Start Date
11-8-2016
Description
Organizations frequently experience threats to their information assets, with Internal incidents largely contributing to organizational breach occurrences. Whether employees avoid information security policy (ISP) compliance intentionally or accidentally, the act of disobeying organizational security policies may expose confidential information. Security education training and awareness (SETA) programs are used by organizations as a proactive mechanism to ensure employees fully understand potential threats to organizational data and the appropriate countermeasures available to them. We believe that motivational research may highlight interesting ways in which the effectiveness of SETA programs can be improved. Employees may be more self-determined (Intrinsic) or control-oriented (extrinsic) in their motivation toward work. Using self-determination theory (SDT) as a foundation, we propose SETA program design that is focused on first determining an employee's motivational orientation and subsequently crafting a SETA program that fits his or her motivation. A proposed research design and potential implications are also discussed.
Recommended Citation
Menard, Philip, "Proposing SETA Program Design Based on Employee Motivational Fit" (2016). AMCIS 2016 Proceedings. 26.
https://aisel.aisnet.org/amcis2016/ISSec/Presentations/26
Proposing SETA Program Design Based on Employee Motivational Fit
Organizations frequently experience threats to their information assets, with Internal incidents largely contributing to organizational breach occurrences. Whether employees avoid information security policy (ISP) compliance intentionally or accidentally, the act of disobeying organizational security policies may expose confidential information. Security education training and awareness (SETA) programs are used by organizations as a proactive mechanism to ensure employees fully understand potential threats to organizational data and the appropriate countermeasures available to them. We believe that motivational research may highlight interesting ways in which the effectiveness of SETA programs can be improved. Employees may be more self-determined (Intrinsic) or control-oriented (extrinsic) in their motivation toward work. Using self-determination theory (SDT) as a foundation, we propose SETA program design that is focused on first determining an employee's motivational orientation and subsequently crafting a SETA program that fits his or her motivation. A proposed research design and potential implications are also discussed.