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This paper explores the influence of Snapchat on workplace behavior, focusing on employee productivity, mental health and organizational policies. It examines how Millennials and Generation Z use Snapchat professionally, with implications for management strategies and workplace culture.

The paper provides a conceptual analysis grounded in existing literature and theoretical frameworks, including uses and gratifications theory, social comparison theory and attention economy theory. The analysis covers the psychological effects of social media validation, social comparisons and the impact of Snapchat on attention and task management. Management strategies such as policy development and employee training are also examined.

Snapchat positively impacts communication and team bonding but presents challenges to productivity, mental well-being and data security. The platform’s design encourages both community building and distractions. Organizations can mitigate these issues through effective policies, training and mental health support.

This paper offers a unique contribution by focusing specifically on Snapchat and its workplace impact. It addresses the balance between the benefits of social media and its drawbacks, presenting practical strategies for organizations to manage Snapchat usage effectively while maintaining productivity and supporting employee well-being.

Few issues in business ethics are as polarizing as the practice of risk classification and underwriting in the insurance industry. Theorists who approach the issue from a background in economics often start from the assumption that policy-holders should be charged a rate that reflects the expected loss that they bring to the insurance scheme. Yet theorists who approach the question from a background in philosophy or civil rights law often begin with a presumption against so-called “actuarially fair” premiums and in favor of “community rating,” in which everyone is charged the same price. This paper begins by examining and rejecting the three primary arguments that have been given to show that actuarially fair premiums are unjust. It then considers the two primary arguments that have been offered by those who wish to defend the practice of risk classification. These arguments overshoot their target, by requiring a “freedom to underwrite” that is much greater than the level of freedom enjoyed in most other commercial transactions. The paper concludes by presenting a defense of a more limited right to underwrite, one that grants the legitimacy of the central principle of risk classification, but permits specific deviations from that ideal when other important social goods are at stake.

The purpose of this paper is to investigate the influence of six core behavioural factors on financial risk tolerance (FRT). The study also analyses the role of religiosity in the relationship between behavioural factors and FRT.

Empirical data were collected using a survey questionnaire. A total of 1,679 questionnaires were distributed to six public universities in the Klang Valley. However, only 1,204 questionnaires were completed and used for analysis. This study employs structural equation modelling to validate and assess proposed research model.

The results of the analysis demonstrated some new findings. The findings indicate that propensity for regret, propensity for trust, happiness in life, propensity to attribute success to luck and propensity for overconfidence have a significant influence on FRT while propensity for social interaction does not. The results also provide support for the moderating effects of religiosity in the proposed research model.

The findings highlight the important role of behavioural determinants to assess individuals’ FRT. Understanding FRT is a complex process that goes beyond the exclusive use of behavioural factors. Thus, more research is clearly needed to resolve which additional factors can be used by financial advisors to increase the explained variance in FRT differences.

The rites and practices of folk religion in Nigeria cut across virtually all conventional and emerging social institutions in the country. The inability of the State to perform many of its functions has encouraged this trend, with many turning to folk religion and associated practices in attempts to control uncertain situations. Unemployed/underemployed young gamblers have begun to incorporate and normalise the combination of spiritual elements with sports betting activities in a bid to translate games of uncertainty into games of certainty. This study attempts to conceptualise how and why young people adopt, practice and make sense of folk religion in relation to sports betting.

Semi-structured, in-depth interviews were used to interrogate and analyse the lived experiences of key actors living in the capital city of Ilorin, Kwara State, a place renowned for the widespread practice of folk religious rites: 20 unemployed/underemployed young sports bettors and 10 folk doctors. Collected data were transcribed manually and subjected to inductive content analysis, using grounded theory. The combination of folk religion with sports betting is fast becoming normalised as young Nigerians seek to survive harsh economic conditions. Adoption is also linked with belief in traditions, in-group conflicts, gambling adverts, lack of luck and greed. Folk religious practices combine elements from the natural and spiritual worlds. This study formulates concepts for understanding the complexity of such practices concerning gambling among young sports bettors in Nigeria.

Organizational change is a key mechanism to ensure the sustainability of healthcare systems. However, healthcare organizations are persistently difficult to change, and literature is riddled with examples of failed change endeavors. In this chapter, we attempt to unravel the underlying causes for failed organizational change. We distinguish three types of change with different levels of depth that require different change approaches. Transformations are the deepest forms of change where beliefs and principles need to be modified to successfully influence routines. Renewals are deep forms of change where principles need to be modified to successfully influence routines. Improvements are shallow forms of change where only modifications at the level of routines are needed. Using deoxyribonucleic acid (DNA) as our metaphor, we propose a theory of “organizational DNA” to understand organizations and these three types of organizational changes. We posit that organizations are made up of a double helix consisting of a so-called “social string,” which contains the “soft” interaction or communication among the organization's members, and a so-called “technical string,” which contains “hard” organizational aspects such as structure and technology. Ladders of organizational nucleotides (i.e., Routines, Principles, and Beliefs) connect this double helix in various combinations. Together, the double helix and accompanying nucleotides make up the DNA of an organization. Without knowledge of the architecture of organizational DNA and whether a change addresses beliefs, principles, and/or routines, we believe that organizational change is constrained and based on luck rather than change management expertise. Following this metaphor, we show that organizational change fails when it attempts to change one part of the DNA (e.g., routines) in a way that renders it incompatible with the connecting components (e.g., principles and beliefs). We discuss how the theory can be applied in practice using an exemplar case.

This article has two main objectives: first, to analyze a novice’s researcher’s journey in overcoming the challenges of one of the most persistent obstacles in qualitative research – gaining access through gatekeepers – to obtain a nuanced understanding of this phenomenon; and second, to emphasize the practical value of autoethnography in capturing both individual and social dimensions of this process, enabling researchers to reflect on their fieldwork experiences.

This paper employs an autoethnographic approach grounded in sensemaking and reflexivity, drawing on the personal life experiences of a researcher who collected data for his dissertation involving informal entrepreneurs (IEs).

This research reveals that gaining access is not a straightforward process but rather an ongoing effort in which rapport, trust and reciprocity – along with persistent negotiations and a bit of luck – contribute to its success. Additionally, the innovative autoethnographic approach helps to adopt new lenses and perspectives on the personal, interpersonal and contextual influences that motivate the actions of both the researcher and the gatekeeper.

This study is valuable for novice researchers and the research practice itself, as it uncovers hidden dynamics and risks associated with accessing hard-to-reach populations. It enriches the literature in organization and management studies by providing a unique framework for navigating this complex process. Furthermore, it highlights the applications, strengths and challenges of the autoethnographic method.