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Understanding individual susceptibility to political fake news is critical because fake news can target specific psychological profiles of vulnerable individuals. Consequently, this research examines five individual risk (i.e. susceptibility) and resilience (i.e. protective) factors, conspiracy mentality, patriotism, perceived threat to freedom, media literacy and concern for disinformation, to determine if they inform belief in political fake news and subsequently, to what degree belief impacts private engagement with political fake news.

Using a fictional political fake news stimulus, the authors conducted a deductive thematic analysis of 10 semi-structured interviews and an online survey of 722 United Kingdom (UK) citizens analysed using structural equation modelling.

Conspiracy mentality and patriotism were positively associated with belief in political fake news, while media literacy and concern for disinformation were negatively associated with belief in political fake news. Perceived threat to freedom was a strong theme in the qualitative data but had no statistical effect on belief in political fake news. Belief in political fake news was positively associated with further engagement with the fake news story, acting as a mediator in the model.

Distinct from previous research that focuses on partisanship and sharing behaviour, this research forwards a model underpinned by social identity theory to build an integrated understanding of political fake news belief. The results demonstrate that political identity motivations beyond partisanship are salient when examining individual susceptibility to political fake news and that belief in political fake news plays a core role in understanding subsequent private engagement with the story.

The purpose of this study is to examine how individuals network and develop instrumental relationships, focusing in particular on what enables and what constrains individuals' networking attempts.

The study uses a qualitative methodology. A total of 30 semi‐structured interviews with managers were conducted and analyzed using a grounded theory approach.

Access opportunities, positive perceptions, and compatible interests enable networking, whereas the absence or cessation of common interests constrains it. Furthermore, this paper sheds light on the iterative aspect of networking.

Individuals' ability to recall networking experiences and social desirability bias might have influenced the single‐sourced data.

Networking is a complex career strategy that develops in conjunction with potential sponsors for which there is a need to focus on others and iteratively network from the start of one's career.

This qualitative study contributes to the growing body of research on networking and is the first to have identified what facilitates and what hinders networking attempts. It also integrates a dynamic perspective on developing relationships with potential sponsors.

The purpose of this paper is to identify the impact of career plateau (hierarchical and job-content plateau) on internal employability, and to investigate psychological contract breach as a moderator on the relationship between career plateau (hierarchical and job-content plateau) and internal employability.

Data were collected by distributing paper-based questionnaires to 521 workers in private banking sectors in Taiwan. Hierarchical regression analysis was used to examine the results of the relationships.

The results supported the idea that career plateau (hierarchical and job-content plateaus) could be a significant antecedent of internal employability. Psychological contract breach significantly moderated the negative relationship between career plateau (hierarchical and job-content plateau) and internal employability. Specifically, the negative relationship between career plateau and internal employability will be stronger for employees who perceive a higher level of psychological contract breach.

These findings can help human resource practitioners gain a better understanding of the value of applicable approaches as an influence on a plateaued employee’s perception of internal employability, and to facilitate a positive employer–employee relationship, which could foster both a successful career for an individual and a prosperous performance for the organization that employs them.

Career plateau have been aroused variety issues in HR practice, but employability and psychological contract breach have barely been discussed with career plateau. This study empirically establishes the correlation between career plateau and internal employability as well as shown that psychological contract breach would decrease the plateaued individual’s willingness to stay in the current organization. Thus, the career plateau may provide organizations with a helpful perspective on one’s career development. Building substantial relationships between employees and employers lead to better human capital for organizations as it deals with rapidly changes in the real world.

Research suggests that engaging in networking behaviors can affect individual work outcomes. However, relatively less is known about how internal versus external networking behaviors influence work outcomes, and whether gender moderates these relationships. Drawing on social capital theory and social role theory, the authors propose a positive relationship between employees' internal and external networking behaviors and their work outcomes (job commitment and career success), and the moderating effect of gender. The authors also explore employee preference in networking.

Based on a sequential mixed-method research design with a four-month time lag, Study 1 data on networking behaviors and employee outcomes were collected via a survey of middle managers and their supervisors from 10 private sector organizations in Sri Lanka. Study 2 data were collected via interviews from a sample of those middle managers and their supervisors.

Study 1 findings indicate a positive relationship between internal networking behaviors and job commitment, and external networking behaviors and career success. The authors also found that internal networking behaviors enhance job commitment. Study 2 findings indicate men and women network differently and benefit differently from that networking but achieve equitable workplace benefits.

This study provides pioneering evidence that internal networking behaviors enhance job commitment among women. It appears that past research did not test the moderating effect of gender for internal versus external networking behaviors separately. Moreover, this study refines the evidence that internal and external networking behaviors differentially impact employee outcomes and explains the processes through a qualitative inquiry.

Since the first Volume of this Bibliography there has been an explosion of literature in all the main areas of business. The researcher and librarian have to be able to uncover specific articles devoted to certain topics. This Bibliography is designed to help. Volume III, in addition to the annotated list of articles as the two previous volumes, contains further features to help the reader. Each entry within has been indexed according to the Fifth Edition of the SCIMP/SCAMP Thesaurus and thus provides a full subject index to facilitate rapid information retrieval. Each article has its own unique number and this is used in both the subject and author index. The first Volume of the Bibliography covered seven journals published by MCB University Press. This Volume now indexes 25 journals, indicating the greater depth, coverage and expansion of the subject areas concerned.

This study examined how six institutionalized socialization tactics affect a particular occupation of knowledge workers – information technology (IT) professionals' role adjustment (role conflict and role ambiguity) and organizational attachment variables (job satisfaction, affective commitment, continuance commitment and intention to quit).

The research model and hypotheses were tested using path analysis techniques with survey data collected from 187 recently hired IT professionals.

The results showed that the six socialization tactics affected IT professionals differently. Socialization tactics that recognize employees' values and skills (investiture tactics) and that emphasize the interpersonal and mentoring aspects (serial tactics) had the most significant effects on employees' role adjustment and organizational attachment. The study also revealed complex mediating relationships among socialization tactics, role adjustment and organizational attachment variables.

This study provides new insights about the differential effects of the various socialization tactics on IT professionals' role adjustment and organizational attachment. It also sheds light on the complex mediating relationships among socialization tactics, role adjustment and organizational attachment variables. Without considering the logical relationships between the various variables, studies examining the direct effects of socialization on isolated organizational outcome variables may overlook important linkages that are critical for explaining the inconsistent results in past empirical studies.