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PurposeThis paper aims to investigate the effects of sex, attractiveness, and sex role of helping behavior in a simulated work situation.Design/methodology/approachA 2 × 2×2 randomized experimental design was used, in which 81 participants worked on cooperative task building models. Male or female participants were asked for help from a female confederate who was either high or low in attractiveness and high or low in femininity.FindingsA three‐way interaction indicated that male participants provided equal levels of help across femininity and attractiveness conditions, but female participants provided more help to low attractive‐high feminine confederates than to high attractive‐high feminine confederates.Research limitations/implicationsThe external validity of the study may be limited, due to sample and experimental setting. Care should also be used in generalizing to situations in which the participants have longer‐term relationships.Practical implicationsDifferences in helping related to sex, sex role orientation, and attractiveness do occur, and may be related to social roles and expectations. This may help predict patterns of helping in work settings.Originality/valueThe study demonstrated that sex role orientation can be experimentally manipulated, and that this does combine with other variables to influence helping behaviors. It also indicated that attractiveness effects are not as consistent as may be expected.

PurposeThis study aims to investigate the assumed direct and indirect effects of psychological contract breach (breach) on supervisor‐rated employee behaviors of in‐role performance, organizational citizenship behavior (OCB) directed at an individual (OCBI), and OCB directed at the organization (OCBO). The assumed indirect effects are to be investigated with psychological contract violation (violation) as a mediator of these relations. In addition, perceived organizational support (perceived support) is to be examined as a moderator of the same relations.Design/methodology/approachA survey was administered to 1,013 employees working in the USA and hypotheses were tested with structural equation modeling.FindingsThe results indicate that: breach is negatively related to supervisor‐rated in‐role behavior, OCBI, and OCBO; breach is positively related to violation and that violation in turn is negatively related to supervisor‐rated in‐role behavior, OCBI, and OCBO; and perceived support can strengthen the positive relation between breach and violation, and the negative relations between breach or violation and supervisor‐rated employee behaviors.Research limitations/implicationsThe use of a non‐experimental design does not allow for definitive conclusions regarding causality.Practical implicationsManagers should be aware of the potential negative implications of the escalation of breach to violation on employee behaviors and the value of understanding that the level of perceived support may influence employee behaviors following breach or violation.Originality/valueThis study makes a unique contribution to the literature by being the first to examine perceived support as a moderator of the relations between breach or violation and supervisor‐rated in‐role behavior, OCBI, and OCBO.

PurposeDespite the fact that Hispanics are the largest and fastest growing segment of the population and that 44 percent of Hispanics of 18 years of age and older speak English less than very well, research examining the impact of Spanish‐accented English on employment‐related decisions has been scarce. Therefore, the present study aimed to examine the effects of the accent (standard American English and Mexican Spanish) of a hypothetical job applicant on employment‐related judgments and hiring decisions.Design/methodology/approachParticipants made employment‐related decisions (i.e. job suitability ratings, likelihood of a promotion, and hiring decision) and judgments of personal attributes (i.e. perceived competence and warmth) of a hypothetical applicant for an entry‐level software engineering job. The accent of the applicant was manipulated using the matched‐guise technique.FindingsResults showed that compared to an applicant with a standard American‐English accent, one with a Mexican‐Spanish accent was at a disadvantage when applying for the software engineering job. The Mexican‐Spanish‐accented applicant was rated as less suitable for the job and viewed as less likely to be promoted to a managerial position. In addition, fewer participants decided to hire the Mexican‐Spanish‐accented applicant than the standard American English‐accented applicant.Practical implicationsGiven the negative evaluations of the Mexican‐Spanish‐accented applicant, recruiters and interviewers should be selected who do not view foreign accents negatively. Furthermore, organizations should make a conscious effort to regard foreign accents as assets to their businesses.Originality/valueThis research contributes to our understanding of how foreign accents influence decisions that have important economic consequences for individuals.

PurposeThe widespread use of electronic mail (e‐mail) at work has prompted a growing number of companies to implement e‐mail policies to protect both business interests and the privacy of employees. However, very little is known about the effects of such policies on such outcomes for employees such as perceived invasiveness and fairness. Thus, the paper aims to consider these issues.Design/methodology/approachThis paper uses a 2×2 experimental design and a sample of 592 employed internet users to examine the effects of e‐mail policy characteristics (i.e. policy restrictiveness and policy justification) on perceptions of invasion of privacy (invasiveness) and fairness.FindingsResults indicate that policy restrictiveness has effects on both invasiveness and fairness, and that policy justification has an effect on fairness. In addition, privacy values are related to both invasiveness and fairness, and moderated the effect of policy restrictiveness on fairness.Practical implicationsImplications for practice and the integration of organizational justice and organizational privacy theory are discussed. In terms of practice, for example, the study's results have implications for the formulation and enforcement of policies concerning the use of e‐mail systems.Originality/valueThis paper is the first to consider the effects of e‐mail policies on employee reactions (i.e. fairness and invasiveness).