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During labor shortages, organizations that wish to recruit effectively must advertise jobs attractive to applicants. Demonstrates that policy capturing methodology can be used to uncover the job attributes of interest to potential applicants. Examines the influence of five organizational attributes on the willingness to apply for and accept a job offer in law enforcement. A total of 213 individuals seeking basic law enforcement training certification participated in this study. Each participant completed a survey made up of 32 scenarios varying on levels of five attributes. For the dependent variables “willingness to apply for a job” and “willingness to accept a job offer”, starting salary exerted the most influence on individuals’ job choice decisions. Relocation requirements, advancement opportunities, image, and retirement plan followed respectively in amount of influence exerted for each variable.

A critical aspect in venture capital (VC) exiting is the choice of exit mode. This study aims to predict if venture capitalists (VCs) can take the venture capital undertaking public by identifying the impact of investment attributes, market timing and macroeconomic conditions on the choice of mode of exit for VCs.

The study uses logistic regression on a sample of 632 Indian VC-backed firms where VCs exited during the past two decades via initial public offers (IPOs) and other routes, including strategic sale, secondary sale and buyback.

Results suggest that growth stage investments, larger syndication size and a larger number of IPOs increase the probability of exiting through IPOs, whereas investments in the information technology and information technology-enabled services industry have a higher likelihood of being exited through other routes. Region and gross domestic product are found to be statistically insignificant in predicting the likelihood for a particular mode of exit.

The results have practical implications for VCs as knowledge regarding the influence of investment attributes, market timing and macroeconomic conditions can help them in deciding their exit strategy vis-à-vis mode of exit and can maximize their potential gains. The results also have implications for the potential investors, primarily the public at large and acquirers.

The determinants of VC exit options remain an unexplored area in the Indian context. To the best of the authors’ knowledge, the study is the first of its kind that has used investment attributes, market timing and macroeconomic conditions to predict VC exit options in India.

The purpose of this paper is to examine if facets of workaholism are associated with a family history of metabolic diseases.

Data on workaholism and family history of health issues were collected, through administration of an online survey, from 194 employees.

Workaholism significantly related to a family history of metabolic diseases.

Future researchers should collect objective disease data, examine work-related moderators as well as potential mediators, and implement longitudinal designs with much larger samples. That said, the data reveal a correlation between workaholism and family history of metabolic disease.

The results provide valuable information to help promote a healthy workforce and to improve employees’ health by reducing workaholic tendencies. They could also help to minimize health-related costs associated with metabolic diseases that could develop in parallel with workaholism, as well as costs in terms of a loss in productivity due absenteeism.

It is, the authors believe, the first study to investigate the relationship between facets of workaholism and family history of health issues that have often been associated with metabolic diseases.

The purpose of this paper is to examine the relationships among workaholism, psychological capital (PsyCap), and burnout, as well as investigate the potential mediating effect of PsyCap on the relationship between workaholism and burnout.

Data on workaholism, PsyCap, and burnout were collected, through administration of an online survey, from 400 faculty and staff at a large Southeastern university.

Workaholism is negatively related to PsyCap and is positively related to burnout, while PsyCap is negatively correlated with burnout. Moreover, while tested in a mediation model, PsyCap appeared as a significant mediating variable for all three dimensions of burnout (i.e. emotional exhaustion, depersonalization, and personal accomplishment).

Future researchers may benefit from examining a sample outside an educational institution. Also, both workaholism and burnout may be better suited for studies utilizing longitudinal designs. That said, the data reveal information about the process whereby tendencies indicative of heavy work investment lead to burnout within employees. That is, workaholism leads to lower PsyCap, which then results in burnout.

The results suggest that employers may benefit from considering the negative effects of heavy work investment and maintaining a culture that discourages such behavior. It might also be beneficial for employers to ensure that employees have a heightened PsyCap and, therefore, are safeguarded against burnout.

This is the first study to examine the influence that employee PsyCap has on the development of workaholism and burnout by examining its role as a mediator.

The purpose of the current study was to examine the relationships among workaholism, organizational citizenship behaviors (OCBs) and gender role beliefs.

