PurposeThe goal of the present research is to investigate the association between observing consensual sexual behavior at work (e.g. flirting, joking) and job outcomes – specifically, job satisfaction and turnover intentions.Design/methodology/approachQuestionnaires were administered about observed consensual sexual behavior and job attitudes in two separate studies of working adults. Participants in Study 1 were 113 workers from 33 workplaces in the Midwestern USA; participants in Study 2 were 242 adults working in a variety of industries.FindingsIn support of the hypotheses, results from Study 1 indicated that employees who observed more sexual behavior at work reported lower job satisfaction. Study 2 replicated this result, but only for female employees. Observed sexual behavior at work was positively related to turnover intentions for both genders.Research limitations/implicationsIn both studies, the research design was cross‐sectional, which prohibits causal inferences about the data. Second, it was not possible to assess whether the observed sexual behavior occurred between friendly peers, married coworkers, or coworkers married to other people – thus it is unclear how this factor is related to employee reactions.Practical implicationsHuman resource managers should consider formulating policies regarding consensual sexual behavior at work to guide managers in handling potentially difficult situations, such as romantic relationships between peers.Originality/valueThis research is the first to explicitly link consensual sexual behavior at work with two specific job attitudes: job satisfaction and turnover intentions.

We examined the predictive relationships between distinct types of emotional regulation and psychological burnout in a sample of 85 practicing nurse professionals. Hierarchical regression analyses were used to predict emotional exhaustion, cynicism, and reduced professional efficacy from the genuine expression, faking, and suppression of discrete positive and negative emotions. The genuine expression of negative emotions predicted emotional exhaustion, and the genuine expression of positive emotions predicted cynicism and reduced professional efficacy. Results highlight the value of distinguishing among emotional valences and regulation types when examining the emotional antecedents of worker stress.

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