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Cyber security incidents pose a major threat to organisations. Reporting cyber security incidents and providing organisations with information about their true nature, type and volume, is crucial to inform risk-based decisions. Despite the importance of reporting cyber security incidents, little research has addressed employees’ motivations to do so. Therefore, the purpose of this study is to investigate the factors that influence employees to report cyber security incidents using the theory of planned behaviour as a theoretical framework.

Survey data were collected from a sample of 549 working Australian adults. Demographics were gathered, in addition to data using the Cyber Security Incident Reporting Inventory (CSIRI; pronounced, “Siri”).

Attitude towards reporting, subjective norms and perceived behavioural control each significantly predicted intention-to-report cyber security incidents. Perceived behavioural control also significantly predicted actual reporting behaviour.

The results of this study validate the application of the theory of planned behaviour to the cyber security incident reporting context, also indicating that the relationship between intention to report a cyber security incident and actual reporting behaviour may be facilitated by perceived behavioural control.

These findings can be applied to inform the development of strategies that increase employees’ cyber security incident reporting behaviour.

This study outlines the development of a new tool to measure attitudes, subjective norms and perceived behavioural control in relation to the reporting of cyber security incidents. To the best of the authors’ knowledge, this is the first study of its kind to identify the relationship between these factors and intentions to report cyber security incidents.

The purposes of this study are to synthesize the current research findings reported in major hospitality and tourism journals and to discuss the knowledge gaps where additional research endeavors are needed.

A systematic review approach was adopted to analyze 67 research articles about online reviews that were published between January 2000 and July 2015 in seven major hospitality and tourism journals.

This study presents a thematic framework of online review research, which was advanced by integrating the interactions among quantitative evaluation features, verbal evaluation features, reputation features and social features of online reviews with important outcomes of consumer decision-making and business performance. The thematic framework helps researchers identify the areas in extant hospitality literature of online reviews and point out possible directions for future studies.

The systematic review approach has a qualitative nature, where relevant literature was interpreted based on the authors’ domain knowledge and expertise.

Practitioners can gain a comprehensive understanding of the dynamic relationships among the key influential factors in online reviews, as presented in the thematic framework of online review research. Accordingly, managers will be able to develop effective strategies to leverage the positive impacts of online reviews to the business outcomes.

This systematic review synthesizes the findings reported in most recent publications (January 2000-July 2015; also including “Online First” articles) in seven major hospitality and tourism journals and develops an integrated research framework, anchoring on four meta-research questions and showing the dynamic relationships among the key players/factors/themes in online review research. This framework provides a visual diagram to practitioners for a better understanding of the relevant literature and assists researchers in developing new research questions for future studies.

This paper contains a meta-analysis of the psychological contract literature published in the last two decades. The aim of this paper was to investigate the moderating role of national culture in the individual-level relationships between psychological contract breach (PCB) and two important work outcomes, namely job performance (in-role and organizational citizenship behaviors) and turnover (actual and intended).

After an extensive literature search, 134 studies were found which matched the authors’ aim. The authors then incorporated national cultural scores based on the GLOBE study to include country-level scores to identify how the PCB relationships with these four outcomes vary across cultures.

The findings indicate that national cultural practices moderated the associations between PCB and the four outcomes, yet, no significant moderations for uncertainty avoidance practices.

While existing research has examined the impact of the breach on work outcomes such as job performance and turnover, there are few empirical studies that examine how national cultural practices influence the relationships between psychological contract breach and job performance and turnover. The authors address this need by investigating and creating a deeper insight into how cultural practices such as institutional collectivism, performance-orientation, power-distance, future orientation and gender egalitarianism moderate the relationships between PCB and job performance and turnover.

The aims of this paper are to expand understanding on the portability of work experience and to understand how an employee's level of propensity to trust interplays with perceived value of previous career‐long work experience to affect on‐the‐job performance.

A sample of 127 new employees of three newly opened locations of a national full‐service restaurant chain were surveyed during the orientation phase of their jobs. This was followed up three‐four weeks later by job performance ratings from supervisors.

The higher the perceived value of previous work experience the stronger the relationship between industry work experience and job performance. Also, the higher the perceived value of previous work experience the weaker the relationship between propensity to trust and job performance.

Because this study concentrated on a single firm in a single industry, generalizability to other industries may suffer.

Employees that seek to find value in their current jobs may be more valuable in their future jobs. Also, employees who lack valuable prior work experiences will need to rely more on their propensity to trust other employees if they want to perform well at their new jobs.

The study explains the reasoning behind prior inconsistencies in the work experience‐job performance literature by introducing the concept of perceived value of previous work experience and explaining how this relates to propensity to trust in a newcomer relationship.

Employee dissatisfaction with merit pay is a long‐standing problem. This study introduces four explanatory constructs, based on decisional and interactional fairness notions, that describe how supervisors implement merit pay and predict merit pay satisfaction. Multigroup confirmatory factor analyses, applied to a sample of American employees (N = 415) and a sample of Venezuelan employees (N = 239), show that the five constructs introduced here are distinct from each other and that their measures generalize across countries (cultures and languages).

The purpose of this paper is to examine the relationships between pay satisfaction, global job satisfaction, loyalty and organizational citizenship behaviors (OCBs) – as they all pertain to contingent workers. The proposed model suggests, due to the nature of contingent work, pay satisfaction will influence the above variables. Additionally, this study aims to explore the relationship between pay satisfaction and OCB directed toward an individual employee.

This study used a cross-sectional research design, administering a web-based survey to the participants (n=117) for data collection. Hierarchical regression, correlation and relative importance analyses were used for hypothesis testing.

The results suggest pay satisfaction of contingent workers is positively related to global job satisfaction, loyalty to a hiring agency, loyalty to a client company and OCB directed toward a client organization.

