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In a context in which disabled people are stigmatized, the school-to-work transition threatens the occupational identity to which disabled individuals aspire. This study highlights how students with a disability face and react against identity threat, using identity management strategies and, specifically, identity threat responses when intending to integrate into the workplace.

Students in transition or having recently integrated into the workplace were interviewed to relate their transitioning experience, resulting in a qualitative study based on 31 semi-structured interviews.

The study reveals that identity threat is experienced during the school-to-work transition process and that disabled individuals do not remain passive but actively fight against it. The participants used four identity management strategies to attempt to counteract such threats. The strategies displayed include identity threat mechanisms such as identity-protection and identity-restructuring responses. The outcomes of these strategies are presented in terms of their positive and backlash effects.

This research contributes to the identity management literature and, more specifically, to the identity threat literature by showing how disabled individuals combine several identity threat responses, which they use as resources to reduce potential harm. New identity threat responses that are particularly crucial in a career management strategy are also highlighted.

We aim to explore and analyze job stress, satisfaction and career mobility among finance professors in the US. Additionally, we seek to provide insights that could guide new finance PhDs and current academics in understanding how various job aspects impact their professional experiences.

Using manual data identification and applying univariate and multivariate analyses, we survey finance professors in the US to assess their overall job satisfaction, the reasons that drive their choice of first academic positions and the factors influencing their desire to remain in or leave their current roles.

Our findings indicate that pay, location and alignment between research expectations set during the interview process and the actual job conditions are the strongest predictors of professors’ job satisfaction. Family and personal considerations play a more significant role in job search behavior for subsequent employment opportunities. Additionally, we provide evidence that perceived gender-based differential treatment within departments is associated with lower job satisfaction. Furthermore, the academic landscape has shifted following the COVID-19 pandemic, affecting faculty and students.

We identify the key factors influencing job satisfaction, the motivations behind career decisions and the changing job demands faced by finance academics in the US.

This study aims to investigate the effects of candidates' perceptions of cybervetting – the evaluation of social media profiles by employers – on the perceived attractiveness and prestige of organizations and the role of gender as a moderator in these relationships. Three perceptions – perceived injustice, privacy invasion and surface validity – are used to evaluate candidates' attitudes about cybervetting.

The sample is comprised of third- and fourth-year undergraduate students at a university in Ankara, Türkiye. A survey technique was used to collect research data. The survey form was prepared on an online platform.

Survey results revealed that negative perceptions of cybervetting significantly affected perceived organizational attractiveness, prestige and intention to pursue the organization. Still, no significant difference was found between the women and men groups in this effect. Men candidates are more concerned about the validity and fairness of cybervetting.

The research's findings are anticipated to shed significant light on how cybervetting is conceptualized, specifically whether feelings of injustice, privacy invasion and validity constitute core components of cybervetting. Besides, the findings are expected to reveal whether candidates' attitudes toward cybervetting affect their perceptions regarding the general attractiveness and prestige of the organizations.

The ageing and disabled population is fast growing, which emphasises the need to effectively modify current homes and environments to support healthy ageing and increasingly diverse health needs. This paper aims to bring together findings and analyses from three adaptations-focussed projects, drawing on perspectives from key stakeholders alongside the lived experiences of service users acquiring adaptations.

Following an Adaptations Framework developed from interviews and focus groups with older people and key stakeholders, the paper discusses barriers experienced by older people and front-line workers in receiving and delivering adaptations through all stages of the process.

This paper reveals how experiences around adaptations might diverge with unseen, hidden investment and need amongst individuals, and how conceptual and cost-focussed evidence gaps impact wider understandings of adaptations delivery. In so doing, this paper highlights how the adaptations process is perceived as a “fight” that does not work smoothly for either those delivering or receiving adaptations services.

The paper suggests a systematic failure such that the adaptations process needs to be rehauled, reset and prioritised within social and public policy if the housing, health and social care sectors are to support healthy ageing and prepare for the future ageing population.

The paper brings together insights from key stakeholders alongside service users' experiences of adaptations to highlight key policy drivers and barriers to accessing and delivering adaptations.