BackgroundDuring wartime, civilians rely on digital media for information, connection, and coping. However, engagement patterns may differ in their associations with stress, resilience, and well-being. ObjectiveThis study aimed to characterize patterns of digital media engagement during wartime and examine their associations with stress, resilience, and well-being in a cross-sectional survey of Israeli adults. MethodsWe conducted a cross-sectional web-based survey in Israel in early January 2024. Participants (N=512; age: range18-65, mean 37.54, SD 12.89 years; 241/512, 47.1% male) were recruited using nonprobability quota sampling. Well-being was measured using the 5-item World Health Organization Well-Being Index, stress using the 21-item Depression Anxiety Stress Scales stress subscale, and resilience using the 10-item Connor-Davidson Resilience Scale. Participants reported the extent to which their use of 10 digital media activities increased since the beginning of the war (5-point Likert scale). Analyses included 2-step cluster analysis, exploratory factor analysis (principal axis factoring with Promax rotation), and structural equation modeling path analysis. ResultsCluster analysis identified 2 engagement profiles: low engagement (126/512, 24.6%) and high engagement (386/512, 75.4%; silhouette coefficient=0.30). The high-engagement profile reported higher stress (median 2.39, 95% CI 2.31-2.47) than the low-engagement profile (median 2.01, 95% CI 1.87-2.15; P<.001). Exploratory factor analysis supported a 3-factor structure (active, passive, and institutional engagement), explaining 61.86% of the variance (Kaiser-Meyer-Olkin=0.77; Bartlett χ236=1007.6; P<.001). Structural equation modeling showed acceptable fit (χ21=1.5; P=.21; Comparative Fit Index=0.999; Tucker-Lewis Index=0.981; standardized root-mean-square residual=0.013; root-mean-square error of approximation=0.033). Resilience was negatively associated with stress (β=−0.24, 95% CI −0.34 to −0.14; P<.001) and positively associated with well-being (β=0.30, 95% CI 0.18-0.42; P<.001). Stress was positively associated with active (β=0.27, 95% CI 0.17-0.37; P<.001), passive (β=0.31, 95% CI 0.21-0.41; P<.001), and institutional engagement (β=0.16, 95% CI 0.06-0.26; P<.001). Active engagement was positively associated with well-being (β=0.12, 95% CI 0.04-0.20; P=.006), passive engagement showed a negative trend (β=−0.08, 95% CI −0.18 to 0.02; P=.08), and institutional engagement was not significantly associated with well-being (β=0.07, 95% CI −0.01 to 0.15; P=.11). The total indirect association between resilience and well-being through stress and engagement was significant (indirect effect=0.09, 95% bootstrap CI 0.05-0.13). ConclusionsWartime digital media engagement clustered into distinct profiles and dimensions, each showing different associations with stress, resilience, and well-being. This study advances the field by empirically distinguishing active, passive, and institutional engagement, with the latter often overlooked in crisis-media research. The findings offer a more detailed framework for understanding how civilians navigate digital environments during an ongoing armed conflict and provide practical implications for psychosocial guidance and crisis communication, encouraging more intentional engagement and reducing excessive passive consumption. Causal inferences are limited by the cross-sectional design.

While prior research has highlighted dynamic capabilities as central to the role of project managers, the sensing capability remains comparatively underexplored at the individual project level. This study addresses that gap by examining how project managers leverage their internal social capital within the firm (intraorganizational social capital) and their external stakeholder networks (external social capital) to foster intrapreneurial behaviours, namely entrepreneurial behaviours enacted within existing organizations.The current study investigates how project managers leverage their social capital within the firm (intraorganizational social capital) and their external networks with stakeholders (external social capital) to foster intrapreneurial behaviors, meaning entrepreneurship within existing organizations. In the first phase, we surveyed 1,024 project managers, and in the second phase, 255 project managers and their supervisor dyads. Findings reveal that intrapreneurial behaviors mediate the relationship between social capital and project manager performance, with external social capital playing a more prominent role than its intraorganizational counterpart, particularly in exploration role activities. We also identified a discrepancy: intraorganizational social capital was significantly associated with intrapreneurial behaviors when assessed by project managers but failed to show significant connection when evaluated by their supervisors. This underscores the importance of repeated measurement and offers a more nuanced view of intraorganizational social capital as a relational asset shaping intrapreneurial behaviors. The study contributes to the dynamic capabilities framework by conceptualizing external and intra-organizational social capital as relational assets that enable project managers to behaviorally contribute to organizational dynamic capability processes. Specifically, project managers sense opportunities through external social capital, seize them through intrapreneurial behaviors, and reconfigure knowledge through exploration activities. Practically, project managers should cultivate external social capital, and organizations should encourage knowledge-sharing strategies.