The primary contribution of the current study was the assessment of extrinsic rewards and their relationship to job satisfaction, loyalty and OCBs among contingent workers. This appears to be the first study to assess the relationship between pay satisfaction and loyalty, along with OCBs of contingent workers. The findings establish the importance of pay when loyalty to both staffing agency and client company is considered.

Although interorganizational relationships are acknowledged as positive for tourism, studies on the subject fail to systematically analyze the joint effects of relationships with different types of organizations. The purpose of this paper is to analyze the influence of the interaction between different types of interorganizational relationships over a hotel firm’s performance.

A structured questionnaire applied to hotel managers was used to assess hotel relationships. Hotel performance was assessed through Trip Advisor information. Structural equations modeling (SEM) was used for data analysis.

Results reveal that only relationships with other hotels had a significant influence on performance. The competition had a negative effect on hotel performance, as well as on horizontal and support organization relationships. Relationships with support organizations presented a significant effect on the formation of relationships between companies (horizontal and vertical) and mediated the negative effect of competition over horizontal relations.

Hotel relationships are idiosyncratic and path-dependent, hence monitoring and copying competitors’ relationships is not advisable. Hotels may improve their productive integration by relating with support organizations. From a destination management perspective, results show that support organizations facilitate interfirm relationships and productive integration within a destination.

The paper systematically analyzes the influence of different interorganizational relationships and competition on hotel performance. Empirical results contradict some aspects of networks and clusters. Some relationships may have positive effects on destinations, but not on hotel firms. Additionally, support organizations play a central role on interfirm relationship formation and maintenance.

集群或网络：组织间关系对巴西酒店绩效的影响Clú

但有关该主题的研究未能系统地分析与不同类型组织之间关系的联合影响。本文的目的是分析不同类型的组织间关系之间的相互作用对酒店公司绩效的影响。

应用于酒店经理的结构化问卷用于评估酒店关系。通过Trip Advisor信息评估了酒店的表现。使用结构方程建模 进行数据分析。

只有与其他酒店的关系才对业绩产生重大影响。竞争对酒店业绩以及横向e支持组织的关系都具有负面影响。与支持组织的关系对公司间关系有显着影响, 对竞争的中介作用对水平关系有负面影响。

本文系统地分析了不同组织间关系和竞争对酒店绩效的影响。实证结果与网络和集群的某些方面相矛盾。某些关系可能对目的地有利, 但对酒店公司却没有相同的影响。此外, 支持组织在公司间关系的形成和维护中起着核心作用。

因此建议不要监视和复制竞争对手的关系。酒店可以改善与支持组织有关的生产整合。从目的地管理的角度来看, 结果表明, 支持组织促进了旅游企业之间的关系以及目的地内的生产整合。

Clústeres o redes: la influencia de las relaciones interorganizacionales en el desempeño de los hoteles brasileños

Si bien las relaciones interorganizacionales se reconocen como positivas para el turismo, las investigaciones sobre el tema no logran analizar sistemáticamente los efectos conjuntos de las relaciones con diferentes tipos de organizaciones. El propósito de este artículo es analizar la influencia de la interacción entre diferentes tipos de relaciones interorganizacionales sobre el desempeño de la empresa hotelera.

se utilizó un cuestionario estructurado aplicado a los gerentes de hoteles para evaluar las relaciones con los hoteles. El desempeño del hotel se evaluó a través de la información de Trip Advisor. Se utilizó el Modelado de Ecuaciones Estructurales (SEM) para el análisis de datos.

los resultados revelan que solo las relaciones con otros hoteles tuvieron una influencia significativa en el rendimiento. La competencia tuvo un efecto negativo en el desempeño del hotel, así como en las relaciones horizontales de las organizaciones de apoyo electrónico. Las relaciones con las organizaciones de apoyo tienen un efecto significativo en las relaciones entre empresas y un efecto de mediación en la competencia, influencia negativa en las relaciones horizontales.

el documento analiza sistemáticamente la influencia de las diferentes relaciones interorganizacionales y la competencia en el desempeño del hotel. Los resultados empíricos contradicen algunos aspectos de redes y clústeres. Algunas relaciones pueden ser positivas para los destinos, pero no tener los mismos efectos para las empresas hoteleras. Además, las organizaciones de apoyo juegan un papel central en la formación y el mantenimiento de relaciones entre empresas.

las relaciones hoteleras son idiosincrásicas y dependen de la ruta, por lo que no es aconsejable monitorear y copiar las relaciones de la competencia. Los hoteles pueden mejorar su integración productiva relacionándose con las organizaciones de apoyo. Desde una perspectiva de gestión de destinos, los resultados muestran que las organizaciones de apoyo facilitan las relaciones entre empresas del turismo y la integración productiva dentro de un destino.

The purpose of this study is to examine the nature of the emotions experienced by targets of bullying in the workplace.

A sample of 180 employees in Canada took part in a cross‐sectional self‐report survey study.

The study found that, for men, in the presence of belittlement and work being undermined, verbal abuse was negatively associated with confusion, suggesting an active coping strategy. In contrast, for women, in the presence of belittlement and work being undermined, verbal abuse was positively associated with confusion, suggesting a passive coping strategy.

Although this study's cross‐sectional methodology provided a static snapshot of the emotions of bullying, it may be informative to capture emotions as they arise in response to specific episodes and forms of bullying as well as in response to repeated acts of bullying.

Workers should be offered resources for understanding and coping constructively with their emotions, training in interpersonal sensitivity to become more aware of and responsive to others' feelings, and the opportunity to work in respectful workplace climates.

Specific emotions were examined that are associated with exposure to different forms of bullying, and the career‐related implications of these findings are discussed.