Sexual harassment in the workplace remains one of the most significant issues affecting the hospitality sector today. In particular, scholars need to better understand why some employees choose to remain employed by a company despite experiencing such harassment. Drawing from appraisal theory and social exchange theory, the goal of this study is to investigate the mediating effects of negative emotions (i.e., shame and anger) on the relationship between sexual harassment and turnover intention, and the moderating effect of pay satisfaction on the relationship between such negative emotions and turnover intention. Data were collected from 500 full-time restaurant employees in the United States. Using structural equation modeling (SEM), all direct effects were supported, except for the impact of shame on turnover intention. Moreover, anger mediated the relationship between sexual harassment and turnover intention, and pay satisfaction moderated the relationship between anger and turnover intention. Practical and theoretical implications are discussed in detail.

中文翻译：

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餐饮业性骚扰、负面情绪与离职意愿：薪酬满意度的调节作用

工作场所的性骚扰仍然是当今影响酒店业的最重要问题之一。特别是，学者们需要更好地理解为什么一些员工在经历过此类骚扰后仍选择继续受雇于公司。借鉴评价理论和社会交换理论，本研究的目的是探讨负面情绪（即羞耻和愤怒）在性骚扰和离职倾向之间的中介作用，以及薪酬满意度对此关系的调节作用。这种负面情绪与离职倾向之间的关系。数据收集自美国 500 名全职餐厅员工。使用结构方程模型（SEM），除了羞耻感对离职意向的影响外，所有直接影响都得到了支持。此外，愤怒在性骚扰和离职倾向之间起中介作用，薪酬满意度在愤怒和离职倾向之间起调节作用。详细讨论了实践和理论意义。