During crisis, individuals increasingly rely on digital platforms for information, communication, and emotional support. Cyber behavior - which encompasses online engagement, security practices, and information sharing is shaped by cognitive and emotional factors such as awareness, knowledge, and anxiety. Understanding these relationships is crucial for promoting digital resilience and well-being during wartime and other large-scale emergencies. This study sought to examine how cybersecurity awareness, knowledge, and crisis-related anxiety influence cyber behavior and well-being during a national crisis. Drawing on the Protection Motivation Theory (PMT), the study further explored how cognitive and affective responses interact to shape individuals’ online engagement patterns and subsequent psychological outcomes. A cross-sectional online survey was conducted among 512 Israeli adults aged 18-65 during the ongoing war period (January 2024). Standardized psychometric instruments were used, including the WHO Well-Being Index, DASS-21 Stress subscale, and the Connor-Davidson Resilience Scale (CD-RISC-10). Media engagement was assessed across ten distinct digital activities. Data analysis employed a comprehensive approach, including cluster analysis, exploratory factor analysis (EFA), regression modeling, and path analysis. Cluster analysis yielded two distinct segments: a high media engagement cluster and a low media engagement cluster. Participants in the high-engagement group reported significantly higher stress levels and greater utilization of digital media for news consumption, social networking, and charitable donations (p < .001). Furthermore, exploratory factor analysis revealed three salient dimensions of media usage: active, passive, and institutional. Path analysis indicated that stress was a positive predictor of all forms of media engagement. In predicting well-being, active media use (β = .12, p = .006) and resilience (β = .30, p < .001) were positively associated, whereas passive media use demonstrated a marginally negative association (β = -.08, p = .078). Cyber behavior during wartime is demonstrably influenced by both cognitive awareness and emotional stress. Specifically, while anxiety and stress tend to increase online engagement, overexposure to digital media may simultaneously well-being. Therefore, enhancing cyber literacy, cultivating emotional resilience, and promoting balanced media consumption are crucial strategies that can mitigate psychological distress and significantly strengthen digital resilience during crises.

Extensive empirical findings support the idea that intrapreneurial activity benefits employees, organizations, and society. Grounded in Self-Determination Theory (SDT), this paper analyzes the mediating role of intrapreneurial behaviors in the relationship between organizational support for intrapreneurship and employee performance and the moderating role of intra-organizational social capital (ISC) in the relationship between organizational support and intrapreneurial behaviors. Hypotheses were tested using regression analyses via Hayes’ PROCESS macro, allowing for the assessment of moderation–mediation effects. Data were collected from 617 employees across various Israeli organizations using a structured questionnaire. The results indicate that intrapreneurial behaviors are positively associated with employee performance. Additionally, organizational support is indirectly related to performance through intrapreneurial behaviors. This indirect effect is stronger when ISC levels are high, indicating that ISC amplifies the positive impact of organizational support on intrapreneurial behaviors. The findings highlight the importance of both organizational context and individual differences in fostering intrapreneurial activity and enhancing employee performance.

Purpose: This study examines the entrepreneurial transformation within kibbutzim (organizations historically rooted in collectivist ideals) as they adapt to economic and cultural shifts. Positioned as unique socioeconomic models, kibbutzim provide a compelling context for understanding social intrapreneurship, defined as entrepreneurial behaviors emerging within structured communal settings. The study explores how tensions between different community values impact the motivation to establish a new business. Methods: A paper-based survey was distributed to 256 entrepreneurs. Motivation is assessed using the push/pull theory. Self-efficacy is proposed as a mediator between the type of kibbutz (collective or privatized) and motivational factors, with proactive personality acting as a moderator of the relationship between kibbutz type and self-efficacy. Findings: The results indicate that although entrepreneurs from both types of kibbutzim exhibit lower pull motivators compared to non-kibbutz members, privatized kibbutz entrepreneurs display a higher level of push motivation than the other groups. Additionally, self-efficacy mediates the relationship between collective kibbutz members and pull motivation and between privatized kibbutz members and push motivation, but only for entrepreneurs with low levels of proactive personality traits. Conclusions: The findings underscore the influence of cultural tensions and values on entrepreneurial behaviors, offering insights into the interplay between community context and individual agency.

