Digital financial services (DFS) are reshaping how individuals manage money by embedding real-time tracking, personalised nudges, and frictionless transactions into everyday life. However, research remains largely focused on adoption and current-oriented practices such as short‑term usage and immediate convenience, offering limited insight into how DFS can foster users’ future financial lives and financial well-being, especially for young people who are digitally adept but financially precarious. Financial well‑being, understood as a sense of security and freedom in meeting present and future financial needs, includes both hedonic, and eudaimonic, toward meaningful goals. It is particularly challenging in youth-focused DFS. Drawing on activity theory, we conceptualise financial well-being as an evolving, practice-based activity rather than a static outcome state and investigate how DFS can be effectively leveraged to cultivate young users’ financial well-being. We conducted a qualitative case study of Enrich, a youth-focused DFS offered by a Taiwanese commercial bank. It repositioned from transactional convenience towards future-oriented tools that support financial responses and practices. We propose a pendulum-like framework of activity systems that captures young users’ oscillation between hedonic and eudaimonic orientations in DFS‑mediated practices and helps DFS researchers and designers link usage to longer-term youth financial well-being.
In the last decade and a half, social media (SM) tools have had their presence felt in the workplace, across industries and levels of decision-making. Despite research interest, the value of using public SM (PSM) such as Facebook, LinkedIn and Twitter for work-related purposes remains a matter of academic debate, even leading to such tools getting banned in workplaces. We utilize a sample of middle and senior managers engaged in knowledge work in India, to examine how the use of PSM tools in the workplace can enable the crucial capabilities of sensing and seizing that are indispensable in the current fast-paced business environment. Further, we examine the role played by managerial social capital in helping managers develop these capabilities because of social media use. We use a hypothetico-deductive survey-based approach using a sample of 208 managers to examine the relationships between PSM use, managerial social capital, and managerial capabilities of sensing and seizing. The findings of this paper contribute to the emerging literature on business value of social media and help advance the extant scholarly understanding of the value added by PSM use at the managerial level, while also having important implications for practitioners. Possible avenues for future research are also discussed.
Employee compliance is crucial for effective cybersecurity, yet the underlying psychological drivers of risky behaviours remain complex. Deliberate cybersecurity risks can arise through active behaviours (actions) or passive behaviours (inaction). Despite growing conceptual recognition of this distinction, empirical evidence remains limited. This study examines how threat perception and neutralisation differentially shape cybersecurity intentions across these two risk domains. Survey data from 490 UK employees, covering four common cybersecurity behaviours were analysed. The findings show that both perceived threat and neutralisation significantly influence intentions, but in different ways. Neutralisation more strongly predicts active risk-taking, whereas perceived threat is a stronger predictor of passive risk-taking. Moreover, passive risk-taking was reported more frequently than active risk-taking, challenging assumptions that employee-driven cybersecurity vulnerabilities primarily stem from overt policy violations. By identifying distinct psychological mechanisms underlying active and passive risk-taking, this study provides practical insights for the design of targeted cybersecurity interventions. Future studies could examine contextual factors that moderate the interplay between threat perception and neutralisation across risk domains.
Despite the emergence and proliferation of sophisticated digital technologies, such as Artificial Intelligence (AI), work email remains a very popular tool for work communications. And we still do not know how to manage it effectively in our increasingly'boundaryless world'. In this provocation, we challenge dominant prescriptive advice in academic and practitioner literature that largely promotes, and at times enforces, the (re)assertion of (temporal) email boundaries in ways that may contradict the very purpose of contemporary digital communications. We argue that this'boundarylessness' of email activity is largely owed to a communication-centric flow which seems difficult to govern, and we identify three complications (flexibility paradox, time zone trap, invisible metronome) that render existing advice unsuitable (or impractical at best). We then synthesise existing literature and propose three solutions (developing a shared temporal structure, implementing task-time mapping, managing the hybridity-liminality interplay) which are better aligned with the boundarylessness of the contemporary workplace. In closing, we recommend four areas of future research (going beyond work email, generational differences in work email use, the role of AI agents in email communications, and the paradoxical impacts of digital work on the future of work).
