A meta-analysis of 143 studies was conducted to explore how the social desirability response bias may influence sex effects on ratings on measures of ethical decision-making. Women rated themselves as more ethical than did men; however, this sex effect on ethical decision-making was no longer significant when social desirability response bias was controlled. The indirect questioning approach was compared with the direct measurement approach for effectiveness in controlling social desirability response bias. The indirect questioning approach was found to be more effective.

Drawing on the crossover model and conservation of resources theory, we explore the mechanism through which supervisors' ego depletion induces subordinates' deviant behavior. Using the two-wave survey data from 24 supervisors and their 192 respective subordinates, we found supports for our hypotheses that (a) abusive supervision mediated the effect of supervisors' ego depletion on subordinates' ego depletion; (b) subordinates' ego depletion mediated the effect of abusive supervision on subordinates' deviant behavior; and (c) abusive supervision and subordinates' ego depletion serially mediated the effect of supervisors' ego depletion on subordinates' deviant behavior. Our serial crossover model posits that both ego depletion and unethical behavior can be transmitted from supervisors to subordinates, and that these two crossover processes are entwined with each other. Findings are discussed in terms of theoretical contributions and practical implications.

Based on the dynamic psychological contract theory, this project considers workplace helping decision-making as a social venture investment process rather than a transient behavior. We also argue that a vital function of human resource management is to create and maintain a sustainable investment environment within organizations for social venture investment among employees. To test these ideas, this project will develop a helping decision-making process model in the Chinese context and further explore the main differences between this model and those proposed by previous studies. Furthermore, from the perspective of human resource management practice, this project will explore the influential mechanisms of work design and payment management in helping decision-making. Finally, based on the results of this project, we will develop suggestions for human resource management to effectively promote employees' helping behavior.