1. To shed light on organizational factors which might prevent, redress, or ameliorate instances of off-the-job misconduct by high-profile employees.
  2. To address gaps in the scholarly literature on employee misconduct.
    • No studies have examined the relationship between gender diverse management teams and employee misconduct. We argue that the gender diversity of organizations’ executive ranks has the potential to shape organization-level culture and norms of behavior that could influence employee conduct. Greater gender diversity also alters strategic priorities and improves decision making.
    • We located only one study that examined off-the-job misconduct by individual employees, and that study did not focus on the role of individual organizations.
  3. To help NFL teams and other professional sport organizations manage their players more effectively and holistically, with greater regard for player wellbeing.