Qingxiong Ma, Allen C. Johnston and J. Michael Pearson
As part of their continuing efforts to establish effective information security management (ISM) practices, information security researchers and practitioners have proposed and…
Abstract
Purpose
As part of their continuing efforts to establish effective information security management (ISM) practices, information security researchers and practitioners have proposed and developed many different information security standards and guidelines. Building on these previous efforts, the purpose of this study is to put forth a framework for ISM.
Design/methodology/approach
This framework is derived from the development of an a priori set of objectives and practices as suggested by literature, standards, and reports found in academia and practice; the refinement of these objectives and practices based on survey data obtained from 354 certified information security professionals; and the examination of interrelationships between the objectives and practices.
Findings
The empirical analysis suggests: four factors (information integrity, confidentiality, accountability, and availability) serve as critical information security objectives; most of the security areas and items covered under ISO 17799 are valid with one new area – “external” or “inter‐organizational information security”; and for moderately information‐sensitive organizations, “confidentiality” has the highest correlation with ISM practices; for highly information‐sensitive organizations, “confidentiality”, “accountability”, and “integrity” are the major ISM objectives. The most important contributor to information security objectives is “access control”.
Research limitations/implications
This study contributes to the domain of information security research by developing a parsimonious set of security objectives and practices grounded in the findings of previous works in academia and practical literature.
Practical implications
These findings provide insights for business managers and information security professionals attempting to implement ISM programs within their respective organizational settings.
Originality/value
This paper fulfills a need in the information security community for a parsimonious set of objectives and practices based on the many guidelines and standards available in both academia and practice.
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Rakhi Thakur and Mala Srivastava
The purpose of this paper is to accomplish two objectives – to test the functional relationship between adoption readiness (AR), perceived risk (PR) and usage intention for mobile…
Abstract
Purpose
The purpose of this paper is to accomplish two objectives – to test the functional relationship between adoption readiness (AR), perceived risk (PR) and usage intention for mobile payments in India and to investigate the stability of proposed structural relationships across different customer groups.
Design/methodology/approach
The literature concerning major attributes of technology acceptance were systematically reviewed to develop construct of AR. Post that a comprehensive model consisting of AR, personal innovativeness and PR was put together. The model was then empirically tested using structural equation modelling.
Findings
On appraising the proposed model, five out of six hypotheses were fully supported while one hypothesis was partially supported. Test of invariance showed significant variance among users and non-users.
Research limitations/implications
The results of the study may vary with national context, service offerings, regulatory framework and other customer personal variables (i.e. lifestyle) suggesting future research opportunities.
Practical implications
The results facilitate the comprehension of the role of different factors on the mobile payments usage intention among customers. In addition, the results expand the knowledge on consumer behaviour towards financial technological innovations.
Originality/value
The results expand one's knowledge on this relationship, propounding interesting empirical evidence of the model invariance among different consumer groups.
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Bashir Ahmad, Hussain Tariq, Qingxiong (Derek) Weng, Samson Samwel Shillamkwese and Nadeem Sohail
Based on revenge theory and the three objectives of social interaction theory of aggression, the purpose of this paper is to develop a framework to answer why and when a…
Abstract
Purpose
Based on revenge theory and the three objectives of social interaction theory of aggression, the purpose of this paper is to develop a framework to answer why and when a subordinate’s own behaviour instigates abuse at the workplace. In particular, the authors argue that subordinate gossip behaviour instils in supervisors a thought of revenge towards that subordinate, which, in turn, leads to abusive supervision. Specifically, this hypothesised relationship is augmented when the supervisor feels close to the gossiper (i.e. psychological proximity).
Design/methodology/approach
The authors conducted two independent studies to test the moderated mediation model, which collectively investigate why and when subordinate gossip behaviour provokes abusive supervision in the workplace. A lagged study (i.e. Study 1: 422 supervisors and subordinates) in a large retail company and an experience sampling study (i.e. Study 2: 96 supervisors and subordinates with 480 daily surveys) in multiple organisations provide support for the moderated mediation model.
