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The purpose of this research is to examine the relationship of perceptions of organizational justice on the ranking of candidates for incentive bonuses and the impact of organizational culture on these perceptions.

A questionnaire was developed which asked respondents to rank a set of seven candidates for a sales bonus based on deservingness for the bonus. Descriptions of the candidates included information not only on whether they achieved a pre-established metric for the bonus, but on how they achieved (or failed to achieve) the metric. Hypotheses related compliance with norms of organizational justice, both by candidates and the organization, to candidate rank. The survey was administered to a sample of 204 employees of business organizations at all levels obtained through a survey research firm, as well as a sample of 52 employees of organizations in the Christian publishing industry. Nonparametric statistics were used to analyze the results. A comparison was made between the respondents sourced through the research firm, seen as representing the general population and those from the Christian-oriented group.

Hypotheses that respondents will seek to punish violators of justice norms, reward compliers and compensate victims of organizational unfairness were generally supported. More interesting were differences between the groups of respondents from the general population and the group representing Christian-based firms.

This article reveals the impact of organizational culture on the acceptance of incentive systems. The research employed a practitioner survey, rather than more common experimental approach.

This paper looks at the relationship between judgments of ethical behavior and organizational promotion prospects. The purpose of this study is to examine if an independent dimension of ethical performance should be recognized. When managers and others in organizations compare candidates for promotion or other organization rewards, what role is played by information about the candidates’ previous ethical behavior? Are all prior ethical transgressions perceived in the same light or do some types carry more weight for organizational rewards? And, how do organizational values effect these evaluations?

A questionnaire was developed which asked respondents to rank a set of six candidates for a promotion. All candidates were said to be qualified for the promotion, but each was described differently in terms of past ethical transgressions. While information about a candidate’s prior ethical behavior is expected to be impactful for promotion consideration in the general population as well as among members of religious-oriented businesses, types of ethical transgressions may be weighted differently by the two groups. The survey was administered to a sample of 204 employees of business organizations at all levels obtained through a survey research firm, as well as a sample of 52 employees of organizations in the Christian publishing industry. Nonparametric statistics were used to analyze the results. A comparison was made between the respondents sourced through the research firm, seen as representing the general population, and those from the Christian-oriented group.

Ethical transgressions were weighted differently by each group. And some transgressions were deemed more unethical than others. Overall, our work suggests that ethical transgressions can matter with regard to promotability. Differences between the groups of respondents from the general population and the group representing Christian-based firms are discussed.

This paper focused on the selection for promotion of six candidates, ranked by two groups. As expected, the ethical transgressions were weighted differently by each group. And some transgressions were deemed more unethical than others. Overall, this work suggests that ethical transgressions can matter with regard to promotability. This research contributes to practical implications within organizations.

Only a few studies have looked directly at the relationship between judgments of ethical behavior and organizational promotion prospects. These have focused on ethical leaders rather than rank and file employees. In a study of ethical leadership and promotability, Rubin et al. (2010) found that managers rated high on ethical leadership by their subordinates are more likely to be viewed by senior managers as eventually promotable to senior leadership than those who were not – although they were no more likely to receive a promotion in the near term.

The business world has long heralded the value of entrepreneurial talent. Not surprisingly, there has been tremendous growth in entrepreneurship over the past 25 years. Sustaining this momentum will depend, in part, on elevating entrepreneurship education to the next level, through the adoption of entrepreneurship into both graduate and undergraduate core curricula. This paper aims to examine this issue.

This paper presents and investigates major points illustrating why it is necessary to more fully integrate entrepreneurship into business education.

The paper finds that the catalysts for change include: the lack of entrepreneurial talent at executive levels in most organizations; the dominance of analysis‐driven “managers” at all levels of business organizations; the fact that entrepreneurship skills and processes can be learned; and the current state of entrepreneurship education.

The paper provides useful information on the development of entrepreneurial talent through education.

This article presents a comprehensive and qualitative review of how levels of analysis issues have been addressed in the diversity and demography literature. More than 180 conceptual and empirical publications (i.e. book chapters and journal articles) in this field are reviewed and coded regarding the specific incorporation of levels of analysis in theory and hypothesis formulation, representation of levels of analysis in measurement of constructs and variables, appropriateness of data-analytic techniques given the explicit or implied levels of analysis, and alignment between levels of analysis in theory and data in regard to drawing inferences and conclusions. Although the body of diversity and demography literature continues to grow, levels of analysis issues are rarely considered. Only a few reviewed studies address levels of analysis issues in theory development, and no reviewed studies employ appropriate multi-level data analytic techniques. Implications for future research are discussed, and recommendations for incorporating levels of analysis into diversity and demography research are provided.