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This study examines gender differences in the impact of risky social network site (SNS) practices on the likelihood of cyberbullying victimization among Millennial Facebook users. We surveyed students enrolled in business courses at three medium-sized universities; two located in the midwestern and southeastern parts of the United Sates and the other in the southeastern part of Australia. Results from 380 respondents show that males were significantly more likely than females to post indiscreet information and experience a greater number of incidences of cyberbullying. While cyberbullying victimization was significantly related to the number of friends that one has unfriended, there were no gender differences in the extent to which individuals unfriend others on Facebook. Regarding the source of cyberbullying, both genders were significantly more likely to experience cyberbullying from the opposite gender. However, males were significantly more likely than females to be cyberbullied by a classmate, co-worker, roommate, former university classmate, former romantic partner, or someone they did not know. Implications and suggestions for future research are provided.

This study examines the impact of risky social network site practices (SNS) and individual differences in self-disclosure and personality on the likelihood of cyberbullying victimization among young adult Facebook users. Results from 572 respondents show that posting indiscreet or negative content, having Facebook friends who post such content, and number of Facebook friends were all strong predictors of cyberbullying victimization. In addition, most of the personality variables examined (conscientiousness, extroversion, agreeableness, emotional stability, self-disclosure) were significant predictors of at least some of these risky SNS practices. However, only extroversion and openness were significant predictors of cyberbullying victimization. Implications for individuals and organizations are provided.

This study focuses on city employees and their perceptions regarding the importance of dress and appearance in the public sector workplace. Using the impression management literature and self-presentation theory, we examine the impact of mode of dress worn (casual, business casual, formal business) on their self-perceptions of creativity, productivity, trustworthiness, authoritativeness, friendliness, and competence. We also examine their beliefs regarding the impact of employee appearance on customer perceptions of service quality. Our results suggest that 'you are what you wear.' Respondents felt more competent and authoritative when wearing either formal business or business casual, more trustworthy and productive when wearing business casual, and least friendly and creative when wearing formal business attire. Respondents also believed that uniforms had a positive impact on customer perceptions of overall service quality, and that tattoos, athletic wear, unconventional hairstyles or hair color, sweat pants, facial piercings, revealing clothing and clothing with tears, rips or holes had a negative impact. Implications and directions for future research are discussed.

Despite the fact that career attitudes and their influence on career outcomes is widely researched in the field of occupations and careers, little is known about the influence of cultural norms and values on career attitudes. We propose that national cultural dimensions influence students' career planning, career adaptability, career optimism, and career-related knowledge. We test these relations using an eight country sample with more than 1,800 students. The results show that national culture has significant effect on all four career attitudes and in particular on career planning and career optimism. We discuss theoretical and practical implications and provide future research directions.

The ever-growing popularity of Facebook has led some educators to ponder what role social networking might have in education. The authors examined student reactions to friend requests from people outside their regular network of friends including professors, parents, and employers. We found students have the most positive reactions to friend requests from their mother or boss. Possible educational uses for Facebook, recommendations on Facebook etiquette for business educators, and directions for future research are discussed.

This study examines the use of Facebook by certified nurse anesthetist students. Our results showed that, contrary to expectations, most were neutral about faculty, physicians, and supervisors viewing their Facebook profiles but expressed concerns about patients seeing such information. Many (30%) of our respondents had observed unprofessional content posted on the social network sites of their classmates including: intoxication or substance abuse, profanity, sexually suggestive photos or comments, and negative work-related comments. A vast majority indicated they would accept a ‘friend’ request from their supervisor and a physician but not a patient. Surprisingly, about 40% had initiated a ‘friend’ request to their supervisor and/or physician they work with. Implications and directions for future research are discussed.

Students’ career planning is of great concern for international human resource management. While a lot of research has been done to determine the antecedents of student’s career decisiveness, little is known about the influence of cultural norms and values on career planning. We propose that national culture has an indirect influence on students’ career planning through career adaptability, career optimism and career-related knowledge. Using an eight-country sample of more than 1,800 university students, our findings show that the influence of masculinity, uncertainty avoidance, and long-term orientation on career planning is mediated by career knowledge and career optimism, while the influence of power distance and individualism are partially mediated by these two variables. The theoretical and managerial implications of our study’s findings are discussed.

This paper examines cultural and gender differences in student reports of the likelihood that they would post various types of information on their Facebook profiles and their attitudes regarding non-students accessing their profiles. Significant gender and country differences were found. In general, U.S. students were more likely than German students to report they would post extreme information. Males in both countries (U.S. and Germany) were more likely than females to self-promote and be extreme in the information they would post and less concerned if employers viewed their profiles. Both U.S. and German students reported several items they would likely post on their profiles, but did not want employers to see. Implications of these results and recommendations for future research are also discussed.

This study examines culture and personality differences in student reports of the likelihood that they would post various types of information on their Facebook profiles. As predicted those high on conscientiousness, agreeableness, and emotional stability proved significantly less likely to report posting problematic content (e.g., substance abuse, sexual content) on their profile. Those who scored high on Compulsive Internet Use indicated a greater likelihood to post such profile information. Consistent with our expectations, our cross-cultural analysis revealed that US students were more inclined than German students to post problematic information to their Facebook site. Implications of these results and recommendations for future research are discussed.

