Recently, sexual harassment is a serious concern by most of the people around the globe. According to World of Labour (2015), there are 75 countries that legally against and prohibits sexual harassment in their country (Hersch, 2015). While in Malaysia, in year 2002, Women’s Development Collective found that 35% respondents in their study had experienced sexual harassment. Sexual harassment at working environment is exceptionally unsafe, restrictive, and lengthy which giving a real reason for work environment strain and work disappointment (Sabitha, Norul Huda, & Roza, 2013). Hutagalung and Ishak,(2012) contended that, sexual harassment is typically regarded as all manifestations of unwanted conduct of a sexual nature, verbal or physical. The Malaysian Code of Practice (1999) deliberately characterizes sexual provocation as any unwanted direct of a sexual nature that may be assumed by;(i) as a circumstance on one’s administration,(ii) as an offence or disrespect, or (iii) as a danger to one’s wellbeing.

Job satisfaction is an essential element to study as it significance not only physically but also to the wellbeing of employees. Previous authors (Alagappar, Lean, David, Ishak, & Ngeow, 2011; Kenny, Samah, & Othman, 2011; Sabitha & Asmak, 2012) studied the relationship between sexual harassment and working environment in Malaysia but it was not known if there was a connection between sexual harassment variables and employee job satisfaction. Based on Chan, Lam, Chow and Cheung (2008), job dissatisfaction may lead to psychological distress.