It is widely acknowledged that corruption by any firm is problematic. More importantly, its negative effects are compounded when corruption is present in large firms with global reach and corruption ceases to be a single instance but becomes a reoccurring or perpetuating phenomenon over time. Though the magnification of corruption over both time and size of operations creates scale effects that amplify its detrimental consequences, this context remains largely unexamined empirically. Thus, our research question is: What are the factors that (...) contribute to corruption by large global firms? Drawing on institutional theory, we examine the normative pressures that interact to create a vortex of corporate corruption that persisted over several years. We analyze a 9-year longitudinal dataset of 469 unique FT Global 500 companies representing 31 primary industries and 33 countries with over 3700 company year observations. Results help disentangle a complex interaction of firm-level and headquarters country-level factors that drive corruption and impact performance among top global firms. (shrink)

I comment on some mistakes made my Dhamija and Rai in their paper “Role of retaliation and value orientation in whistleblowing intentions.” They fail to correctly interpret the overall model statistics, the F-test, which shows that some of their models have no explanatory power. I explain and give examples to readers on how to avoid this in the future. In addition, I give some suggestions on improving on this, additional issues, as well as an alternative means to interpret the results.

This paper examines the effect of state-level culture in the US on the adoption of firms’ workplace diversity policies. Using firm-level panel data over the period 2011–2014, we document that firms in highly individualistic states are less likely to adopt workplace diversity policies, which in turn negatively affects firm performance. Our results are robust to alternative variables and econometric specifications. Our findings provide insights into the contemporary debate on the economic aspects of workplace diversity policies for firms operating in different (...) cultural backgrounds. (shrink)

Spirituality is an area of interest for management and business. But two issues confront it: the struggle to be amidst a utilitarian framework where spirituality is reduced as a means to forward profit-oriented goals and difficulty with spirituality’s subjective and multifaceted nature in business management. Challenges abound in determining which spirituality is appropriate. Business scholarship is dominated by a utilitarian view, which some more philosophically oriented scholars have opined to be counterintuitive to the real purpose of workplace spirituality. But some (...) recognize the significance of pragmatic and useful approaches, which this paper views as something integrated into the more philosophic approaches, particularly through virtue ethics. Thus, the authors offer the case for virtue, examined in the person of Corazon C. Aquino, Asia’s first woman president, who successfully bridged the gap between the sacred and secular. To appease both utilitarian and more metaphysical orientations, this research stipulates that for every value-added service rendered to others, there is a corresponding virtue enhancement in the person. (shrink)