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

Author

Listed:
  • Jie Xin

    (Shandong University)

  • Shouming Chen

    (Tongji University)

  • Ho Kwong Kwan

    (Shanghai University of Finance and Economics)

  • Randy K. Chiu

    (Hong Kong Baptist University)

  • Frederick Hong-kit Yim

    (Hong Kong Baptist University)

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.

Suggested Citation

  • Jie Xin & Shouming Chen & Ho Kwong Kwan & Randy K. Chiu & Frederick Hong-kit Yim, 2018. "Work–Family Spillover and Crossover Effects of Sexual Harassment: The Moderating Role of Work–Home Segmentation Preference," Journal of Business Ethics, Springer, vol. 147(3), pages 619-629, February.
    • Handle: RePEc:kap:jbuset:v:147:y:2018:i:3:d:10.1007_s10551-015-2966-9
    DOI: 10.1007/s10551-015-2966-9
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    References listed on IDEAS

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    1. Long‐Zeng Wu & Frederick Hong‐kit Yim & Ho Kwong Kwan & Xiaomeng Zhang, 2012. "Coping with Workplace Ostracism: The Roles of Ingratiation and Political Skill in Employee Psychological Distress," Journal of Management Studies, Wiley Blackwell, vol. 49(1), pages 178-199, January.
    2. Lance, Charles E. & Vandenberg, Robert J. & Self, Robin M., 2000. "Latent Growth Models of Individual Change: The Case of Newcomer Adjustment," Organizational Behavior and Human Decision Processes, Elsevier, vol. 83(1), pages 107-140, September.
    3. Yi Liao & Xiao-Yu Liu & Ho Kwan & Jinsong Li, 2015. "Work–Family Effects of Ethical Leadership," Journal of Business Ethics, Springer, vol. 128(3), pages 535-545, May.
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    Cited by:

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    2. Kristian Alm & David S. A. Guttormsen, 2023. "Enabling the Voices of Marginalized Groups of People in Theoretical Business Ethics Research," Journal of Business Ethics, Springer, vol. 182(2), pages 303-320, January.
    3. Yanping Gong & Xiuyuan Tang & Julan Xie & Long Zhang, 2022. "Exploring the Nexus Between Work-to-Family Conflict, Material Rewards Parenting and Adolescent Materialism: Evidence from Chinese Dual-Career Families," Journal of Business Ethics, Springer, vol. 176(3), pages 593-607, March.
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    5. Berta Schnettler & Edgardo Miranda-Zapata & Klaus G. Grunert & Germán Lobos & María Lapo & Clementina Hueche, 2021. "Testing the Spillover-Crossover Model between Work-Life Balance and Satisfaction in Different Domains of Life in Dual-Earner Households," Applied Research in Quality of Life, Springer;International Society for Quality-of-Life Studies, vol. 16(4), pages 1475-1501, August.

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