Findings
The two-study (i.e. a lagged study and an experience sampling study) findings support the integrated model, which has mainly focussed on instrumental consideration of abusive supervision that influences the supervisor–subordinate relationship.
Originality/value
The two-study investigation has important and meaningful implications for abusive supervision research because it determines that subordinate gossip behaviour is more threating to a supervisor when the subordinate and the supervisor are psychological close to each other than when they are not. That is because when they are close, the supervisor is not expecting gossip behaviour from the subordinate, thus giving rise to an abusive workplace.
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Qingxiong Weng, Kashmala Latif, Abdul Karim Khan, Hussain Tariq, Hirra Pervez Butt, Asfia Obaid and Naukhez Sarwar
This study aims to explore an interpersonal predictor of coworkers-directed knowledge hiding behavior – the leader–member exchange social comparison (LMXSC). This study integrates…
Abstract
Purpose
This study aims to explore an interpersonal predictor of coworkers-directed knowledge hiding behavior – the leader–member exchange social comparison (LMXSC). This study integrates leader–member exchange literature with social comparison theory to hypothesize that an individual’s upward LMXSC is positively correlated with coworkers-directed knowledge hiding and that an individual’s feelings of envy are mediated by the relationship between upward LMXSC and coworkers-directed knowledge hiding behavior. Also, this study proposes two-way and three-way interaction patterns of goal interdependence, which can influence LMXSC–envy relationships.
Design/methodology/approach
Two independent studies are conducted to test the hypothesized relationships. In Study 1, the authors collected multi-wave data from a large public sector university in China (N = 1,131). The authors then replicated the Study 1 findings by collecting multi-source and multi-wave data from a telecom company based in China (n = 379).
Findings
The authors found support across both studies for the idea that upward LMXSC is a possible interpersonal predictor of coworkers-directed knowledge hiding behavior. More specifically, it was found that feelings of envy ensue from upward LMXSC, resulting in further coworkers-directed knowledge hiding behavior. Further, this study shows that the influence of upward LMXSC on knowledge hiding behavior via feelings of envy was weaker (stronger) when employees have high (low) cooperative goal interdependence with coworkers, respectively, and when employees have low (high) competitive goal interdependence with the coworkers, respectively.
Originality/value
This study extends current knowledge management literature by introducing LMXSC as an interpersonal predictor of coworkers-directed knowledge hiding behavior. This will help practitioners to curb such counterproductive behavior.
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Samson Samwel Shillamkwese, Qingxiong (Derek) Weng, Hirra Pervez Butt, Hussain Tariq and Zahid Hameed
Although work-related antecedents of abusive supervision are well-known, knowledge on the cross-domain antecedents of this destructive leadership behavior is scarce. Accordingly…
Abstract
Purpose
Although work-related antecedents of abusive supervision are well-known, knowledge on the cross-domain antecedents of this destructive leadership behavior is scarce. Accordingly, this study aims to investigate off-the-job supervisors’ after-work experiences that may influence their work behavior. The authors explore how and when a supervisor’s poor recovery experiences lead to abusive supervisory behaviors through a negative start-of-workday mood for high vs low supervisor sleep quality.
Design/methodology/approach
The authors conducted a single-source, three-phase field study (N = 422) to test the proposed moderated mediation model for participants from a large telecommunications company located in Anhui province, People’s Republic of China.
Findings
Poor recovery experiences in the supervisor’s personal life can spill over to their work domain and provoke abusive supervisory behavior through the mediating effect of a negative start-of-workday mood. Moreover, a supervisor’s good night’s sleep (i.e. first-stage moderator) serves as a key mitigating factor to diminish the negative start-of-workday mood resulting from a lack of relaxation, mastery experiences and control experiences (except for the lack of psychological detachment from work) and lessens abusive supervision.
Originality/value
This study contributes to the literature examining off-the-job events to understand the antecedents of abusive supervision that are beyond organizations’ control but significantly influence workplace behaviors, showing that not all antecedents of abusive supervision exist in the workplace; some are transferred from the home domain through nonvisible moods. Finally, the inclusion of sleep quality as a first-stage moderator provides insights on preventing abusive supervision caused by nonwork-related events. This adds a unique dimension to the abusive supervision literature by highlighting factors in the home domain that can prevent negative spillovers to the work domain. The authors conclude with some theoretical and practical implications for researchers and practitioners.
