin, Shouming Chen*, Ho Kwong Kwan, Randy K CHIU, Frederick H K YIM

*Corresponding author for this work

Research output: Contribution to journalArticlepeer-review

13 Citations (Scopus)

Abstract

This study examined the relationship between workplace sexual harassment as perceived by female employees and the family satisfaction of their husbands. It also considered the mediating roles of employees’ job tension and work-to-family conflict (WFC) and the moderating role of employees’ work–home segmentation preference in this relationship. The results, based on data from 210 Chinese employee–spouse dyads collected at four time points, indicated that employees’ perceptions of sexual harassment were positively related to their job tension, which in turn increased WFC. Moreover, WFC was negatively related to spouse family satisfaction. The negative relationship between sexual harassment and spouse family satisfaction was mediated by employees’ job tension and WFC. Finally, work–home segmentation preference attenuated the relationship between job tension and WFC. Our results provided insightful theoretical contributions and managerial implications for the sexual harassment and work–family literatures..

Original languageEnglish
Pages (from-to)619-629
Number of pages11
JournalJournal of Business Ethics
Volume147
Issue number3
DOIs
Publication statusPublished - 1 Feb 2018

Scopus Subject Areas

  • Business and International Management
  • Business, Management and Accounting(all)
  • Arts and Humanities (miscellaneous)
  • Economics and Econometrics
  • Law

User-Defined Keywords

  • Family satisfaction
  • Job tension
  • Sexual harassment
  • Work–family conflict
  • Work–home segmentation preference

Fingerprint

Dive into the research topics of 'Work–Family Spillover and Crossover Effects of Sexual Harassment: The Moderating Role of Work–Home Segmentation Preference'. Together they form a unique fingerprint.

Cite this