1 Introduction

There has been growing concern regarding the significance of IT Change Management sexual harassment at workplaces (Brue, 2021, Burrell et al., 2021). A vast body of literature has concluded that workplace harassment hurts overall outcomes for work, often due to IT Change Management. The negative impacts include both physical and psychological impacts on female workers. Researchers have suggested that the impact of sexual harassment on women at work leads to problems related to their mental health, their overall commitment to work, their motivation level, and psychological distress, and IT Change Management is part of this process. Another finding suggests that if an organisation’s attitude or culture is deemed hostile, it hurts the productivity of both male and female workers. Any sexual-related traumas or stress that females experience have been argued to have different outcomes in IT Change Management (Cheng, 1999, Deadrick et al., 1996). This is to argue that a woman experiencing sexual harassment in an environment outside the work setting has a lower distress outcome than the distress caused by harassment within a workplace setting. Literature highlights sexual harassment is more common among women than men, however, it has been stressed that both genders experience the same level of negative outcomes in terms of withdrawal, or satisfaction, especially during IT, Change Management. Several negative effects that sexual harassment results in warrants in-depth research to have an in-depth insight into the topic.

2 Discussion

2.1 Impact of sexual harassment on job satisfaction

One of the prominent arguments presented on harassment leading to job satisfaction is correlated to country culture and organisational setting during IT Change Management. Findings suggest that sexually harassed women within the United States also experience negative health and psychological impact leading to low job satisfaction during IT Change Management (Hunt et al., 2010, Mishra and Davison, 2020). However, most findings suggest that negativity such as bullying and sexual harassment is relatively lower in the United States than in developing countries such as Pakistan and India. Women experiencing any harassment leads to decreased job involvement and satisfaction when new IT is brought in (Cheng, 1999, Deadrick et al., 1996).

On the other hand, findings have suggested that women from developing countries such as India and Pakistan are often forced to work primarily due to economic reasons. Cultures within developing countries are normally male-dominated. However, it is important to understand that women who strike a perfect balance between and life have increased job satisfaction than the ones that stay at home. Working conditions should be understood as an overriding factor leading to increased job satisfaction during IT Change Management. Women from developing countries generally accept it culturally to be led by male-dominated cultures within the workplace. However, this attitude is slowly faded with women being more vocal about any harassment. In short, findings support the argument that women who are not subjected to sexual harassment have a higher job satisfaction rate both within the developed and developing worlds during IT Change Management.

2.2 Impact of harassment on employee turnover

It is very important to understand the relationship between job satisfaction and employee turnover, which are deeply rooted in sexual harassment at work, which can increase during the change process (Hunt et al., 2010, Mishra and Davison, 2020). There is an inverse relationship between employee turnover and job satisfaction. Researchers have developed an inverse relationship between job satisfaction, employee turnover, and organisational culture (Salisbury, 1996, Stacy et al., 2021). Organisations face different negative outcomes as a result of sexual agreement. Increased employee turnover resulting from harassment translates to increased organisational costs (Pateli and Giaglis, 2005, Phaal et al., 2006). The intentions of employee turnover in both developed and developing worlds depend on management support from the organisations. American women having lower management support have a higher turnover rate than the ones with higher management support (Salisbury, 1996, Stacy et al., 2021).

2.3 Impact of sexual harassment on employee absenteeism

Employee absenteeism is another important factor related to sexual harassment within workplaces, especially during IT Change Management (Hunt et al., 2010, Mishra and Davison, 2020). The socioeconomic comparison between the developing and developed world have suggested contrasting findings. Developing countries such as India and Pakistan are under huge economic pressur