Data were collected, through administration of an online survey, from 409 faculty and staff at a large Southeastern university.

Workaholism and OCBs were negatively related. Additionally, both feminine and masculine role beliefs were associated with OCBs.

Future researchers may benefit from examining a sample outside an educational institution.

As our society continues to change, gender role beliefs will become less restricted to our biological genders and it will become essential for organizations to understand how they relate to work behavior (e.g. OCBs). Namely, androgyny may be a desirable trait for employees.

This is the first study to investigate the relationships among workaholism, OCBs and gender role beliefs.

The purpose is to identify the underlying motives of heavy work investment (HWI) types (i.e. workaholism and work engagement) based on self-determination theory, while controlling for job demands and resources. The role of four cultural differences (i.e. individualism, power distance, uncertainty avoidance and masculinity) in moderating the motivational correlated relationships is also explored using data retrieved from two distinct cultures (i.e. the USA and Egypt).

Full-time employees (N = 595) in the USA and Egypt were surveyed. Multiple regression analyses were used to test the associations between the two HWI types and four types of motivation (i.e. intrinsic, extrinsic, introjected and identified motivations). Furthermore, moderation analyses were conducted to explore potential effects of four cultural dimensions (i.e. individualism, power distance, uncertainty avoidance and masculinity) on the motivationalcorrelated relationships.

Workaholism positively relates to the controlled types of motivation (i.e. extrinsic and introjected regulation), while work engagement positively relates to the autonomous ones (i.e. intrinsic and identified regulation) and negatively associates with extrinsic motivation. Moreover, cultural masculinity moderated the relationship between work engagement and extrinsic motivation, as well as the association between workaholism and extrinsic motivation.

A clear differentiation of motivation behind both types of HWI is required by occupational health practitioners to design interventions that stimulate employee engagement rather than fuel workaholism. Multinational organizations could also benefit from understanding the interaction between cultural dimensions, motives and HWI, thereby planning more effective work engagement strategies among different cultures.

This is the first study to investigate the motivational correlates of HWI types across two contrasting cultures.

The purpose of this paper is to investigate the relationships among incivility, stress, workaholism, and psychological capital (PsyCap).

Data on incivility, stress, workaholism, and PsyCap were collected, through administration of an online survey, from 168 employees.

Workaholism and stress were positively related to uncivil behaviors, while PsyCap was negatively linked to incivility. Additionally, workaholism was positively associated with stress and negatively related to PsyCap. Finally, PsyCap acted as a mediator between workaholism and uncivil behaviors.

Future researchers should obtain a larger number of minority participants, assess the instigators of incivility, and implement a longitudinal model.

Managers should focus on reducing stress and uncivil behaviors, and implement interventions to reduce workaholism and stress and increase PsyCap.

It is the first study to examine measurable traits that are likely to lead to negative behaviors, and includes an emotional tool, PsyCap, that can be developed to limit the negative influence of incivility on the organization.

Research on prosocial behaviour shows that help‐giving differs between the sexes. Gender role theory posits that males specialise in material aid, while females specialize in emotional support. Today, people increasingly help and support each other via online environments. The purpose of this study is to examine whether the genders of avatars used in online interactions influence help‐giving behaviour in similar ways as physical sex does in face‐to‐face situations.

An empirical study was conducted using a unique observational data set from a Japanese massively‐multiplayer online game. Instances of help‐giving were identified from conversation logs, coded, and analysed statistically to discover differences between male and female avatars and different help types.

Avatar gender is found to influence help‐giving in ways that deviate from expected gender roles: female avatars are more likely than males to provide assistance in the form of material support and labour, and no more likely than males to provide emotional support. Female avatars are more likely to give help to male avatars than other females. The results are explained using behavioural confirmation and self‐perception theory.

Physical sex was not controlled for, but most players were male. The study should be repeated in other environments.

The results suggest that designers can prime users towards prosocial behaviours by tuning the available line‐up of avatars.

The research question and use of observational data are novel. The study is valuable to online educators, companies seeking to reduce customer support costs through peer help, and policymakers dealing with ICTs and societal change.