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The sexual harassment of female active-duty personnel: Effects on job satisfaction and intentions to remain in the military

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  • Antecol, Heather
  • Cobb-Clark, Deborah

Abstract

This paper examines the relationship between sexual harassment and the job satisfaction and intended turnover of active-duty women in the U.S. military using unique data from a survey of the incidence of unwanted gender-related behavior conducted by the U.S. Department of Defense. Overall, 70.9 percent of active-duty women reported experiencing some type of sexually harassing behavior in the 12 months prior to the survey. Using single-equation probit models, we find that experiencing a sexually harassing behavior is associated with reduced job satisfaction and heightened intentions to leave the military. However, bivariate probit results indicate that failing to control for unobserved personality traits causes single-equation estimates of the effect of the sexually harassing behavior to be overstated. Similarly, including women’s views about whether or not they have in fact been sexually harassed directly into the single equation model reduces the estimated effect of the sexually harassing behavior itself on job satisfaction by almost a half while virtually eliminating it for intentions to leave the military. Finally, women who view their experiences as sexual harassment suffer additional negative consequences over and above those associated with the behavior itself.

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Bibliographic Info

Article provided by Elsevier in its journal Journal of Economic Behavior & Organization.

Volume (Year): 61 (2006)
Issue (Month): 1 (September)
Pages: 55-80

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Handle: RePEc:eee:jeborg:v:61:y:2006:i:1:p:55-80

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References

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Citations

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Cited by:
  1. Antecol, Heather & Barcus, Vanessa E. & Cobb-Clark, Deborah A., 2007. "Gender-Biased Behavior at Work: What Can Surveys Tell Us About the Link Between Sexual Harassment and Gender Discrimination?," IZA Discussion Papers 2647, Institute for the Study of Labor (IZA).
  2. C Green & J S Heywood, 2007. "Are flexible contracts bad for workers? Evidence from job satisfaction data," Working Papers 590927, Lancaster University Management School, Economics Department.
  3. Antecol, Heather & Cobb-Clark, Deborah A. & Helland, Eric, 2011. "Bias in the Legal Profession: Self-Assessed versus Statistical Measures of Discrimination," IZA Discussion Papers 5831, Institute for the Study of Labor (IZA).
  4. Antecol, Heather & Cobb-Clark, Deborah A., 2008. "The Effect of Community-Level Socio-Economic Conditions on Threatening Racial Encounters," IZA Discussion Papers 3828, Institute for the Study of Labor (IZA).
  5. Antecol, Heather & Cobb-Clark, Deborah A., 2008. "Identity and racial harassment," Journal of Economic Behavior & Organization, Elsevier, vol. 66(3-4), pages 529-557, June.
  6. Joni Hersch, 2011. "Compensating Differentials for Sexual Harassment," American Economic Review, American Economic Association, vol. 101(3), pages 630-34, May.
  7. Antecol, Heather & Barcus, Vanessa E. & Cobb-Clark, Deborah, 2009. "Gender-biased behavior at work: Exploring the relationship between sexual harassment and sex discrimination," Journal of Economic Psychology, Elsevier, vol. 30(5), pages 782-792, October.
  8. Heather Antecol & Deborah Cobb-Clark, 2009. "Racial harassment, job satisfaction, and intentions to remain in the military," Journal of Population Economics, Springer, vol. 22(3), pages 713-738, July.
  9. John J. Donohue III, 2005. "The Law and Economics of Antidiscrimination Law," NBER Working Papers 11631, National Bureau of Economic Research, Inc.

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