We present an assessment of curiosity measures used in organizational and social psychology literature published since the start of this century. We focus on: (a) the validity and reliability of existing measures; (b) the main dimensions tapping the operationalization of the constructs; and (c) the use of each measure in organizational settings. We identify implications of the use of each of these measures for theory and practice in the field of human resource development. Our study concludes with an assessment of the contexts in which the available measures of curiosity may be used and potential challenges in the application of these measures to further the field of human resource development. We find that curiosity measures may be most useful in organizational contexts where learning occurs, including training, socialization, collaboration, research and development, selection, global management, innovation, creativity, and career change.

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Purpose This paper aims to examine whether the number of employment discrimination laws in a country influences voice and accountability. Design/methodology/approach The authors compared the number of employment discrimination laws in different countries to perceptions of voice and accountability. Findings Results indicate that the number of discrimination laws enacted in a country has a positive impact on the voice and accountability perceptions of citizens. Further, this relationship is found to be moderated by two contextual factors: cultural assertiveness and the percentage of females in the population. Specifically, the positive impact of the number of discrimination laws on voice and accountability perceptions was found to be stronger in highly assertive cultures and in countries with a lower percentage of females in the population. Originality/value This is the first study to show a relationship between the number of employment discrimination laws in a country and perceptions of voice and accountability.

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