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Naughton proposed that workaholism may result from a combination of high job involvement with an obsessive‐compulsive personality. This study was designed specifically to elaborate upon and to explore this proposal. Both obsessive‐compulsive personality and workaholism, however, seem to be multidimensional rather than unidimensional variables, and their multidimensional nature needed clarification before the study could proceed. Obsessive‐compulsive personality consisted of six distinct traits: obstinacy, orderliness, parsimony, perseverance, rigidity, and superego. Workaholism was operationalized as having two behavioral components: tendencies both to engage in non‐required work activities, and to intrude actively on the work of others. This study predicted specifically that high job involvement coupled with high scores on the obstinacy, orderliness, rigidity, and superego traits would lead to high scores on tendencies to engage in non‐required work. These four predictions received some support in data emerging from a sample of 278 employed persons, although support was strongest for the obstinacy and superego traits. These results add to understanding of the work attitude of job involvement given its associations with some obsessive‐compulsive traits, suggest the relevance of obsessive‐compulsive personality in non‐clinical settings, and add to understanding of the phenomenon of workaholism as behavioral tendencies.

Organizational justice research has become the main paradigm of research in the field of HRM. The purpose of this paper is to outline a number of underlying challenges to which this paradigm is ill-suited. It broadens the traditional understanding of what is meant by fairness within the HRM literature to help explain how justice judgements are formed and may be used to influence societal-level fairness processes. It develops a framework to aid the understanding of the fairness of decisions that individuals or organizations make.

The paper presents a conceptual review of the main paradigms used in fairness research. It draws upon the organizational justice literature as the dominant paradigm in HRM research, and conducts a cross-disciplinary review that introduces a range of theories less frequently used by HRM researchers – specifically capability theory, game theory, tournament theory, equity sensitivity theory, theories of intergenerational equity, and burden sharing. It demonstrates the relevance of these theories to a number of areas of organizational effectiveness.

The paper shows that researchers are now augmenting the organizational justice research paradigm under two important pressures – awareness of hidden structures that preclude the option for real fairness; and new variables that are being added to the consideration of organizational justice.

HR functions have invested significant resources in employee engagement or insight units, but if their policies trigger significant inequality of outcomes, perceived problems of justice, a lack of burden sharing, no sense proportionality, organizations may not be able to achieve other important HR strategies such as sustaining and deepening employee engagement, developing organizational advocacy, building an employer brand, or being seen to have authenticity in its values. The framework suggests a broadened educational base for HR practitioners around fairness. It also suggests that there may be complex employees segments concerning perceptions of fairness.

The cross-disciplinary perspective taken on fairness helps deconstruct the judgements that employees likely make, enabling organizations and individuals alike to ask more critical questions about their respective behaviour.

Scholars in philosophy have proposed that individuals who choose among two equally ethical alternatives will experience regret as a result of the “moral residue” that remains from not having been able to select both alternatives. Although posed and often discussed by philosophers, the veracity of this proposition has not been empirically tested. This chapter proposes a theoretical framework which synthesizes propositions from Philosophy with theory and research on emotions in the workplace to address questions concerning how the characteristics of ethical dilemmas give rise to different emotions, how the characteristics of employees affect the experience of emotions, and the consequences of the experience of emotions as a result of ethical decision making.

This matched-pairs study of undergraduates at an Australian University investigates whether business ethics education has a positive effect on student ethical behaviour. The paper aims to discuss this issue.

This study uses a matched-pairs design to look at responses before and after students have taken a semester-long unit in business ethics. The authors used ethical scenarios and analysed both the starting position and changes in responses for the total student group, and by gender and citizenship.

The results from this matched-pairs study show ethics education has a limited impact on students’ responses to ethical dilemmas.

Ethics subjects are now ubiquitous in business schools, but it may be time to consider alternatives to the philosophical normative teaching approach.

