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Aims to investigate managers’ reports of their job experiences, wellbeing, and health outcomes as a function of whether they had either a male or a female supervisor.

Self‐report survey data were collected from male (n =328) and female (n =222) managers; these managers, in turn, had either a male or a female supervisor.

Consistent with the hypothesis, two (gender of participant) by two (gender of supervisor) analyses of covariance revealed that all managers with female supervisors reported significantly higher levels of mastery and social support at work, and lower levels of work to family conflict and depression. Women with female supervisors also reported significantly higher levels of job autonomy and work absences than did women with male supervisors or men with either male or female supervisors. In an effort to explain these outcomes, the mediational role of work‐based social support was explored as well as the gender ratio of the subordinate's work environment. Findings suggest that, for both men and women, there are some modest benefits associated with having a female supervisor and with working in a more female‐dominated environment.

The study is one of the few to focus on possible work‐related outcomes associated with the gender of the supervisor and the first to examine if there are any associated health and well‐being effects for their subordinates.

Existing research on businesses that are both owned and managed by their workers suggests that these firms have one of two kinds of effects for their participants. They either learn to be better citizens of democratic society through daily democratic practice, or they become better capitalists through the daily practice of business ownership. Drawing on data collected through in-depth interviews and participant observation, I argue that cooperative participants learn both things. Furthermore, participants in cooperatives develop a spirit of Cooperative Entrepreneurialism that allows them to engage in free enterprise, while also adhering to the cooperative values of equality and democracy.

The purpose of this paper is to explore whether empirical support exists for two commonly held beliefs about the work‐home interface: women, and particularly managerial women, are prone to “super‐mother” or “super‐manage” in an effort to balance both career and child‐rearing, and these demands diminish markedly when children reach school age.

Via a survey mailed to their home, 1,103 managerial and non‐managerial men and women completed measures of work‐home and home‐work conflict, work‐related stress and strain, and reported their number of work, domestic, and leisure hours per week.

Somewhat consistent with the popular beliefs, the authors found that managerial women reported working significantly more in the home; measures of conflict and strain, however, while showing some effect were not impacted to the degree that managerial women's combined number of work and home hours per week might suggest. The authors also found that measures of hours, conflict, and strain did not diminish abruptly when children entered school, due perhaps in part to manager's increased work hours and managerial women's renewed work emphasis when children entered school. Measures of hours, conflict, and strain did show some reduction for parents of teenaged children, although they were still significantly higher than those of nonparents.

Aside from being one of the few empirical papers to examine the impact of child rearing on managerial women, our data show how these demands are not confined to working parents of preschoolers.

Several tests have been conducted to determine which valuation model best fits stock price data. Given very little success, those studies suggest the need for a clear understanding of the market process of stock price determination. This paper advances the concepts of product costing and product pricing, which pertain to financial accounting valuation and the stock market price determination, respectively. This research effort presents a workable hypothesis of stock price determination.

Because justice is inherently norm‐based, understanding people's perceptions of fairness in organizations requires considering the prevailing cultural standards in which those organizations operate. Social scien‐tists study cross‐cultural differences in justice primarily to comprehend the connection between culture and fairness, providing insight into the different meanings of justice around the world, and to assess the generalizability of culture‐bound organizational justice phenomena. The present studies focus on assessing generalizability, but fall short of doing so optimally because they suffer from several conceptual and methodo‐logical problems that are endemic in this literature. Cross‐cultural research suggests that although concerns about justice may be universal, operationalization of justice standards is highly particularistic. Finally, I address Gallon's Problem as it pertains to justice—that is, how observed connections between culture and justice perceptions may be inflated spuriously because of inevitable cultural diffusion. In closing, I note that the present research appears to be aimed more squarely at theory‐development rather than theory‐testing, which is appropriate, given the current state of the literature.

The purpose of this paper is to examine different communicative behaviors employees engage in according to their position level and the impacts of relationship they perceive. By comparing the behaviors and perceptions of low-, middle-, and high-level employees, the study investigates when and why employees become active in communicative behaviors about an organizational issue.

A quantitative online survey was conducted with 412 full-time employees in medium- and large-sized corporations with more than 300 employees in the USA.

Results show that those who are the most likely to be active not only in expressing ideas (i.e. voice) to solve an issue but also in forwarding positive information about their organization (i.e. megaphoning) are high-level employees. The findings also reveal distinct impacts of two types of relationship – communal and exchange relationship – on behaviors of employees in different positions.

The study extended the understanding of relational approach by exploring the consequences of two types of relationship in the context of employee relations, and filled the research gap on relationships and issue management studies in public relations from an internal perspective.

To encourage employees to engage actively in positive megaphoning and voice during issue periods and to minimize the threats by reducing employees’ negative megaphoning behavior, the study suggested different relationship-building strategies based on employees’ position levels.

The current work examined the distinct impacts of organization-employee relationships on employees’ internal and external communicative behaviors based on their position level within an organization, especially focusing on employees’ role as potential advocates or adversaries for an organization during periods of an organizational crisis.

Justice perceptions describe an individual's evaluation of whether decisions or actions are fair or unfair. These perceptions are important because they affect individual attitudes and behaviors in different situations. Family firms develop and implement governance policies and structures (i.e., governance systems) to diminish the problems that can arise from the overlap between the business, the family, and the ownership systems of a firm. Governance systems help family firms have a clear structure of accountability and a clear understanding of the rights and responsibilities that family and non-family members have toward the family enterprise. Research on governance to date has focused on the practices and policies that exist and their effects on the family firm. However, in the governance context, individual perceptions are important because they are likely to affect the attitudes that family and other members have toward the family enterprise and the likelihood that they will follow the different policies when they are implemented. This chapter takes a receiver perspective to explain how individuals create justice perceptions based on governance mechanisms and the effects of these perceptions. The goal is to understand how we can use this information when developing governance practices in family firms.

This chapter aims to clarify the distinction between feeling grateful and feeling indebted. Often overlooked and underappreciated, the differences that define these unique affective experiences are critical to understanding the consequences of helping behavior. This chapter describes the psychological underpinnings of gratitude and indebtedness and outlines the ways in which previous research has conflated the two constructs. In addition, it puts forth a set of testable propositions that help distinguish the relative importance of gratitude and indebtedness in interpersonal relations. The implications of these ideas are discussed in the context of individual generosity, social exchange, and group dynamics.

American International Group, Inc. (AIG) has recently been charged with reporting bogus transactions that hid losses and inflated its net worth. The New York State Attorney General Eliot Spitzer alleges that AIG inflated reserves used for paying claims by millions of dollars and that AIG's CEO Maurice Greenberg repeatedly directed AIG traders late in the day to buy AIG shares to prop up its price, among other allegations. We examine the accounting errors for which AIG and Greenberg are being charged and analyze the opportunities missed by the auditors to detect problems, within the framework of corporate governance. That is, we evaluate the corporate environment that supported these lapses and provided an environment conducive to the perpetration and acceptance of fradulent reporting. We discuss how corporate governance not only promotes better financial reporting, but provides a level of scrutiny that encourages more ethical behavior at all levels of the corporate hierarchy, and we discuss the imperative for accounting education.