Gig work is one of the fastest-growing trends in the labor market, one that accelerated during the COVID-19 pandemic. It is therefore important to understand its impact on individual happiness. A simple theoretical framework is constructed to analyze aspects of gig work and their effect on happiness. In particular, we model happiness as being dependent on various characteristics of work, such as income, work flexibility, job stability and job security, employee benefits, and non-pecuniary benefits. We demonstrate that merging salaried work and gig work can be an effective way to increase happiness. The proposed framework identifies the characteristics of an individual who will achieve greater happiness in gig work. These insights may help to understand the effect of recent changes in the labor market on workers' happiness.

The COVID-19 pandemic brought about changes in the working world. One of the main strategies to cope with the economic situation during lockdowns was to furlough employees. In the current study, we propose that psychological contract breach and violation between the organization and the furloughed employee act as underlying mechanisms that explain the relationship between the employees' furlough status and the increase in their emotional exhaustion and decrease in affective commitment. Furthermore, we suggest that perceived organizational support can act as a buffer that attenuates the association between furloughed employment status and perceived contract breach. The study was conducted at two points in time: during the first lockdown and 4 months afterward ( N = 336). Results supported the predicted indirect sequential associations. However, perceived organizational support served to buffer the relationship between furloughed employment status and perceived psychological contract breach only in the case of employees who continued to work.

With the increase in the number of employees working remotely from home following the COVID-19 pandemic, cyberattacks have grown in quantity and strength. While companies invest tremendous resources in technical defense practices and protection tools, the main weak link is still the human factor. The current study aims to provide theoretical and empirical evidence of the antecedents that contribute to active cyber defense as well as cyber risk behaviors. Based on a sample of 338 employees who worked from home or on-site during and after COVID-19, we examined the effects of organizational training on employee defense behaviors. The results of the current study suggest that the workplace and the amount of confidence in the defense measures play an important role in contributing to cyber risk behavior. Therefore, it is crucial that managers raise employee awareness of the hazards and educate them on the different defense methods that they can apply.

As part of the P2P sharing economy, cryptocurrencies offer both creative and criminal opportunities. To deal with offenders, solutions such as legislation and regulation are proposed. However, these are foreign to the P2P spirit of trusted interactions and transactions. This paper aims to identify solutions that align with P2P technologies and relationships to combat the criminal use of cryptocurrencies. In line with our research question, we adopt the method of grounded theory. Based on 45 interviews on 1,500 h of podcasts, blogs, and TV shows, we observed how experts in finance, technology, and cryptocurrency analyzed the hazards, as well as, the solutions for cryptocurrencies schemes. The results indicate that this new technology has also engendered new types of criminal schemes; thus, we can categorize malicious behaviors into conventional and P2P hazards. In addition, experts also point to conventional and P2P solutions to crypto-crimes at the individual, organizational, communal, and national levels. As such, they underscore the discrepancies between those who push for solutions favoring conventional regulatory forces versus those advocating for normative legitimacy, hence pulling the industry to preserve the P2P identity. Following institutional theory and the need for legitimacy in this new and disruptive industry, we discuss the tension between agendas and suggest unorthodox solutions for an innovative yet troubled technology.

Despite the booming FinTech industry, peer-to-peer (P2P) lending platforms continue to play an insignificant role. This study explores differences in time preferences and risk attitudes between P2P lenders and the general public (non-users). The findings indicated that P2P lenders are less risk-averse and have future preferences, indicating that this P2P platform is perceived as a risky instrument. Based on our findings, we recommend that companies reduce the hazard associated with investing with P2P platforms to attract more risk-averse investors or offer higher interest rates for riskier loans to attract investors who prefer higher risk.

