Manuscript Type: ConceptualResearch Question/Issue: How do firm-level attributes and country-level institutions affect cross-national and firm-level differences in how minority owner rights in family firms are protected? Research Insights: We consider differences in family dynamics, stewardship-oriented organizational culture, and countries' legal and cultural dimensions to develop theory predicting differences in minority owner protection in family firms. We advance propositions and a model delineating the role of these key firm-level and country-level constructs. Theoretical/Academic Implications: We contribute to the literature in three ways: (1) We illustrate the importance of family dynamics for predicting the likelihood of a stewardship-oriented culture to emerge in a family firm; (2) our multi-level and cross-national approach extends earlier explanations of agency and stewardship that are centered at the firm, family, and individual levels of analysis; and (3) we consider the impact of cross-cultural dimensions on family firms, an area that has received limited attention in the literature. Practitioner/Policy Implications: Our research implies that individuals considering becoming a minority owner in a family firm should take into account not only the legal institutions of that country (which might not be as strong as they first seem) but also intra-firm family dynamics and the prevalent norms and values of the firm's national culture to get a more complete picture of the protections available to them.

This paper considers the legal, ethical and cultural factors that must be addressed in evaluating the appropriateness of employing electronic surveillance (ES) in varying international contexts. It critically evaluates the rationale that underlies the use of ES in a variety of settings and types of organisations. It suggests guidelines for the adoption and use of ES and potential directions for future research.

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This exploratory study evaluates the ethical considerations related to employees fi red for their blogging activities. Specifi cally, subject evaluations of two employee-related blogging scenarios were investigated with established ethical reasoning and moral intensity scales, and a measure of corporate ethical values was included to assess perceptions of organizational ethics. The fi rst scenario involved an employee who was fi red because of innocuous blogging, while the second vignette involved an employee who was fi red because of work-related blogging. Survey data were collected from employed college students and working practitioners. The fi ndings indicated that the subjects' ethical judgments that fi ring an employee for blogging was unethical were negatively related to unethical intentions to fi re an employee for blogging. Moral intensity was positively related to ethical judgments and negatively related to unethical intentions to fi re an employee for blogging, while individual perceptions of ethical values were negatively associated with unethical intentions. Finally, subjects perceived that terminating an employee for innocuous blogging that did not target an employer was more ethically intense than was fi ring an employee for work-related blogging. The implications of the fi ndings for human resource professionals are discussed, as are the study's limitations and suggestions for future research.

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