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In today's technologically advanced world, the escalating prevalence of phishing attacks necessitates an urgent exploration of effective countermeasures. This study delves into the crucial investigation of how self-regulation influences phishing susceptibility, while also examining the mediating role of information processing and the moderating influence of financial knowledge. A comprehensive survey was meticulously crafted, targeting 370 recent university graduates. The collected data underwent rigorous analysis using Hayes' PROCESS macro, unveiling a mediated moderation model. The findings reveal that self-regulation does not directly predict phishing susceptibility. However, information processing, whether systematic or heuristic, significantly impacts phishing susceptibility. Additionally, information processing serves as a mediator, connecting self-regulation to phishing susceptibility. Notably, the interaction between systematic information processing and financial knowledge emerged as a significant determinant of phishing susceptibility. By establishing a comprehensive mediated moderation model, this study provides invaluable insights for individuals and organizations seeking to bolster their defenses against phishing attacks. Furthermore, it emphasizes the vital role of financial knowledge and employees' heuristic information processing in mitigating cyber threats. This research serves as a crucial scientific contribution, offering compelling evidence that proactive management of contributing factors can effectively mitigate the escalating threats posed by phishing attacks.

Job insecurity, defined as a perceived loss of continuity in a job situation that can span from the loss of some subjectively important job features to the permanent loss of the job itself, has been associated with a number of adverse outcomes at organizational as well as individual levels. However, how it affects employees' family life has gained relatively less attention. To examine this, based on role stress theory and boundary theory, this study answers how job insecurity affects parent–child attachment; so far, an ignored phenomenon. Besides, this study also investigates how segmentation preference mitigates the adverse effects of job insecurity. Based on time-lagged, 318 dyadic (including 318 parents and 318 kids) data collected from Chinese individuals, we found support for all the proposed relationships, i.e. job insecurity weakens the parent–child attachment through mediating effect of work–family conflict. The findings also conclude that employees' segmentation preference restricts the adverse effects of job insecurity and weakens its effect on the family domain. In yielding these findings, this study not only highlights the effect of perceived job insecurity on the family domain, the mechanism through which it occurs, and the moderating effect of a given factor but also provides insights to organizations so they could improve employees' family life. The broader contribution to theory, practical implications, and suggestions for future research are discussed.

This article aims to understand the impact of gender diversity on a firm's equity volatility along with the moderating effect of chief executive officer (CEO) pay–performance sensitivity, institutional activism, and corporate social responsibility (CSR) activities. The sample consists of 200 South Asian health care firms over the period 2010 to 2018. After confirming the prevalence of endogeneity, we rely on the results of system generalized method of moments (GMM) rather than any static model. The results show that a higher representation of women on the board can mitigate the firm's equity volatility. The findings of the study also purport that CEOs with higher pay–performance sensitivity exploit female directors to take the excessive risk, whereas institutional investors support the risk-averse behavior of these directors. However, we find no statistical evidence that CSR activities moderate the relationship between gender diversity and firm's equity volatility. Our results theoretically support both stakeholder and agency perspectives that South Asian capital markets should enhance the representation of women on board to mitigate agency conflicts and to improve long-term firm's sustainability.