In an era of constant changes, organizations need to promote innovative thinking that leads to intrapreneurial behaviors. The current study aims to explore how leadership style (transformational and transactional leadership), organizational support for entrepreneurship, and the intensity of competition relate to employee intrapreneurial behaviors. Two studies were conducted to answer the research questions. In the first study, a paper-based survey was distributed to 464 employees. Following the first study's result, 150 manager-employee dyads were examined. Employees were asked to evaluate their manager's leadership style and the amount of organizational support, while their managers evaluated the employee's intrapreneurial behaviors and the intensity of the competition in the organization's environment. The results show that both transformational leadership and transactional leadership are connected to intrapreneurial behaviors via the mediation of organizational support. However, in a highly intense competitive environment, transformational leadership exhibits a stronger relationship with organizational support, which mediates the connection of the former with intrapreneurial behaviors. The results of the current study extend previous findings suggesting that both transformational and transactional leadership have positive effects on employee intrapreneurial behaviors. However, to actualize intrapreneurial development, an organization must provide support and help allocate both tangible and intangible resources accordingly.

In the current study, we examine why peer-to-peer (P2P) lending platforms play only a minor role in the finance industry in Israel, compared to the traditional banking system. We conducted two studies and attempted to discover if a discrepancy exists between the lenders' preferences and the platforms’ incentives. In the first study, we conducted a conjoint analysis to examine the impact of lenders' decisions to invest through P2P platforms. The second study examines the factors in which platforms use to determine the lending interest rate for loans. We found that although lenders wish to decrease their risk and guarantee their investment, P2P companies encourage riskier borrowers. This contradiction between the priorities of the lenders and those of the platforms may explain why the non-users consider P2P lending to be a high risk. We offer several suggestions to increase the attractiveness of the Fintech and lending platforms industry.

This study aims to examine the effect of charismatic leadership on followers’ attitudinal, emotional, and well-being outcomes in a crisis setting. Combining leadership literature with Conservation of Resources and leader-follower distance theories, we propose that the effect of charismatic leadership on follower outcomes depends on the interplay between the follower's furlough status during the lockdown period and their Intolerance to Uncertainty (IU) dispositional characteristic. A cross-sectional study was conducted at two points in time: during the first lockdown (March–April 2020) and four months after the lockdown (August 2020). The final sample included 336 employees with data for both points in time ( n = 199 continued to work during the lockdown, n = 137 were on furlough). The findings confirmed the study's hypotheses and revealed that charismatic leadership significantly contributed to employee outcomes only in the case of furloughed employees with low levels of IU and of continuously-employed employees with high levels of IU. It did not make a similar contribution in the edge cases—employees with low IU levels who continued to work during the lockdown or those with high levels of IU who were furloughed. This study provides novel insights into the relationship between charismatic leadership effectiveness and follower outcomes, and informs managers how to better adjust their leadership style to their followers in a crisis setting. The findings extend our knowledge about charismatic leadership by suggesting the mutual contribution of the distance dimension and employee dispositional characteristics as a boundary condition to charismatic leadership effectiveness.

The current study aimed to explore how the relationship between teachers and their principals (leader-member exchange - LMX) promotes intrapreneurial behaviours (i.e., entrepreneurial and innovative activities within existing organisations). The hypotheses were tested using paper-based surveys and scales distributed to 105 teachers. Findings indicated that the relationship between teachers and school principals (LMX) was significantly positively associated with intrapreneurial activities. A high quality relationship was also connected to entrepreneurial orientation (EO) and mediated by the teachers' work engagement. In addition, EO mediated between LMX, work engagement and intrapreneurial activities. In addition, four different machine learning algorithms were used to evaluate the hypotheses by classifying the study data. Naive Bayes was found to outperform logistic regression and the other classification methods. This study is one of the few to explore intrapreneurial behaviour in educational institutions and thus contributes to theory and practice in understanding how innovation behaviours take place in schools, and its implications for the education arena.