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Junaid Khalid, Qingxiong Derek Weng, Adeel Luqman, Muhammad Imran Rasheed and Maryam Hina
The purpose of this study is to investigate the effect of after-hours work-related technology use on interpersonal, organizational and nonwork deviance through work–family…
Abstract
Purpose
The purpose of this study is to investigate the effect of after-hours work-related technology use on interpersonal, organizational and nonwork deviance through work–family conflict (WFC) by focusing on the moderating role of other- and self-initiated interruptions.
Design/methodology/approach
The online survey included 318 valid samples from employees working in different organizations in the Anhui provinces of the People's Republic of China. The authors applied Statistical Package for Social Sciences (SPSS) process macros for testing mediation and moderated mediation analysis while conducting path analytic procedures and bootstrapping analysis.
Findings
This study found that after-hours work-related technology use is positively associated with interpersonal, organizational and nonwork deviance through WFC. This positive relationship strengthens in the presence of other-initiated interruptions compared with self-initiated interruptions. The results show that as compared to self-initiated interruptions, other-initiated interruptions strengthen the relationship between after-hours work-related technology use and its outcomes in the forms of WFC and deviance.
Originality/value
After-hours work-related technology use is a ubiquitous phenomenon and got significant scholarly attention. However, its effect on WFC and individual deviant behaviors has never been studied. Moreover, the moderated-mediation role of self-initiated and other-initiated interruptions presents a unique and important development in the context of after-hours work-related technology use and deviant behavior.
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Muhammad Naeem, Qingxiong (Derek) Weng, Ahmed Ali and Zahid Hameed
Drawing upon affective events theory, the authors propose that the subordinates’ negative gossip acts as a targeting affective event which leads to supervisor negative emotions…
Abstract
Purpose
Drawing upon affective events theory, the authors propose that the subordinates’ negative gossip acts as a targeting affective event which leads to supervisor negative emotions. In turn, such negative emotions provoke supervisors to exhibit abusive behavior toward their subordinates. Additionally, the authors propose that an affective dispositional factor, namely, supervisor emotional regulation, moderates the hypothesized relationships. Using multisource data and a moderated-mediation model, the authors find that the supervisor’s perception of the subordinates’ negative workplace gossip is associated with abusive supervision through the supervisor’s negative emotions. Moreover, the supervisor’s emotional regulation mitigates the relationship between such negative gossip and the supervisor’s negative emotions. The paper aims to discuss this issue.
Design/methodology/approach
Data were collected from employees (e.g. subordinates) and their immediate supervisors in organizations representing a variety of industries (e.g. finance, health care, information technology, public safety and human services) located in three cities in China. Respondents were recruited from different professional online forums with the offer of free movie tickets in return for participation.
Findings
Using multisource data and a moderated-mediation model, the authors find that the supervisor’s perception of the subordinates’ negative workplace gossip is associated with abusive supervision through the supervisor’s negative emotions. Moreover, the supervisor’s emotional regulation mitigates the relationship between such negative gossip and the supervisor’s negative emotions, but not the relationship between the supervisor’s negative emotions and abusive supervision.
Research limitations/implications
Like all studies, the current one is not without limitations. First, the data were collected using a cross-sectional research design, which limits the interference of causality among the hypothesized relationships in the model. Future research work should apply alternative research designs such as a daily diary or longitudinal data collection (Shadish et al., 2002), in order to support the validity of the study.
Practical implications
In practical terms, abusive supervision is recognized as a destructive workplace behavior that is costly to organizations (Mackey et al., 2017; Martinko et al., 2013). Thus, it is important for organizational management and practitioners to understand the reasons why supervisors exhibit abusive behavior toward subordinates.
Social implications
Through this study, higher management must understand harmful effects of subordinates’ workplace negative gossip, it must be recognized as other types of workplace mistreatment (rudeness and incivility), establishment and enforcement of the code of conduct can prevent negative workplace gossip prevalence in the workplace.
