The creation of inclusive workplaces in which individuals can thrive constitutes an important goal for many organizations. Despite recognition of this fact, persistent adverse workplace experiences, such as sexual harassment, threaten to relegate inclusion to mere rhetoric. While previous research has identified several outcomes of sexual harassment, we examine the relationship between sexual harassment and employee engagement, a strong driver for improved service delivery, organizational performance, and employee motivation. Building on the job demands-resources model, we consider three moderators that may influence this relationship: gender, perceived supervisory support, and the gender equity climate. The results indicate that sexual harassment has a negative relationship with employee engagement, but that this relationship differs between male and female employees. However, we found no significant moderating effects of perceived supervisory support and gender equity climate. The article ends with a discussion of the findings and implications for theory and practice.

中文翻译：

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性骚扰和员工参与：探索性别的作用、感知到的监督支持和性别平等氛围

创造包容性的工作场所，个人可以在其中茁壮成长，这是许多组织的重要目标。尽管承认这一事实，但持续存在的不利工作场所经历（例如性骚扰）可能会将包容性贬低为纯粹的言辞。虽然之前的研究已经确定了性骚扰的几种结果，但我们研究了性骚扰与员工敬业度之间的关系，这是改善服务交付、组织绩效和员工积极性的强大驱动力。在工作需求-资源模型的基础上，我们考虑了可能影响这种关系的三个调节因素：性别、感知到的监督支持和性别平等氛围。结果表明，性骚扰与员工敬业度呈负相关，但这种关系在男性和女性员工之间有所不同。然而，我们发现感知的监督支持和性别平等环境没有显着的调节作用。文章最后讨论了研究结果以及对理论和实践的影响。