Gender and Public Organization: A Quasi-Experimental Examination of Inclusion on Experiencing and Reporting Wrongful Behavior in the Workplace.

CONCEPTUAL structures; CORPORATE culture; EMPLOYEE attitudes; EXPERIENTIAL learning; MASCULINITY; RESEARCH methodology; POLICE; QUESTIONNAIRES; SCALE analysis (Psychology); SELF-evaluation; SEX distribution; SEXUAL harassment; SOCIAL integration; SURVEYS; WORK; WORK environment; EMAIL; SOCIOECONOMIC factors; BEHAVIOR disorders; DATA analysis software; OFFENSIVE behavior; DESCRIPTIVE statistics

Most public organizations share values and beliefs and socially constructed patterns of action that guide the behavior of their employees, resulting in their unique organizational culture. Existing literature on police organizations describes an unmistakable culture that celebrates masculine values and a social structure that exists purposely and specifically to repress female officers. Using a survey data set of 1,114 female federal law enforcement officers, this research employs coarsened exact matching to examine perceived inclusion and its effects on women experiencing disrespect by male colleagues and incidences of sexual harassment and sexual discrimination. In addition, reporting behavior is captured for female officers who experience wrongful conduct. The study finds that women who report working in an inclusive organizational culture are less likely to experience pervasive negative attitudes from their male colleagues or occurrences of sexual harassment and sexual discrimination. However, the existence of an inclusive organizational culture did not show a significant difference in reporting sexual harassment or sexual discrimination if women experienced such wrongful behavior. [ABSTRACT FROM AUTHOR]

Copyright of Public Personnel Management is the property of Sage Publications Inc. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)