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The purpose of this paper is to discuss mental health clinicians’ perspectives on recruiting youth for research exploring the influences of social media on self-harm in young men. Following the low recruitment of a clinical sample of young men to a qualitative e-mail interview study the authors investigated the barriers among clinicians who were involved in recruitment.

Using a face-to-face, semi-structured interview, 13 clinicians were recruited and interviewed. Thematic analysis was undertaken to explore the issues which impeded a clinician-led approach to recruitment of young men.

Online approaches to data collection hold promise as innovative ways to engage health consumers in research. However in this study the intention to e-mail interview young men increased clinicians’ perceptions of risk and contributed to the original study being abandoned. Inviting clinicians to recruit consumers to online research raised ethical and clinical dilemmas for clinicians because the potential risks of consumer participation in such research were unknown.

When involving clinicians as intermediaries in research, it is important to consider their perspectives on data collection methods and their perceptions of risk.

Findings can be used to inform future recruitment strategies to ensure young men’s perspectives are present in the literature.

There is a need to balance increasing the presence of young men’s voices in the literature with clinical responsibilities for their best interests as mental health consumers.

The study brings knowledge on perceptions of research risk into sharper focus in the research literature.

This paper aims to define the conceptual boundary of the selfie and to discuss the role of the selfie in the social media marketplace.

This paper extensively reviews and draws themes from the extant literature on consumer identities in the social media marketplace to explain the selfie phenomenon and to identify potentially fruitful directions for further research.

Current insights into the selfie phenomenon can be understood from socio-historical, technological, social media, marketing and ethical perspectives.

Despite the limitations of a general review (e.g. absence of empirical data and analysis), this paper identifies multiple avenues to extend existing lines of inquiry on the selfie phenomenon. Thus, this paper should encourage further research on the topic in the academic and scientific community.

The selfie can be used as a marketing tool to improve marketing performance and accomplish marketing-related goals.

This paper sheds light on how marketing academics and practitioners can better understand the impact of the selfie in the social media marketplace.

The purpose of this study is to explore employees’ knowledge- and learning-related experiences in moving between local firms and multinational enterprises (MNEs) and to examine the nature of paradoxes of labor mobility that local talents face in their career in the North African country of Algeria. In doing so, this paper explored the multifaceted experiences of employees who left local firms and joined MNEs.

The authors use a qualitative study, in-depth interviews with 12 employees from various industries, and apply an interpretive phenomenological approach to explain labor mobility between local firms and MNEs in the North African country of Algeria. The authors specifically focus on personal experiences of employees who worked in both local firms and MNEs.

The findings report a paradoxical situation and suggest that despite talented individuals grow their capabilities in MNEs through reward and personal growth incentives, the grass is not always greener, and they face the paradox of nurturing their capabilities (wings) or empowering their roots by returning local firms to seek stability, security and flexibility.

This study contributes to the research at the intersection of human resource management, knowledge management and the paradox of management in emerging markets. Its value stems from empirically explicating the paradox of roots and wings as a complementary, learning type of paradox that individuals at local firms and MNEs in Algeria experience.

This study explores job search dynamics among employed individuals. We focus on factors related to employees initiating their job searches and changing its intensity.

We conducted a qualitative study with 41 employed job seekers using semi-structured interviews.

Our analysis reveals six catalysts that initiate employee job searches and nine modulators that influence fluctuations in job search effort. We highlight the significant roles of social actors, resource dynamics, and personal, professional, and environmental factors in shaping employees’ job searches.

The diverse sample strengthens theory building but may not represent all employed job seekers. Future research would benefit from longitudinal designs.

This study underscores the influence of social actors on employee job search processes. Our findings offer valuable insights for policymakers and employers seeking to support employed job seekers and proactively manage voluntary turnover.

This research advances our understanding of employee job search beyond its traditional role in voluntary turnover. By integrating Conservation of Resources (COR) theory, we provide a framework for understanding employee job search initiation and modulation.