Beyond the Screen: Understanding the Impact of Virtual Sexual Harassment in Academia

Background and Purpose:
Although extensive research has examined the consequences of in-person sexual harassment in academia, the rise of remote and hybrid work has introduced new forms of gender-based violence, including virtual sexual harassment—harassment perpetrated via emails, video calls, messaging apps, and social platforms. These digitally mediated experiences can have unique psychological and professional consequences, especially for individuals with disabilities. This study aimed to: (1) examine whether the location of harassment (virtual vs. in-person) predicts job satisfaction and retention intentions among university employees, and (2) test whether disability status moderates these relationships. It was hypothesized that employees experiencing virtual harassment would report lower job satisfaction and be more likely to consider leaving their positions, with greater negative impacts among disabled individuals.

Methods:
Data were drawn from the Academic and Workplace Behaviors and Environment Survey (AWBES) administered at Rutgers University in Fall 2022. The analytic sample (n = 1,412) included respondents who reported experiencing at least one incident of sexual harassment and provided responses on job satisfaction and retention. Job satisfaction was measured using a 7-point Likert scale and analyzed via Ordinary Least Squares (OLS) and Ordered Logit (Ologit) regression models. Job retention was operationalized as a binary variable (whether respondents had never seriously considered quitting their job) and analyzed using Linear Probability (LPM) and Logit models. The key predictor was the location of harassment (virtual vs. in-person). Models included controls for gender identity, sexual orientation, employment category, age, and sense of institutional belonging. Interaction terms tested the moderating effect of disability.

Results:
Virtual sexual harassment was significantly associated with lower job satisfaction (OLS: b = –0.29, p < .01; Ologit OR = 0.70, p < .01) and lower odds of retention (Logit OR = 0.73, p < .10), compared to in-person harassment. Among respondents with disabilities, the effects were substantially more pronounced. The interaction between virtual harassment and disability status predicted an additional 0.49-point decrease in satisfaction (OLS, p < .10) and a 61.7% reduction in odds of reporting higher satisfaction (Ologit interaction OR = 0.48, p < .05). For retention, virtual harassment among disabled employees led to an 86.2% lower likelihood of never having considered quitting (Logit interaction OR = 0.15, p < .01). Predictive margins plots reinforced these findings, showing steeper declines in satisfaction and retention for disabled respondents when harassment occurred virtually.

Conclusions and Implications:
Findings underscore the distinct and intensified harms of virtual sexual harassment, particularly for individuals with disabilities. These results expand the literature on gender-based violence by showing how harassment in virtual settings undermines both job satisfaction and retention intentions. As remote work becomes normalized in academia, institutions must update anti-harassment policies to reflect virtual contexts and provide inclusive, accessible supports for survivors. Disability should be considered a critical equity lens when addressing the institutional consequences of harassment. These results call for targeted prevention strategies, virtual reporting pathways, and stronger community-building efforts to support affected employees.