This paper is significant in that it uses 142 matched pairs to look at responses before and after students have taken a semester-long unit in business ethics. This study provides qualified support for the proposition that business ethics education has an impact on students’ ethical decision making.

This paper begins with a comprehensive review of the management literature on culture, and demonstrates close parallels with research and writings on organisational climate and values. The paper then reports the findings from an empirical investigation into the relationship between the organisational culture, climate, and managerial values of a large Australian public sector agency. The relative strengths of four dimensions of culture in this organisation were measured using Hofstede’s instrument. Added to this were items from a questionnaire developed by Ryder and Southey, derived from the Jones and James instrument measuring psychological climate and providing scores across six specific dimensions of organisational climate. Measures of managerial values, drawn from a questionnaire by Flowers and Hughes, were also incorporated. Results show that levels of culture within this particular organisation are at variance with those reported by Hofstede from his Australian data. Findings indicate a strong link between specific organisational climate items and a number of managerial values dimensions. Additional relationships between particular dimensions of culture, climate and managerial values are also reported. From this, a hypothesised, predictive model of linkages between the constructs is presented.

This study investigates the development of absorptive capacity. Using an integrated cognitive learning perspective, this study provides empirical evidence about the conceptual absorptive capacity model through examining the full process step by step. Two groups of moderating variables were studied—namely, social integration and appropriability—to examine their impact on the process.

This study employed a longitudinal study from a community service program (Kuliah Kerja Nyata) at Universitas Gadjah Mada, Yogyakarta, Indonesia, by using surveys at the beginning and the end of the project. Of 492 teams from 2,444 students participated in the study. Each individual within a team had at least one project assigned to him/her during the project. The absorptive capacity process was examined through six consecutive models and analysed using hierarchical linear modelling. The moderating variables were tested using the Moderated Regression Analysis and Wald tests.

The study confirms the full cycle of absorptive capacity as an independent, dynamic and complex process; it involves acquiring, assimilating, transforming and exploiting sequencing variables from the individual level to the team level and vice versa using feed-forward and feedback mechanisms adopted from the 4I framework of organisational learning. However, the roles of the moderating variables are still inconclusive due to some possible factors, which were also reflected by the U-phenomenon.

This study provides vital support to the learning theory as well as to the organisation learning concept. This study also reveals empirical evidence about the unsupported moderating variables behave during a project cycle, such as what they function, how they evolve and what we should do about the moderating factors during a project. The findings of this study provide practical suggestions and highlight areas for future research.

The purpose of this study is to clarify the relationship between two sub-constructs of heavy work investment: work engagement and workaholism.

The authors conducted a systematic review and meta-analysis to synthesize and critically assess existing research on the relationship between these concepts.

The review revealed three major shortcomings of the extant literature: a dichotomous perspective, variations in measurements and the unaddressed complexity of the relationship.

Based on these findings, this study provides a discussion on the limitations and suggestions for future research on work engagement and workaholism, including using a person-centered approach.

Following the contingency perspective, this paper aims to examine if a good corporate governance structure is able to reduce earnings management made through related party transactions. The authors expect that a high-quality corporate governance influences private benefit acquisition and reduces the positive association between related party transactions and earnings management.

A two-stage least squares instrumental variable approach is used to further address endogeneity concerns in this study. The model is organized into three parts: the construction of the corporate governance indicator, the first stage regression to compute the predicted corporate governance indicator and the second stage regression (ordinary least squares multivariate regressions) to analyze the relationship between related party transactions and earnings management. The analysis focuses on a sample of Italian listed companies over the period 2007-2012.

The study finds that the interaction between sales-related party transactions and corporate governance is negatively associated with abnormal accruals, signaling that corporate governance quality reduces the positive association between sales-related party transactions and earnings management, consistently with the contingency perspective.

The research contributes to literature by empirically testing the assumption of contingency perspective. In particular, the results provide new insights to the academic community, underlying that good corporate governance mechanism helps to reduce earnings management behavior through related party transactions.