Researchers generally argue that sexual harassment influence poor female employee organizational attitudes. However, these relationships have been not always observed. Depending on the organizational support theory, this study extended the content domain of sexual harassment research by examining the role of perceived organizational support, on these relationships. For this, this study used a survey method and multiple regression analyses with Korean 285 female employees. As results, first, the more unwanted sexual attention employees perceived, they were less likely to show their organizational citizenship behavior. Second, the more sexual coercion employees perceived, they were more likely to have their work-family conflict. Third, the negative relationship between unwanted sexual attention and their organizational citizenship behavior are stronger for employees low rather than high in perceived organizational support. Finally, the positive relationship between sexual coercion and work-family conflict are stronger for employees low rather than high in perceived organizational support. The findings suggest the adaptive function of perceived organizational support employees hold in organizational behavior. This is the first study to examine the interaction between perceived organizational support and sexual harassment of female workers with organizational citizenship behavior and work-family conflict. This study also provides guidance for administrative managerial practices.

Abstract
1. Introduction
2. Theoretical Background and HypothesesDevelopment
    2.1. Conservation of Resource Theory
    2.2. Sexual Harassment and Female Employees’Attitudes
    2.3. Moderating Role of PerceivedOrganizational Support
3. Methodology
    3.1. Data Collection and Sample
    3.2. Measurement
4. Results
    4.1. Verification of Validity and Reliability
    4.2. Relationship between Variables
    4.3. Hypothesis Test
5. Conclusion
    5.1. Discussion
    5.2. Contributions and Implications
    5.3. Limitations and Future Research Directions
Reference

• Youngkeun CHOI(Department of Business Administration, Sangmyung University)