Race as a Moderator in a Model of Sexual Harassment: An Empirical Test Mindy E. Bergman Texas A&M University Fritz Drasgow University of Illinois at Urbana-Champaign L. F. Fitzgerald, C. L. Hulin, and F. Drasgow (1995) proposed that victim characteristics, such as race, might moderate the relationships between sexual harassment and its job, psychological, and health status outcomes. This study describes 2 theoretical positions, tokenism and double jeopardy, that could account for this possible moderation by race, as well as the alternative view that no moderating effects exist. The effects of race are empirically examined through simulta- neous path analysis. Results indicate that whereas mean levels of harassment differ across race, the phenomenon of sexual harassment unfolds similarly across races; race is not a moderator of the relationships between sexual harassment and the variables proposed as its antecedents and outcomes. The integrated theoretical model of sexual harass- ment proposed by Fitzgerald, Hulin, and Drasgow (1995) views sexual harassment as an organizational stressor. As such, sexual harassment should have organizationally related antecedents and job-, psy- chological-, and health-related outcomes. Sexual ha- rassment is viewed as a function of the organization’s climate (Naylor, Pritchard, & Ilgen, 1980) concern- ing sexual harassment and of the job-gender context (i.e., the extent to which the job is stereotypically masculine or feminine). Climates that tolerate sexual harassment and jobs that are more masculine are predicted to be associated with higher rates of sexual harassment for women. Additionally, the theoretical model links sexual harassment to job, psychological, and health outcomes, proposing that higher harass- ment rates will result in reduced job satisfaction, lower psychological well-being, and worsened health conditions and satisfaction. These personal outcomes should have organizational consequences by affect- ing organizational withdrawal behaviors (Hanisch & Hulin, 1990, 1991). Support for this model has been found in several samples, including publicly and pri- vately held U.S. organizations (Fitzgerald, Drasgow, Hulin, Gelfand, & Magley, 1997; Glomb, Munson, Hulin, Bergman, & Drasgow, 1999), the U.S. mili- tary (Fitzgerald, Drasgow, & Magley, 1999), and Turkish women (Wasti, Bergman, Glomb, & Dras- gow, 2000). Fitzgerald, Hulin, and Drasgow (1995) hypothe- sized that victim vulnerability factors (e.g., marital status, race, social support) would moderate the re- lationship between sexual harassment and its out- comes. Murrell (1996), echoing this idea, noted that sexual harassment might affect its outcomes differ- ently for women of different races. It has long been suggested that minority women would be more likely than nonminority women to experience sexual ha- rassment (MacKinnon, 1979) and several studies have demonstrated this (e.g., Drasgow, Fitzgerald, Magley, Waldo, & Zickar, 1998; Gruber & Bjorn, 1982; Shupe, Cortina, Ramos, Buchanan, Trujillo, & Antonatos, 1996). These studies and others also showed that harassed women tended to have lower job satisfaction and worse health and psychological conditions than nonharassed women (Fitzgerald et al., 1997; Glomb et al., 1999; Munson, Hulin, & Drasgow, 2000). However, research showing higher rates of harass- ment for minority women does not address the ques- tion of whether race is a moderator as hypothesized by Fitzgerald, Hulin, and Drasgow (1995). A higher frequency of sexual harassment experiences suggests a main effect for race and does not directly provide evidence concerning the hypothesized moderating ef- fect. As Murrell (1996) noted, little sexual harass- ment research has dealt with racial matters beyond reporting the racial compositions of samples. This is Mindy E. Bergman, Department of Psychology, Texas A&M University (TAMU); Fritz Drasgow, Department of Psychology, University of Illinois at Urbana-Champaign. The research reported here was supported by Grant 1 R01 MH50791-01A2 from the National Institute of Mental Health and by the Defense Manpower Data Center, Arling- ton, Virginia. We wish to express our thanks to Charles L. Hulin for his input on this research. Correspondence concerning this article should be ad- dressed to Mindy E. Bergman, Department of Psychology, 4235 TAMU, College Station, Texas 77843-4235. E-mail: mindybergman@tamu.edu Journal of Occupational Health Psychology 2003, Vol. 8, No. 2, 131–145 Copyright 2003 by the Educational Publishing Foundation 1076-8998/03/$12.00 DOI: 10.1037/1076-8998.8.2.131 131 This document is copyrighted by the American Psychological Association or one of its allied publishers. This article is intended solely for the personal use of the individual user and is not to be disseminated broadly.