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Previous research indicates that women often perform more ethically on the job than do men. However, the results have been mixed, suggesting that further inquiry is needed. The purpose of this paper is to explore this important topic in a large healthcare organization. A field study sought to identify gender differences in ethical judgment, ethical intention, and organization‐based altruism in a healthcare organization, thereby providing some insight into the individual differences that influence ethical reasoning in the healthcare industry.

The investigation was based on survey data returned from a large sample of faculty and staff employed by a multiple‐campus health science center. Multivariate and univariate statistical modeling was used to evaluate the relationship between gender and ethical reasoning/conduct.

The findings suggest that women are generally more ethical than men. Being a woman was related to increased ethical judgment, being a woman and older was associated with increased ethical intention, and being a woman and a supervisor was related to higher altruism.

The results suggest that women should play a key role in the ethical role modeling of newly hired employees, as well as the development and management of organizational ethical values and codes of conduct. Healthcare organizations might also consider encouraging women to accept supervisory roles and become opinion leaders to foster organizational ethicality.

The findings add weight to the evidence that women are indeed more ethical than men in a variety of work roles, but greater insight into the complexities of these gender differences is also provided.

Purpose – The purpose of this chapter is to trace the history of the cultural myth that children, especially boys, experience an abrupt heterosexual awakening during pubescence, from its origin during the 1950s to the present, with particular attention to a decrease in the age posited for such an awakening, from fourteen or fifteen to eight or nine or even earlier, until finally children are presented as heterosexually desiring from birth.

Methodology – The methodology is a content analysis of a sample of mass media texts starring or featuring prepubescent or pubescent boys, including films, television programs, comic books, comic strips, and juvenile novels, appearing in the United States between 1950 and 2007.

Findings – The rapid decrease in the age is correlated with an increased visibility of lesbian, gay, bisexual, and transgender (LGBT) adolescents, leading to the conclusion that it results from an attempt to privilege heterosexuality by making it appear a natural, inevitable outcome of biological maturation that is absent until puberty, whereas at the same time addressing homophobic insistence that no juvenile character be presented as gay by ensuring all characters, regardless of age, express heterosexual desire.

Research limitations/implications – The study is limited to a single causal factor, but it illustrates a complex cultural phenomenon, a shift in the way childhood is constructed, so there are doubtless other factors that should be explored. It is also necessary to explore why the change from presumed pubescent heterosexual awakening to presumed constitutional heterosexuality occurred at different rates depending on the race and social class of the character and the medium presented.

“Organizational identification” refers to a perception of “oneness” with an organization. The purpose of this paper is to provide a model of organizational identification for virtual team workers and examine the role of cultural dimensions in a virtual setting. Specifically, it poses individualism‐collectivism and uncertainty avoidance as potential situational contingencies that may affect the determinants of an organizational identification relationship in a virtual work setting.

The proposed research framework delineates how cultural dimensions relate to virtual work‐associated individual (interpersonal trust, need for affiliation) and environmental (spatial and cultural dispersion, ICT‐enabled communication) factors and organizational identification. Several testable propositions emerge.

This study provides a foundation for empirical studies that examine the linkages among organizational identification, virtual work, and environment‐related factors and cultural variables.

This study has particular implications for managing virtual teams, as well as specific suggestions for a typology of virtual team members. The typology supports a consideration of expected levels of organizational identification, depending on virtual team member types.

Scholars have devoted very little attention to exploring what factors drive or impede organizational identification in cross‐cultural virtual teams. This paper attempts to fill that void by linking the immediate determinants and the contingency role of cultural variables or organizational identification in the context of virtual work.

This paper aims to identify social psychological root causes of misconduct by traders and offers practical guidelines to prevent misconduct.

The authors use insights on social psychological mechanisms to examine current business practices observed in the context of supervisory activities. Case examples were collected at Dutch and European banks, including major institutions. This is an opinion peace that interprets regulator experiences from a social psychological perspective.

The authors characterize standard responses to misconduct in trading as reactive and elucidate why this “bad apples” perspective is insufficiently effective. As an alternative, the authors address the social psychological root causes of misconduct within trading teams. The “corrupting barrels” model identifies ineffective error approaches, outcome inequality and dysfunctional moral climates as contextual root causes in team dynamics. The model uses current insights from empirical research in psychology to do so.

This paper specifies practical guidelines that help prevent future misconduct among traders.

Addressing the contextual root causes of misconduct at the team level will help banks and financial supervisors to improve their effectiveness in preventing misconduct. In the context of standard “bad apples” approaches, the “corrupting barrels” model offers an original perspective.