Citation

Harris RJ, McDonald DP, Sparks CS. Armed Forces Soc. 2018; 44(1): 25-43.

Copyright

(Copyright © 2018, SAGE Publishing)

DOI

10.1177/0095327X16687069

PMID

unavailable

Abstract

PURPOSE:Sexual harassment remains a persistent problem in the U.S. military despite extensive research and policy initiatives. Theoretical explanations identify individual circumstances (e.g., power differentials) and organizational factors (e.g., climate, culture). However, data constraints limit the capacity to link individual contexts with independent measures of environments.Data/Methods:A unique Defense Equality Opportunity Climate Survey allows assessment of organizational climates and individual experiences with multilevel analyses.

RESULTS:Sexist environmental context increases the likelihood of personal harassment experiences after controlling for individual-level variables. However, unit-level climate, group cohesion, and job satisfaction are not significant.

CONCLUSION:Both individual and organizational factors are important. However, the organizational context has less to do with culture or unit cohesion and more to do with tolerance of sexism. Focusing on problem units may be effective for reducing the prevalence and persistence of sexual harassment.

Language: en