Originality/value
This study has contributed to the organizational behavior literature in several aspects. First, most studies have examined the consequences of abusive supervisor through subordinates victimization, current study contributes in the ongoing stream of research by examining antecedents of abusive supervision through subordinates’ social victimization (e.g. negative workplace gossip) of supervisors.
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Drawing on the conservation of resources (COR) theory, we propose a mediated moderation showing how proactive personality (PP) and job crafting toward interests (JC-interests…
Abstract
Purpose
Drawing on the conservation of resources (COR) theory, we propose a mediated moderation showing how proactive personality (PP) and job crafting toward interests (JC-interests) influence the relationship between interest incongruence and cyberloafing.
Design/methodology/approach
We used a three-wave survey and collected data from 429 full-time employees working in different industries in China.
Findings
We found that interest incongruence was positively related to cyberloafing. Furthermore, this positive relationship was more significant when employees were low in PP or engaged in low levels of JC-interests. In addition, the moderating effect of PP was mediated by JC-interests.
Practical implications
These findings are helpful for organizations in figuring out how to mitigate the detrimental effects of interest incongruence by providing more support to proactive employees and implementing various JC interventions.
Originality/value
This study suggests that PP and JC-interests (resource gain strategy) could mitigate the positive effect of interest incongruence on employees’ cyberloafing.
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Junaid Khalid, Qingxiong Derek Weng, Adeel Luqman, Muhammad Imran Rasheed and Maryam Hina
The information and communication technologies have made it progressively practical for employees to remain associated with work, even when they are not in the workplace. However…
Abstract
Purpose
The information and communication technologies have made it progressively practical for employees to remain associated with work, even when they are not in the workplace. However, prior studies have provided very little understanding of the implications for the deviant behavior aspect. The current study aims to investigate the association between after-hours work-related technology usage and interpersonal, organizational and nonwork deviance through psychological transition, interruption overload and task closure. The authors draw upon the theory of conservation of resource (COR) to examine the research model.
Design/methodology/approach
The primary data for the study has been collected in two waves from the sample of 318 employees who were working in diverse organizations in the Anhui province of the People's Republic of China for empirical testing of the authors’ research model.
Findings
This study's findings have revealed the positive association of after-hour work-related technology use with individuals' deviance in its entire three forms through psychological transition and interruption overload and have negative associations with all forms of deviance through task closure.
Originality/value
The significant contribution of this study is in the literature on technology use and employee outcomes, by identifying the consequences of technology use in both work (interpersonal deviance and organizational deviance) and outside work domain (nonwork deviance) and exploring the underlying mechanisms for these relationships in detail. To the best of the authors’ knowledge, this study is the first of its kind that investigates a relationship between after-hours technology use and all three kinds of deviance while exploring both the positive and negative perspectives in one study.
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Zia Ul Islam, Qingxiong (Derek) Weng, Ahmed Ali, Usman Ghani and Rana Muhammad Naeem
The purpose of this study is to examine the influence of job seekers' perceived incivility during job search on their job search intensity via job search-specific self-esteem, and…
Abstract
Purpose
The purpose of this study is to examine the influence of job seekers' perceived incivility during job search on their job search intensity via job search-specific self-esteem, and to explore how the job seekers' level of dispositional mindfulness buffers these relationships.
Design/methodology/approach
Using self-report measures, time-lagged data were obtained from 242 graduating students of a Chinese university.
Findings
Results showed that perceived incivility during job search was negatively related to job search-specific self-esteem, and that job search-specific self-esteem was positively related to job search intensity. Further, dispositional mindfulness mitigated the direct link between perceived incivility and job search-specific self-esteem and the indirect link between job seekers' perception of incivility and job search intensity through job search-specific self-esteem.
Originality/value
By integrating the recruitment and job search literature, we investigated how negative experiences (perceived incivility during recruitment) stemming from the context of job search influence the motivation of job seekers to continue their job search via the mediating role of job search-specific self-esteem. Further, for the first time, we explored the moderating role of dispositional mindfulness in the job search literature by utilizing the framework of positive psychology.