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Purpose – The purpose of this paper is to analyse employees’ lying behaviour and its findings have important implication for the management and prevention strategies of lying in the workplace. Employee lying has caused both reputational and financial damage to employers, organisations and public authorities. This study adopts a psycho-cognitive perspective to examine the mechanism of lying reduction and the influence envy has on lying behaviour. Design/methodology/approach – Incorporating social comparison phenomenon and cognate studies this study suggests that envy may restrain people from lying in the workplace. Specific hypotheses are developed and tested with 271 participants using dice game scenarios. Findings – Research findings have found that people are likely to lie if lying brings them benefits. However, the findings also reveal that the envy aroused between two people may act as a psychological barrier to reduce the tendency to lie. Originality/value – The research findings have provided an alternative perspective to the current prevailing view of envy as a negative emotion. Envy need not always be negative. Envy can provide an internal drive for people to work harder and enhance themselves but it can also act as a brake mechanism and self-regulator to reduce lying, and thereby has a potentially positive value.

International audiencePurpose– The purpose of this paper is to approach women's entrepreneurship from a social psychological perspective, with the aim of contributing to a better understanding of the entrepreneurial phenomena and to its development as a field of research.Design/methodology/approach– The gender aspect of entrepreneurship is essentially socio‐psychological in nature. First, the authors define the social psychology research scope and present a selection of social psychology theories that are particularly relevant to the domain of women's entrepreneurship. Concepts such as stereotypes, stereotype threat and role models are introduced. Second, the authors instantiate how the social psychology experimental method can address core questions in the women's entrepreneurship field, such as women's under‐representation in entrepreneurial positions.Findings– The conclusion of this paper is twofold: on the one hand, social psychology theories can address crucial issues in women's entrepreneurship and on the other hand, experimentation as a research methodology enables us to determine causal relationships. However, given the specificities of both social psychology and women's entrepreneurship, we strongly recommend collaborative research between researchers in the two areas.Research limitations/implications– The authors propose concrete though non‐exhaustive areas of study in women's entrepreneurship research, where social psychological theories can be successfully employed.Social implications– Using applied social psychology research, the authors suggest practical ways to reject negative stereotypes that prevent women from being entrepreneurs.Originality/value– Although women's entrepreneurship is a social psychological phenomenon, this field of study still rarely makes reference to social psychology as a discipline for theorizing the relationship between gender and entrepreneurship

Using a corporate governance experiment, we explore the role of common knowledge of diversity on board members' selection. Our results show that common knowledge of diversity impacts significantly and negatively the proportion of women selected on boards and in a higher proportion in sectors perceived as 'masculine'. We also bring evidence of an order effect that makes the selection of men on boards likelier for the first chosen members. This bias is stronger for male decision makers. This article provides implications and directions for future research for the understanding of decision making involved in the selection process for board members. 1In France, the law applies to firms listed on the CAC40 index or firms with more than 500 employees and a turnover exceeding €50 million. EXPBOARD 807'order effect' that makes the selection of men on boards likelier for the first chosen members: the first directors chosen are men … and only the last ones are women.Our paper is structured as follows: Section 2 describes our hypotheses and associated literature. Section 3 describes our experimental design. Section 4 presents our results, based on which, in Section 5, we discuss and conclude this contribution.

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