Two conflicting frameworks for understanding work-family conflict are proposed. According to the rational view, conflict is related linearly to the total amount of time spent in paid and family work. According to the gender role perspective, gender role expectations mute the relationship between hours expended and perceived work-family conflict, and gender interacts with number of hours worked and work-family conflict. Two measures of work-family conflict were used to assess, respectively, work interference with family and family interference with work. Two separate samples of employed people with families were used: a systematically selected sample of psychologists and a volunteer sample of managers. The results generally support (a) the usefulness of separate indicators of work-family conflict and (b) aspects of both the rational view and the gender role view.

In 3 separate studies, the authors developed measures of different social mechanisms used in the interaction between a customer and a service provider and examined their effects. Service relationships occur when a customer has repeated contact with the same provider. Service encounters occur when the customer interacts with a different provider each time. Service pseudorelationships are a particular kind of encounter in which a customer interacts with a different provider each time, but within a single company. The 3 studies showed consistently that customers having a service relationship with a specific provider had more service interactions and were more satisfied than those who did not have one. These results held across 7 different service areas, 3 diverse samples, and 2 different ways of measuring a service relationship.

This article reviews the research on employment discrimination in organizations. It focuses on discrimination perceptions, charges, and lawsuits and discusses the consequences of discrimination. Among the conclusions are the following: (a) The proportion of claimants filing under different antidiscrimination statutes differs by race; (b) the area needs theories that can explain wide variance in perceptions of events; (c) the consequences of discrimination are best viewed from individual, group, and organizational levels; and (d) if the results of instruments are used in legal settings, social scientists should pay careful attention to reliability and validity, as well as standards of legally admissible evidence.

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We propose that sexual harassment of women at work is often a product of sex‐role spillover, which is defined as the carryover into the workplace of gender‐based expectations for behavior that are irrelevant or inappropriate to work. We argue that, when the sex‐ratio at work is skewed—in either direction—sex‐role spillover occurs. Thus, women in male‐dominated work experience one kind of sex‐role spillover. They are “role deviates” who are treated differently from other (male) work‐role occupants; they are aware of this differential treatment, and they think it is directed at them as individual women rather than as work‐role occupants. On the other hand, women in female‐dominated work also experience sex‐role spillover but of a different kind. Sex‐role and work‐role are practically identical. These women are treated similarly to other (female) work‐role occupants, so are unaware that their treatment is based on sex‐role. Because of this, they think the treatment they receive is a function of their job; the job itself is sexualized. Data from a representative sample survey, about sexual harassment of working women in Los Angeles County, provide some support for these ideas.