Abstract
Nonmalicious, end-user computing and information security deviant behavior (NECISDB) (e.g., pasting or sticking computer passwords on office desks, downloading unauthorized software onto work computer) are a major concern to organizations. This study used Social Cognitive Theory, in particular, a simplified version of its core - the triadic reciprocal determinism - to investigate effects of relevant socio-organizational and personal cognitive factors (e.g., organizational facilitators, observational learning/modeling, and self-efficacy) on employee engagement in NECISDB. Survey data was collected from 411 professionals in two European Union countries. Relevant hypotheses were formulated and tested. Results reveal that self-efficacy and its joint effect with self-regulation have negative effects on NECISDB engagement intentions. Although observational learning/modeling does not influence NECISDB intentions directly, it does have an indirect effect through self-efficacy. Organizational facilitators, e.g., awareness training and its joint effect with observational learning/modeling did not influence NECISDB intentions. Intentions are positively linked to self-reported engagement in NECISDB.
Recommended Citation
Ifinedo, Princely, "Investigating Employee Engagement in Nonmalicious, End-user Computing and Information Security Deviant Behavior" (2019). AMCIS 2019 Proceedings. 8.
https://aisel.aisnet.org/amcis2019/info_security_privacy/info_security_privacy/8
Investigating Employee Engagement in Nonmalicious, End-user Computing and Information Security Deviant Behavior
Nonmalicious, end-user computing and information security deviant behavior (NECISDB) (e.g., pasting or sticking computer passwords on office desks, downloading unauthorized software onto work computer) are a major concern to organizations. This study used Social Cognitive Theory, in particular, a simplified version of its core - the triadic reciprocal determinism - to investigate effects of relevant socio-organizational and personal cognitive factors (e.g., organizational facilitators, observational learning/modeling, and self-efficacy) on employee engagement in NECISDB. Survey data was collected from 411 professionals in two European Union countries. Relevant hypotheses were formulated and tested. Results reveal that self-efficacy and its joint effect with self-regulation have negative effects on NECISDB engagement intentions. Although observational learning/modeling does not influence NECISDB intentions directly, it does have an indirect effect through self-efficacy. Organizational facilitators, e.g., awareness training and its joint effect with observational learning/modeling did not influence NECISDB intentions. Intentions are positively linked to self-reported engagement in NECISDB.