Entrepreneurial antecedents have been a subject of investigation for many decades. While entrepreneurial characteristics and personality traits have been explored in-depth, cultural contexts have gained less attention. The current study explores how the tension between different community values impacts the motivation to establish a new business. The research is focused on the Israeli kibbutz, which is a unique type of community established under the ideology of socialism and collectivism. At the end of the last decade, many kibbutzim (plural of kibbutz) faced an economic crisis which led some of them to privatize their properties. These changes were also accompanied by a transformation in the kibbutz’s ideology toward more individualistic values. Thus, kibbutzim represent a unique case study that enables us to understand the contribution of the cultural context to the individual’s motivation to become an entrepreneur. In this study, motivation is measured in accordance with the pull and push theory. Self-efficacy is suggested as a mediator between the type of kibbutz (collective or privatized) and the motivation factors, with the proactive personality acting as a moderator of the connection between kibbutz type and self-efficacy. Overall, 256 entrepreneurs participated in the survey, of whom 83 are entrepreneurs from collective kibbutzim, 92 are privatized kibbutz members, and the rest are not kibbutz members. The results indicate that although entrepreneurs from both types of kibbutzim do not show high pull motivators compared to non-kibbutz members, privatized kibbutz entrepreneurs demonstrate a higher level of push motivation compared to the other groups. In addition, self-efficacy serves as a mediator between collective kibbutz members and pull motivation and between privatized kibbutz members and push motivation, but only for entrepreneurs who are low in proactive personality traits. The results highlight the effect of the tension between cultural context and values on entrepreneurial behaviors.

The current study, we design to address the effect of furlough status on employees' attitudes and well-being after returning to their previous employment status. Specifically, we suggest that the two constructs - psychological contract breach and violation - mediated the associations between the employees’ furlough status and emotional exhaustion and affective commitment. Additionally, we propose that perceived organizational support attenuated the association between employment status and employees contract breach perception. A cross-sectional study conducted at two points in time – during the first lockdown and four months after the lockdown (N=336), confirmed the study hypotheses and supported the predicted indirect sequential associations. However, perceived organizational support served to buffer the association between employment status and perceived psychological contract breach only in the case of employees who continued to work during the lockdown period.

The recent period challenges many assumptions about the way organizations should act and perform. The Covid-19 pandemic and the economic crisis led to many changes, some temporary and some permanent. However, a more proponed inspection must be made about some paradigms. For example, Alvarez et al. (2020) placed a question mark over the need for organizations to adapt economic theories. The worldwide crisis pointed at the need for an added value, and as Alvarez et al. (2020) noted - perhaps the economy needs to learn from organizational theories and not the other way around. The purpose of this symposium is to look at the concept of

With the COVID-19 pandemic, many organizations and institutions moved to e-learning and to e-working from home. With the increase in internet usage, the rate of cyber-attacks have also increased, and this was followed by the request for more cyber security behaviors from employees and students. In the current study, the authors explore the connection between cyber security awareness, cyber knowledge, and cyber security behavior. The authors measured the behaviors among students in two similar countries: Israel and Slovenia. Results show that students felt they had adequate awareness on cyber threat but apply only a few protective measures to protect their devices, usually relatively common and simple ones. The study findings also show that awareness to cyber threats mediate the connection between knowledge and protection behaviors, but only in the case that the knowledge is specific with regard to IT protection courses. Results, implications, and recommendations for effective cyber security training programs for organizations and academic institutions are presented and discussed.

This study examines the effect of gender of financial advisors on the perception of the quality of investment advice. Based on expectation states theory (EST) as well as Social Role Theory (SRT), we aim to understand whether the perception of the quality of financial advice is affected by gender bias; that is, do people trust the ability of male financial advisors to earn profits more than female financial advisors' ability to do so? To analyze our assessments, we interviewed female financial advisors and conducted two quantitative studies. The first quantitative study, in which 1,600 respondents participated, examined whether the financial advisor's gender impacts how subjects appraise the probability of success versus the level of loss. This was followed by a second study designed to examine the presence of hidden gender bias by applying a conjoint analysis model. The results, as reflected from the interviews, indicated that female financial advisors do not feel discriminated against by clients on the basis of gender. This finding is consistent with the results of the first quantitative study, which showed gender bias was latent and revealed only in particular cases, such as in the case of a high investment amount. However, the conjoint analysis results, which explored more hidden preferences, indicated that the advisor's gender is one of the most important factors influencing a consumer's decision when choosing an investment advisor. Hence, female advisors' gender was found to have a negative effect on the desire to invest, and this negative attitude was found to be significantly higher among male respondents. Thus, the first study's result showed that when asked directly, participants are indifferent as to the financial advisor's gender, however, ideally people prefer male advisor over female, as shown in the second study. A summary of the findings shows that a perceptual change is still needed in order to reduce negative perceptions towards female advisors. (c) 2021 Elsevier B.V. All rights reserved.