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In response to both the increasing concern of the declining rates of apprentices and the limited research in this area, the purpose of this paper is to investigate the individual processes involved in apprentices' decisions to remain in their apprenticeship.

Specifically, five individual domains were investigated: motivation style (intrinsic and extrinsic motivation); coping style (emotion‐focused and problem‐focused); apprentice experiences (satisfaction, work conditions, expectations, formal training and recognition); financial responsibility; and demographic factors (age, geographic location, education/training and organisational tenure). Three measures were used to assess these five domains: the work preference inventory, the brief cope and the apprentice experience questionnaire. A total of 326 male participants were recruited from Victoria and Queensland.

Logistic regression was performed to determine if motivation style, coping style, apprentice experiences and demographic factors could predict thoughts towards remaining in an apprenticeship. A Chi‐square test was conducted to determine if financial responsibility had an impact on thoughts towards remaining in a trade. Overall results suggested that intrinsic motivation, satisfaction, working conditions and geographic location could predict apprentices' thoughts towards staying in an apprenticeship.

The results can only be generalised to those who were currently undertaking an apprenticeship and not those who had already left. Furthermore, the outcome variable in this study was “thoughts towards quitting” and not actual quitting per se; however, social desirability effects may have influenced the responses somewhat.

By utilising this data, educators and employers alike could now be one step closer to retaining the much‐needed apprentices of Australia and it may be that other countries such as Germany, India, France, Turkey, the USA, and the UK may pool informational research resources to counter the global downturn in apprentices' availability.

The literature lacks knowledge on how organizations can manage trolling behaviors in online communities. Extant studies tend to either focus on user responses to trolling behaviors (i.e. a micro-level perspective) or how the trolling infrastructure is governed by platforms (i.e. a macro-level perspective), paying less attention to the organizational community host. With more organizations hosting online communities on social media networks and trolling behaviors increasingly disrupting user engagement within these communities, the current understanding of trolling management practices has become inapt. Given the commercial and social damage caused by trolling behaviors, it is important to understand how these can be best managed. The purpose of this study, therefore, is to examine the meso-level perspective of trolling management by focusing on organizational practice.

The research design consists of an in-depth non-participatory netnography based on a case study of PETA’s (“People for the Ethical Treatment of Animals”) Facebook community.

Six distinct trolling management strategies are identified and categorized by their direct versus indirect communication approach: non-engaging, educating, bolstering, expurgating, asserting and mobilizing. Some strategies are deemed to be more successful than others in generating positive community outcomes such as reduced trolling frequency or further support from like-minded community members.

The findings contribute to the meso-level perspective in the trolling management literature by introducing a novel, empirically informed typology of organizational trolling management strategies.