We conducted 2 Web‐based survey studies to examine factors associated with the incidence of workplace romance. In Study 1, results based on data collected from 197 employees indicate that their degrees of perceived workplace sexualization and task interdependence were related to their observations of workplace romance. In addition, employees were most likely to report participating in a workplace romance when workplace sexualization and male–female social contact were high. In Study 2, results based on data collected from 80 employees indicate that their degrees of perceived workplace sexualization was related to their observations of workplace romance. Taken together, the results of the 2 studies suggest that work context is associated with the incidence of workplace romance.

PurposeThis study aims to explore the nature of couple agreement about work‐family conflict, adding to previous research by explicitly testing the extent to which couples agree when rating work interference with family (WIF) and the influence of this agreement on other outcomes.Design/methodology/approachIn total, 224 dual‐earner couples were surveyed to assess their own WIF, as well as what they believed to be their partner's level of WIF. Participants also completed questions regarding their organizational commitment.FindingsCouples agreed when rating their own and their partners' WIF more than they disagreed. As predicted, couples agreed more when rating the female partner's WIF as compared to the male partner's WIF. Finally, couple agreement about WIF moderated the relationship between female WIF and her continuance organizational commitment such that the relationship between the female partner's WIF and her level of continuance commitment was stronger when agreement about her experienced WIF was low.Research limitations/implicationsThis was a convenience sample, and therefore caution should be used when generalizing to a broader population. Second, the research design was cross‐sectional, prohibiting causal inferences and conclusions about couple agreement over time.Practical implicationsOrganizations should consider the perceptions and attitudes of both employees and their partners, as both have implications for work attitudes. Organizations might benefit from considering ways in which they can involve and engage employees' spouses and partners, and could offer flexible schedules as a way to reduce employee work‐to‐family conflict and enhance both employee and partner attitudes toward the organization.Originality/valueThis paper contributes to the literature by exploring both self and partner perceptions of work‐family conflict and examining couple agreement about this conflict.

The purpose of the current research was to evaluate how gender stereotypes and sexist attitudes affect responses to hypothetical job applicants. In Study 1 (N=93) undergraduate and graduate students in the Southwestern USA evaluated a male, female, or gender-ambiguous resume. They also completed the Ambivalent Sexism Inventory (ASI; Glick and Fiske 1996). Hypotheses were tested using ANOVA. Results suggested that participants who expressed more hostile sexist attitudes evaluated the gender-ambiguous applicant more negatively than a male or female applicant. In Study 2 (N=117), graduate and undergraduate participants were asked to indicate the gender of the ambiguous applicant. Those who scored high on hostile sexism, and perceived a gender-ambiguous applicant to be male, provided the most favorable evaluations.

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