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The purpose of this paper is to explore the concept of career regret. It examines processes that give rise to it including social comparison, social influences on career choice and career satisfaction and explores its association with occupational commitment and intention to quit the profession.

Hypotheses were tested among 559 British cardiac physiologists, using an online survey and structural equation modelling.

Research propositions were supported; social influences and social comparison are both associated with career regret. Direct and indirect pathways were found between career regret, occupational commitment and intention to quit the profession.

The paper provides a starting point for future career regret research using a range of methods.

Careers advisers both at the point of career choice and within organisations should encourage realistic occupation previews. Managers should become aware of career regret and help to mitigate its effects – for example, facilitating job crafting or reframing of experiences.

This paper is one of the first to investigate career choice regret and its associated psychological mechanisms.

To explore key legal issues surrounding sexual harassment claims made to employment tribunals and the courts.

This entails qualitative legal analysis of case decisions. This will involve an exposition of the reasoning behind legal decisions and a critical examination of the courts' or tribunals' interpretation of the law.

The research provides information about features and trends in sexual harassment litigation in Britain.

This paper outlines a set of preliminary results from an analysis of some sexual harassment cases heard in Britain.

Highlights key implications of legal decisions for human resource policy and practice in organizations. It will also identify deficiencies in management practice that lead to instances of sexual harassment taking place.

Scholars and policymakers in organizations should be interested in an integrated analysis of legal and organizational issues with respect to sexual harassment. The wider potential of the research is supported by the interest of the Equal Opportunities Commission and the willingness of the Commission to be named as an end user of the study.

The purpose of this paper is to present research conducted with legal cases of sexual harassment (SH) in Great Britain over the past ten years. The paper contributes to the equal opportunities literature since it offers a rare interpretation of longitudinal case data with important implications for law, policy, social science and, indeed, for the management of equal opportunities within organizations. The paper approaches SH both as an evolving legal issue and as a type of organizational conflict, with particular power influences and effects.

The population of individual case records with a SH component was accessed via the BALII database for the period 1995‐2005. These case records were content‐analyzed using a framework of variables developed for the study. Variables of interest initially were identified from a review of the social science, law and policy‐related literatures

The vast majority (96 per cent) of workers bringing appeals of SH were female. The data suggest that claimants were more likely to be single than married. In many ways, the profile of respondents appears a mirror image of claimants. This is true in terms of gender (92 per cent are men) and also in terms of organizational power; the large majority of individuals named as respondents in SH cases are managers or professional employees. It is evident from the analysis that there is low reporting and high attrition rates of cases relating to claims of SH.

Given this paper examines appellate cases, it is important that the findings are set in context. The appellate cases tend to deal with questions of law, which may make these cases particularly unique from the run of the mill harassment cases. Whilst dealing with important legal issues it should be acknowledged that appellate cases are not necessarily representative of SH litigation in general.

The paper contributes to the equal opportunities literature since it offers a rare interpretation of longitudinal case data with important implications for law, policy, social science and, indeed, for the management of equal opportunities within organizations.

The paper concludes that management of risk relating to SH could be improved via knowledge of the litigation record. This means looking not just at cases that make law, but at the wider body of claims tested by tribunals. Analysis of these could open a window on SH in workplaces – illuminating how it operates, how individuals and organisations react to its experience and how employment tribunals assess claims overall.