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Paper Type
Complete
Description
Nonmalicious information security violations (NISV) that employees engage in can pose a problem to organizations. The Social Cognitive Theory was used to investigate the roles of three constructs, (a) peer support, (b) perceived organizational support, and (c) personal goal setting in reducing NISV. The study also examined the interactions among the three variables. Relevant hypotheses were formulated, and survey data were obtained from 204 German workers. The partial least squares technique was used for data analysis. The results showed that the three factors could reduce employee engagement in NISV. Another key finding of the study indicates that the interaction between personal goal setting in reducing engagement in NISV and peer support significantly reduced employee participation in NISV. In contrast, the interaction between perceived organizational support and personal goal setting related to NISV avoidance did not. The implications of the study’s findings for practice and contributions to research were discussed.
Paper Number
1266
Recommended Citation
Ifinedo, Princely, "Roles of Peer Support and Perceived Organizational Support in Reducing Nonmalicious Information Security Violations: The Interacting Effect of Personal Goal Setting" (2023). AMCIS 2023 Proceedings. 8.
https://aisel.aisnet.org/amcis2023/sig_sec/sig_sec/8
Roles of Peer Support and Perceived Organizational Support in Reducing Nonmalicious Information Security Violations: The Interacting Effect of Personal Goal Setting
Nonmalicious information security violations (NISV) that employees engage in can pose a problem to organizations. The Social Cognitive Theory was used to investigate the roles of three constructs, (a) peer support, (b) perceived organizational support, and (c) personal goal setting in reducing NISV. The study also examined the interactions among the three variables. Relevant hypotheses were formulated, and survey data were obtained from 204 German workers. The partial least squares technique was used for data analysis. The results showed that the three factors could reduce employee engagement in NISV. Another key finding of the study indicates that the interaction between personal goal setting in reducing engagement in NISV and peer support significantly reduced employee participation in NISV. In contrast, the interaction between perceived organizational support and personal goal setting related to NISV avoidance did not. The implications of the study’s findings for practice and contributions to research were discussed.
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