• Carra S Sims, Fritz Drasgow, and Louise F Fitzgerald.
• Department of Psychology, University of Illinois at Urbana-Champaign, IL, USA. cssims@s.psych.uiuc.edu
• J Appl Psychol. 2005 Nov 1; 90 (6): 1141-52.

AbstractSexual harassment has consistently negative consequences for working women, including changes in job attitudes (e.g., lower satisfaction) and behaviors (e.g., increased work withdrawal). Cross-sectional evidence suggests that harassment influences turnover intentions. However, few studies have used actual turnover; rather, they rely on proxies. With a sample of 11,521 military servicewomen with turnover data spanning approximately 4 years, the authors used the appropriate method for longitudinal turnover data--Cox's regression--to investigate the impact of harassment on actual turnover. Experiences of harassment led to increased turnover, even after controlling for job satisfaction, organizational commitment, and marital status. Among officers, harassment also affected turnover over and above rank. Given turnover's relevance to organizational bottom lines, these findings have important implications not only for individual women but also for organizations.((c) 2005 APA, all rights reserved).

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