While incorporating fun into healthcare work environments to improve productivity, employee satisfaction, and patient satisfaction has been gaining attention since the release of the popular Fish! books (e.g., Lundin, Christensen, Paul, & Strand, 2002), no empirical research has been conducted examining customer/client reactions to witnessing the use of such fun activities. Using a 2 2 2 experimental scenario-based study, this research evaluated the impact of 3 independent variables (attentiveness to the customer, customer waiting time, and level of fun) on the dependent variables of perceived service quality and intent to return, refer, and complain.

This study examines gender and cultural differences in reactions and responses to a Facebook ‘friend’ request from the boss. The auhtors found respondents were more likely to have positive (e.g., pleased, honored) reactions followed by questionable reactions (e.g., worried, suspicious) and least likely to have negative reactions (e.g., disgusted, offended). Although most respondents would accept the request, many would have reservations about doing so. Contrary to expectations, no gender differences were found. Significant cultural differences were found such that U.S. respondents were more likely than German respondents to have negative and questionable reactions and German respondents were more likely than U.S. respondents to have positive reactions. Implications and suggestions for future research are then discussed.

The present article examines factors that influence why students post information on their social network profile which employers would find inappropriate. Results show that many students make a conscious attempt to portray a particular image and, as predicted, their intended image was related to whether they posted inappropriate information. Those who believed they portrayed a hardworking image were unlikely to post inappropriate information, whereas students who felt they portrayed an image that was sexually appealing, wild, or offensive were most likely to post such information. Limitations, implications for business education, and directions for future research are discussed.

Using Pfeffer's typology of high-performance human resource management practices, this study examined faculty perceptions of how U.S. schools of business utilize such practices. Results show that faculty believe that most high-performance human resource management practices are used by their schools, particularly employment security, empowerment/self-management, and information sharing. Faculty perceive less attention being devoted to the use of training and development practices, competitive pay, and reward systems. Implications for business school management are presented, which include ensuring that deans and department chairs are trained in effectively managing faculty for achievement of business school missions and goals.

We present an explorative study, which examines the influence of personality traits on business students’ Career Decisiveness in three countries: China, Germany, and the U.S.A. We find that personality traits have direct and moderating effects on Career Decisiveness. The influence of the Big Five personality traits on Career Decisiveness differs in the three sample countries. The paper and its results point at the diverse career counseling needs not only for business students in different countries, but also for students with different personalities in these countries. The paper introduces the method of our study, the results, practice implications of the results, as well as discusses further research questions resulting from the study.

This study examined the relative impact of “inappropriate” postings on job candidates’ Facebook profiles on hiring decisions. Such postings included negative work-related attitudes, the use of profanity, and comments regarding alcohol abuse, use of drugs and sexual activities. Respondents indicated that all five types of information were relevant to such decisions and that they would be unlikely to pursue candidates who posted such information. However, such information was viewed as being more relevant for female candidates than male candidates. In addition, respondents were more likely to pursue male candidates than female candidates who posted such information. Thus, females were found to suffer the most. Although negative work-related attitudes and drug use were considered more relevant to hiring decisions than the other types of information, respondents were least likely to pursue candidates whose Facebook profiles contained comments regarding negative work-related attitudes and alcohol use. Implications and suggestions for future research are presented.

This study examines gender differences in student reports of the likelihood that they woulld post various types on their Facebook profiles and their attitudes regarding other non-students accessing their profiles. Significant gender differences were found. Males were more likely than females to be selfpromoting and extreme in the kinds of information they would be likely to post and less concerned if employers viewed their profiles. Students reported several items that they would be likely to post on their sites but were not comfortable with employers seeing. Implications of these results and recommendations for future research are discussed.

This study examined students' use of and attitudes toward social networking sites. Significant gender differences were found regarding the type of information posted and whether students were comfortable with employers seeing this information. There were several items that students were likely to post on their sites but were not comfortable with employers seeing. Implications and suggestions for future research are discussed.

The purpose of this study was to examine the impact of emotional labor, trust, and experienced fun on both emotional exhaustion and job satisfaction. Results from a sample of 142 healthcare workers showed that respondents who reported higher levels of trust in their coworkers and their supervisor reported lower levels of emotional exhaustion and higher levels of job satisfaction. Moreover, there was a significant positive relationship between experienced fun and trust in one's supervisor and one's coworkers. The results and directions for future research are discussed.

Using a marketing perspective, this study investigates whether the issue of ‘‘fun at work’’ would appeal to volunteers as a part of an effort to enhance recruitment and retention. Specifically, we examined volunteers’ attitudes toward fun, their perceptions of what kinds of activities are fun and what are not, and the relative importance of workplace fun in what they perceive as an ideal volunteer position. In general, we found that volunteers had positive attitudes towards fun and experiencing fun at work was associated with higher job satisfaction and lower turnover intentions. Although ‘‘a fun workplace’’ was ranked relatively low in importance relative to other reasons why they volunteer, creating such an environment could enhance retention. Some age and gender differences were found in the perceptions of whether certain activities are fun or not. The implications of these results and directions for future research are discussed.